Return to Work
Goals and Objectives
The intent of this program is to develop a system of returning employees to work quickly and safely after injury or illness and improve the capability of identifying and appropriately managing temporary and permanent disabilities. Studies have shown that the sooner an injured employee can be brought back to work, the faster they will recover and be able to return to regular assignments. The goal of Return to Work (RTW) is to assist individuals with work- related illness or injury (and non work-related illness or injury, when possible) resulting in medical restrictions or lost work time. There will be an emphasis on close collaboration between department managers and supervisors to locate appropriate light duty. This program is designed to transition the employee back to his/her usual and customary position after the illness/injury. Injuries/illnesses resulting in permanent work restrictions with a reasonable expectation that the employee will be unable to return to their usual and customary position will be entitled to an interactive meeting that will be administered according to the ADA and FEHA guidelines.
Questions and Answers
Who is eligible for return to work?
What does “light duty” consist of?
How long does light duty last?
What do I get paid?
What happens if I am asked to work outside of the work restrictions set by my physician?
What happens if I am not able to return to work when my Return to Work time ends?
What does “permanent and stationary” mean?
What does “maximum medical improvement” mean?
Where do I go after I am “permanent and stationary/maximum medical improvement”?
What is modified work?
What if my job cannot be permanently modified so that I can continue working?
What if I am not offered a modified or alternative position?
Who is eligible for return to work?
The program covers cases that involve lost time, temporary medical restrictions and when possible, non-work related cases with temporary medical restrictions if temporary medical restrictions render the employee unable to do some or all of the usual assignment, then some modification of the duties or an alternate assignment may be necessary as a temporary accommodation.
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What does “light duty” consist of?
Risk Management and the supervisor will discuss what, if any, of the regular duties, the employee can perform with the medical restrictions they have been given. If there are several tasks that the employee cannot perform, the supervisor can agree to provide assistance for those types of activities. In some cases the employee is unable to perform the regular duties, therefore Risk Management and the supervisor will explore other assignments that will allow the employee to stay within the limitations set by his/her treating physician. It is important to note that normally temporary or light duty is not a permanent or regular position. It is work that has been gathered to give the individual with a disability the opportunity to do meaningful work while they are recovering from his/her illness/injury. The goal is to return to the usual and customary position when the illness or injury has reached maximum medical improvement.
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How long does light duty last?
Temporary Work Assignment is limited. The number of days of Return to Work duties is decided by the department. Temporary work does not normally extend beyond 90 days. If the employee has not sufficiently recovered to return to the usual and customary position within the department’s Return to Work period then the case will be reviewed by Risk Management and the supervisor. Some circumstances, such as an intervening surgery, may result in additional light duty recommended by the physician. Each situation will be evaluated on a case-by-case basis with the physician’s recommendation taken into consideration.
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What do I get paid?
You will get paid your regular hourly pay for the time you participate in light duty. There will be no overtime authorized during light duty. Every effort will be made to provide you with light duty for the hours that you normally work. The home department is responsible for submitting your time card to payroll.
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What happens if I am asked to work outside of the work restrictions set by my physician?
It is your responsibility to work safely. If you are asked to do a task that you cannot do within your limitations that were set by your doctor you should remind the requesting party of your work restrictions. If you feel that you do not need the restrictions you must obtain a release from your physician. The Return to Work program is set up to provide a safe environment for you to work. Failure to follow the restrictions set by your physician may result in progressive discipline.
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What happens if I am not able to return to work when my Return to Work time ends?
If you still have limitations that do not allow you to perform the essential functions of your job, you will be sent home. The employee will be notified of the change in benefits. They will be paid temporary total disability (TTD) benefits until they are released to work or found to be permanent and Stationary or have reached maximum medical improvement.
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What does “permanent and stationary” mean?
This is often referred to as being "P&S". This means that your have recovered and your condition is “stationary”. Some injuries result in “permanent” work restrictions. The work restrictions are not expected to change in the future.
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What does “maximum medical improvement” mean?
This is often referred to as being "MMI". This means that your medical condition has reached a treatment plateau and it is believed that the condition will not change. The work restrictions and any permanent disability one may have as a result of the injury or illness are not expected to change in the future.
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Where do I go after I am “permanent and stationary/maximum medical improvement?”
Risk Management receives notice from the workers compensation third party administrator that you have reached a Permanent and Stationary or maximum medical improvement status. Risk Management has 30 days to determine if there is modified or alternative work. If no modified or alternative work is provided then the employee is referred to a vocational rehabilitation counselor for vocational rehabilitation services. For injures post 1/1/04 the employee may be eligible for Job Displacement Voucher. Please contact Risk Management for more information regarding these benefits.
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What is modified work?
Modified work is providing a different way for an employee to perform the essential functions of their job. Examples include equipment such as a cart to transport items, software on the computer to reduce keystrokes, flexible work schedules, or reassignment of marginal duties. The employee must be able to perform the essential functions within the productivity standards to be qualified. The accommodation must not cause undue hardship for the Los Angeles Community College District.
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What if my job cannot be modified so that I can continue working?
If an employee’s regular job can not be modified permanently then the Risk Management department will provide information to the employee outlining their options. Please contact the Risk Management department for a list of these options.
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What if I am not offered a modified or alternative position?
If no position is located then those with industrial injuries will be referred to the claims administrator to discuss Vocational or Job displacement benefits. The LACCD web section on Worker’s Compensation will explain that process.
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