GEN 3.B.20 Transitional Return to Work
The University of Wisconsin Oshkosh will maintain the dignity of all employees while effectively managing worker’s compensation losses and costs. The University will employ strategies to manage situations where employees are injured on the job. This Transitional Return to Work (TRTW) policy addresses bringing employees utilizing worker’s compensation back to work as early as the employee is able and, whenever feasible and appropriate, returning non-work related ill or injured employees as soon as the employee is able.
In the case of an employee who is utilizing worker’s compensation or returning from a non-work related illness or injury and is able to return to work with restrictions as outlined by a healthcare professional, a case management team will review the request to return to work and determine if reasonable accommodations can be made. The case management team shall be comprised of the UW Oshkosh Worker’s Compensation Coordinator, a human resources representative, the supervisor of the employee returning to work, and if necessary, a UW System Worker’s Compensation Claim Examiner. When necessary, the team will also include the Environmental Health and Safety Manager. In the event the restrictions as outlined by the healthcare professional have a duration of longer than three months, the Director of Equity & Affirmative Action, in the role of ADA coordinator for employees, will be added to the case management team. In determining if reasonable accommodation can be made, the case management team will, with the employee’s permission, consult with the employee’s healthcare professional.
Using guidelines established in the Americans with Disabilities Act of 1990, the case management team will review the employee’s position description and the restrictions as outlined by a healthcare professional and determine if a transitional return to work can be reasonably accommodated. In making this determination, the case management team will consider transitional duty for the employee in the following order:
(1) Return the employee to work with transitional duty within the employee’s unit.
(2) Return the employee to work with transitional duty within the employee’s division of the University.
(3) Return the employee to work with transitional duty within the University.
If reasonable accommodation is not possible in the three alternatives listed above and this is a worker’s compensation case, the UW System Worker’s Compensation Claim Examiner will attempt to accommodate the employee through the State ofWisconsin Injured Worker Program. If the employee is placed into transitional duty in an area outside their employing unit, the employing unit shall be responsible for the employee’s wages.
Upon an employee’s return to work on transitional duty, the employee and their supervisor(s) shall sign a Transitional Return to Work Agreement. The agreement shall indicate this is a temporary assignment and shall specify a date upon which the agreement will end.
Employees with permanent disabilities shall follow the procedures as outlined in GEN 1.2.(2). Disability Accommodation Policy and Procedures.