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any time between the date of full recovery specified in the medical

documentation and 80 calendar days prior to that date. However, in no

instance may the mandatory alternate duty assignment begin earlier than 60
calendar days prior to the date of full recovery provided by the examining

physician. For any such employee who meets the eligibility criteria set forth
above, as determined on the basis of medical documentation satisfactory to

management, the appointing authority is required to take one of the
following actions:

1. offer the employee a mandatory alternate duty assignment for up to 60
calendar days which takes into account the employee’s physical limitations;

or
2. where a mandatory alternate duty assignment cannot be provided,

arrange for the employee to receive a supplement equal to the difference
between that employee’s full statutory benefit rate based on 100 percent

disability and the partial disability statutory benefit rate paid to that
employee by the SIF. This supplement is payable for the period the

mandatory alternate duty assignment would have been expected to last, not
to exceed 60 calendar days.

If a qualified employee does not request an alternate duty assignment,
agency management may direct the employee to return to work on an

alternate duty basis. Such alternate duty assignment shall be for up to 60
calendar days and shall take into account the employee’s physical

limitations.
The employee who accepts a mandatory alternate duty assignment is

entitled to receive his/her regular full salary for the period of the mandatory

alternate duty assignment. Where an employee declines a mandatory
alternate duty assignment, the employee will be referred to the SIF for an
appropriate benefit determination. Employees who neither request nor are

ordered to return to work continue to receive wage replacement benefits

from the SIF in accordance with the Workers’ Compensation Law.
C. Medical Documentation

Medical documentation submitted to support an employee’s participation
in the Mandatory Alternate Duty Program must be satisfactory to

management. This documentation should contain the following
information: a statement that the employee is 50 percent or less disabled, an

estimated date of full recovery that is within 80 calendar days of the date of

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