· Meet with DMT members to manage disability issues in their
directorate/department as necessary.
· Provide Job Demands Worksheets detailing employee job tasks to
Health Services when necessary.
· Track all employees in their directorate who are off work as a result of
injury or illness, or have medical restrictions.
· Maintain necessary records for RTW Program operations including
medical restrictions, Temporary Accommodation Agreements, and
The DMT will
· Monitor all employees with temporary medical restrictions and work
with RTW managers to address accommodation issues.
· Communicate regularly with the RTW manager, employee, and
supervisor until the employee is released to full duty work or is
determined to have permanent disability.
· Make recommendations to the RTW manager regarding the extension
of temporary accommodations beyond the initial 90-day period when
· Determine if a directorate/department may receive an exception to the
90-day temporary accommodation requirement.
Staff Relations will
· Assist the directorates in reaching final decisions concerning
accommodations, taking into consideration the recommendations of
· Maintain a record of accommodations, including temporary
· Have final review of exceptions concerning accommodations, as
C.2.6 Procedures for Employees with Nonwork-related Injuries or Illnesses
Requiring Temporary Accommodation
Directorates will make "best efforts" to accommodate temporary medical
restrictions for non-occupational conditions and will not be responsible for the
employee's salary if no reasonable assignment can be found. Permanent medical