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assignment on that date automatic.

F. Extension of Mandatory Alternate Duty Assignments

There may be exceptional cases where employees who qualified for and
participated in the Mandatory Alternate Duty Program and whose

mandatory alternate duty assignment has expired do not fully recover within
the specified period. Since their alternate duty assignments automatically

expire, these employees may request and management may elect to continue
the assignments on a discretionary basis beyond the established ending date.

Such extensions are subject to the terms and conditions of this program and
are solely at management’s discretion based on submission of additional

medical documentation satisfactory to management. Extensions will be
granted only for very limited time periods, for example, in single payroll

period blocks and only when supported by satisfactory medical
documentation.

G. Termination of Mandatory Alternate Duty Assignments
An alternate duty assignment may be terminated prior to its expiration if

it is determined, based on medical documentation satisfactory to
management, that the employee is able to return to full duties earlier than

the original prognosis had indicated. In exceptional cases, management may
determine that a mandatory alternate duty assignment in progress is not

successful. In that instance, management may elect to modify the mandatory
alternate duty assignment to improve the prospects for success. Such

changes should be discussed with the employee prior to being implemented.
Alternatively, management may rescind the mandatory alternate duty

assignment, in which case management is required to provide the employee

with a supplement equal to the difference between the employee’s full 100
percent statutory benefit rate and the partial disability benefit rate paid to
that employee by the SIF. Such supplement will not be paid beyond the

point the mandatory alternate duty assignment would have expired.

Appendix IX
Counseling

Counseling is an effort on the part of a supervisor to provide to an

employee, positively or negatively, significant feedback regarding on-the-
job activity. It is meant to be a positive communication device, clarifying

what has occurred and what is expected. Counseling is not disciplinary,

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