"Return to Work Program -"
Return to Work Program - Plant Operations rev. 4/11/12 Financial Model 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 model is based on a central funding source that is managed through the RTW program. Mechanism 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. 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. Situations in which an employee is on a medical leave of absence whereby wages are no longer being paid, and is not able to perform a modified duty, will be handled on case-by-case basis. i. These employees may be returned to transitional work in an alternate unit at a rate that is commensurate with the accommodated position; reflects 70-80% of their current wage rate; the higher of the two options. ii. For occupational illness or injury cases the wage must equal the Workers’ Compensation rate. iii. In occupational and non-occupational cases, the return to work 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. Tracking 1. 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.