(1) Management may place an employee in a temporary transitional assignment when an employee cannot perform essential job functions due to temporary health restrictions including:
- (a) when management determines that there is a direct threat to the health or safety of self or others;
- (b) in conjunction with an internal investigation, corrective action, performance or conduct issues, or discipline;
- (c) where there is a bona fide occupational qualification for retention in a position; or
- (d) while an employee is being evaluated to determine if reasonable accommodation is appropriate.
- (2) Time spent in a temporary transitional assignment may be counted as leave for purposes of Subsections R477-5-2(2) and R477-7-1(11).
KEY: breaks, telecommuting, overtime, dual employment
Date of Last Change: January 21, 2026
Notice of Continuation: March 9, 2022
Authorizing, and Implemented or Interpreted Law: 34A-2-114; 63A-17-106; 63A-17-602; 20A-3-103