Vol. 38, No. 18

2-27-2007
By:

Q&A on Transitional Work Policy

In the past, employees forced from their regular job because of temporary physical or mental disabilities or injuries could transition back doing other duties within the same department or unit. Under the Office of Human Resources’ newly revised policy, which took effect Feb. 1, employees can now work across departments and units. onCampus spoke with Tori Weeks, manager for Integrated Disability and Unemployment, about the new policy and what it means for employees.

What is the Transitional Work Policy and how does it benefit an employee? The policy was developed to allow employees who suffer from either a work-related or nonwork-related injury or disability and have temporary medical or psychological restrictions to work while they are recovering. Originally, when an employee had temporary restrictions and their department was not able to accommodate them, they stayed at home to recover. 
The new policy allows the employee to be placed either in the same department performing different tasks or working in another department, which could be in a different VP/college unit. Employees continue to receive the same pay versus a decreased percentage from the Bureau of Workers’ Compensation or short-term/long-term disability carrier. This increases employee and co-worker morale, keeps employees actively and mentally fit and decreases the chance employees will be separated or terminated from the university when their leave has been exhausted.
 
How long does the policy allow for a work transition? Temporarily disabled employees could work transitionally up to 12 weeks. However, it should be noted that their physicians drive the temporary restrictions. Depending on the physician’s recommendations and how well the employee is doing, the transitional work period could be only two or three weeks. 
 
Is this a new policy? In 1995, a Transitional Work Program was developed, allowing temporarily disabled employees to be accommodated in their home department. However, this program was not designed to allow an employee to be temporarily placed in a different VP/college unit. The policy now states that if the home department is unable to accommodate and Integrated Disability locates a temporary job/task outside the home department, the temporary department receives free labor and the home department will be charged with the employee’s salary plus benefits for up to 12 weeks.

Has anyone taken advantage of it and what has the outcome been? Yes, we have had several employees take advantage of the policy and it has been very successful. The policy was approved in December 2006 by the President’s Cabinet, and we are piloting two campus units — Facilities, Operations and Development and Student Affairs. Thanks  to the support of the units and our unions, we have been very fortunate with those who have participated in the program, keeping them in their same department rather than having to look elsewhere in the university.
 
Who should employees, supervisors or HRPs contact to utilize this policy? Integrated Disability at (614) 292-3439, (800) 678-6413 or id@hr.osu.edu.Individual Certified Rehabilitation Counselors (Disability Program Managers) are assigned to specific VP/college units and the health systems. To locate a Disability Program Manager in a unit, visit hr.osu.edu/dir/index.aspx.

When should Integrated Disability be contacted to initiate a referral? If an employee has difficulty performing job duties due to a disabling condition, or if an employee was previously off work due to a physical or psychological condition and is being released to work with temporary restrictions. (Employees must have a valid release from their physician to return to work in any capacity prior to returning.)

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