Modified Duty Policy Homework Help

Modified Duty Policy Homework Help

Order ID	53003233773
Type	Essay
Writer Level	Masters
Style	APA
Sources/References	4
Perfect Number of Pages to Order	5-10 Pages

Description/Paper Instructions

Modified Duty Policy Homework Help

Purpose

This “Modified Duty Policy” (MDP) is intended to serve as a management guide to assist our employees who have been injured at work return to gainful, productive employment with our company as soon as possible following the injury, while ensuring that they adhere to temporary, physician-imposed physical restrictions relating to that injury.

Background

The term “modified duty” refers to the temporary job assignment that conforms to the treating physician’s imposed limitations, when the injured employee’s regular job duties may violate those temporary physical restrictions. The temporary job assignment may, or may not be in the same classification or location as the employee’s regular job. Additionally, the temporary job assignment may or may not be equivalent (in terms of weekly hour’s worked and/or monetary compensation received) to the employee’s regular job. Modified assignments will be determined based upon the availability of the position, department needs, and restrictions placed upon the individual by the employee’s treating physician and will be available on a temporary basis, generally up to 90 days.

Duration

This program is not intended for employees with injuries that require a permanent modification of their regular job duties. Individuals accepted into this program should have a predicted full recovery within the 90-day time-frame. However, if this is not feasible, Human Resources will attempt to arrange for an assignment in some other area of the company as may be available. The company may revoke, change or supplement this policy at any time upon written notice. Nothing herein is a contractual commitment and shall not be construed as such.

Responsibilities

Management

• Provision of the necessary support and resources for those involved in the modified duty program.
• Assistance with employee placements
• Ensuring that ethical standards are met in the program

Supervisors

• Completion of report and accident forms when an injury occurs
• Evaluating the availability of alternative duties
• Communication of modified duty options to the Human Resources Manager and the Workers’ Compensation
• Completing modified duty forms for the employees

Employees

• Reporting injuries to the relevant supervisors and meeting with the suggested provider
• Cooperating with the Safety and Human Resources as well as the Workers’ Compensation Administrator for relevant departments

Worker’s Compensation Administrator

• Administering Midwestern Insurance Alliance’s modified duty Program
• Collaborating with the supervisors, the human resource department and preferred providers, Human Resources Department to place employees in the modified duty programs
• Ensuring a timely distribution of necessary program through the coordination of communication
• Coordinating vocational rehabilitation training programs for employees that have suffered permanent disability
• Maintaining Midwestern Insurance Alliance’s central list of preferred providers

Human Resources Manager

• Aiding the Workers’ Compensation Administrator in placement decisions which necessitates assignment of new positions
• Offering guidance with regards to salary grade and wage equity
• Approving of temporary assignments which go beyond the 90-days limit

Scope

All employees of our company are eligible to return to work following a work-related injury through the application of this modified duty policy, considering that the following criterion exist.

• Has been deemed unable to perform regular job duties by a licensed primary treating physician
• Has an employment contract with the Midwestern Insurance Alliance which would otherwise continue after the modified duty policy is completed
• Has emotional, physical and mental abilities necessary to execute work in the recognized MDP position(s)
• Unable to perform his or her essential duties, following illness or injury; and
• The employee’s injury has been determined to be work-related and compensable under current workers’ compensation legislation; and
• The physical restrictions imposed by the treating physician are specific (for example: No lifting over 50 pounds); and
• Is capable of performing the duties of the modified job assignment; and
• The physical restrictions imposed by the treating physician are for a specified, temporary period (for example: 10 days); and
• Work-related tasks which are within the physical limitations of the treating physician are available and are within the physical and skill capacities of the injured employee, with reasonable accommodations made by the employer, the injured employee or both.
• Is expected to return to his or her regular job duties on a full-time basis generally within 90 calendar days

Communicating the Availability of Modified Duty Work Assignments

For every work-related injury that has the potential to involve time off-work and/or physician imposed physical restrictions, the injured employee and an employer representative (both) shall inform the treating physician of the availability of modified duty work assignments.

In addition to notifying the treating physician, the employer shall also inform the workers’ compensation insurance carrier of the availability of modified duty work assignments with every reported injury that has the potential to involve time off-work and/or physician-imposed physical restrictions.

Once the employee has been approved for a temporary modified duty assignment, he or she will receive a letter from Human Resources outlining the job responsibilities, start and projected end date of the temporary assignment and location of the position. The employee must sign this letter and return to Human Resources within 7 days of receipt of this letter. Failure to sign and return this letter within the required timeframe will be concluded as a refusal to participate in the company’s Return to Work Program and could result in loss of benefits and termination subject to applicable laws such as The Americans with Disabilities Act (ADA), The Rehabilitation Act of 1973, the Family Medical Leave Act (FMLA) and Workers Compensation.

Periodic Progress Review

For all employees who have suffered injuries and are in the process of getting into a modified duty program, there should be a period review of their progress. This duty shall be overseen by the relevant supervisor for each department. The same case applies to those who are already in the program. They shall also undergo periodic progress review, but in this case it is the worker’s compensation administrator who will be in charge of the process.

Monetary Compensation

Wages earned by employees engaged in “modified duty” tasks, assigned as a result of a work-related injury, will be based upon the work being performed, and may be less than the wages paid to that employee during periods in which the employee is performing “normal” job functions. (See attached sample of potential modified duty work assignments.)

In the event that the wage paid for performing a modified duty work assignment is less than the employee’s normal regular duty wage (and/or a modified duty work assignment is available only for a portion of the employee’s normal weekly hours) it is possible that the employee will be compensated through workers’ compensation benefits, for the difference between the amount earned and the amount of the workers’ compensation benefits that would have been paid in the complete absence of a modified duty assignment.

Limited Nature of Modified Duty Assignment

By definition, modified duty work assignments are temporary. In no way should a modified duty work assignment be perceived as permanent work activity. As such, any modified duty work assignment must be reviewed by the management of this company and the company’s workers’ compensation carrier to determine if the modified duty work assignment is to be extended beyond the initial 90 day period. In the event that a modified duty work assignment is permitted to extend beyond the initial 90 day period, a similar review will be conducted every 30 days thereafter.

Refusal of Modified Duty Assignment

As previously noted, this company will make reasonable efforts to apply this modified duty policy. As long as the assigned modified duty work does not violate the treating physician’s imposed physical restrictions, the employee is expected to return to work and perform the assigned tasks to the best of his/her ability. Refusal of a modified duty work assignment may result in the termination of workers’ compensation indemnity benefits and/or the termination of employment.

Modified Duty Policy Homework Help

RUBRIC QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points:  Student failed to submit the final paper. 20 points out of 50:  The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50:  The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately.  Elements of the required response may also be lacking. 40 points out of 50:  The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples.  The answer is complete. 50 points:  The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples.  No aspects of the required answer are missing. Use of Sources (worth a maximum of 20% of the total points). Zero points:  Student failed to include citations and/or references. Or the student failed to submit a final paper. 5 out 20 points:  Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. 10 out 20 points:  References to scholarly sources are occasionally given; many statements seem unsubstantiated.  Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. 15 out 20 points:  Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented.  APA 6th Edition is used with only a few minor errors.  There are minor errors in reference and/or citations. And/or there is some use of questionable sources. 20 points:  Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented.  APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. Grammar (worth maximum of 20% of total points) Zero points:  Student failed to submit the final paper. 5 points out of 20:  The paper does not communicate ideas/points clearly due to inappropriate use of terminology and vague language; thoughts and sentences are disjointed or incomprehensible; organization lacking; and/or numerous grammatical, spelling/punctuation errors  10 points out 20:  The paper is often unclear and difficult to follow due to some inappropriate terminology and/or vague language; ideas may be fragmented, wandering and/or repetitive; poor organization; and/or some grammatical, spelling, punctuation errors 15 points out of 20:  The paper is mostly clear as a result of appropriate use of terminology and minimal vagueness; no tangents and no repetition; fairly good organization; almost perfect grammar, spelling, punctuation, and word usage. 20 points:  The paper is clear, concise, and a pleasure to read as a result of appropriate and precise use of terminology; total coherence of thoughts and presentation and logical organization; and the essay is error free. Structure of the Paper (worth 10% of total points) Zero points:  Student failed to submit the final paper. 3 points out of 10: Student needs to develop better formatting skills. The paper omits significant structural elements required for and APA 6th edition paper. Formatting of the paper has major flaws. The paper does not conform to APA 6th edition requirements whatsoever. 5 points out of 10: Appearance of final paper demonstrates the student’s limited ability to format the paper. There are significant errors in formatting and/or the total omission of major components of an APA 6th edition paper. They can include the omission of the cover page, abstract, and page numbers. Additionally the page has major formatting issues with spacing or paragraph formation. Font size might not conform to size requirements.  The student also significantly writes too large or too short of and paper 7 points out of 10: Research paper presents an above-average use of formatting skills. The paper has slight errors within the paper. This can include small errors or omissions with the cover page, abstract, page number, and headers. There could be also slight formatting issues with the document spacing or the font Additionally the paper might slightly exceed or undershoot the specific number of required written pages for the assignment. 10 points: Student provides a high-caliber, formatted paper. This includes an APA 6th edition cover page, abstract, page number, headers and is double spaced in 12’ Times Roman Font. Additionally, the paper conforms to the specific number of required written pages and neither goes over or under the specified length of the paper.
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