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employee examined by a physician selected by management as a condition

of allowing the employee to return to full duties. In other words, the fact

that there was an initial prognosis accepted by management of ability to
perform the full duties of the employee’s regular job on a specific date does

not make return to full duty at the end of the mandatory alternate duty
assignment on that date automatic.

F. Extension of Mandatory Alternate Duty Assignments
There may be exceptional cases where employees who qualified for and

participated in the Mandatory Alternate Duty Program and whose
mandatory alternate duty assignment has expired do not fully recover

within the specified period. Since their alternate duty assignments
automatically expire, these employees may request and management may

elect to continue the assignments on a discretionary basis beyond the
established ending date. Such extensions are subject to the terms and

conditions of this program and are solely at management’s discretion based
on submission of additional medical documentation satisfactory to

management. Extensions will be granted only for very limited time periods,
for example, in single payroll period blocks and only when supported by

satisfactory medical documentation.
G. Termination of Mandatory Alternate Duty Assignments

An alternate duty assignment may be terminated prior to its expiration if
it is determined, based on medical documentation satisfactory to

management, that the employee is able to return to full duties earlier than
the original prognosis had indicated. In exceptional cases, management

may determine that a mandatory alternate duty assignment in progress is

not successful. In that instance, management may elect to modify the
mandatory alternate duty assignment to improve the prospects for success.
Such changes should be discussed with the employee prior to being

implemented. Alternatively, management may rescind the mandatory

alternate duty assignment, in which case management is required to
provide the employee with a supplement equal to the difference between
the employee’s full 100 percent statutory benefit rate and the partial

disability benefit rate paid to that employee by the SIF. Such supplement

will not be paid beyond the point the mandatory alternate duty assignment
would have expired.

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