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Hello
,
One of your injured workers,
,
has been identified as a candidate for the Lowe’s/Transitional Work Solutions Temporary Duty
Work Program. As you may be unfamiliar with this program, we wanted to (1) Explain the Program, (2) Expectations of {{formData.mrMs}} {{formData.employeeLastName}} while participating in the program, and (3) what your responsibilities will be while {{formData.mrMs}} {{formData.employeeLastName}} is working off-site.
1. What is the Program
As you are aware, {{formData.mrMs}} {{formData.employeeLastName}}
is currently receiving
benefits due to a work-related injury.
{{formData.heShe}} has been released to Temporary
Transitional Duty by {{formData.hisHer}}
physician, but unfortunately
the Lowe’s store
is unable to place
the associate into
a position with
{{formData.hisHer}} temporary work
restrictions. In an
effort to help
{{formData.mrMs}} {{formData.employeeLastNamePossesive}}
recovery, we have
partnered with Transitional
Work Solutions (TWS)
to find {{formData.himHer}}
a temporary modified duty assignment
with a local
nonprofit
organization,
.
This program has
been designed and proven
effective to assist
associates in returning
back to their
pre-injury
state sooner
by keeping the associates
active and engaged in the community and with Lowe’s.
2. Associate Expectations
{{formData.npoName}} will be providing {{formData.mrMs}} {{formData.employeeLastName}} with a regular schedule of
for a total of
weekly hours.
They will provide
them with job duties
that are within
their restrictions.
The nonprofit’s management
team is
aware that
{{formData.mrMs}} {{formData.employeeLastName}}
has limited physical
capability, and that
the work performed
there will be self-paced
and not production oriented.
While {{formData.mrMs}} {{formData.employeeLastName}} is participating in the temporary modified duty work program:
- They will continue to be paid their regular pay through Lowe’s and their benefits will resume as if they were working at their pre-injury position within the store.
- The temporary modified duty work program is designed to last a period of no more than 90 days; it is our hope that they will be released to full duty within this time period or will return to the store in a temporary modified position.
- it is expected that they abide by both Lowe’s and their nonprofit location’s policies.
2. Store Manager’s Responsibility
While {{formData.mrMs}} {{formData.employeeLastName}} is participating in the program, it will be your responsibility to ensure their time cards are entered weekly into Lowe’s payroll system to ensure there are no delays to payroll. This documentation will be sent to you via email weekly on Thursday by a member of the TWS team.
When we are notified of {{formData.mrMs}} {{formData.employeeLastNamePossesive}} start date at the nonprofit location, the Sedgwick Work Comp Claims Examiner will update the claim file to reflect a temporary work release. This will generate a notice to the Sedgwick ADA team to change the associate from LOA to ACTIVE status in Lowe’s payroll system.
This process takes approximately 48 hours for the coding change from LOA to Active. Should you notice that you are unable to enter {{formData.mrMs}} {{formData.employeeLastNamePossesive}} time card into
payroll due to their LOA status in the payroll system, please reach out immediately to
,
Sedgwick Claims Examiner,
so they are
able to rectify this issue.
Thank you for your support, and please reach out should you have any further questions.
Sincerely,