Interdepartmental Placement of Employees Returning to Work Following Approved Leave County of Los Angeles Department of Human Resources July 6, 2011

Returning Employees to Work Employees returning to work should be returned to work as soon as practicable Employees returning to work should be returned to work as soon as practicable Position must be consistent with their knowledge, skills and abilities taking into consideration their work restrictions Position must be consistent with their knowledge, skills and abilities taking into consideration their work restrictions Departments must comply with all State and Federal regulations and County policy on non-discrimination based on disability prior to implementing any change to an employee’s assignment. Departments must comply with all State and Federal regulations and County policy on non-discrimination based on disability prior to implementing any change to an employee’s assignment. Departments must follow the County “Employment Guidelines for the Reasonable Accommodation Process” Departments must follow the County “Employment Guidelines for the Reasonable Accommodation Process” Employee should be placed in either their own department or, if no position in their department is suitable, in another department. Employee should be placed in either their own department or, if no position in their department is suitable, in another department. The process for interdepartmental placement will be utilized only after all other options within the department have been exhausted. The process for interdepartmental placement will be utilized only after all other options within the department have been exhausted.

Policy and Procedure Guidelines (PPG) – 621 Interdepartmental Placement of Employees Returning to Work Following Approved Leave Policy to be followed by County departments when an employee returning to work from leave cannot be placed within the employee’s own department. Policy to be followed by County departments when an employee returning to work from leave cannot be placed within the employee’s own department. Department must complete required forms along with supporting documents when requesting assistance from DHR with placing an employee in another department. Department must complete required forms along with supporting documents when requesting assistance from DHR with placing an employee in another department. PPG 621 operates under the authority of the County’s Civil Service Rules (CSR) (Interdepartmental Transfer) and CSR (Change of Class) PPG 621 operates under the authority of the County’s Civil Service Rules (CSR) (Interdepartmental Transfer) and CSR (Change of Class)

Procedures (Employee Interdepartmental Placement Request- Form A) Complete EIPR Form A in it’s entirety. Provide detailed information on attempts made in placing employee in a work hardening, light duty or an alternate assignment. Include any job modification (equipment changes, flexible schedule, part-time work), job restructuring and reassignment. Also provide: Also provide: –A resume from employee –Last two performance evaluations

Completing the Employee Interdepartmental Placement Request Form A (EIPR Form A) Why do we need this information? Pay Schedule/Salary and Payroll Title/Classification information are needed to identify comparable class of positions by pay and class. If there is disciplinary action in progress, the request may be denied in accordance with Human Resources Policy Transfers are prohibited prior to completion of disciplinary process. Employee Information Employee Name: Employee No.: Employee Payroll Title: Appointment Date: Probation Completed (Date): Employee Encumbered Item No.: Employee Class Schedule Los Angeles County Code : (Salary Range & Actual Salary) Is there any disciplinary action currently in progress? □ Yes □ No

Employee’s Work Restrictions Permanent Conditions: □ Yes □ No Temporary Conditions: □ Yes □ No Period Covered by Medical Certificate: Date of Latest Medical Certificate attached: Required Attachment: Medical Certificate citing specific work restriction. Please do not submit any medical diagnosis or assessment with this report. Black out all medical diagnosis or assessment if they were included in the medical certificate provided by the employee. Status of Disability & Work Restrictions If disability is temporary, department should already have explored a “light duty or transitional work hardening assignment.”

EIPR Form A - Employee’s Job Information Date Job Description prepared by: Job Description: In order to accomplish the above listed responsibilities, the employee must perform the following “critical and/or essential” functions and duties: Names and Payroll Title of persons providing information: (interviews with the employee and verification from the employee’s supervisor): Required Attachment: Employee’s last performance evaluation report prior to the disability. This should be the same information you provided to the employees’ physician at the onset of their injury or illness

History of Placement Effort Within Department (Attachment V - Example) What attempts have been made in placing the employee in a Work Hardening, Light Duty or an Alternate Assignment in the employee’s classification within the Department? Please provide the following information for each vacant position considered (use additional pages if necessary): 1.Class Title of the Vacant Position(s): 2.Description of assignment(s): 3.Essential Functions of the vacant position: a. b. c. d. 4.Which one of the essential functions/duties of the assignment cannot be performed by the employee due to his/her work restrictions? Complete this section with information from each manager or supervisor in the divisions or units that you approached for consideration of placement or accommodation of the employee.

Reason Accommodation Not Possible 5. 5.What accommodation was not possible for this assignment? If the operating unit were to make this accommodation, how would it negatively impact (staffing, finance & services) of the operations? Assessment Conducted by _______________________(Print Name of Hiring Authority) ________________________ _____________________ ___________________ Hiring Authority’s Signature Title Date Provide information and facts for each job considered and reason an accommodation was not possible. The Americans with Disabilities Act (ADA) Definition of Undue hardship An undue hardship means that a specific accommodation would require significant difficulty or expense. This determination, which must be made on a case-by-case basis, considers factors such as the nature and cost of the accommodation needed and the impact of the accommodation on the operations of the agency.

Send EIPR forms to: Teresa Tsang, HR Analyst III (213) Susan Moomjean, Principal Analyst (213) Eliza Carrillo, Sr. HR Manager (213) Department of Human Resources Employee Benefits Division/Long Term Leave Management Unit 3333 Wilshire Blvd., #1000 Los Angeles, CA 90010

What next? What next? DHR will DHR will – consult with CEO-Risk Management on work restrictions –conduct job search based on employee knowledge and skills –Review vacancy reports –Contact departments with vacant items and coordinate interview with employee –Request department placement of employee

Funding & Responsibilities for Placement Home Department Hold an interactive meeting with the Receiving Department and the employee to discuss the terms and conditions of the temporary placement to ensure all parties understanding. Document the meeting, agreement for placement, get signatures from all parties present. Continues to employ individual and is responsible for funding the position (maintain the employee on item control) while individual is placed at “Receiving Department,” for a period of 6 months to a year. Responsible for the employee until the employee is offered a permanent placement by the “Receiving Department.” Periodically monitor the progress of employee placed in other department through interactive meetings until a permanent placement is made.

Receiving Department Is responsible for day-to-day supervision, communicating performance standards, discuss and document performance and any issues. Submit a recommended performance evaluation to “Home” department for approval and action. Notify DHR and home department immediately if the placement is not effective, in the judgment of senior management. Inform “Home” department and the Department of Human Resources whether a permanent offer is made to employee. Upon permanent appointment the “Receiving” department, funds the position with it’s own permanent item. See Handout – March 3, 2009 Memo - Frequently Asked Questions Funding & Responsibilities (Continued)

QUESTIONS ? QUESTIONS ?