Page 160 - 2016-2021-ISU

An employee meeting these eligibility criteria may request his/her agency

to develop an alternate duty assignment. Such request can be submitted at

any time between the date of full recovery specified in the medical
documentation and 80 calendar days prior to that date. However, in no

instance may the mandatory alternate duty assignment begin earlier than
60 calendar days prior to the date of full recovery provided by the

examining physician. For any such employee who meets the eligibility
criteria set forth above, as determined on the basis of medical

documentation satisfactory to management, the appointing authority is
required to take one of the following actions:

1. offer the employee a mandatory alternate duty assignment for up to 60
calendar days which takes into account the employee’s physical

limitations; or
2. where a mandatory alternate duty assignment cannot be provided,

arrange for the employee to receive a supplement equal to the difference
between that employee’s full statutory benefit rate based on 100 percent

disability and the partial disability statutory benefit rate paid to that
employee by the SIF. This supplement is payable for the period the

mandatory alternate duty assignment would have been expected to last, not
to exceed 60 calendar days.

If a qualified employee does not request an alternate duty assignment,
agency management may direct the employee to return to work on an

alternate duty basis. Such alternate duty assignment shall be for up to 60
calendar days and shall take into account the employee’s physical

limitations.

The employee who accepts a mandatory alternate duty assignment is
entitled to receive his/her regular full salary for the period of the mandatory
alternate duty assignment. Where an employee declines a mandatory

alternate duty assignment, the employee will be referred to the SIF for an

appropriate benefit determination. Employees who neither request nor are
ordered to return to work continue to re- ceive wage replacement benefits
from the SIF in accordance with the Workers’ Compensation Law.

C. Medical Documentation

Medical documentation submitted to support an employee’s participation
in the Mandatory Alternate Duty Program must be satisfactory to

management. This documentation should contain the following

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