If the employee is not capable of returning to full duty, the return to work program provides opportunities when available for the employee to perform a temporary assignment, either modified duty or alternative duty as defined in Section 2 below. This return to work program shall not be construed as recognition by the university or its employees that any employee who participates in the program has a disability as defined by the Americans with Disabilities Act of 1990. If an employee is off work under the FMLA and wants to return to work, please refer to UNT Policy 1.4.21, Family and Medical Leave Act . The term does not include time worked in a temporary assignment. Full duty entails performing all essential and non-essential functions of the employee's regular job.
Temporary assignments are limited to one year at same pay.
Two types of temporary assignments are modified duty and alternative duty. Performance of the essential functions of a job or position other than the position for which the individual is employed allows the employee to temporarily perform other duties and tasks that are within the restrictions of duty imposed by the treating health care provider. Such alternative duty may be physically located in the same facility or in some other facility. This return to work program shall not be applied to any situation or circumstance in a manner that discriminates on the basis of race, color, sex, age, national origin, religion, or disability. It is the employee's responsibility to obtain such documentation from the health care provider and to return the documentation to the supervisor within one working day upon receipt of the documentation.