Office of Human Resources - HR Advisor
Employee Pay and Work Hours
Alternate Duty Assignment Program
for Temporarily Disabled Employees
QUESTIONS?TEMPE/POLYTECHNIC WEST |
DEFINITIONS (SPP 002) Department POLICIES |
The Alternate Duty Assignment Program is designed to provide guidelines for the uniform treatment of any employee who, because of a temporary physical or mental disability resulting from an industrial or personal injury/illness, temporarily cannot perform the duties normally assigned to the job.
Upon return to work after a serious injury or illness, an employee must provide a written release by a licensed physician and/or psychiatrist. The release shall indicate the employee’s ability to return to regular or alternate duty assignment. If alternate duty is indicated, the physician and/or psychiatrist shall specify the work restrictions and the duration (dates) restriction(s) apply.
Departments may elect to have an employee examined by a designated physician when the employee has been away from work for an extended period of time due to an injury or illness, or the employee is being released to work with medical restrictions, and clarification is needed. The examination will be coordinated through the State of Arizona Department of Administration (ADOA), Risk Management Section, when the employee has an ongoing Worker’s Compensation claim or coordinated through the department (at the department’s expense) when it is classified as an injury/illness which is not work related.
Departments will provide alternate duty assignments as appropriate work is available. These assignments need not be identified in advance, but will be determined by the need of the department.
Length of time for alternate duty assignment shall be for a maximum of up to six months. There is no minimum length of time for alternate duty assignment.
The length of time a probationary employee is on alternate duty assignment will not be counted toward the completion of the six-month probationary period.
If no alternate duty assignment is available in the employee’s department with the work restrictions stipulated by the physician, or the alternate duty assignment has ended, the employee will be placed in the appropriate leave status.
While temporarily assigned to the alternate duty assignment program, the employee will be paid at his or her regular base pay.
FREQUENTLY ASKED QUESTIONS
Who is considered a Temporarily Disabled Employee?
A Temporarily Disabled Employee is defined as having a physical or mental disability that can reasonably be expected to resolve itself, allowing the employee to return to full duty without restrictions.
What happens if the employee cannot return to full duty?
At the end of six months, if an employee is determined unable to return to his or her regular position, the department is responsible for bringing this determination to the attention of HR and the ADA Coordinator.
What happens if a department chooses to send an employee to a designated physician and they are released without restrictions?
An employee released with no restrictions shall report to work.
The contents of this HR Advisor page is not intended to create a contract, either expressed or implied, between Arizona State University and its employees for either employment or any benefit or agreement. While the HR Advisor makes every effort to present accurate and reliable information, it does not establish or modify policies or procedures of your department, Arizona State University or the Board of Regents.