A. This program is available to all permanent full-time and part-time University staff employees who experience a new injury or illness, job-related or not, and whose physician is of the opinion that the employee will be able to return to his/her regular job duties. Faculty and academic student employees are not included in this program due to the nature of the essential job functions of both employee groups. All faculty or academic student employee transitional employment needs are managed by the specific college department and shall be consistent with university’s academic policies and procedures.
B. All transitional employment duties under this program will be assigned in writing
by the university within the employee’s medical restrictions and begin on the date
approved by the treating physician.
C. An end date, or medical status review date, must be included as part of a physician’s
work restrictions instructions initiating the need for the university to develop a
written Transitional Employment Plan (TE Plan-Appendix C). TE Plans are developed
for periods of no more than four (4) weeks at a time.
D. TE Plans will include modified or alternate work, as previously defined, which
includes part time employment; deleting, adding or otherwise altering job tasks; job
sharing; job restructuring; use of assistive devices and workstation modifications;
and any other method approved by the university to assist in providing transitional
employment opportunities while meeting the needs of the university.
E. The ability of the university to provide temporary modified or alternate work for
eligible employees will be considered on a case-by-case basis by the employee’s supervisor
(MPP level). If he or she cannot accommodate the employee, the case will be immediately
referred to the Return-to-Work (RTW) Committee.
F. Participation in the program is mandatory when a transitional employment assignment
is made available to the employee.
G.The initial maximum length of available modified or alternate duty will be four
(4) weeks, with the possibility of an additional eight (8) weeks based on review of
the employee’s progress, as indicated by the PTP’s status reports, and the needs of
the work unit.