Safety Handbook - ADEX Machining Technologies

screen test. If the supervisor cannot ensure that the employee receives a post-accident drug screentest, he/she should notify their supervisor as soon as possible.3. If medical review of the injured employee is necessary, or if the Company requests it, the employeemust provide the Company with a Return to Work Request / Physician’s Authorization form from theemployee’s treating medical practitioner before the employee is allowed back to work. The employeemust return this form to Human Resources. Work missed as a result of the employee’s unwillingness orinability to obtain the treating medical practitioner’s approval to return to work is treated as an absenceand is unpaid.4. After each practitioner appointment, the employee must report to his/her supervisor and HumanResources to review his/her progress.5. An accident investigation will be conducted to determine the root cause of the accident. The injuredemployee will be asked to participate in the investigation.Injury Recovery and Transitional/Light Duty WorkThe Company may provide temporary transitional or light duty jobs for persons unable to work their normalposition when injured. This work is meant to allow the injured or ill employee to heal under a doctor’s carewhile she/he remains productive. Availability of this work will be based on the employee’s physicalcapabilities while healing from the injury and the Company’s needs. This work may not always be availableand is not guaranteed to any employee at any time. Employees are required to return to work immediatelyupon release if the Company can find suitable work for the employee that fits within the doctor’srecommendations and the Company’s needs.The Company has a workers’ compensation program available for employees who have suffered work-relatedinjuries. The program’s administrator will determine, based upon their guidelines, whether you are eligiblefor wage loss or medical expenses under that program.If you are unable to return to your regular job, but are capable of performing transitional duty, you mustreturn to transitional duty. Failure to do so may result in your not being eligible for full disability benefitsunder the workers’ compensation program, and may result in disqualification for certain employee benefitsand, in some cases, be a basis for termination.• Employees who are unable to work and whose absences are approved must keep the Companyinformed on a weekly basis of their status. Failure to do so will result in a reduction in benefitsavailable and discipline, up to and including termination from employment.• Employees who are not eligible for leave under FMLA must return to light duty or regular work if atall possible. If you are unable to return to any available work, your job position may be filled after areasonable time. When able to do so, you will be entitled to return to a suitable position, if availableand consistent with any limitations. However, you must keep us regularly informed of your statusand any changes in your condition.• Employees must provide a Return to Work form indicating they are capable of returning to full duty.Permanent restrictions will be evaluated on a case-by-case basis and relate to the performance ofessential job functions. No permanent light duty positions will be created.• Cooperate with our third-party administrator and provide accurate and complete information as soonas possible so that you receive all benefits to which you are entitled. If you have problems orconcerns, please contact your Human Resources Department.Page 5