Which statement best describes the supervisor's responsibilities when an employee is on modified duty?

Which statement best describes the supervisor's responsibilities when an employee is on modified duty?

• A. Monitor the frequency and duration of the employee within their component assigned to modified duty; monitor performance in modified duty; ensure that modified-duty requests include the required information.
• B. Schedule overtime to compensate limited duty.
• C. Terminate modified-duty status immediately.
• D. Ignore the modified duty until the employee requests change.

Answer: (A)

When an employee is on modified duty, the supervisor must actively manage that arrangement to ensure it fits medical restrictions and agency policy. The best statement captures three core duties: track how often and how long the employee remains in the modified-duty role within the supervisor’s unit, monitor the employee’s performance while operating under those restrictions, and verify that modified-duty requests include the required information (such as the rationale, duration, and any medical documentation). This approach keeps the accommodation effective, safe, and compliant. schedules overtime to compensate limited duty isn’t appropriate because modified duty is about aligning work with restrictions, not increasing hours; terminating modified-duty status immediately bypasses the accommodation process and the employee’s health needs; ignoring modified duty until the employee requests a change ignores responsibility to oversee the arrangement and adapt as needed.

When an employee is on modified duty, the supervisor must actively manage that arrangement to ensure it fits medical restrictions and agency policy. The best statement captures three core duties: track how often and how long the employee remains in the modified-duty role within the supervisor’s unit, monitor the employee’s performance while operating under those restrictions, and verify that modified-duty requests include the required information (such as the rationale, duration, and any medical documentation). This approach keeps the accommodation effective, safe, and compliant.

schedules overtime to compensate limited duty isn’t appropriate because modified duty is about aligning work with restrictions, not increasing hours; terminating modified-duty status immediately bypasses the accommodation process and the employee’s health needs; ignoring modified duty until the employee requests a change ignores responsibility to oversee the arrangement and adapt as needed.