§ 2-50. Transitional duty policy

(a) Policy:

(1) The Natchitoches Parish Police Jury is committed to providing a safe work environment for all employees. The police jury will implement early return to work—transitional duty procedures which will allow employees who become injured or ill while on the job to return to work as soon as reasonably possible. It is recognized that returning to work environment as soon as possible after an on-the-job injury or illness occurs has positive impact upon the healing process and is in the best interests of the employee and employer alike. Adopting a comprehensive ERTW-transitional duty program will effectively manage worker's compensation cost and safeguard its most valuable resources: the skills, knowledge and experience of our employees.

(2) Employees must report all work-place injuries and work-related illnesses to their supervisor the same day of the accident or as soon as it is suspected that an illness is work related. Employees are required to advise their treating physician or other medical provider that the police jury provides early return to work and/or transitional duty opportunities.

(3) The cooperation of individual supervisors plays a most significant part in the success of the ERTW—transitional duty program. Supervisors shall identify and provide early return to work and/or transitional job opportunities for injured or ill employees whenever possible.

(b) Transitional duty work. If you are contacted by a representative of the parish workers compensation carrier or by an employee directly related to a restricted duty position, it is imperative that you cooperate fully, if proper handling of the claim is to be achieved. Let the employee ease back into production:

(1) Modify the job according to the medical limitations. Do not take chances with re-injuries. Stress to the employee that he/she must take precautions to prevent recurrence of injuries.

(2) The workers compensation carrier will continue to pay the employee a state mandated percentage of the differential between the salary before the injury and the new part-time salary, if one persists.

(3) Explain the importance of the restricted work to co-workers and supervisors to reduce peer resentment. Let them know that if they are ever injured on the job, the same assistance will be available to them in their rehabilitation.

(b) Specifics of a transitional duty assignment:

(1) A transitional duty assignment cannot last longer than ninety (90) calendar days. (Under certain conditions, one (1) ninety-day extension may be authorized)

(2) A transitional duty assignment must be substantially similar to employee's regular job in regard to location (within twenty-five (25) miles of regular position) and the hours (shift) worked.

(3) While working in a transitional duty capacity, the employee receives the same base rate of pay received while working in his/her regular position.

(4) A transitional duty assignment in another department does not constitute transfer to that position.

(5) After each appointment with the treating physician, any medical certification of work status (restrictions, full-duty release, etc) must be submitted to the supervisor. The medical certification should be submitted no later than the beginning of the first work day after the doctor's appointment.

(6) Once notified of the availability of the transitional duty assignment, the employee must return to work on the date established by the employer.

(7) After starting the transitional duty assignment, the employee must immediately notify the supervisor of any task(s) that might exceed the restrictions imposed by the treating physician.

(Mo. of 3-16-05)