Temporary Alternative Duty (TAD)
Employers are responsible for providing Temporary Alternative Duty (TAD) for all employees injured on the job.
Purpose of TAD
- To build employees' strength and endurance, thereby, reducing the risk of reinjury.
- To assist in identifying employees who may need permanent job reassignment.
- To provide a true cost savings to NHADA's Workers' Compensation Trust.
- To prevent "disemployment" and other negative outcomes of Workers' Compensation by keeping the injured worker connected to the workplace.
Modified work needs to be established in accordance with the attending health-care provider's Workers' Compensation Medical Form as completed on each visit.
Bernie Hecht, NHADA's Rehabilitation Specialist, will be happy to further explain the positive aspects of providing TAD and will assist in setting up and managing any light-duty return-to-work programs.
Temporary Alternate Duty: It's the Law
Alternate Work Opportunities
All employers with 5 or more employees shall develop temporary alternative work opportunities for their injured employees. The Commissioner shall adopt rules under RSA 541-A relative to the administration of this section."
Development of Temporary Alternative Work
a. All employers with five or more full time employees shall develop temporary alternative work programs to bring injured employees back to work.
b. Temporary alternative work shall be limited and transitional in nature.
c. The employer shall advise employees that there is a written alternative work program in place and advise employees of the established procedures to obtain alternative work in the event of an on-the-job injury.
d. The employer shall develop an outline of each position that details present requirements and essential functions of each job within the organization at the time of injury if lost time or restrictions are involved.
e. The employer shall review each position outline in conjunction with its joint loss management committees as described in Lab 603. This review shall begin with those positions which experience the most workplace injuries. Together they shall develop and describe a policy or process that facilitates return to work.
f. The employer shall provide the treating physician with an appropriate outline of the present position with an essential task analysis as soon as possible after the injury occurs if lost time or restrictions are involved.
g. The employer and employee shall have the joint responsibility to obtain needed medical information that will enable the employee to gradually increase their duties to bring the employee back to their original position."