Employee Handbook

Employees shall report immediately any injury incurred in the course of their employment, however minor, to their supervisor or Department Head and take such first aid or medical treatment as may be necessary. Any employee determined to have been able, but who fails, to make such a report may not be eligible for occupational disability or injury leave.

When an employee is injured on the job, the supervisor or Department Head shall immediately notify the Risk Manager and/or Human Resources Director and shall submit a First Report of Injury form to the Human Resources Department. Where an accident causes serious bodily injury or death to an employee, the supervisor shall immediately notify the City Manager, Department Head, Risk Manager, and Human Resources Director.

In the cases where occupational disability to an employee occurs and the employee has been reported as occupationally disabled for a period of thirty (30) calendar days, the Department Head, Risk Manager and Human Resources Director shall review the progress of the case and make recommendations to the City Manager as they deem advisable. The City of Athens shall take reasonable steps to place the individual in a comparable position for which he or she is qualified and able to perform the essential functions with or without reasonable accommodations.

Occupational disability leave shall not be extended beyond six months unless authorized by the City Manager. Extensions shall not be extended for any period more than three months at any one time and shall not exceed a total of twelve months from the day following the injury.

In all cases of occupational disability, the responsibility of determining the character, degree, and potential duration of an injury shall rest with one of three licensed, practicing medical doctor(s) designated by the City of Athens physicians’ panel. The medical doctor(s) may make periodic examinations, progress reports and recommendations as required by the Risk Manager.

Prior to returning to work following a work-related injury or illness, employees must present to the Risk Manager and the Human Resources Director a medical release from their treating physician. The medical release to return to work must specify work restrictions, if any. If the medical return to work release states that the employee is fully recovered and able to perform the essential functions of their job, the employee will be returned to their regular position. If the medical release return-to-work specifies restrictions, the Human Resources Director and Risk Manager will determine if the City can accommodate the employee’s work restrictions. If an accommodation is made, it will be a temporary light duty work assignment which complies with the employee’s restrictions. The assignment may or may not be within the employee’s current department. The City may extend the assignment, transfer the employee to another position, or return the employee to their regular job. The employee may be subject to separation if: (a) they cannot perform the essential functions due to a disability which cannot reasonably be accommodated; or (b) they pose a direct threat to themselves or others.

MILITARY RESERVIST LEAVE

All regular employees who have completed the introductory period and who are members of reserve components of the armed forces, including the National Guard, are entitled to leave while engaged in "duty or training in the service of this state, or of the United States, under competent orders," and they must be given such leave with pay not exceeding twenty (20) working days (160 hours) in any one calendar year as per TCA 8-33-109. After the twenty (20) working days (160 hours) of full compensation, members of any reserve component of the armed forces of the United States, including members of the Tennessee Army and Air National Guard, may use up to five (5) days (40 hours) of sick leave in lieu of annual leave for the purposes of not having to take leave without pay.