UTMB HANDBOOK OF OPERATING PROCEDURES

Section 3 Human Resources Policies Subject 3.8 Employee Health (Employee Assistance and Wellness) Policy 3.8.5 Temporary Job Modification

12/07/92-Originated 11/14/06 -Reviewed w/ changes 03/29/99 -Reviewed w/o changes Human Resources -Author

Temporary Job Modification

Policy

UTMB will, without causing undue hardship to UTMB or without causing a direct threat to safety, and to the extent reasonably able, provide temporary job modifications for employees with temporary disabling conditions who have completed six months of continuous employment within UTMB. Temporary job modifications shall not exceed six months in any rolling twelve month period. Employees using the maximum number of days for a single condition will not be eligible for another job modification for that condition. Any subsequent requests for job modification must be for a different condition. Time counted toward six month job modification will be based on calendar days.

Requests for Modification

Written requests and physician notes outlining restrictions and documenting medical necessity must be submitted to the supervisor for review, completion, and submission to the Return to Work Coordinator in Employee Injury Management, a division of Human Resources. Modification greater than seven days will only be considered with appropriate Return to Work Certification or physician’s note. Employees will not be allowed to continue to work with a modify-cation for more than seven calendar days after a designated physician’s appointment date without a medical update on the employee’s status. Additional medical opinions may be required to document medical necessity.

Work Evaluations

The Ergonomic Consultant may be asked to perform a work site evaluation to clarify work restrictions and/or assist in the identification of possible temporary job modifications or permanent job accommodations due to an employee's temporary or permanent disabling condition.

Guidelines

Temporary Modifications Approval of a requested modification will be made by the supervisor and a employee injury management representative . • A Work Agreement must be completed and signed by the employee, supervisor, and an Employee Injury Management representative. • Although there is no requirement that UTMB must grant a temporary modification request, UTMB will consider a request in accordance with established protocol. • Medical review of the case may be required by the Employee Injury Management Medical Advisor. • Denial of a requested modification will be determined by the Return to Work Coordinator. • Although there is no requirement to place the employee in another position, a reassignment may occur when the employee's home department is unable to reasonably modify work to meet documented work limitations. • Employee Injury Management or the Correctional Managed Care Regional Human Resources Office will, to the extent reasonably able, assist the employee in temporarily being reassigned to another position suiting his/her capabilities. NOTE: For temporary assignments, the employee's home department will be responsible for paying the employee's regular wages during the reassignment. Upon release to full duty by the employee's health care provider, the employee will return to their regular position and/or duties. Permanent Accommodations Request for a permanent job accommodation will be forwarded to the Office of Equal Opportunity and Diversity for review by the Disability Coordinator.

References

IHOP Policy 3.9.10, Family and Medical Leave IHOP Policy 3.2.2, Americans with Disabilities Act Policy IHOP Policy 7.1.1, Student with Disabilities