The successful implementation of this process requires the following elements:
- All employees are made aware of the potential availability of modified duties/hours. If an injury or illness arises and it appears that the affected employee could take advantage of alternate or suitable duties, they must inform their medical practitioner.
- Managers must ensure that supervisors and all department personnel are aware of the availability of alternate or suitable duties. This includes temporary or permanent modifications to the work-site or work activities as well as training and development opportunities.
- Obtaining medical documentation concerning the employee's functional capabilities is key to determining when efforts should be made to facilitate accommodation at the University. All employees must, when requested, have a Workplace Capabilities Form completed by their attending medical practitioner. This completed form must be returned to the Disability Case Coordinator as soon as reasonably possible, at which time suitable return-to-work options will be explored.
- Equal consideration and effort to accommodate employees must be made for both work-related and non-occupational injury/illness cases.
- Alternate or modified work must be based on the employee's functional capabilities and any work restrictions or guidelines must be strictly adhered to.
- The work to be performed must be meaningful and productive for this program to have any credence.
- Once an employee has been accommodated, there will be ongoing review of the employee's progress by the Disability Case Coordinator.
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