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Administrative Regulation Return to Work Program
The
purpose of an early return-to-work program is to return employees who suffer injuries,
whether occupational or non-occupational, to work as soon as possible in a
position that is within the medical restrictions outlined by the treating
physician.
The early return to work program is designed
to allow employees to return to work either in their usual and customary
position with minor modifications; or, in an alternative position that is at a
level they are physically capable of performing until they can return to their
regular position.
I.
DEFINITIONS OF TEMPORARY MODIFIED AND ALTERNATIVE WORK
Modified and alternative work assignments are temporary, normally not
to exceed eight weeks, or light duty assignments which assist the injured or
ill employee in returning to work at a level they are physically capable of
performing until they can return to their usual and customary position. This type of work is a transitional process,
which enables the employee to gradually resume his/her full-time duties as
recommended by his/her primary treating physician.
II.
PROCEDURES
A. Return-to-Work After an On-the-Job
Illness or Injury:
1. Medical verification shall be sent to
the Human Resources Office. Unless the
physician gives the employee a full release, the employee may be considered eligible
for a temporary or modified work assignment.
2. The
Human Resources Director, in conjunction with the employee's supervisor, will
look for a temporary or modified work assignment within the parameters indicated
by the treating physician for work restrictions or modifications. (For purposes of this procedure, a
supervisor for classified positions will be a management level employee and for
faculty positions this management employee will be at the level of Associate
Dean or higher). If the treating
physician does not indicate work restrictions or modification, or if the
physician's restrictions are vague or unclear, the Human Resources Director may
contact the physician for clarification or to see if modified duty may be
appropriate.
a. If the medical report and/or the physician report lists restrictions, a
conference will be held between the Human Resources Director, employee, and
supervisor to determine if the employee can return to his/her regular job assignment
within restrictions.
b. If the employee is not able to return to her/his regular job assignment
within the restrictions, the Human Resources Director, with the assistance of
the employee's supervisor, will look for temporary
c. If no modified assignments can be found,
the employee will be placed on temporary disability, sick leave, or other available
leave until an appropriate modified position within the medical restrictions is
found, or the medical restrictions are changed or lifted.
3. A
letter notifying the employee of temporary modified assignment will follow
within ten (10) days. The notice shall
include that temporary modified work assignments shall only be granted for
limited periods of time, not normally exceeding eight (8) weeks.
4. In
providing a temporary modified assignment, the District will typically assign employees
to perform tasks which are at or below their regular assignment, and during
such assignments will be compensated at their regular rate of pay and/or in
conjunction with temporary disability benefits as prescribed by law. All temporary modified Return-to-Work
assignments are “temporary” and carry no loss or change in position, status, or
benefits.
5. The employee shall commence her/his temporary modified
assignment as of the date prescribed on the medical verification and in
accordance with the availability of the temporary assignment. Without a physician's change in medical
status and/or diagnosis, failure to report to work on the designated date shall
be considered abandonment of position and/or insubordination.
6. The Human Resources Director shall monitor
all injured employees' "date of release" pursuant to their medical
verifications and return them to their regular job assignments at that
time. The Human Resources Director shall
also monitor an employee with an "off work order" from the treating
physician for a possible return to a temporary modified assignment at a later
date.
B. Return-to-Work
After an Off-the-Job Illness or Injury:
I. After
an illness or injury that occurs off-the-job, the affected
employee should contact his/her supervisor and the Human Resources Director to
request a return-to-work assignment in a temporary modified position.
2.
The employee must provide the District appropriate medical verification
from his/her treating physician. At this
point, the procedure for Return-to-Work after an off-the-job illness or injury
is the same as that of an on-the-job illness or injury.
Adopted: 9/17/01 RETURN TO TEMPORARY MODIFIED ASSIGNMENT GLENDALE COMMUNITY COLLEGE DISTRICT EMPLOYEE _________________________________________________________ POSITION __________________________ SITE/DEPT.______________________ SUPERVISOR________________________________________________________ INJURY/ ILLNESS_______ OCCUPATIONAL _______NON-OCCUPATION_______ NATURE OF INJURY/ILLNESS: __________________________________________ Listed below are the limitations/restrictions as outlined in the attached medical report, Return to Work Evaluation form or Work Release dated _____________________ which was completed by ________________________________, treating
physician. Start
Date______________________________ End
Date ____________________ These limitations/restrictions are: Human Resources Representative
__________________________________ I agree to abide by the above
limitations/restrictions in the performance
of my job assignment. As these limitations/restrictions
are considered temporary, (normally not to exceed eight weeks) I will inform my
supervisor and/or Human Resources promptly of any change. Additionally, if I am absent from work for
any reason, I will notify my supervisor immediately. Employee Signature
___________________________ Date____________________ I have
reviewed these limitations/restrictions and intend to assign tasks which can be
performed within the scope of these limitations/restrictions. Supervisor Signature
___________________________Date____________________
Adopted: 9/17/01 |
