Modified Duty Policy Homework Help
Order ID:89JHGSJE83839 Style:APA/MLA/Harvard/Chicago Pages:5-10 Instructions:
Modified Duty Policy Homework Help
Purpose
This “Modified Duty Policy” (MDP) is intended to serve as a management guide to assist our employees who have been injured at work return to gainful, productive employment with our company as soon as possible following the injury, while ensuring that they adhere to temporary, physician-imposed physical restrictions relating to that injury.
Background
The term “modified duty” refers to the temporary job assignment that conforms to the treating physician’s imposed limitations, when the injured employee’s regular job duties may violate those temporary physical restrictions. The temporary job assignment may, or may not be in the same classification or location as the employee’s regular job. Additionally, the temporary job assignment may or may not be equivalent (in terms of weekly hour’s worked and/or monetary compensation received) to the employee’s regular job. Modified assignments will be determined based upon the availability of the position, department needs, and restrictions placed upon the individual by the employee’s treating physician and will be available on a temporary basis, generally up to 90 days.
Duration
This program is not intended for employees with injuries that require a permanent modification of their regular job duties. Individuals accepted into this program should have a predicted full recovery within the 90-day time-frame. However, if this is not feasible, Human Resources will attempt to arrange for an assignment in some other area of the company as may be available. The company may revoke, change or supplement this policy at any time upon written notice. Nothing herein is a contractual commitment and shall not be construed as such.
Responsibilities
Management
- Provision of the necessary support and resources for those involved in the modified duty program.
- Assistance with employee placements
- Ensuring that ethical standards are met in the program
Supervisors
- Completion of report and accident forms when an injury occurs
- Evaluating the availability of alternative duties
- Communication of modified duty options to the Human Resources Manager and the Workers’ Compensation
- Completing modified duty forms for the employees
Employees
- Reporting injuries to the relevant supervisors and meeting with the suggested provider
- Cooperating with the Safety and Human Resources as well as the Workers’ Compensation Administrator for relevant departments
Worker’s Compensation Administrator
- Administering Midwestern Insurance Alliance’s modified duty Program
- Collaborating with the supervisors, the human resource department and preferred providers, Human Resources Department to place employees in the modified duty programs
- Ensuring a timely distribution of necessary program through the coordination of communication
- Coordinating vocational rehabilitation training programs for employees that have suffered permanent disability
- Maintaining Midwestern Insurance Alliance’s central list of preferred providers
Human Resources Manager
- Aiding the Workers’ Compensation Administrator in placement decisions which necessitates assignment of new positions
- Offering guidance with regards to salary grade and wage equity
- Approving of temporary assignments which go beyond the 90-days limit
Scope
All employees of our company are eligible to return to work following a work-related injury through the application of this modified duty policy, considering that the following criterion exist.
- Has been deemed unable to perform regular job duties by a licensed primary treating physician
- Has an employment contract with the Midwestern Insurance Alliance which would otherwise continue after the modified duty policy is completed
- Has emotional, physical and mental abilities necessary to execute work in the recognized MDP position(s)
- Unable to perform his or her essential duties, following illness or injury; and
- The employee’s injury has been determined to be work-related and compensable under current workers’ compensation legislation; and
- The physical restrictions imposed by the treating physician are specific (for example: No lifting over 50 pounds); and
- Is capable of performing the duties of the modified job assignment; and
- The physical restrictions imposed by the treating physician are for a specified, temporary period (for example: 10 days); and
- Work-related tasks which are within the physical limitations of the treating physician are available and are within the physical and skill capacities of the injured employee, with reasonable accommodations made by the employer, the injured employee or both.
- Is expected to return to his or her regular job duties on a full-time basis generally within 90 calendar days
Communicating the Availability of Modified Duty Work Assignments
For every work-related injury that has the potential to involve time off-work and/or physician imposed physical restrictions, the injured employee and an employer representative (both) shall inform the treating physician of the availability of modified duty work assignments.
In addition to notifying the treating physician, the employer shall also inform the workers’ compensation insurance carrier of the availability of modified duty work assignments with every reported injury that has the potential to involve time off-work and/or physician-imposed physical restrictions.
Once the employee has been approved for a temporary modified duty assignment, he or she will receive a letter from Human Resources outlining the job responsibilities, start and projected end date of the temporary assignment and location of the position. The employee must sign this letter and return to Human Resources within 7 days of receipt of this letter. Failure to sign and return this letter within the required timeframe will be concluded as a refusal to participate in the company’s Return to Work Program and could result in loss of benefits and termination subject to applicable laws such as The Americans with Disabilities Act (ADA), The Rehabilitation Act of 1973, the Family Medical Leave Act (FMLA) and Workers Compensation.
Periodic Progress Review
For all employees who have suffered injuries and are in the process of getting into a modified duty program, there should be a period review of their progress. This duty shall be overseen by the relevant supervisor for each department. The same case applies to those who are already in the program. They shall also undergo periodic progress review, but in this case it is the worker’s compensation administrator who will be in charge of the process.
Monetary Compensation
Wages earned by employees engaged in “modified duty” tasks, assigned as a result of a work-related injury, will be based upon the work being performed, and may be less than the wages paid to that employee during periods in which the employee is performing “normal” job functions. (See attached sample of potential modified duty work assignments.)
In the event that the wage paid for performing a modified duty work assignment is less than the employee’s normal regular duty wage (and/or a modified duty work assignment is available only for a portion of the employee’s normal weekly hours) it is possible that the employee will be compensated through workers’ compensation benefits, for the difference between the amount earned and the amount of the workers’ compensation benefits that would have been paid in the complete absence of a modified duty assignment.
Limited Nature of Modified Duty Assignment
By definition, modified duty work assignments are temporary. In no way should a modified duty work assignment be perceived as permanent work activity. As such, any modified duty work assignment must be reviewed by the management of this company and the company’s workers’ compensation carrier to determine if the modified duty work assignment is to be extended beyond the initial 90 day period. In the event that a modified duty work assignment is permitted to extend beyond the initial 90 day period, a similar review will be conducted every 30 days thereafter.
Refusal of Modified Duty Assignment
As previously noted, this company will make reasonable efforts to apply this modified duty policy. As long as the assigned modified duty work does not violate the treating physician’s imposed physical restrictions, the employee is expected to return to work and perform the assigned tasks to the best of his/her ability. Refusal of a modified duty work assignment may result in the termination of workers’ compensation indemnity benefits and/or the termination of employment.
Modified Duty Policy Homework Help
RUBRIC
Excellent Quality
95-100%
Introduction 45-41 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Literature Support
91-84 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Methodology
58-53 points
Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score
50-85%
40-38 points
More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.
83-76 points
Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.
52-49 points
Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality
0-45%
37-1 points
The background and/or significance are missing. No search history information is provided.
75-1 points
Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.
48-1 points
There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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