1. Employee Actions Required:

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1 DISTRiCT LIGHT D UN STANDARD OPERATING PROCEDURE INTRODUCTION These guidelines are provided for the purpose of establishing a District-wide standard operating procedure for approving, administering, and managing new and continued requests for Light Duty assignments pursuant to Article the Collective Bargaining Agreement and applicable provisions of any Local Memorandum of Understanding. A. NEW REQUESTS FOR TEMPORARY LIGHT DUN ASSIGNMENT 1. Employee Actions Required: Submit each request for a temporary Light Duty assignment in writing to the employee's supervisor. The "Light Duty Request Form" is recommended for this request but not required. Provide a medical statement from a licensed physician or a written statement from a licensed chiropractor who is treating you which contains the nature of the condition, biomechanical restrictions, and the expected duration of the Light Duty requirement. The "Light Duty Work Ability Evaluation Form" is recommended for this statement but not required. 2. Supervisor Actions Required: Determine the availability of temporary Light Duty assignments within the ofice, pursuant to the requirements of Article 13. If work is available in the ofice, complete the "Offer of Light Duty Form" and submit it to the Installation Head for approval. Employees must be capable of performing productive work assignments. "Make work" type assignments are not acceptable. Employees incapable of performing essential functions of a productive work assignment do not qualify for Light Duty work.

2 Provide the completed Offer form to the requesting employee for acceptance. If no work is available within the ofice complete the 'Denial of Light Duty Form" and submit it to the Installation Head for approval. Pro\/lde the cornpletec! Denial fmm to the requesting emplqee. Forward copies of all forms (Accepted, Denied, and Medical documentation) to the Occupational Health Office for tracking and recordkeeping. Maintain responsibility for tracking the expiration date of each employee's Light Duty Assignment and remind each employee of their respective expiration dates. B. CONTINUATION OF LIGHT DUTY ASSIGNMENT Every request for continuation of Light Duty requires updated medical documentation from the employee's treating physician or chiropractor. The documentation must contain the required renewal information and must be based on a reassessment of the condition requiring Light Duty. The "Continuation of Temporary Light Duty Medical Documentation Form" may be used for this requirement. Light Duty may be approved for up to 14 calendar days, provided work is available, even if the submitted medical statements do not include an expected duration of the need for Light Duty. However, continuation of Light Duty beyond 14 days requires updated medical documentation from the employee's treating physician or chiropractor containing information regarding the nature of the condition, medical restrictions or limitations, and an expected duration of need.

3 The "Continuation of Temporary Light Duty Medical Documentation Form" may be used for this requirement. This form, containing the nature of the condition and duration of need for light duty, should be faxed directly to the Occupational Health Office following review by. the Installatioi-; Head. I. Employee Actions Required: Submit a written request for continuation of Light Duty (the "Light Duty Request Form" may be used for this request) and the required medical documentation to the Supervisor prior to the expiration of the Light Duty assignment. That expiration date is based on the duration specified by the treating physician or the duration identified by U.S Postal Service physicians after review of the diagnosis. Should the Occupational Health Office question the medical documentation submitted, obtain clarification of medical questions supplied by the Occupational Health Office. Alternatively, complete the "Authorization for Release of Medical Information for Continuation of Light Duty Form" to permit Occupational Health Office consultation with the employee's treating physician or chiropractor. Failure to supply clarification or to complete this form may result in the denial of continued Light Duty. 2. Supervisor Actions Required: Determine the availability of temporary Light Duty assignments within the office, pursuant to the requirements of Article 13. Complete the Offer of Light Duty Form if work is available in the office and submit it to the Installation Head for approval.

4 Provide the Offer to the requesting employee for acceptance. If no work is available within the office complete the "Denial of Light Duty Form" and submit it to the Installation Head for approval. Provide the completed Denial form to the requesting employee. = Foraard copies of all forms (Accepted, Denied, and Medical documentation) to the Occupational Health Office for tracking and recordkeeping. Maintain responsibility for tracking the expiration date of each employee's Light Duty Assignment and remind each employee of their respective expiration dates. If the request is denied, initiate a discussion of the denial of Light Duty with the employee and explain options including a request for reasonable accommodation through referral to the District Reasonable Accommodation Committee. 3. Occupational Health Office Actions Required: Review all medical documentation and compare the information with established occupational medical principles to determine the appropriateness of the request for continued Light Duty, biomechanical restrictions, or the duration of Light Duty. Review all medical documentation and consult with Supervisors and Installation Heads, if necessary, when issues of questionable medical information are identified. Establish and maintain a District Light Duw Tracking File of all Light Duty Assignments that includes both Active Light Duty employees, Year to Date (YTD) employees whose Light Duty requests were denied or expired, and Permanent Light Duty assignments.

5 Provide a current District Light Duty Tracking File report to the Installation Head or designee at the end of each Pay Period. That report should include a cover letter highlighting areas of importance and concern e.g. updated medical needed, inadequate medical docnmentztisn, duration of Light Du?y questionable, etc. Maintain all confidential medical information in the employee's Official Medical- File. If medical documentation indicates that the employee's medical condition mandates permanent restrictions or that the condition may be a qualifying disability under the Rehabilitation Act, notify the Installation Head so the Supervisor can initiate a referral to the D-RAC for review. C. NEW REQUESTS FOR PERMANENT LIGHT DUTY 1. Employee Actions Required: Request Permanent Light Duty by submitting the "Light Duty Request Form" or a similar written request. Provide medical documentation from a physician selected and paid for by the U.S. Postal Service; the nature of the condition, a declaration of permanency of the medical condition, and biomechanical restrictions must be submitted with this request. 2. Supervisor Actions Required: Determine the availability of Permanent Light Duty assignments within the office pursuant to the requirements of Article 13. Complete the "Offer of Light Duty Farm" if work is available in the office and submit it to the Installation Head for approval. Provide the Offer form to the requesting employee for acceptance.

6 Complete the Denial of Light Duty Form if no work is available within the office and submit it to the Installation Head for approval. Provide the completed Denial form to the requesting employee. Initiate a discussion of the denial of Light Duty with the employee and explain options intiuding a request for reasonable accommodation through referral to the District Reasonable Accommodation Committee. 0 Forward copies of all forms to the Occupational Health Office. D. MANAGEMENT OF EXISTING LIGHT DUN ASSIGNMENTS I. Supervisor Actions Required: 0 Identify all employees currently in Light Duty Assignments in their office. Request current medical documentation for identified Light Duty emp~oyees.~ The "Continuation of Temporary Light Duty Medical Documentation Form" and the "Light Duty Work Ability Evaluation Form" may be used for this response. Failure to provide the requested information may result in denial of continued Light Duty assignment All confidential medical information should be immediately faxed to the Occupational Health Office for necessary action and original documents mailed to the Occupational Health Office for inclusion in the employee's medical file. Forward all other forms to the Occupational Heatth Office for inclusion in the employee's Official Medical Folder. Unless current medical documentation already submitted.

7 2. Occupational Health Office Actions Required * Add all employees currently in Light Duty Assignments to the District Light Duty Tracking File. 0 Review all updated medical documentation and initiate the appropriate action if doeilmentation is incornpiete or inadequate. E. DISTRICT DISABILITY MANAGEMENT COMisiiiTEE All District functions involved in the Light Duty SOP should meet on an as needed basis and at least monthly to discuss process flows, review cases exceeding expected duration, develop plans for resolving delinquent cases, and to make enhancements in the process when appropriate. F. TRAINING Training for Management, Installation Heads, and Supervisors on the SOP should be conducted prior to implementation of the process. a Stand up talks for employees describing the District Light Duty process should be conducted. Meetings with the unions to describe the process should be conducted. G. PROCESS MANAGEMENT District management will monitor the SOP process to ensure that approval or denial of Light Duty requests is done timely, appropriately, and in compliance with Article 13 and LMOUs. District management will review the biweekly District Light Duty Tracking File and take appropriate action when failure to require necessary documentation is identified or when employees fail to follow direction in supplying required information.

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9 Instructions to Request Temporary Liqht Duty T L Off the J OD (Non-Occupational) In.iury/II lness Full-time regular or part-time flexible employees who are recuperating from a serious illness or injury and are temporarily unable to perform the assigned duties may obtain temporary Light Duty by submitting a written request to the Installa_tIon Head, in accordance with Ar-ticie 13 of the National Agreements. The availability and type of Light Duty work may be affected by any applicable Local Memoranda of Understanding (LMOU). To Request Light Outy You Must: C] Submit a written request for Light Duty to the Installation Head. (Employee may use attached Lbht Duty Request Form for this purpose). [J Include with your request a medical statement from a licensed physician or a written statement from a licensed chiropractor, including the anticipated duration of your limitations. (Employee may use attached L ~ gh t Duty Work Ability Evaluation). 0 If you obtain Light Duty work, provide periodic medical updates. 1 In Response To Your Request The USPS Will: 1 0 Provide you suitable work on a temporary basis within your office, to the extent available. 0 If no suitable work is available, inform you in writing and explain the reasons why. - n Maintain all Medical Documentation within the Occupational Health Off ice. If Light Duty Is Not Available In Your Office You May: 0 Seek Light Duty work outside your assigned off icelpay location. PA0 FORM 510-6, October 2005