Page 185 - Personnel Policy and Procedures Manual

Section 1000.609 Workers Comp Temporary Duty General Guidelines

A. Departments may request temporary duty assistance by submitting the Request for Temporary
Duty Assistance to Risk Management.
B. Departments should be innovative in developing and assigning meaningful tasks which will
allow the employee to utilize his or her experience, education and physical capability.
C. The temporary duty employee's home department is responsible for all expenses associated
with the employee for the duration of their temporary duty status.
D. It is the responsibility of the employee to adhere to the temporary limitations identified by his
or her authorized treating physician.
E. The supervisor of the assigned department is responsible for ensuring that employees in
temporary duty assignments work within the identified medical restrictions.
F. The employee's work schedule, leave, etc., will be coordinated by the supervisor of the
assigned department.
G. The supervisor of the temporary duty employee will be responsible for submitting time sheets
to his or her home department. If the employee is assigned to more than one department, the
supervisor from each department must submit a time sheet to the employee's home department.
H. The supervisor of the assigned department will be responsible for completing the Temporary
Duty Employee Performance Evaluation , which will be used to support the employee's
personnel evaluation. The evaluation form is required only if the employee is assigned
temporary duty under a different supervisor.
I. The duration of the temporary duty assignment may range from one day to a maximum of
twelve weeks, unless otherwise approved by Risk Management. Temporary duty assignments
may be used in conjunction with FMLA.

Section 1000.610 Workers Comp Temporary Duty Assignment

A. Once the physician assigns an employee to temporary duty status, the employee must submit
a copy of the Physical Capacity Evaluation Form to Risk Management (via fax). The employee
or the employee's supervisor may call Risk Management the next working day for a temporary
duty assignment. Exceptions would be those employees who are capable of performing in their
regular duty assignment or department, with accommodations being made by their home
department.
B. Risk Management, under the advisement of the adjuster, authorized treating physician and/or
rehabilitation professional, will assign the employee to a temporary position which meets the
employee's medical restrictions. Consideration will be given to the employee's home
department, assignment, shift, etc. However, if temporary duty cannot be arranged within the
employee's home department, the employee will be assigned to a different department, if
available.
C. The temporary duty employee has an obligation to adhere to the policies of the assigned
department. If the employee's work habits are not conducive to the overall effectiveness of the
assigned department, then the assigned supervisor may request that the temporary employee
be placed elsewhere. This request must be submitted to Risk Management in writing.
D. If an employee chooses not to work in an assigned temporary duty position within the medical
restrictions prescribed by the authorized treating physician, then indemnity benefits will not be
paid.
E. Risk Management is responsible for notifying the employee's home department of the
employee's temporary placement and providing updates regarding changes in the employee's
medical restrictions.

All Rights Reserved – As approved by the Commission on 05-07-2019 185 | P a g e