BOARD OF SUPERVISORS

County of Linn, Iowa

Directive Number:
Work-Related Injuries: Return to Work
Policy
Approval Date: Effective Date: Revision No: Policy Section & Number:

06/25/2007 06/25/2007 2 RM-007

Reference: Distribution: County Employee Handbook,

BOS Minutes of 06/25/07 Intranet
07/30/2003
07/22/1996

I. Purpose

It is the purpose of this policy to provide guidelines for employees injured on the
job who are unable to return to their regular job classification upon returning to
work.

II. Scope

This policy is applicable to all regularly scheduled full-time and part-time Linn
County employees responsible to the Board of Supervisors; employees
responsible to an elected official, including the elected official and their deputies
who have sustained a work-related injury or illness.

III. Policy

A. It is the policy of Linn County to provide modified or alternate work for

employees injured on the job who are unable to temporarily or
permanently return to their regular job classifications. Regular modified
and alternate work will be provided as available in compliance with the
Americans with Disabilities Act (ADA) and Iowa Workers’ Compensation
Act.
B. Linn County will make reasonable accommodations for a disability unless
the accommodations would impose an undue hardship on Linn County.
The disabled employee must be able to perform the essential functions of
the job with or without the reasonable accommodation.
C. The feasibility of reasonable accommodations shall be determined on a
case-by-case basis taking into consideration the employee, the specific
physical or mental impairment, the essential functions of the job, the work
environment, and the ability of Linn County to provide accommodations.

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D. Objectives:
1. To return employees who are injured on the job to work as soon as
possible when there is not significant risk of substantial harm to
themselves and others.
2. To minimize financial hardship and emotional stress to the
employee who has sustained a work-related injury.
3. To assist employees in returning to work at a level as close as
practicable to their pre-injury earnings and productivity.
4. To retain qualified and experienced employees.
5. To reduce the cost of disability benefit programs.

E. Temporary Alternate Duty (TAD):

1. TAD is defined as modified duties or hours assigned to a worker

injured on the job, when the physician indicates they can return to
work but who are not yet physically capable of handling the entire
job duties normally assigned (the worker is still recovering from the
effects of a work injury).
2. The purpose of TAD is to provide temporary work, within medical
restrictions, for employees injured on the job. TAD may be
available when medical prognosis indicates that the employee is
expected to return to full duty following a course of medical
treatment.
3. If an alternate duty position is available, employees may be
provided with TAD as soon as medically feasible. TAD should be
consistent with the employee’s physical/mental abilities.
4. Employees in TAD capacity will continue to receive the salary and
benefits of their job classification. These will be proportionately
adjusted in the case of part-time work. Status of TAD assignment
should be reviewed after each medical appointment, normally every
7 to 14 days. TAD will not normally exceed six (6) months.

F. TAD Procedures:

1. Linn County Risk Manager/Designee:

a. Informs physicians about the TAD program
b. Informs employee about the TAD program.

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 c. Obtains information regarding medical condition of employee
from physician(s).

2. Department Representative and/or Employee’s Supervisor, along

with the Risk Manager.

a. Develops work assignments on a case-by-case basis, if

available, depending on medical restrictions.
b. Develops appropriate TAD assignments, and monitors on-
going medical and work adjustment.
c. May meet with employees to review TAD status.

3. Employee:

a. Reports any problems with TAD assignment to supervisor or

the Linn County Risk Manager.
b. Provides doctor’s release from Occupational Health to Linn
County when the doctor releases the employee to full duty.
c. Assists in identifying reasonable accommodations.

4. Permanent Job Assignment:

a. Upon full release from the physician, the employee shall

return to the job classification and duties held prior to the
work injury. Employees who are no longer eligible for TAD,
but are unable to return to full duty, may be considered for
permanent modified work (PMW), or permanent alternate
work (PAW) in accordance with the Americans with
Disabilities Act (ADA). Eligibility for such assignment shall
be considered on a case-by-case basis, as soon as it is
determined that the employee is unable to return to their
regular job classification and duties. Work assignment will
be determined by the employee’s ability to perform the
essential job functions in either modified or alternate work
assignments. Reasonable accommodations may be made
to enable the employee to perform the essential functions of
the job.

5. Permanent Modified Work:

a. The employee will return to the job classification held prior to

TAD, if they are able to perform the essential job functions.
Accommodations may be made to enable the employee to
perform the essential job functions.

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6. Permanent Alternate Work:

a. The employee who is medically unable to perform the

essential job functions of their original job classification, may
return to a different job classification if it is consistent with
the Union Contract.
b. Consideration for permanent alternate work will be made
only after it has been determined that the employee is
medically unable to perform the essential functions of their
job classification.
c. Consideration for alternate work will be made on a case-by-
case basis. The employee’s skills and physical abilities will
be considered when exploring alternate work possibilities.
d. The employee may be considered only for open positions
within the County structure. New positions will not be
created to provide permanent alternate work. Union
contracts and/or state and federal law must be followed.
e. When an employee is assigned to a permanent alternate
work classification, procedures in the applicable Union
contract or personnel policies shall be followed with regard
to the employee’s pay rate.