1.2 This policy will cover University employees whether the absence is work or non-work related.
1.3 The University’s Human Resource Department has the overall responsibility for the implementation of this policy and follow-through on all return-to-work cases.
2.0 Job-Related Injuries/Illnesses
2.1. In the event that a University employee suffers an occupational related injury or illness, there are responsibilities for the employee, the supervisor, and human resource personnel:
220.127.116.11 Reports injury/illness within 24 hours to supervisor.
18.104.22.168 Completes injury report, worker’s compensation forms.
22.214.171.124 Provides weekly updates to Human Resource Department health condition, treatment and medical status.
126.96.36.199 Returns to transitional modified duty that is within medical restrictions (if any) as set by doctor, as part of a rehabilitation program.
188.8.131.52 Conducts investigation.
184.108.40.206 Completes necessary paperwork.
220.127.116.11 Maintains contact with injured/ill worker.
18.104.22.168 Finds or develops transitional modified duty for employee with restrictions.
22.214.171.124 Monitors employee’s recovery through incoming medical information and need for modified duty.
2.1.3 Human Resource Personnel
126.96.36.199 Processes reports, worker’s compensation claims.
188.8.131.52 Maintains documentation on claims.
184.108.40.206 Assists in the development of transitional modified duty.
220.127.116.11 Provides healthcare professionals necessary information to complete physician’s medical certification and estimated functional capacity evaluation.
18.104.22.168 Reviews and completes with injured/ill employee and supervisor a return-to-work agreement which outlines doctor’s restrictions and the transitional modified duty.
3.0 Transitional Modified Duty
3.1 Transitional modified duty is available only to those employees who are expected to return to full duty in their previous job position and may not exceed 120 days.
3.2 Transitional modified duty is temporary work, usually as a part of the rehabilitation program.
3.3 Employees will be expected to return to their full job as soon as medically able.
3.4 The supervisor and human resource personnel for continued appropriateness, in cooperation with treating healthcare professionals, should review transitional modified duty regularly.
4.0 Terminating Transitional Modification Duty
4.1 Conditions for terminating transitional modification duty:
4.1.1 120 calendar days have elapsed.
4.1.2 The treating healthcare professionals have released the employee to return to his/her regular position.
4.1.3 The employee is given permanent restrictions that prevent a return to his/her regular position.
4.1.4 The employee’s claim for worker’s compensation is denied.
4.1.5 The employee terminates his/her employment or retires.
5.0 Extending Transitional Modification Duty
5.1 Worker’s compensation adjuster recommends an extension after consultation with the treating healthcare professionals.
5.2 Extensions can only be for a 30-day period, then consultation and re-evaluation by all parties involved needs to take place.