S-1620 - 04/13/2021 - PERSONNEL - Ordinances THE VILLAGE OF OAK BROOK
COOK AND DUPAGE COUNTIES, ILLINOIS
ORDINANCE
A ORDINANCE 2021 -PL-RR-EX1 -S-1620
AN ORDINANCE
AMENDING CERTAIN SECTIONS
OF THE PERSONNEL MANUAL OF
THE VILLAGE OF OAK BROOK
COPAL G. LALMALANI, Village President
CHARLOTTE K. PRUSS, Village Clerk
JOHN BAAR
PHILIP CUEVAS
MICHAEL MANZO
MOIN SAIYED
EDWARD TIESENGA
ASIF YUSUF
Village Board
Published in pamphlet form by authority of the
President and the Board of Trustees of the Village of Oak Brook
on this the 13th day of April, 2021
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i
Ordinance 2021-P1-RR-EXt-S-1620
Amending Personnel Manual-Art.4
Page 2 of 3
ORDINANCE 202 1-PL-RR-EX1-S-1 620
AN ORDINANCE AMENDING CERTAIN SECTIONS
OF THE PERSONNEL MANUAL OF
THE VILLAGE OF OAK BROOK
WHEREAS,the President and Board of Trustees of the Village of Oak Brook approved the current
Village of Oak Brook Personnel Manual on January 13,2015 with the passage of Resolution R-1424;and
WHEREAS,it is deemed appropriate that said Personnel Manual be amended in regard to revisions
to specific statutes which affect Village operations.
NOW,THEREFORE,BE IT ORDAINED BY THE PRESIDENT AND BOARD OF TRUSTEES OF
THE VILLAGE OF OAK BROOK,DU PAGE AND COOK COUNTIES,ILLINOIS,as follows:
Section 1:Recitals.The foregoing recitals are restated and incorporated herein as the findings of
the President and Board of Trustees.
Section 2: Amendments. Article 6, "SAFETY", Section 6.05, "Work-Related Injures (Worker's
Compensation)"of the Personnel Manual of the Village of Oak Brook be and is hereby amended to read as
follows:
6.05 Work-Related Injuries
5. Return to Work Guidelines
a. Restricted duty assignments may be temporarily provided for an injured employee
if:
(1) An authorized physician has released the employee to return to work
with physical restrictions on the duties the employee can perform;and
(2) If the duties that the employee is physically able to perform while
rehabilitating are duties and work normally performed by the Village;or
(3) An IRMA Return to Work Duty Status Form has been completed by the
treating physician.
b. Restricted duty for employees has been established within a three(3)consecutive
month time period,except where the nature of the injury necessarily requires
extending the time with authorized physician approval.
C. An employee who is deemed able by the Village's authorized physician to return to
restricted duty may be permitted to use available sick leave should their physician
restrict the employee from returning to work.
d. The Department Director will determine restricted duty tasks for each specific
employee. The following guidelines should be addressed:
(1) A duty or position will not be created for an employee;
(2) The duty or position should be meaningful work that contributes to the
mission of the Village;
(3) No employee will be moved from hie theiLregular job to allow an injured
employee to participate in the restricted duty program;
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(4) An employee should be placed in a position consistent with his or her
physical restrictions;
(5) Restricted duty work should be compensated at the current pay rate of
the injured employee.
e. The appropriate Department Director will monitor the progress of the injured
employee on a weekly basis. The factors to be monitored include:
(1) Completion of assigned task;
(2) Medical progress;
(3) Injured employee has continued physician visits or therapy treatments,
as necessary.
f. Restricted Duty-The purpose of the restricted duty program is to progressively move
an injured worker from restricted duty status to full working capacity. It is not a
permanent accommodation of a disability. Restricted duty is not usually appropriate
when an employee has no reasonable expectation of returning to regular duty within
80 days three Q consecutive month time - . d The three-month timeri
peod
may be extended in the discretmon of the Village if the employee is not yet at
maximum medical improvement.
Restricted duty work assignments will be aggressively pursued in
accordance with the following procedures:
1. An employee may be required, or may agree, to work in an
available restricted duty assignment, whether the injury was
sustained on duty or off duty. The number of restricted duty
assignments available may be limited. Therefore, on-duty injuries
have priority over off-duty injuries in the placement of duty
assignments.
2. Department Directors are required to aggressively seek restricted
work duties meeting the injured employee's medical work
restrictions..
with tempOlFairy physiGal limitations. The FeStFiGted duty
assignments should be detailed listing all physir.W
WheneyeF possible, employees that have WOFk Fel
tempOlFary physiGal limitations will be assigned to there
3. Employees shall serve in restricted duty assignment for as long as
they can perform productive work and are expected to return to full
duty when at maximum medical improvement or released by a
physician approved by the Village. Employees may be removed
from limited duty assignments if appropriate work is not available,
or if the employee cannot satisfactorily perform the work assigned.
4. No full-time employee shall be moved from his/her regular job in order to
make an early-return-to-work assignment available to another employee.
5. An employee may be required to attend training sessions, staff meetings,
seminars, or continuing education programs as deemed necessary by the
Department Director and the Village Manager as part of a restricted return
to work assignment.
6. The nature of the injury and the skills of the employee and the needs of
the department will determine what assignments are made. (EXAMPLE:
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An administrative or clerical employee with a broken arm may be able to
perform restricted work that a maintenance worker with the same type of
injury is unable to do.)
7. The Village may arrange for a physician's evaluation of the employee at
any time during a restricted-return-to-work assignment.This should be
coordinated with the IRMA claims representative if it is a workers'
compensation claim. The Village may at any time,based upon its
physician's recommendation,modify the employee's restricted duty
assignment or remove the employee from restricted duty.
8. If the injured employee refuses a restricted duty assignment consistent with
physician approved restrictions for a workers'compensation claim,because
their personal physician does not approve the restricted duty,Temporary
Total Disability(TTD)payments may be terminated and employee may be
required to use available sick time.
9. Payment for reasonable and necessary medical treatments related to work
injuries will not be discontinued based solely on failure to report to a
restricted duty assignment.The employee has the right and may appeal
discontinuance of TTD payments to the Illinois Industrial Commission.
10. Employees on restricted duty shall be advised that they are not permitted,
under any circumstances,to perform any work that violates their return to
work restrictions at work or on their off duty hours unless the Villaae's
ph,•siclan /o,rhe o....,lovee's physician at the Village's option) has
specifically egraised the employ-e. in writing.from following those
restrictions while off duty.If the employee's restrictions simple state
"off work." with no further explanation. the employee's off duty
activities must not exceed the lowest level of work requirements listed
on the Villaae's standard duty status report or equivalent paperwork.
Failure to abide h an amI e work recfrir�l..os while th
employee is off duty may result in termination of errrolovment.
11. Employees on restricted duty shall be evaluated on a weekly basis by their j
Department Director according to the following criteria:
a.Ability to perform the restricted duty assignment.
b.Compliance with work restrictions,
c.Need for modification of restricted duty.
12. Employees who are required to have therapy as part of their ongoing
treatment while on restricted duty must schedule said therapy with the
least disruption to the department work duties. This may require therapy
to be scheduled first thing in the morning or at the end of the workday.
Employee may be required to produce time in and out documentation
from the therapy site.
C.Return to Full Duty
The ultimate goal of a return-to-work policy is to facilitate the return to previous full duty work assignment.
The designated IRMA medical management facility should be provided with a job description
which provides a detailed description including the physical tasks required of the employee and the physical
demands necessary to complete the essential job functions
[Signature page follows]
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Ordinance 2021-PL-RR-EXI-S-1620
Amending Personnel Manual-Art.4
Page 3 of 3
APPROVED THIS 13th day of April, 2021.
Gopal G. Lalmalani
Village President
PASSED THIS 13th day of April, 2021.
Ayes: Trustees Baar, Cuevas, Manzo, Saiyed, Tiesenga, Yusuf
Nays: None
Absent: None
OF 044, ATTEST:
Azt
'G y Charlotte K. Pruss
q �o Village Clerk
C�00bNTY
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