Transitional duty (TD) is a key cost reduction component to an injury management program. Transitional Duty Checklist.

Consider the following tips.

1. Do not violate union contracts. Work closely with the union. Ask the business agent or steward what level of assistance the union is willing to provide.
2. Customize jobs for frequent restructuring to accommodate the employee's increased capacity and reduced limitations.
3. Integrate transitional duty positions into mainstream operations so the employee does not feel isolated.
4. Employees on TD should not be eligible for overtime.
5. Have the employee work a normal shift so no transportation or childcare problems occur.
6. Companies with medical departments have all employees work the day shift so their progress can be monitored.
7. Consider paying full earnings, even for partial work hours to avoid paying lost wage benefits.
8. Obtain employee's feedback about the TD position.
9. Employees on TD must participate in weekly meetings until they are back on full duty in their original job.
10. Communicate your program to the workforce so it becomes part of your company's culture.
11. Always discuss TD in a positive way.
12. The idea of "light duty" as an unproductive program is passé. Employees on TD are part of the team, just like before.
13. Have the employee continue therapy and medical treatments while on TD to ensure continued recovery.
14. When a TD job or task is identified, specify the position in writing on the Transitional Assignment Form (TAF), including the hours and location of the new position.
15. Have the employee bring the TAF to the supervisor of the department where TD work will be done.  
16. Monitor the employee to ensure no duties beyond the WAF's listed physical parameters are performed.
17. Record meetings on the Weekly Meeting Guidelines 

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