NON-WORK RELATED
DEVELOPED DUTY RETURN TO WORK PROCEDURES
The University of Wisconsin-Whitewater will make
every effort to return non-work related injured employees back to work as
soon as they are medically able. However, it may not always be possible
to return every employee back to work prior to their end of healing. Developed
duty work is some type of temporary, alternate or modified work that the
non-work related injured or ill employee will be assigned during their recovery
period. The determining factors will be the extent of their temporary injury
or illness and the current workforce needs of the work unit. The following
guidelines will be followed when returning a non-work related injured employee
back to work prior to end of healing:
- Consideration of early return
to work with a non-work related injury or illness will require the work department
to review its needs and determine if the unit needs match the employee's
restricted abilities to work. If possible a developed duty program will
be established for the employee.
- Non-work related injured employees
will not be assigned outside the employee's work unit.
- No overtime while on developed
duty.
- Work needs of the unit may
not always be full time. The employee may be assigned 2, 3, 4 etc. hours
per day or other time usage combination (may be on other than usual assigned
shift).
- The period of work under
modified duty shall not exceed 30 days after which time the employee's fitness
for duty will be reviewed.
- The employee and supervisor
must agree on the developed duties and both sign the return to work agreement.
- Employees must be medically
cleared and able to perform the developed job duties as agreed upon by the
work unit.
- The procedures for determining
if the employee is medically fit for the developed duty will be the same
as those currently required for early return to work job related injuries.
It will be the employee's responsibility to obtain the job description and
essential job function information and have their medical provider (physician)
sign and authorize the return to work with noted restrictions.
- If the work unit is unable to
arrange to bring non-work related injured employee back to work early the
employee and or their representative may request a meeting with the Human
Resources and Diversity office to discuss the issue. However, this is not
a grievable matter.
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