ࡱ> 9;8[ MbjbjSS 0,1r\1r\0 8&:$h^^(uuu$&&&&&&$  nJuuuuuJ_GGGuR$Gu$GGVd@J[}R u0 1!.1!1!TuuGuuuuuJJGuuuuuuu1!uuuuuuuuu  : STANDARD PRACTICE INSTRUCTION TRANSITIONAL DUTY AND/OR RETURN TO WORK PROGRAM FOR **COMPANY Name** WORKERS COMPENSATION INJURIES ONLY SCOPE The scope of this policy shall apply only to employees of **COMPANY NAME** who have been injured on the job and such injury is being administered under the Workers Compensation Act of the State of Alabama. PURPOSE It is the policy of **COMPANY NAME** to offer leaves of absence when appropriate to employees who are no longer medically able to continue the essential duties of their permanent job and to encourage their return to work consistent with their medical recovery and physicians advise. This Standard Practice Instruction is subject to all other applicable corporate policies, including, but not limited to, Job Posting, Lay-Off and Recall, Leave of Absence, Medical Disability, Family Leave (FMLA), Military, and Equal Employment Opportunity. GENERAL STATEMENT **COMPANY NAME** confirms that its most valuable asset is its employees. An important goal of the company, therefore, is to return employees who are out of work because of a medical condition to productive jobs at the earliest appropriate time. All efforts will be made to return an employee to his/her former position or to a comparable position that is open. Transitional Duty is to be short term. Should an employee acquire a health condition, medically precluding successful accomplishment of the assigned essential job functions, during the healing period of such health condition, the company will make a reasonable effort to provide a temporary transitional job until such time as physician(s) ha(s)(ve) determined that employee has reached maximum medical improvement, or 90 days have transpired from the effective date of this policy, whichever last occurs. This policy is inclusive of FMLA and the other corporate leave policies. Upon reaching maximum medical improvement, the facility will determine whether a reasonable accommodation can be made in some available permanent job, after considering all medical restrictions. If we are unable to reasonably accommodate the specific restriction, the employee is to be placed on a medical leave of absence. DEFINITIONS Permanent Restriction(s) Those restrictions issued by the treating physician, or the nurse, which are not expected to change during the course of employment. PROCEDURE Once the medical condition has been diagnosed and, again, when the individual has reached maximum medical improvement according to the treating physician, the employee must advise his/her supervisor, the Human Resource Manager, or the nurse. (a) During the healing period, the transitional duty program will be made available, as set forth in the General Statement. Upon reaching maximum medical improvement, the treating physician shall indicate whether or not the person has any permanent restrictions. The Human Resource Manager and/or nurse will review those permanent restrictions, and they will decide if the employee can return to their former permanent job or some other available permanent job for which the employee has the requisite qualifications and eligibility. Should an employee have a need for accommodated duty, and no such duty is available, documentation supporting your search for an accommodation(s) is to be placed in the employees file. Corporate Policies and applicable state and federal laws should be reviewed for compliance; e.g., Leaves of Absence: Medical, Family or Personal; Lay-Off and Recall; and Job Posting. Productive transitional duty job assignments are designed to assist the employees with returning to their former full time permanent job. When an employee starts transitional job assignment, a specific duration period shall be established. This duration period should not exceed 90 days or maximum medical improvement, whichever last occurs. The employee will be compensated at the normal rate of pay for the position. In the event the pay scale for the position is less than the employees normal rate of pay (pre-injury) the employee shall receive the normal rate of pay for the position plus 66 2/3% of the difference between the normal rate of pay for the position and the employees pre-injury wage. After the later of reaching maximum medical improvement or the expiration of 90 days, should an employee have a need for accommodated duty, and no permanent jobs are available; documentation supporting your search for an accommodation(s) are to be placed in the employees file. A copy of the completed documentation will then be sent to both the Division Human Resource Manager and the Corporate Manger of Affirmative Action. State Workers Compensation and disability laws vary from state to state; therefore, a careful review of those laws is necessary. The Americans with Disabilities Act also governs our efforts to reasonably accommodate those individuals who are disabled; every effort shall be made to properly document all efforts and to comply with both the spirit and intent of the law. When an employee returns to full duties, he/she will be required to provide appropriate medical documentation. All benefits are subject to the Corporate Medical Leave of Absence policy and are subject to change. The SPI is intended to comply with all applicable laws. NOTE: This document is not intended to be legal advice. It does not identify all the issues surrounding the particular topic. Public agencies are encouraged to review their procedures with an expert or an attorney who is knowledgeable about the topic. Reliance on this information is at the sole risk of the user. 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