[MCOH-EH] RD: early Return to Work/cost centers

[Patrick, ReGina L]

Susan
I am very interested in your Transitional work program. Would you be willing to share your process more in depth? 
Salaries for transitional work come out of an Associate Health budget.  We have a few managers that will not accommodate any restrictions. 
Would you be willing to share your transitional work agreement and policy. 
I have attached a copy of our HHF that is used for all staff, contract included.  We also perform color vision testing on each associate upon hire.  No new information is needed upon transfer unless the associate will be working in long term care.  HR takes care of any background checks and or fingerprinting if needed. We do not have an onsite Occ Health clinic.  
Thank you.
ReGina


ReGina Patrick RN
Spectrum Health Lakeland
Associate Health
1234 Napier Avenue
Saint Joseph, Michigan 49085
269-985-4516 (office)
269-934-8079 (fax)



-----Original Message-----
From: MCOH-EH [mailto:mcoh-eh-bounces at mylist.net] On Behalf Of Susan L. Guerin-Staples
Sent: Friday, March 01, 2019 12:59 PM
To: 'mcoh-eh at mylist.net' <mcoh-eh at mylist.net>
Subject: [MCOH-EH] RD: early Return to Work/cost centers



We do not use a separate account for our Transitional Work Program.  The employee is compensated their full wages while working in modified duty.  Our program involves a Transitional Work Agreement for managers and staff to sign outlining the expectations of the work while on restrictions and the duration of the agreement.  We allow participation in our Transitional Work Program for both Occ and Non-Occ injuries.  We do track this as an ADA Accommodation.  We remove some essential job functions for only a limited amount of time if needed (we overaccommodate).  Only Occupational injuries are placed in off unit assignments again for limited periods of time.  Transitional Work Program is intended for employees who functionally will be able to return to their regular job duties within 90 days.  The employee needs to show continued improvement in their work capacity.  Those that plateau in their recovery or are anticipated to have longer recovery times than 90 days are evaluated under the ADA Accommodation Process for longer term restrictions.  Permanent restrictions immediately start the ADA process.  As to labor expenses we keep the labor expense with the home department even if the employee is placed off unit.  This encourages the department to work with the employee during their recovery, it keeps the employee connected to their work and the organization benefiting from the value and knowledge of that employee.  We use a software tool to track participants in our program so we know when accommodations are hitting the threshold of needing a more involved conversation with the employee.  It's the same tool we use for all ADA Accommodations.





Susan L. Guerin-Staples MSB, FACHE

Senior Director

Employee Absence Management & Health Services

MaineHealth

Ph: (207) 662-6280

Fx: (207) 761-3083







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