Workers' Compensation
- Definition
- Exhaustion of Leave
- Return to Work
- Communication
- Between Department and Employee
- With Treating Healthcare Provider (THP)
- With Co-Workers of Absent Employee
- Resources
Pay: Leave of more than three days is partially paid by Workers’ Compensation. Employee uses sick leave, vacation, or unpaid to fulfill workday hours. Catastrophic leave donations can be used on exhaustion of sick and vacation.
Application: When employee is not medically released to work or when the department is unable to find work within restrictions.
Maximum Amount: Absence period is dependent upon recommendation of approved Workers’ Compensation Treating Healthcare Practitioner.
Eligibility: No length of service requirement.
Authorization and Documentation: Department authorizes leave by decision of not having restricted work or by medical documentation limiting employee from work.
Situation: Temporary restrictions allow employee to perform restricted assignment and six months has passed. MMI is reached and permanent restrictions are set.
Action and/or Documentation
Restricted assignment should be offered up to six months if necessary. Employee can be sent home on leave if work of value is not feasible, unpaid leave required beyond exhaustion of normal leave allotment for employee category is to be authorized until MMI is reached. Contact WCS and HR Unit Rep. All employees reaching MMI/permanent restrictions are to maintain/return to work with reasonable accommodation if needed or if department accommodation is not reasonable receive alternative assistance from the University. Contact HR Unit Rep or FSDS.
Employee is absent according to PSR or other authorized provider documentation or employee is absent due to employer not having restricted work assignment available.
Authorization Documents: PSR or other authorized provider release to work documentation.
Restricted Work: Evaluate restricted work needs if applicable to job requirements, job flexibility, and other potential work assignment for the specific restricted work period necessary. Work closely with WCS.
Between Department and Employee
Who communicates with employee? Supervisor, HR Unit Rep
What is communicated to employee? Evaluate PSR and restricted work assignment opportunities. Communicate success/needs of restricted work. If restricted assignment is not available or if medical needs prohibit work.
What communication is needed from employee? Evaluate PSR, the success/needs of the restricted work.
How frequently should communication occur? Weekly and minimally when each new PSR is received.
With Treating Healthcare Provider (THP)
Who initiates the conversation? Employee, UI Benefits WC Case Manager, HR Unit Rep, Supervisor, Nursing Staffing Clerk.
What is communicated? WCS, supervisor, HR Unit Rep, NSC may request clarification of PSR. Supervisor/HR Unit Rep provides Essential and Marginal Job Function Analysis (EMJFA) to Treating Healthcare Practitioner by second medical appointment.
How frequently should communication occur? A PSR or other document is completed after each clinic visit and given to the supervisor by the employee within one business day.
With Co-Workers of Absent Employee
Limited to informing coworkers affected by the absence to information that the employee is absent for health reasons and sharing the anticipated date of return.
- Operations Manual, Part III, Chapter 34
- University Benefits
- Environmental Health and Safety
- Collective Bargaining Agreements