Office of Human Resources > Transitional Return To Work Program

Transitional Return To Work Program

The Smart Choice

I. PHILOSOPHY

The health, well-being, and safety of all employees is of great importance to McNeese State University.

McNeese State University believes that employees should be returned to gainful employment as soon as medically possible after sustaining a job-related injury or illness.

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.

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.

II. POLICY STATEMENTS

Transitional return to work duty is modified duty/light 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.  The transitional return to work program is based on medical prognosis and recovery.

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.  In the event the employee is a classified employee, the transitional duty is limited to six months and a request for additional time, up to the one year limit, must be made to the Director of Civil Service.

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. 

The Appointing Authority or his delegate 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.

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, accommodations will be processed through Human Resources

III. RESPONSIBILITIES

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.

EMPLOYEE

  1. Report on the job related injury/illness to supervisor immediately.
  2. Complete the Accident/Incident Form
  3. **SEE HUMAN RESOURCES PRIOR TO PHYSICIAN CARE UNLESS THERE IS A LIFE OR LIMB EMERGENCY**
  4. Complete necessary forms in Human Resources before medical appointments are established.
  5. For injuries which involve lost time, provide your physician with Job Description and Physician’s Modified Work Information Sheet and provide forms completed to Human Resources.
  6. Comply with medical treatment and maintain all medical appointments.
  7. Follow appropriate call in procedures and leave policies which are related to absences.
  8. Return to duty when requested/offered, whether full duty or transitional duty.
  9. Maintain contact with supervisor and Human Resources and provide ongoing physician documentation required by leave policies.
  10. Cooperate with Transitional Return to Work Team to assist in development and understanding of transitional duty and offer of such.

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.

HUMAN RESOURCES

  • Process claim electronically, complete necessary paperwork for choice of physician, and maintain
  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. Provide employee rights under Family or Medical Leave Act, if appropriate.
  4. Allow employee to seek treatment with a physician of choice.
  5. Maintain and transmit physician’s reports, notes, medical excuses, etc. and ensure employee returns to work with appropriate medical documentation.
  6. Maintain contact with Claims Adjustor and/or Office of Risk Management on behalf of agency.
  7. Contact Transitional Return to Work Coordinator through email for meetings when applicable.
  8. Process Transitional Return to Duty Letters of Offer and Plans within guidelines.
  9. Process personnel actions required in temporary reassignments or details to duty.
  10. Monitor progress and maintain reporting statistics.
  11. Buy back sick leave through sick leave buyback program when applicable and maintain leave balances through Payroll.
  12. Maintain confidentiality of employee and program and abide by all HIPPA regulations concerning medical documentation and privacy of employee records.
  13. Notify Claims Adjustor and/or Office of Risk Management on employment status.

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 and team activities.
  3. Develop and facilitate accommodations as necessary.
  4. Monitor progress and maintain reporting statistics and compliance.
  5. Maintain confidentiality of employee and program.
  6. Provide notices to employees.

TRANSITIONAL MODIFIED DUTY TEAM

  1. Return the employee to work as effectively and efficiently as possible on a transitional duty plan.
  2. Understand and follow/abide by HIPPA related rules and regulations concerning medical documentation of employee.
  3. Review job duties and tasks of employee.
  4. Review and consider physical capabilities worksheets or functional capacity surveys provided by physician.
  5. 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.
  6. Assist to develop a Transitional Modified Duty Plan to meet specifications of job and employee restrictions.
  7. Reevaluate the plan every 30 days with the assistance of Human Resources.
  8. Seek assistance from Claims Adjustor and/or Office of Risk Management for vocational rehab counseling.
  9. Participate in quarterly team meetings or in ongoing meetings necessary for progress.
  10. Maintain confidentiality of employee and program.

IV. ROLES

  • Return to Work Coordinator:
    • Director of Human Resources
  • Team Members: 
    • Coordinator
    • HR Analyst-Claims and Reports
    • HR Analyst-Reasonable Accommodations
    • Director of Facilities
    • Director of Maintenance/Grounds
    • Nurse Practitioner
    • Police Lieutenant
    • Employee Administrator
    • TPA Staff/Vocational Rehab Nurse if needed