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the medical examination, and a statement of the physical limitations which

need to be taken into consideration in developing the employee’s mandatory

alternate duty assignment. This documentation may be provided by a SIF or
other State-selected physician or by the employee’s attending physician or

be a combination of information from these sources.
All medical documentation should be treated confidentially and great care

should be exercised to protect employees against the indiscriminate
dissemination or use of the medical information it contains. However,

appropriate agency staff are entitled to have access to the medical
information related to an employee’s physical limitations to the extent it is

necessary (1) to evaluate the employee’s ability to participate in the
Mandatory Alternate Duty Program and (2) to develop an appropriate

assignment.
In certain instances, agency management will need additional medical

information beyond the original documentation regarding an employee’s
participation in the Mandatory Alternate Duty Program. This need usually

can be met by requesting more detailed information from the examining
physician. Occasionally, agencies may need to have the employee examined

by a physician selected by management. In those cases where agency
management feels the need to have the employee examined by a physician

selected by management, the agency shall make a reasonable effort to
complete a medical examination within 20 calendar days from receipt of the

employee’s request for a mandatory alternate duty assignment.
When agency management fails to complete the medical examination and

reach a decision regarding the employee’s eligibility for an alternate duty

assignment within the 20 calendar day period, the employee shall receive a
supplement equal to the difference between the employee’s full 100 percent
disability statutory benefit rate and the partial statutory benefit rate being

paid to the employee by the SIF until the examination is completed and a

decision made. This provision shall not apply where the failure of the
agency-selected physician to complete the medical examination is
attributable to the employee’s failure to appear for the examination, the

employee’s refusal to allow it to be held, or the employee’s refusal to

cooperate or provide the necessary documentation.
If, following this examination, the agency’s physician does not find the

employee eligible to participate in the Mandatory Alternate Duty Program,

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