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calendar days per injury. Such assignment may be extended at

management’s discretion not to exceed the term of the disability.

(5) When an employee’s mandatory alternate duty assignment expires or
is terminated, such employee shall either be returned to full duty status or

returned to being covered by the provisions of the Workers’ Compensation
statute.

(6) If the above conditions are met and if management is not able to
provide the eligible employee with such alternate duty assignment, that

employee’s compensation shall be adjusted to equal the employee’s “100
percent disabled” statutory benefit for the period the employee qualified

for an alternate duty assignment based on medical documentation,
described in 11.8(a)(2) above, for up to 60 calendar days.

§11.9(a) The State and CSEA shall establish a committee whose
purpose shall include, but not be limited to, the following activities:

(1) Design, develop and implement a system for collecting data from each
agency and facility concerning injured workers and workers'

compensation claims handling:
a. injuries and claims

b. loss reporting including loss time incidents and days,
catastrophic events, indemnity and medical payments

c. terminations and reinstatements
d. one and two year leaves of absence

e. untimely receipt of required medical documentation
f. untimely initial payments

g. untimely and incomplete accident reports

h. light duty assignments
i. re-injuries on return to work, including under Mandatory
Alternate Duty

j. Mandatory Alternate Duty denials

(2) Review and make recommendations on the administration of the
statutory and contractual benefit to include:

a. uniform procedures, templates, forms and sample letters to ensure
consistent communications statewide

b. performance measures, standards and results for continuous
process improvements

c. education and training for managers, supervisors and employees

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