Return to Work

The Industrial Return to Work (RTW) Program is intended to minimize the impact of medical-related employee absences and the various costs related to injuries at work. The goal of the program is to utilize UC Davis Health resources in the most effective ways to ensure that employees who have suffered an injury or illness at work are returned to their jobs as soon as it is medically appropriate.

The Industrial Transitional Return to Work program is intended to identify and provide options for modified work outside of an employee’s home department, if necessary, to decrease the employee’s time off work and to provide support for the ultimate goal of overall recovery.

In the event of a work-related injury, the home department will first evaluate for a modified assignment within the medical restrictions provided by the employee’s primary treating physician. If the employee’s department is unable to locate an assignment that will comply with the medical restrictions in place, a referral may be made to the Industrial Return to Work Coordinator to review for possible placement in a transitional work assignment (TWA). Departments should attempt to identify and facilitate an accommodation within their own department and with the partner groups within their divisions prior to a referral being made.

Departments may also reach out to the Industrial RTW Coordinator if they have identified a need for an accommodation within their area of operations. The Industrial RTW Coordinator will then evaluate if there are any available light duty staff to fill the coverage gap and will facilitate a transitional work assignment.

To complete a request for transitional work assignment (TWA) coverage please click here. 

Employee Responsibilities

• Provide supervisor with an initial work status and any ongoing work status reports from their treating physician that include documentation addressing functional restrictions, notification of time off work, and anticipated return to work date. Work status reports should be provided to the supervisor as soon as possible.
• Obtain any clarification or additional information as requested by the department from the primary treating physician in order to evaluate for a modified work assignment.
• If a modified work assignment is found by the department, the employee is responsible for accepting and complying with the terms of the accommodation. Temporary disability benefits may be impacted if an offered accommodation assignment is declined without good cause.
• The employee is responsible for signing the Temporary Accommodation Form that is provided by the department.

Department Responsibilities

• Identify the essential job functions and corresponding physical requirements of the employee’s position.
• Immediately assess for a temporary modified duty assignment within the department upon receipt of the work restrictions provided by the employee’s treating physician or documenting the reasons why an assignment is not available.
• Immediately notify the Workers’ Compensation Unit and appropriate Workers’ Compensation Analyst of the employee’s functional restrictions, the department’s ability to accommodate, any extensions of leaves, and return to work status.
• Complete the Temporary Accommodation Form detailing the nature of the modified assignment as well as the dates the assignment will be valid. Amended accommodation forms must be submitted if updated medical documentation is received or an assignment is extended. The completed Temporary Accommodation Form must be sent to the Workers’ Compensation Unit.

If a modified work assignment cannot be located within the employee’s home department a referral may be made to the Industrial Return to Work Coordinator. The Industrial RTW Coordinator will review for a Transitional Work Assignment (TWA) within the employee’s medical restrictions. The TWA will be vetted to ensure compliance with the functional limitations in place as well as the employee’s overall capabilities.

Departmental Supervisor Responsibilities – TWA

• Ensure the transitional work assignment and job tasks provided are consistent with the employee’s functional restrictions.
• Notify the Industrial RTW Coordinator of any changes to the employee’s work status, changes in the ability to accommodate, and any other pertinent information.
• Complete the Temporary Accommodation Form detailing the nature of the modified assignment as well as the dates the assignment will be valid. Amended accommodation forms must be submitted if updated medical documentation is received or an assignment is extended. The completed Temporary Accommodation Form must be sent to the Workers’ Compensation Unit.

Employee Responsibilities

• Continue to communicate with management in your home department as it relates to the attendance policy and with any changes to the work status issued by the primary treating physician.
• The employee is responsible for signing the Temporary Accommodation Form that is provided by the accommodating department. Temporary disability benefits may be impacted if an offered accommodation assignment is declined without good cause.
• Correspond with the Industrial RTW Coordinator regarding any questions or concerns related to the Transitional Work Assignment.