Page 159 - 2016-2021-ISU

Appendix VII

Mandatory Alternate Duty Policy Memorandum of Understanding

A. Mandatory Alternate Duty Policy
As provided in the 2007-2011 negotiated Agreements between the State

and CSEA, and continued in this Agreement, employees who sustain
workers’ compensation disabilities as de fined in Article 11 on or after July

1, 2008, shall receive the workers’ compensation benefit provided by law
as described in Article 11 of the Agreement. In the interest of returning

employees to duty as soon as possible and in recognition of the fact that
the statutory wage replacement benefit may be reduced in proportion to the

employee’s reduced percentage of disability as the recovery process goes
on, the State and CSEA have agreed to institute a Mandatory Alternate

Duty Program described herein.
This program is designed to assist employees in returning to work prior

to resumption of full job duties and to enable agency management to utilize
the capabilities of those employees who would otherwise be unable to

return to duty. (The term mandatory as used herein means that [a] an
employee who meets the eligibility criteria and requests a mandatory

alternate duty assignment must be
offered a mandatory alternate duty assignment or the employee must be

compensated as provided below, or [b] an employee who meets the
eligibility criteria can be ordered by management to return to a mandatory

alternate duty assignment.)
B. Eligibility

To qualify for participation in the Mandatory Alternate Duty Program, an

employee must meet the following criteria:
1. be classified as partially disabled at 50 percent or less by the State
Insurance Fund (SIF); and

2. have a prognosis of full recovery (defined as the ability to perform the

full duties of the job in which the employee was injured) within 60 calendar
days (defined as 60 calendar days prior to the date of full recovery given

by the examining physician).
These medical findings may occur in the course of an examination by an

SIF consulting physician, or by the employee’s attending physician, or in
connection with a management-ordered medical evaluation. (Refer to

“Medical Documentation” below).

158