Return to Work (RTW) Program

Overview

It is the policy of The Hartford to treat all employees with respect as their services and individual contributions as members of The Hartford community are valued. Therefore, the company strives to assist employees to return to work at the most appropriate date after an illness or injury. This is accomplished, where possible, by providing a transitional work assignment specific to the individual based on medical and vocational considerations.

Rationale

The Hartford recognizes the importance of a successful return to work following an illness or injury. The RTW Program is designed to provide the employee and manager guidance and support should an employee require assistance to return to work following an injury or illness.

Please note this program is not intended to supersede or modify the procedures applicable to employees eligible for reasonable accommodation or covered under the Americans with Disabilities Act (ADA) or leave benefits under the Family and Medical Leave Act (FMLA).

Scope/Eligibility

This policy applies to all active regular employees of The Hartford and its participating subsidiaries who are based in U.S. locations of The Hartford.

To be eligible for participation in the RTW Program, The Hartford must be able to verify the employee is able to perform the duties of the transitional work assignment through consent from their treating physician.

Factors to determine RTW eligibility:

  • The employee’s eligibility under The Hartford’s Disability Plan;
  • The employee’s job protection status under The Hartford’s FML or other leave policies;
  • The employee is currently unable to perform one or more of his/her essential job duties on account of an illness or injury; and
  • The employee is expected to return to his/her regular job duties within 60 calendar days.

Applying the Policy

The Hartford’s Leave Administrator, HartLeave, will utilize all or some of the following information to identify an appropriate transitional work option:

  • The employee’s job description, essential duties and physical demands; and
  • Verification of the employee’s work restrictions/limitations and release to RTW from the medical provider.

Upon verification of work capacity, HartLeave will contact the employee and employee’s manager to identify an appropriate transitional RTW assignment. Once an appropriate transitional RTW assignment has been identified, HartLeave will complete the Transitional Work Agreement Plan (TWAP), which includes the following information:

  • Description of the transitional work duties;
  • The schedule of the transitional work;
  • The start and end dates of the transitional work assignment; and Acknowledgements that (i) the manager will assign duties consistent with the employee’s knowledge and skills; (ii) the employee and manager will adhere to the work
    restrictions designated by the medical provider; and (iii) the employee is expected to resume full duties upon the completion of the transitional work assignment.

The duration of the transitional work assignment will be based upon the recommendations of the medical provider and The Hartford’s ability to provide an appropriate transitional work assignment. A transitional work assignment will be offered for a period not to exceed 60
calendar days.

A job modification request, pursuant to the ADA – Reasonable Accommodations Policy, will be required in the following situations:

  • The employee requests a transitional work assignment that The Hartford is unable to provide;
  • The employee requests a transitional work assignment that exceeds 60 calendar days; and/or
  • An employee who is participating in the RTW Program is unable to resume full duties upon the conclusion of the 60 calendar day transitional work assignment and requests additional transitional work time.