Supervisory Notification. The employee’s work restrictions will be identified in a Work Status Report or on the City of Roseville Certificate for Return to Work or Further Treatment (Attachment A) provided by the health care provider.
Supervisory Notification. Employees must notify the Supervisor when they are bonus eligible.
Supervisory Notification. The employee’s work restrictions will be identified in a Work Status Report or on the City of Roseville Certificate for Return to Work or Further Treatment (Attachment A) provided by the health care provider. ▪ If the employee’s department is able to accommodate the restrictions, the employee’s supervisor will notify Human Resources and a Modified/Alternate Duty Form (Attachment B) will be completed by Human Resources. The form shall include a description of the assignment being offered and the restrictions of the employee. The form must be signed by both the supervisor and employee and returned to Human Resources for final approval before the employee is returned to work. If the employee has already returned to work, and if the employee does not sign the agreement he/she will be removed from work. ▪ If the employee’s department is unable to accommodate a Modified/Alternate Duty Assignment, the department will notify Human Resources immediately. Human Resources will contact other departments for possible Modified/Alternate Duty Assignments based upon the employee’s restrictions. If an assignment is found within another department, Human Resources will coordinate the placement of the employee. When a Modified/Alternate Duty Assignment is unavailable in any department, the employee will be placed on temporary disability/sick leave/unpaid leave depending on the nature of injury/illness and availability of leaves. Employees who are off work are required to contact their supervisor and Human Resources by the start of the next business day following a change in their work restrictions or medical condition as determined by his/her health care provider. Additionally, each time the employee attends a follow-up visit, a new work status report shall be obtained by the employee and a copy must be provided to the Human Resources Department even if restrictions have not changed. Failure to provide Human Resources and/or their supervisor with current work status reports may result in the employee being taken off work and required to utilize available personal leaves, if available. It is the responsibility of the employee and the employee’s supervisor to ensure the employee is complying with, and working within, the work restrictions imposed by the health care provider.
