Return to work (RTW) is a tool to get individuals who are capable of performing a function on a daily basis, but not necessarily their normal function, back into the work force.  This program is a key part of disability management for work- and non-work- related injuries and illnesses and assists individuals in returning to their daily work routine.

Management Attitudes and Actions

The decision to establish a RTW program rests solely with senior management and a successful program requires continued support.  All benefits will be reviewed from a Human Resource and financial perspective.

Commitment to the RTW program will  extend throughout all management levels.  Line supervisors play a critical role and need to make decisions that accomplish program goals.  Thus, working closely with the University's Safety Committee, an appropriate level of authority is delegated to the RTW team and the line supervisor.

Funding

Return-to-Work can only be considered a temporary assignment in a position that may or may not be the normal job duties.  While the ultimate intent of RTW is cost reduction, short-term expenses should be considered with provisions in place.  Perhaps the most significant is payroll allocations for alternative duty assignments.  In some cases, other positions (full and part time) may be temporarily created for this purpose.

Return to Work Team

The RTW concept uses a team of in-house personnel presently called the "Safety Committee" who work in conjunction with the insurance carrier.  The in-house team members include managers and supervisors representing Health Services, Human Resources, Facilities Management, Dining Services, Public Safety, our Environmental, Health and Safety Coordinator and the insurance carrier.  The insurance carrier representative could be from nurse care, vocational rehabilitation, loss control and/or claims.

All team members are fully aware of the elements of the University's RTW program. 

The Safety Committee holds monthly meetings and functions as a RTW team when a compensable work-related injury or illness occurs or when an employee becomes eligible for short-term disability or long-term disability and it is suggested that the employee is eligible to return to work under certain conditions.  In many instances, the team will review cases only briefly to verify anticipated disability time.

The parameters of each individual RTW case will be established by the medical professionals.

Who Determines Eligibility

Eligibility for the RTW program will be recommended by the insurance carrier in work-related injuries and/or illnesses and supported by the attending physician (see "Recommendations Form" attached).  The recommendation will not conflict with present bargaining unit contracts or non-union position classifications unless agreed to by the union and/or the Office of Human Resources.

Strategies for Return to Work

The Safety Committee, in conjunction with the applicable manager and Human Resources will:

• Return the employee to the same job, if medically advisable.  Build on existing work experience and working relationships to avoid adding stresses of adjusting to new tasks and surroundings.
  
  
• Return the employee to accustomed, but modified, work in the same department.  When advisable, job or work site modifications may include a temporarily reduced work schedule, light duty work, changed duties, trading parts of jobs with co-workers, altering the way duties are performed, physical changes in the work station and specialized tools or adaptive devices.
  
  
• Return the employee to work, but in a different position when Union agreement is obtained.  First try to capitalize on transferable employment skills, or provide on-the-job training.  It may be necessary to reassign the injured employee to a different department for legitimate safety reasons.  In all instances, the RTW team should coordinate with other department supervisors the reintroduction of an employee into the operation.