Chapter 6:
Vocational Rehabilitation Services

The campus Disability Management Services provides vocational rehabilitation services to qualified UC Berkeley employees. Through early intervention, the goal is to return employees to work as soon as medically possible and obtain reasonable accommodations when medical restrictions apply. These services are provided in addition to the vocational rehabilitation benefits mandated by state and federal law.

Vocational Rehabilitation Process
If an employee misses work cumulatively for 90 days due to a work-related injury, Sedgwick CMS’claim administrator gives the treating doctor a job description that lists the exact duties performed by the employee, using Form RU91. Since it’s important to have an accurate assessment of the employee’s job description, input is needed from both the employee and the supervisor. The Vocational Rehabilitation Counselor (VRC) coordinates the completion of this form.

Once the doctor determines whether or not the injured worker has permanent limitations, the claims administrator notifies the employee by letter with a copy of the doctor’s final report. If the disabled employee is unable to return to his/her customary job, the VRC contacts the supervisor and outlines the permanent work restrictions. The department is asked to determine within 30 days whether transitional or alternative work is available. Concurrently, the VRC searches for alternative employment on campus. If transitional or alternative work is offered, the employee receives an offer letter from Sedgwick CMS. The employee then has 30 days to accept or reject the offer. If a transitional or alternative job is not offered, the employee may be eligible for limited vocational rehabilitation services as a Qualified Injured Worker (QIW). If the employee chooses to use the rehabilitation services, the employee and Sedgwick CMS’s claims administrator can choose an agreed-upon counselor. The employee works with a Vocational Rehabilitation Counselor to develop a plan that outlines the steps to return the employee to suitable gainful employment. A vocational rehabilitation plan can include job placement assistance, on the job training, retraining, and self-employment.

If you’ve been unable to accommodate an employee with permanent restrictions and he/she remains on Leave Without Pay, you may want to review the campus policy on Medical Separation and Reasonable Accommodation regarding your options at http://hrweb.berkeley.edu/POLICY/medsep.htm.

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