REEMPLOYMENT JOB OFFER

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REEMPLOYMENT/ JOB OFFER

• GLOBAL CONFERENCE
• SOUTHBRIDGE, MASSACHUSETTS

BOB WAGNER APRIL 13-17
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RETURN TO WORK MAKING JOB OFFERS
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HOW TO GET STARTED

• The first step is to identify potential return to
  work candidates
• Review your latest quarterly Chargeback Report
• PR cases
• Young PN cases
• PW cases- use extreme caution
• Light duty claimants who cannot return to
  their Date of Injury job
• because of permanent work restrictions.
• Once the candidates have been identified, make a
  determination as to whether current medical
  exists that indicates the employee can return to
  work.
• If current medical information and work
  restrictions do not exist
• Write to the attending physician and request
  current medical
• Ask Liaison for assistance
• Write to the Claims Examiner

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HOW TO GET STARTED

• When work restrictions are obtained
• Obtain OPF from records center
• Begin the process of searching for or modifying
  a position that would not exceed the physical
  capabilities of the employee
• Requires coordination between agency management
  and HR staffing and classification
• Ensure the new or modified position has a
  classified Position Description
• Once appropriate and suitable light duty
  employment has been identified, proceed with Job
  Offer
• Making the job offer
• Description of specific job duties to be
  performed
• Specific physical requirements of the position
  and any special demands or unusual working
  conditions
• The work schedule
• Organizational and geographical location of the
  job

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HOW TO GET STARTED

• Date on which the job will first be available
• Date by which a response to the job offer is
  required
• Provide pay information including grade, step,
  and salary
• If the claimant moves to a location outside the
  commuting area of their former job, the ICPA
  needs to try to find a job within the commuting
  distance of the new location. If no suitable
  employment can be found in the claimants new
  location, this fact must be stated in the job
  offer letter. In this case, if the claimant is
  no longer on the agencys rolls, the job offer
  letter must indicate moving expenses will be
  paid, in accordance with the Joint Travel
  Regulations (JTR).
• The job must be offered in writing and must be
  based on the medical restrictions.
• The job offer should not include information
  regarding the election of OPM benefits.
• Include a copy of the position description
• Include the physical requirements of the Job (Job
  Analysis form)
• Contact your DoD Liaison to ensure the job offer
  contains all the information required by OWCP.
  Make changes as appropriate

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HOW TO GET STARTED

• Forward a copy of the job offer and PD to your
  Liaison for future follow-up action
• Mail two copies to claimant- one certified mail,
  with return receipt and one regular mail
• One copy to OWCP, with case file number written
  on each page
• Employees response to the job offer
• If the employee accepts the position
• Establish a return to work date
• Inform your Liaison of the acceptance and the RTW
  date
• Forward a copy of the employees acceptance to
  your Liaison
• Forward a copy of the job offer, PD and
  acceptance to OWCP

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HOW TO GET STARTED

• Employees response to the job offer
• If the employee declines the position
• Inform your Liaison of the declination
• Forward a copy of the employees declination to
  your Liaison
• Forward a copy of the job offer, PD and
  declination to OWCP with a request for a
  suitability determination on the job offer
• Follow-up regularly on the status of the
  suitability determination
• If the employee does not respond by deadline date
• Inform your Liaison
• Forward a copy of the job offer, PD, and a
  statement detailing the claimants non response
  to OWCP with a request for a suitability
  determination on the job offer
• Follow-up regularly on the status of the
  suitability determination

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HOW TO GET STARTED

• OWCP agrees job is suitable, issue 30 days letter
• Continue to keep job open and available for
  claimant
• If claimants accepts, process claimant back to
  work, and notify both OWCP and Liaison (or simple
  have Liaison notify OWCP for you)
• If, at the end of 30 days, no response from
  claimant, advise the CE by memo (with copy to the
  Liaison) that the 30 days have elapsed and the
  claimant has not yet returned back to the offered
  position.
• Should the claimant respond to OWCP during the 30
  day period, OWCP may have to issue a 15 day
  letter
• Continue to keep the job open and available to
  the claimant
• If the claimant accepts during this 15 day
  period, process the claimant back to work, and
  notify both OWCP and Liaison
• If, at the end of the 15 day period with no
  response from the claimant, call the OWCP phone
  bank or call the Liaison notify OWCP, and request
  that a formal decision be issued

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HOW TO GET STARTED

• Formal decision is issued
• Cover letter on decision still gives claimant a
  30 day opportunity to return back to work
• After 30 days, the employment agency should begin
  removal action, if the claimant is still on LWOP
  with the agency
• Calculate the cost avoidance savings, to age 75,
  with inflation factored (this can be found in
  DefPAC, in the ICPA Toolkit). Saving
  calculations should be saved for Performance
  Appraisal purposes