2420 - (GBGD) Temporary Alternative Work Program 2420
2420 (GBGD) Temporary Alternative Work Program 2420 (GBGD)
I. Policy
In compliance with RSA 281-A:23-b, the Milford School District will provide temporary alternative/transitional work opportunities to all employees temporarily disabled by a work-related injury or illness.
II. Purpose
The District adopts the principle that it is important to provide meaningful work during the time of healing and strengthening following a work-related illness or injury in order to assist employees in their transition back to full duty.
III. Procedure
The Temporary Alternative Work Program will be available to employees for a
period of time extending as long as the circumstances of the illness/injury
requires, but not longer than four (4) months, as dictated by the treating
physician and as such duties are available.
This program is not intended to address those situations in which an employee
has been deemed to be permanently disabled and unable to resume their
previous position.
a) An ill/injured employee will be responsible to obtain a New Hampshire
Workers’ Compensation Task Analysis and a copy of their current job description
when reporting the injury. Forms may be obtained from the Human Resources
office. If the nature of the injury or illness is such that emergency need for care
precludes obtaining the above forms, then the employee shall, as soon as
possible, call Human Resources to request that an analysis and job description be
mailed to the employee or their treating physician.
b) The treating physician and the ill/injured employee will share the responsibility
of providing Human Resources the NH Workers’ Compensation Medical Form or
accommodation request from the treating physician. This form provides
information relating to the employee’s capabilities necessary to structure a
temporary duty program.
c) Human Resources and the building Principal/Department Director will work
with the employee to facilitate a safe return to work program within limitations
listed by the treating physician. If necessary, Human Resources may contact the
treating physician for additional information.
d) After each subsequent visit with the treating physician, the ill/injured
employee will be responsible for providing an updated medical form completed
by the treating physician and returned to Human Resources and the building
Principal/Department Director.
employee will be responsible for providing an updated medical form completed
by the treating physician and returned to Human Resources and the building
Principal/Department Director.
e) Additional modifications will be made to the return-to-work program as
required. Human Resources and the building Principal will be responsible for
reviewing the appropriateness of continuing the program or duty assignments,
including, but not limited to, extending the program beyond four (4) months, as
necessary.
required. Human Resources and the building Principal will be responsible for
reviewing the appropriateness of continuing the program or duty assignments,
including, but not limited to, extending the program beyond four (4) months, as
necessary.
f) Once cleared by the treating physician, the employee will assume the normal
duties of their regular position.
IV. Summary
A notice summarizing all employees’ rights shall be posted in a visible location in
every building for inspection by all employees.
The provisions of this policy are intended to comply with RSA 281-A:23-b. To the
extent that this policy is ambiguous or contradicts the RSA or NH Department of
Labor Regulations, the language of the RSA or Regulations will apply.
Reference: RSA 281-A:23-b
Adopted: 10/05/2009
Revised: 3/21/2022, 8/17/2026