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(Approved by USM BOR on April 21, 2017; Ä¢¹½¶ÌÊÓƵ President on July 1, 2017)

1. Purpose and Applicability

   This policy provides Modified Duty provisions for all University of Maryland Global Campus (Ä¢¹½¶ÌÊÓƵ) Nonexempt, Exempt and Overseas Staff employees on Regular and Contingent II and III Status, except employees located in Overseas locations under the CENTCOM contract, to facilitate the early return to work of those employees recovering from an illness, injury or a pregnancy-related disability. This policy applies only to those employees who are expected to return to full duty in their previously held positions. Nonexempt Staff employees who are included in the representation of the collective bargaining unit are subject to the Memorandum of Understanding (MOU) and applicable Ä¢¹½¶ÌÊÓƵ HR Policies; where there is a conflict between the two, the MOU will prevail.

2. Definitions

   1. Medical Restrictions: Physical or mental limitations certified by a licensed or certified medical provider or an accredited Christian Science Practitioner.

   2. Modified Duty: A temporary assignment of job tasks that is compatible with an employee's medical restriction(s) and supports the prompt return to full duty.

3. General

   1. It is the policy of Ä¢¹½¶ÌÊÓƵ to facilitate the prompt return to duty of employees absent due to illness, injury or a pregnancy-related disability. In an effort to ease the transition of recovering employees into a resumption of full duties without restrictions, Modified Duty is designed to provide for a temporary assignment.

   2. A Modified Duty assignment may be made to provide accommodations to a pregnant or disabled employee under applicable laws and shall be administered consistent with those laws, notwithstanding the provisions of this policy.

   3. Modified Duty assignments shall not become permanent assignments. The total number of days that an employee shall be assigned modified duties should not exceed 180 calendar days in any 12-month period. Exceptions to the 180 calendar day limitation may be approved by the CHRO or designee.

4. Administration of Modified Duty Resulting from Illness, Injury or Pregnancy-Related Disability

   In an instance where an employee requests Modified Duty due to illness or injury, or requires an accommodation for a pregnancy-related disability, the employee shall follow the applicable procedures. The process for assignment to Modified Duty is detailed in the applicable procedures.

5. Workers Compensation

   1. In the case of a work-related injury, Modified Duty may be authorized if determined to be appropriate by the Injured Workers Insurance Fund (IWIF).

   2. Any employee who is injured in the line of duty and who refuses Modified Duty shall be reported to the State of Maryland's Workers Compensation Insurer, and a request shall be made for a suspension of lost time benefits. Time off shall be consistent with VII-7.40-GC – Ä¢¹½¶ÌÊÓƵ Policy on Accident Time Off.

Implementation Procedures

The Ä¢¹½¶ÌÊÓƵ President has designated the Chief Human Resources Officer (CHRO) to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the Ä¢¹½¶ÌÊÓƵ community; and to post the policy and any applicable procedures on the Ä¢¹½¶ÌÊÓƵ website.

Replacement for:

• USM BOR VII-7.41: Policy on Modified Duty