Alternate Duty Policy

Alternate Duty Policy

Overview

Alternate Duty is designed to assist employees in maintaining their incomes and benefits and may provide a bridge to assist them in finding and obtaining another regular position when necessary. Whenever possible, the company will offer alternate duty assignments to employees while they regain their health.

Core Requirements

	If employees become temporarily unable to perform the essential functions of their jobs, the company may place the employee in temporary alternate duty assignments.
	This policy applies to all non-bargaining unit employees.

Assignment & Placement

Assignments are determined by operational need, and ABX Air retains sole discretion of availability. Alternate duty assignments are based on medical restrictions set forth by the treating physicians.

Alternate Duty is considered a leave of absence and is included in the calculation of the job protection period. (See Leave of Absence Policy)

Assignment During Job Protection Period

All attempts will be made to place employees in their original department. However, some circumstances require the employees to be placed outside their original departments.

Employees may refuse an offer of alternate duty during their job protection period; however, the refusal may affect benefits through Workers’ Compensation or Disability programs.

Assignments After Job Protection Period

Once the job protection period has expired, refusal of an alternate duty assignment is considered a voluntary resignation.

Meetings will be scheduled with the Alternative Employment Administrator to help the employee obtain a regular position through the internal job application process.

Failure to accept any offered position through the internal job application process will be considered a voluntary resignation. Employees may be eligible for reinstatement provisions. (See Leave of Absence Policy)

Pay & Benefits

If an alternate duty assignment is within the employee’s original major department during the job

protection period, the base rate of pay will remain the same.

After the job protection period, alternate duty assignments within the original major department will pay seventy-five (75) percent of the employee’s regular rate of pay.

Regardless of job protection, if employees are placed outside their original departments, their base rates of pay will be paid at the rate assigned to those jobs.

Because an alternate duty assignment is a leave of absence, it will not cause the reinstatement of insurance benefits if they have been suspended. (See Leave of Absence Policy)

Employees on a leave working alternate duty will not receive performance appraisals or associated pay increases until they return to regular duty.

Sick and vacation accruals are based upon the regular jobs from which employees are on leaves of absence, provided they meet the criteria outlined in the sick and vacation policy. (See Sick and Vacation Policies)

Sick and vacation time paid during alternate duty assignments will be paid at the alternate duty rate of pay.

Employee Responsibility

Contact the appropriate Leave/Workers’ Compensation Coordinator on a bi-weekly basis.

Attend all medical appointments and adhere to treatment plans and programs outlined by the healthcare providers.

Provide updated restrictions on a bi-weekly basis or at other times required.

Employees are responsible for staying within their restrictions while in alternate duty positions.

Failure to cooperate with the alternate duty program may result in disciplinary action up to and including termination of employment.

Leadership Responsibility

Assign job duties within current restrictions.

Maintain accurate attendance records for employees and ensure proper ATS coding.

Contact the appropriate Leave/Workers’ Compensation Coordinator with questions or concerns.

Clearly communicate to employees your expectations of them while they are in alternate duty.

Copyright © 2005. ABX Air, Inc. All rights reserved.
Revised: December 17, 2012.