6.11 Return to Work Policy

Philosophy

1. The health, well-being, and safety of all employees is of great importance to McNeese State University.
2.   McNeese State University believes it is in the best interest of University employees to facilitate the expedient return of faculty/staff to full duty after they have suffered an absence due to an injury or illness.
3.   McNeese State University seeks to provide a Transitional Return to Work Program which will implement a safe transitional return to work, ultimately reduce the duration of time needed to transition back to full duty, retain valuable employee skills and physical conditioning, reduce workers compensation claims costs, and overall facilitate a safer working environment for all employees.
4.   To this affect, a Transitional Return to Work Team has been developed as part of this Program to assist in the implementation of any job related return to work through transitional duty.
5.   Reference: http://www.doa.louisiana.gov/orm/pdf/IIN-2015-1-Transitional_Return_to_Work_Plan.pdf

Policy Statements    

1. Transitional Return to Work duty is modified duty which allows a worker to return to duty early, within the physical restrictions determined by a physician and the constraints of job duties and tasks, until the worker is capable of returning to full duty.
2. Transitional duty as part of the Transitional Return to Work Program is offered for the length certified necessary by a physician or other qualified provider but may not extend for longer than one year.
3. McNeese State University does not guarantee placement in the Transitional Return to Work Program and this program shall not be construed as a contract for such placement or an obligation to offer, create, or encumber any specific position for the sole purpose of returning an employee to transitional duty.
4. The Appointing Authority, the President of the University, has final discretion of approval or placement in this program and must adhere to relevant ULS Board Rules and State Civil Service rules for such placement and assignment.
5. While accommodations may be addressed as part of a transition to duty program, this program is not intended to instruct the procedure applicable to employees who may be eligible for a reasonable accommodation under the Americans with Disabilities Act. Should an employee be eligible under the American with Disabilities Act, contact should be made with the American with Disabilities Act Coordinator at: Dr. Chris Thomas, Vice President for Student Affairs, ADA Coordinator
   McNeese State University
   Office of Inclusive Excellence
   Box 93248, Lake Charles, Louisiana 70609
   (337) 475-5428, (337) 562-4227 TDD/TTY, Hearing Impaired
   (337) 475-5960 FAX
   Email the ADA Coordinator

Responsibilities    

1. In the event that a University employee sustains a job related illness or injury, there are responsibilities for the employee, the supervisor, the Return to Work Coordinator, the Human Resources Office, and the Transitional Return to Work Team.
   1.   Employee
      1.   Report on the job related injury/illness to supervisor immediately.
      2.   Complete the Incident/Accident Form which can be found at:
         http://doa.louisiana.gov/orm/pdf/ACCIDENT.pdf
      3.   See Human Resources prior to physician care unless there is a life or limb emergency-must complete necessary paperwork in HR.
      4.   Provide physician with Job Description and Physician’s Modified Work Information Sheet.
      5.   Comply with medical treatment and maintain all medical appointments.
      6.   Return to duty when requested, whether full duty or transitional duty.
      7.   Maintain contact with supervisor and Human Resources and provide ongoing physician documentation required by leave policies.
      8.   Cooperate with University Transitional Return to Work Team to assist in development and understanding of transitional duty.
   2.   Supervisor
      1.   Complete supervisor portion of Incident/Accident Form and submit to Human Resources.
      2.   Participate with Safety Office in conducting any investigation necessary.
      3.   Inform Human Resources of any updates received from employee.
      4.   Participate with Transitional Return to Work Team to develop a Transitional Return to Work Plan if necessary.
      5.   Monitor employee progress during transitional duty participation.
      6.   Maintain confidentiality of employee and program.
   3.   Human Resources
      1.   Process claim electronically, complete necessary paperwork for choice of physician, and maintain documentation of claim.
      2.   Provide employee updated job description and Physician’s Modified Work Information sheet to provide to the certified health care provider.
      3.   Allow employee to seek treatment with a physician of choice.
      4.   Maintain contact with FARA or Office of Risk Management on behalf of agency.
      5.   Contact Transitional Return to Work Coordinator as necessary to develop transitional duty.
      6.   Process Transitional Return to Duty Letters of Offer and Plans within guidelines.
      7.   Process personnel actions required in temporary reassignments or details to duty.
      8.   Monitor progress and maintain reporting statistics.
      9.   Maintain confidentiality of employee and program.
      10.   Notify FARA or Office of Risk Management on employment status.
   4.   Transitional Return to Work Coordinator
      1.   Responsible for overall coordination of Team and Team meetings.
      2.   Develop, facilitate, and monitor transitional return to work program.
      3.   Develop and facilitate accommodations as necessary.
      4.   Monitor progress and maintain reporting statistics and compliance.
      5.   Maintain confidentiality of employee and program.
   5.   Transitional Modified Duty Team
      1.   Review job duties and tasks of employee.
      2.   Review and consider physical capabilities worksheets or functional capacity surveys.
      3.   Assist to define job specific tasks and assignments that may provide a return to transitional duty in the same department or alternate department within guidelines.
      4.   Assist to develop a Transitional Modified Duty Plan to meet specifications of job and employee restrictions.
      5.   Reevaluate the plan every 30 days.
      6.   Seek assistance from FARA or Office of Risk Management for vocational rehab counseling.
      7.   Participate in quarterly team meetings or in ongoing meetings necessary for progress.
      8.   Maintain confidentiality of employee and program.