HI John – Sounds like a text book approach to me. The difference will probably be from the non-unionized shops where they can temporarily accommodate people in other departments more easily.
Hope your summer is going well. I still subscribe to this list, although I often wonder why. But it’s fun to see postings from people I know.
Jim
From: MCOH-EH [mailto:mcoh-eh-bounces@mylist.net] On Behalf Of Palfrey, John
Sent: Tuesday, August 08, 2017 12:04 PM
To: 'mcoh-eh@mylist.net' <mcoh-eh@mylist.net>
Subject: [MCOH-EH] Accommodations Under ADA
Hello List,
We’re reviewing our process for requests for temporary accommodation under the ADA. Currently, Occ Hlth evaluates the employee and any supporting medical documentation and sends the manager an email with restrictions/recommended accommodations. If the manager accepts the restrictions/accommodations, the employee returns to work until their next follow-up appt. If the manager is unsure about accommodating the employee, there is an interactive process discussion between the manager, HR and the employee to review potential accommodations. If they agree an accommodation can be made, the employee returns to work and if not, they remain out of work until their next follow-up eval.
Am interested in hearing how other organizations handle employees returning to work with restrictions.
Thank you,
John C. Palfrey, PA-C
Director, Occupational Health Services
774-552-6108
Expert physicians. Quality hospitals. Superior care.
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