JSG has developed a zero workday loss policy. If possible, JSG expects employees to return to their job immediately after medical treatment. The policy’s purpose is to provide a quick and speedy return to meaningful employment at the earliest date subsequent to any workplace incident or illness.
This policy does not mean to substitute for reasonable accommodation under any applicable federal or state laws, such as the Americans with Disabilities Act, etc.
We define transitional employment as temporary modified work assignments suitable to the individual’s abilities, knowledge, and skills. When appropriate and upon approval from the injured worker’s attending physician, we will attempt to offer transitional temporary work assignments.
In some instances, a permanently modified job and/or re-assigned position will be offered in order to ensure qualified employment is available to an injured worker. Permanent job modifications may be the same as transitional temporary work assignments except that the transitional work assignments are temporary in nature. Alternatively, an individual may be assigned to another position that meets restrictions imposed upon the employee by the attending physician.
To preserve our ability to meet market demands and changing conditions, JSG reserves the right to revoke, change, or supplement these guidelines at any time with written notice. The outline above of our return-to-work policy is not intended to be a contractual commitment and it should not be construed so by any JSG employee. This policy is not intended as a guarantee of continuity of benefits or rights. No permanent employment for any term is intended or can be implied by JSG’s return-to-work policy.