Return to Work Pilot Program - by HC120727003839


									Return to Work Pilot Program - Plant Operations                                   DRAFT 9/17/2010
Financial Model
Pilot Phase: August-December 2010

The purpose of this model is to provide a simple solution to funding all transitional work arrangements
through the Return to Work program within Plant Operations. The goal is to ensure that the process of
providing transitional work for medical restrictions is simple, and provides a high degree of consistency.

The new model is based on a central funding source that is managed through the RTW program.
The RTW Coordinator working with the Council will monitor central fund usage and employees who are
being paid against the fund.

1. The program is financed as a tax to the units, and resides in the Office of the Plant Director.
2. The tax is based on a combination of past injuries and payroll.
3. The fund is budgeted at an agreed upon amount, and at the beginning of each fiscal year, the fund is
   returned to the budgeted amount.
4. If the fund is exhausted during the fiscal year, the RTW Coordinator and Council will request
   additional funds from the Plant Operations Leadership Team.

Fund Usage
1. The fund will be used if:
       a. An employee is working in the home department on project work unrelated to the regular
           work. For example, a laborer doing data entry. The first priority is placement within the
           employee’s home department.
       b. An employee is performing transitional work in an alternate department within Plant
           Operations, regardless of whether or not that work is billable to a customer.
2. The fund will not be used if:
       a. An employee remains in the home department performing a modified version of the regular
           work during the transitional period.
       b. The employee works in Plant Hospital Maintenance. That area has a RTW funding model
           that is separate from the overall model for Plant.
       c. The employee is on an unpaid leave. Those employees may be assigned transitional work if
           the department offering the work is able to pay the employee. The following parameters
           apply in those situations:
                     The employee is hired as a Temporary employee
                     The compensation is at a rate that is commensurate with the accommodated
                        position; reflects 70-80% of their current wage rate; the higher of the two
                     The return from LOA is voluntary
Plant Hospital Maintenance Funding Mechanism
    1. If paid time is available, the employee will continue to be paid by the home department
        regardless of the location of the work. The priority is to modify the regular work during the
        transitional period. If that is not an option, transitional work will be sought within Plant, then
        outside of Plant.
    2. If paid time is not available, the option to work in another area is available only if that area is
        willing to cover the cost.

1. The Administrative supervisor should submit the hours worked on the PPAPO Restricted Work Form
    by 10am following the day worked. If the employee is in an alternate department, the Functional
    supervisor should inform the Administrative supervisor via email of the hours worked.
2. The time charged to the central fund will be tracked through Plant Payroll and Accounts Payable,
    and the RTW Council will receive monthly reports of usage.
3. The rate of RTW in situations where transitional work is performed within the current classification
    will also be tracked.
4. Transitional assignments will be evaluated for continuation after 90 days. Unless there are
    compelling circumstances to extend this time, the transitional assignment will be discontinued.
         a. The RTW Coordinator will track the transitional assignments. The supervisor should also be
             aware of the number of days in which an employee is in a transitional work situation and
             should notify the RTW Coordinator if the work is no longer available.
         b. Human Resources, WorkConnections, and the department will discuss any assignment that
             is approaching 90 days to determine next steps.

This new funding mechanism will be evaluated in December of 2010.

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