Temporary Transitional Duty Program

The purpose of the Temporary Transitional Duty Program (TTrD) is to provide early intervention for those injured or ill employees who are expected to return to full duty. The objectives of the Temporary Transitional Duty Program are to retain and support injured or ill employees and help them transition back to their regular job duties.

Temporary Transitional Duty is distinguished from Permanent Accommodations in that the effects from the injury or illness are temporary, and are expected to result in a full recovery. Where restrictions are permanent, please refer to and follow the County’s Disability and Reasonable Accommodation Policy.

The employee needs to provide a physician’s note or medical certification detailing temporary work restrictions with a  time frame, and collaborate with their supervisor to develop a modified word assignment.

When possible, the employee should provide the department two- weeks notice to continue an assignment. Ultimately, the employee is responsible for letting their supervisor know the status of their situation two-weeks prior to the end of their assignment. If their ability to return to full duty is still uncertain, they should make every effort to provide their supervisor new physician restrictions at least two weeks before the end of their temporary assignment.

The department designee or HR liaison works with the injured or ill employee to encourage their participation and involvement in the development of an assignment; monitor and track their absence, and assure restrictions are in compliance.

Each TTrD assignment requires a temporary transitional duty letter. The letter must be signed by the employee and required management prior to the start of each assignment. Each assignment requires tracking of calendar days worked in the temporary assignment. Departments should also be mindful that there are other leave provisions that may need to be coordinated with this policy and should consult the appropriate County staff knowledgeable in those areas.

• For occupational illness or injury: TTrD Occupational Letter
  (PDF: 33 kB)
• For non- occupational illness or injury: TTrD Non-Occupational Letter
  (PDF: 15 kB)

Occupational Illness or Injury: An extension beyond ninety (90) days may be granted with department head approval. In no event shall Temporary Transitional Duty Assignments exceed three hundred and sixty-five (365) days for an occupational illness or injury.

Non-Occupational Illness or Injury: An extension beyond ninety (90) days may be granted with department head approval. In no event will Temporary Transitional Duty Assignments for non-occupational conditions be allowed beyond one hundred and eighty (180) days without the review and approval of the Human Resources Director.

 Human Resources Director approval of extension requirements:

• The department and the employee both request an extension.
• The employee has made progress in transitioning back to the regular assignment during their 180-day Temporary Transitional Duty Assignment.
• The extension is for a specific, short period of time with a date certain for return; and the employee’s medical physician indicates that the employee will be cleared to return to work in their regular assignment on the date the extension will end.

The TTrD assignment may terminate at any time if:

•  The needs of the department change, or when a department determines that the employee is not acting in accordance with the stated restrictions or is unable to perform the duties as assigned within the stated restrictions. 
• The  assignment automatically terminates at the end of the approved assignment unless an extension has been requested and approved per the policy.
• The physician  may  terminate at any time if they:
  • Release the employee to full duty without restrictions;
  • Removes the employee from work; 
  • Indicate the employee has permanent restrictions.

Where restrictions are permanent, departments should refer to, and follow, the County’s Disability and Reasonable Accommodation Policy.

The Department

• If the department is terminating the Temporary Transitional Duty Assignment prior to the agreed upon end date, they shall give the employee as much notice as possible, but in no event less than seven (7) days notice to the employee is required.
• Should consult with Disability Management regarding any early cancellation of the employee’s Temporary Transitional Duty Assignment prior to notifying the employee. County Counsel ’s staff will be consulted as needed.

In the case of disputes regarding the denial of a temporary transitional duty assignment or the denial of an extension of a transitional duty assignment, the employee or department may:

• Elevate the dispute by requesting a meeting that includes the employee, an employee representative, and the department in an effort to resolve the dispute.
• Elevate the dispute by requesting the Human Resources Director to assist in the resolution of any disputes.
• Elevate the dispute to the attention of the CAO or his or her designee by requesting the Human Resources Director contact CAO or his/her designee for a review where a resolution cannot be reached. The CAO or his/ her designee will be the final internal administrative review. The denial of a transitional duty assignment is not covered by grievance procedures in the MOU between the County and the employee organizations.

This dispute resolution process in not intended to eliminate any legal or contractual rights the employee may otherwise have, such as the ability to file a discrimination complaint if they believe the application of this policy has been influenced by discriminatory actions, or appeal processes they have a right to under workers’ compensation laws.