Title: Transitional Work Procedure. Director, Human Resources Staff Functions (Signature on File)

Transcription

1 Procedure No.: BC Page: 1 of 5 Preparer: Owner: Approver: Manager, Employee Benefits Director, Human Resources Staff Functions Senior Vice President, Human Resources 1. PURPOSE To establish guidelines for providing Transitional Work for employees who have sustained an occupational or non-occupational injury or illness, to return to work with temporary work modifications, consistent with employee safety. 2. DEFINITIONS 2.1. Full-Time Employee An employee who is scheduled to work 30 or more hours per week Part-Time Employee An employee who, on a regular basis, is scheduled to work at least 17.5 hours and less than 30 hours per week Temporary Functional Limitations Workplace restrictions resulting from an injury or illness that are expected to last for under 90 days Transitional Work Modified or alternative duties or hours designed to meet an employee s Temporary Functional Limitations upon release to return to work following an occupational or non-occupational injury or illness. 3. SCOPE Applies to all Full-Time and Part-Time Employees of BC and its United States subsidiaries unless legally prohibited, excluding MicroFlo and Foam Enterprises. 4. PROCEDURE 4.1. Assignment of Transitional Work When an employee is released to return to work with Temporary Functional Limitations, the employee should be provided Transitional Work, to the extent available and practicable, for an initial period of up to 30 days. In BC s discretion, the Transitional Work period may be extended for two subsequent 30 day periods, up to a maximum total period of 90 days. Temporary Functional Limitations resulting from occupational and non-occupational illnesses and injuries will be treated the same for purposes of Transitional Work assignments.

2 Procedure No.: BC Page: 2 of 5 4. PROCEDURE cont d Assignment of Transitional Work cont d Temporary Modification of the Employee s Regular Job To identify Transitional Work for an employee, first determine whether the employee s regular job duties or hours may be modified to meet the employee s Temporary Functional Limitations Assignment of Alternative Duties or Tasks If the employee s regular job cannot be modified, consideration should be given to Transitional Work opportunities involving the assignment of other duties or tasks that meet the employee s Temporary Functional Limitations. See Attachment A for examples of tasks that may be available and appropriate for Transitional Work assignments Periodic Review of Transitional Work Assignment Transitional Work assignments should be reviewed every 30 days to determine if they should be extended, up to a maximum of 90 days. In BC s discretion, BC may terminate a Transitional Work assignment at any time or require an employee who has been given a Transitional Work assignment, to provide updated medical information Availability of Transitional Work Assignments Whether an employee has the skills and qualifications needed to perform any Transitional Work tasks will be determined by BC in its sole discretion. If there is no available Transitional Work for which the employee is deemed qualified, the employee will not be assigned Transitional Work Temporary Nature of Transitional Work Transitional Work assignments are not regular, permanent jobs. They are temporary in nature and shall not exceed 90 days Not Applicable to Permanent Medical Restrictions This Procedure does not apply to employees who are released to return to work with permanent medical restrictions or to disabled employees who may require a reasonable accommodation to perform the essential functions of a job. BC ( EEO/Medical and/or Legal) will conduct an individualized reasonable accommodation analysis for such employees, which falls outside the scope of this Procedure.

3 Procedure No.: BC Page: 3 of 5 4. PROCEDURE cont d Refusal to Accept Transitional Work Assignments Employees who are offered Transitional Work Assignments will be expected to return to work. Employees who refuse to do so, will be deemed to have resigned from their employment with BC Pay and Benefits during Transitional Work Assignments Employees who work their regular work hours pursuant to a Transitional Work Assignment will receive their regular pay and the time spent on the Transitional Work assignment will not count as Short-Term Disability (STD), Long-Term Disability (LTD) or an Accident & Sickness (A&S) leave, as applicable. The transitional work assignment does not count toward the time that would make an employee eligible for a new period of disability as defined in the applicable plan. Employees who work reduced hours pursuant to a Transitional Work assignment will receive the greater of: (1) the applicable STD or A&S disability benefit or (2) pro-rated pay for the hours worked, and the time spent on the Transitional Work assignment will count towards the disability period. For example, an employee eligible for 60% of pay under STD, who works an 80% schedule during a Transitional Work assignment, will receive total 80% of pay. Pay during a period that would be covered by an LTD plan will be determined by the rules of that plan. 5. RESPONSIBILITIES 5.1. Human Resources Managers / Site Managers Coordinate the identification of Transitional Work opportunities at their site(s). Ensure that Transitional Work assignments are considered for all employees who are released for return to work with Temporary Functional Limitations. Monitor the uniform application of Transitional Work assignments Supervisors / Managers Ensure that Transitional Work assignments are considered for all employees who are released for return to work with temporary medical restrictions. Review Transitional Work assignments periodically. Ensure that Transitional Work assignments do not exceed 90 days Director, Human Resources Staff Functions Interprets this policy.

4 Procedure No.: BC Page: 4 of 5 6. RELATED DOCUMENTS BC Attachment Return to Work Procedure Examples of Transitional Work Tasks BASF Corporation Short-Term Disability Plan for Management Represented Employees BASF Corporation Long-Term Disability Benefit Plan for Management Represented Employees Accident & Sickness benefits as described in the applicable union contracts

5 Procedure No.: BC Page: 5 of 5 ATTACHMENT A. EXAMPLES OF TRANSITIONAL WORK TASKS The following transitional work tasks are not considered to be physically demanding, and are suggested for consideration as duties or tasks that may meet the employee s Temporary Functional Limitations, if temporary modification of the employee s regular job is not feasible. Work in control room only to operate DCS (Distributed Control System). Review and update operating procedures. For example, for processes covered by PSM (Process Safety Management), recertification of procedures is an annual requirement. Review and update of safety information. For example, ensuring that the most recent MSDSs are available or, Emergency response or Spill procedures are updated with accurate PPE (personal protective equipment) and RQ (reportable quantities) and communications procedures. Audits of regulatory documentation for compliance (lock-out/tag-out, Confined Space, RCRA storage facilities log sheets, Air Permit logs, etc.) Assisting trainer to create or assemble training materials or assist with training in area of employee experience or expertise. Perform data collection and data entry after completion of minimal training. Assisting with routine administrative activities (Overtime canvassing, issuing safety permits, ordering supplies, batch ticket filing, records retention and archiving, etc). Perform quality assurance activities in production, after completion of minimal training.