COMDTINST 12800.2
c. Return the employee to work in a different position. Capitalize on transferable
employment skills or provide on-the-job training. In some instances, it may be necessary
to reassign the injured employee to a different area of the activity. For example, if the
employee was injured while working in the Warehouse, they might be put back to work
as a Cashier. These circumstances are usually dictated by the physical characteristics of
the jobs within the department or legitimate safety reasons. In all instances, the BTW
Team should coordinate with other supervisors the return of the employee in the activity.
d. Management will ensure that the employees understand that a new position will not be
created to accommodate their injury. The injured employee may be assigned to a less
strenuous existing job or their current job may be modified to accommodate their injury.
e. If another position is offered, a letter must be sent by certified mail to offer the alternate
position. See Exhibit 1. A copy of this letter must also be sent to our Third Party
Administrator.
f. When necessary, the Third Party Administrator will refer to appropriate alternate
resources, such as outside agencies (Department of Labor (DOL)) or sub-contractors, for
vocational rehabilitation.
9. RESPONSIBILITIES. Commitment to the BTW Program must be at all levels of
management. Line supervisors play a critical role in the return of injured employees to the
work force. The single most important element of a successful BTW Program is
management's continued support for the program on an ongoing basis. This program will
result in significant financial savings to the Coast Guard NAF Programs and will ensure
employees' return to a productive work environment. Periodic reviews performed by the
TPA will be done to ensure the BTW Program is operating in accordance with DOL policies.
Sally Brice-O'Hara
Rear Admiral, U. S. Coast Guard
Director of Personnel Management
Encl: (1) Exhibit 1 (Sample Letter)
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