such as reasonable accommodation, vocational rehabilitation, or medical
separation. Permanent disability cases will be managed in accordance with
Section M (Rehabilitation Services) of the LLNL Personnel Policies and Procedures
Manual. The DMT will meet with payroll supervisor, an upper management
representative from the payroll organization, and the RTW manager to review
these cases and make recommendations. The review will include consideration
of the Laboratory's responsibilities under state and federal laws. No decision
regarding accommodation of permanent medical restrictions should be made
until after this review.
1. All permanent medical restrictions are issued by the Health Services
Department after review of relevant medical records, the specific job
demands of the employee, and assessment of the employee.
2. The permanent restrictions are communicated to the employee,
his/her payroll supervisor, and RTW manager. The RTW manager will
convene a meeting with the following participants within two weeks
of receipt of the permanent restriction to formally consider
a. Employee's payroll supervisor and an upper management
representative from the payroll organization.
b. Staff Relations representative.
c. Health Services representative.
d. Workers compensation third-party administrator (if there is a
The decision on whether or not to accommodate a permanent medical restriction
will include review of all applicable Laboratory policies and state and federal
statutes. The employee's directorate will decide whether or not it can provide
permanent accommodation to the restricted employee.
1. The RTW manager will communicate the accommodation decision to
the employee in writing, and a copy will be forwarded to Staff
2. Employees who are permanently accommodated in their current
position will be monitored by the DMT depending on case specifics.
3. Employees who are not permanently accommodated in their current
position will be subject to applicable Laboratory policy and, if eligible,