Transitional Return to Work. The City agrees to make reasonable efforts to provide transitional return to work assignments for all employees who have sustained an occupational injury or illness or a re-occurrence/exacerbation of a pre-existing condition or, in some cases, are returning from short-term disability leave. This Section 14.10 is not to be construed as requiring the assignment of transitional return to work in any case, but only that reasonable efforts to do so will be made. This will be done in accordance with the following:
(A) During the time an employee is in a transitional return to work program, the employee will be assigned duties which the employee is capable of performing based upon the recommendation of the employee’s attending physician. Such assignment shall not exceed ninety (90) days. Duties will be reviewed bi-weekly and may be discontinued at any time.
(B) Upon request of the City, employees must participate in the transitional return to work program unless precluded from participation by their attending physician. If an employee is capable of performing his/her regular duties or transitional duties, such duties are available and the employee refuses to return to work, applicable benefits shall not be paid.
(C) A transitional return to work assignment may be to a classification in a lower pay range and the employee’s regular hourly rate of pay will not be reduced.
(D) The terms of the transitional return to work arrangements shall be reduced to writing including the instructions of the employee’s attending physician.
Transitional Return to Work. The Tea Area School District is committed to assisting employees injured on the job to return to productive employ as soon as possible. The administration and employee’s medical professional shall develop guidelines that will determine appropriate job duties and schedules for injured employees. Human Resources will be responsible for communications with the injured employee concerning their job assignments. Human Resources in coordination with the employee’s supervisor will manage the transitional duty program. The employee’s ability to return to work in any capacity will be monitored by the attending physician and the worker’s compensation insurance company handling the claim. The failure of the injured employee to follow all stipulations of the transitional duty program may cause the removal of that employee from the program and affect worker’s compensation benefits.
Transitional Return to Work. The City agrees to make reasonable efforts to provide transitional return to work assignments for employees who have sustained on-the-job injuries or, in some cases, are returning from short-term disability. This Section
14.1 is not to be construed as requiring the assignment of transitional return to work in any case, but only that reasonable efforts to do so will be made. This will be done in accordance with the following:
(A) Transitional return to work shall mean that the employee is required to perform duties of a lesser physical nature than those performed in his/her normal job.
(B) A transitional return to work assignment may carry a lower wage rate than the normal wage rate earned by the employee.
(C) In order to be eligible for any transitional return to work assignment, the employee must be examined by a physician designated by the City who must recommend transitional return to work on a temporary basis not to exceed ninety (90) days. The physician must also state that there is sufficient reason to believe that the employee will be able to return to his/her regular duties no later than ninety (90) days from the date of the transitional return to work. The City may base its decision on medical information provided by the treating physician of the employee seeking the transitional return to work assignment.
(D) The terms of transitional return to work arrangements shall be reduced to writing. Assignments may be reviewed every thirty (30) days and may be discontinued at that time.
