{"id":4850,"date":"2025-02-05T15:44:31","date_gmt":"2025-02-05T21:44:31","guid":{"rendered":"https:\/\/www.nicholls.edu\/safety\/?p=4850"},"modified":"2025-02-05T15:46:46","modified_gmt":"2025-02-05T21:46:46","slug":"1st-quarter-2025-transitional-return-to-work-program","status":"publish","type":"post","link":"https:\/\/www.nicholls.edu\/safety\/2025\/02\/05\/1st-quarter-2025-transitional-return-to-work-program\/","title":{"rendered":"1st Quarter 2025 – Transitional Return-To-Work Program"},"content":{"rendered":"

\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0Transitional Return-To-Work Program<\/strong><\/p>\n

I. Purpose and Scope<\/strong>
\nThe health, well-being, and safety of all employees is of great importance to ÐÓ°É´«Ã½ State
\nUniversity. Therefore, it is the purpose of the University to establish a Transitional Return-to-
\nWork Policy and make a reasonable effort to return to the workplace those employees of the
\nUniversity who have sustained job-related injuries or illness.<\/p>\n

ÐÓ°É´«Ã½ State seeks to provide a Transitional Return to Work Program which will implement a
\nsafe transitional return to work, with the goal of reducing the duration of time needed to
\ntransition back into full duty, retain valuable employee skills and physical conditioning, reduce
\nworkers compensation claims, cost, and overall facilitate a safer working environment for all
\nemployees.<\/p>\n

A Transitional Return to Work Team has been developed as part of this program to assist in the
\nimplementation of any job-related return to work through transitional duty. This team will, at a
\nminimum, consist of the following individuals: Human Resources Director (Return to Work
\nCoordinator), Director of EH&S and EOC, HR Compliance Specialist, and Employee\u2019s
\nSupervisor.<\/p>\n

II. Policy<\/strong>
\nTransitional return to work duty is modified duty\/light duty which allows a worker to return
\nto duty early, within the physical restrictions determined by a physician or other qualified
\nprovider, and the constraints of job duties and tasks, until the worker is capable of returning to
\nfull duty. The transitional return to work program is based on medical prognosis and recovery.<\/p>\n

Transitional duty as part of the Transitional Return to Work Program is offered for the length
\ncertified by a physician or other qualified provider but may not extend for longer than one year.
\nClassified employees’ transitional duty is limited to six months and a request for additional
\ntime, up to the one-year limit, must be made to the Director of Civil Service.<\/p>\n

ÐÓ°É´«Ã½ State does not guarantee placement in the Transitional Return to Work Program and
\nthis program shall not be construed as a contract for such placement or an obligation to offer,
\ncreate, or encumber any specific position for the sole purpose of returning an employee to
\ntransitional duty.<\/p>\n

This program is not intended to interfere with the procedure applicable to employees who are
\notherwise eligible for reasonable accommodation under the Americans with Disabilities Act
\n(ADA). In a case where an employee refuses an accommodation or reassignment to duties,
\nwhich is within their restrictions and ability to perform, the university is not obligated to
\nprovide further alternatives. If all efforts fail to \u201creturn the employee to work,\u201d it may be
\nnecessary to terminate the individual.<\/p>\n

The University will hold a return to work meeting with the employee to review the plan before
\nthe employee returns to work. Once the meeting has taken place, an offer of transitional duty
\nemployment will be made in writing. This offer shall contain a copy of the Physician\u2019s Modified
\nWork Information Sheet, or the physician\u2019s work status indicating release with restrictions, the
\nreturn to work date, the duties required to perform, the hours of work, and the duration of the
\nmodified work placement.<\/p>\n

In the event the employee refuses the Transition to Work Program plan, that is within the
\nemployee\u2019s restrictions and ability to perform, the University is not obligated to provide
\nalternatives. The employee must sign the rejection of the Transition to Work Program. An
\nemployee who refuses to return to transitional duty for which he or she was medically cleared
\nwill be reported to the Louisiana Office of Risk Management for appropriate action, including
\npossible termination of employment.<\/p>\n

IV. Responsibilities<\/strong>
\nIn the event a University employee sustains a job-related illness or injury, there are
\nresponsibilities for the employee, the supervisor, the Return to work Coordinator, the Human
\nResources Office, and the Transitional Return to Work Team.<\/p>\n

1. Employee Responsibility<\/strong>
\na. Report on the job injury\/illness to the supervisor immediately.
\nb. Complete the (Insert name and link to form).
\nc. Contact Human Resources at 985-448-4051 prior to physician care unless there is
\na life or limb emergency.
\nd. For injuries which involve lost time, provide your physician with Job Description
\nand Physician\u2019s Modified Work Information Sheet, provide completed forms to
\nHuman Resources.
\ne. Comply with medical treatment and maintain all medical appointments.
\nf. Follow appropriate call in procedures and leave policies which are related to
\nabsences.
\ng. Return to duty when requested\/offered, whether full duty or transitional duty.
\nh. Maintain contact with supervisor and Human Resources to provide ongoing
\nphysician documentation required by leave policies.
\ni. Cooperate with Transitional Return to Work Team to assist in development and
\nunderstanding of transitional duty and offer of such.
\n
\n2. Supervisor<\/strong>
\na. Participate with the Safety Officer in conducting any investigation necessary.
\nb. Inform Human Resources of any updates received from employees.
\nc. Participate with the Transitional Return to Work Team to develop a Transitional
\nReturn to Work Plan if necessary.
\nd. Monitor employee progress during transitional duty participation.
\ne. Maintain confidentiality of employee and program.<\/p>\n

3. Human Resources<\/strong>
\na. Process claim electronically, complete necessary paperwork for choice of
\nphysician, and maintain documentation of claim.
\nb. Provide employee updated job description and Physician\u2019s Modified Work
\nInformation sheet to provide to the certified health care provider.
\nc. Provide employee rights under Family or Medical Leave Act, if appropriate.
\nd. Contact Transitional Return to Work Coordinator through email for meetings
\nwhen applicable.
\ne. Process Transitional Return to Duty Letters of Offer and Plans within guidelines.
\nf. Process personnel actions required in temporary reassignments or details to
\nduty.
\ng. Monitor progress and maintain reporting statistics.
\nh. Maintain confidentiality of employee, program, and abide by all HIPPA
\nregulations concerning medical documentation and privacy of employee records.
\ni. Notify Claims Adjuster and\/or Office of Risk Management on employee status.<\/p>\n

4. Transitional Return to Work Coordinator<\/strong>
\na. Responsible for overall coordination of Team and Team Meetings
\nb. Develop, facilitate, and monitor transitional return to work program and team
\nactivities.
\nc. Develop and facilitate accommodations as necessary.
\nd. Monitor progress and maintain reporting statistics and compliance.
\ne. Provide notices to employees.<\/p>\n

5. Transitional Return to Work Team<\/strong>
\na. Return the employee to work as effectively and efficiently as possible on a
\ntransitional duty plan.
\nb. Understand and follow\/abide by HIPPA related rules and regulations
\nconcerning medical documentation of employees while maintaining the
\nconfidentiality of the program.
\nc. Review job duties and tasks of employees.
\nd. Review and consider physical capabilities worksheets or functional capacity
\nsurveys provided by physicians.
\ne. Assist to define job specific tasks and assignments that may provide a return to
\ntraditional duty in the same department or alternate department within
\nguidelines.
\nf. Assist to develop a Transitional Return to Work Plan to meet specifications of job
\nand employee restrictions.
\ng. Reevaluate the plan every 30 days with the assistance of Human Resources.
\nh. Seek assistance from Claims Adjuster and\/or Office of Risk Management for
\nvocational rehab counseling.<\/p>\n

I<\/strong>V. Authority<\/strong>
\nLouisiana Revised Statute 39:1547 and Office of Risk Management Transitional Return to Work
\nPolicy<\/p>\n","protected":false},"excerpt":{"rendered":"

\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0Transitional Return-To-Work Program I. Purpose and Scope The health, well-being, and safety of all employees is of great importance to ÐÓ°É´«Ã½. Therefore, it is the purpose of the University to establish a […]<\/p>\n","protected":false},"author":36,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[35],"tags":[],"class_list":["post-4850","post","type-post","status-publish","format-standard","hentry","category-safety-meetings"],"yoast_head":"\n1st Quarter 2025 - Transitional Return-To-Work Program - ÐÓ°É´«Ã½ Office of Environmental Health & Safety<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.nicholls.edu\/safety\/2025\/02\/05\/1st-quarter-2025-transitional-return-to-work-program\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"1st Quarter 2025 - Transitional Return-To-Work Program - ÐÓ°É´«Ã½ Office of Environmental Health & Safety\" \/>\n<meta property=\"og:description\" content=\"\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0Transitional Return-To-Work Program I. 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