SLED Opportunity · TEXAS · EL PASO INDEPENDENT SCHOOL DISTRICT
AI Summary
RFP for excess workers' compensation and employer's liability insurance by El Paso ISD. Includes estimated payroll, detailed return-to-work program, and multiple attachments related to insurance and claims. Due 2026-02-25.
--- Q&A --- Q1: Can you provide an estimated payroll for armed employees please? A1: The estimated payroll for armed employees is $4,075,000.00 Submitted: 2/12/2026 03:01:35 PM (MT) Q2: Can you provide more information on your return to work program? A2: Below is the information on our Return-to-Work Program G. Return-to-Work Program (Alternate Duty Program) The Alternate Duty Program establishes guidelines to accommodate injured employees returning to work from an occupational injury / illness as soon as medically approved without increasing the risk of re-injury or symptom aggravation and providing reasonable accommodations as necessary. • Alternate Duty will include short-term alternate job assignments, which allows for recovery following an occupational injury / illness. Only work that is considered productive and meaningful to EPISD shall be considered. • The Risk Management Department will work closely with school principals, supervisors, and EPISD administrators to identify appropriate alternate duty assignments for affected employees. Our goal is to return employees back to their mainstream jobs as quickly as possible while enabling an effective recovery. • The Alternate Duty Program will adhere to the Work Status Information Part II and Activity Restrictions Part III of the Division of Workers’ Compensation (DWC) Form # 73, Work Status Report. • During the healing process, Alternate Duty will be limited to a period of 30 calendar days per occurrence. • If applicable, after a period of 30 calendar days, the employee’s medical status will be re-evaluated to determine if a limited extension of alternate duty will transition the employee to regular duty. • Employees eligible under the program will continue to receive their pre-injury pay while assigned to an Alternate Duty position. • If it is determined that the employee will be medically unable to return to their full work status during this period, the Risk Management Department will notify the immediate supervisor and the employee will be placed on leave of absence as stated under EPISD policy. • If applicable, the employee will be referred to Human Resources under the guidelines of the Americans with Disabilities Act (ADA). The Alternate Duty Program provides the following options: • Same School / Department With or Without Modifications: Return the employee to pre-injury / illness position, under the supervision of his / her regular supervisor, utilizing prior work experience, familiar with work tasks, personnel, and work area. If unable to return to a pre-injury / illness position, explore whether or not the worksite modifications can be made to allow the employee to continue working in the same school / department. • Same School / Department, Different Assignment: If unable to perform customary job with / without modifications, the employee will be placed in an alternate duty assignment within his / her school / department or customary surroundings and under the supervision of his / her regular supervisor. • Different School / Department, Different Assignment: If unable to find an alternate duty assignment within his / her school / department, the employee will be placed in an alternate school / department or situation where acceptable work is available and meets work restrictions identified by their treating physician. During the healing process, the Alternate Duty will be limited to a period of 30 calendar days per occurrence for Option 2 (Same School / Department, Different Assignment) and Option 3 (Different School / Department, Different Assignment). If applicable, after a period of 30 calendar days, the employee’s medical status will be re-evaluated to determine if a limited extension of alternate duty will transition the employee to regular duty. Employees returning to work with restrictions from an occupational injury / illness will be required to submit a Division of Workers’ Compensation (DWC) Form #73, Work Status Report, to the Risk Management Department. Changes in the employee’s condition will be monitored by utilizing the DWC Form #73 Work Status Report periodically until the injured employee is fully released to return to regular duty or the employee meets the limits of the Alternate Duty Program whichever comes first. Employees deemed eligible to work under an Alternate Duty Status will meet with a representative from Risk Management who will coordinate their return to work with their immediate supervisor and determine if work is available based on the restrictions indicated by their treating physician. If work is not available, the employee will be placed on leave as per EPISD policy. Employees eligible to work under the Alternate Duty Program but decline such work will be subject to the Temporary Income Benefit provisions as stated under the Division of Workers’ Compensation rules, the Family Medical Leave Act provisions and the options available under EPISD accumulative leave. Alternate Duty assignments will be addressed on a case-by-case basis. Risk Management and participating schools / departments will consider job restrictions and availability of work in the decision making process. Submitted: 2/12/2026 11:28:02 AM (MT) Q3: Hello, Can you please provide the WC quote, making sure the rating page is included? Thanks A3: We need more information to assist with your question. Please provide a sample or example of what you are asking for. Submitted: 2/6/2026 11:48:00 AM (MT)
SLED stands for State, Local, and Education. These are solicitations issued by state governments, counties, cities, school districts, utilities, and higher education institutions — as opposed to federal agencies.
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