Workplace Injuries & Accident Reporting

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1 Workplace Injuries & Accident Reporting

2 WHAT TO DO WHEN AN ACCIDENT/INJURY OCCURS?

3 How do you report an injury To report the incident or accident: Step 1: First notify your Supervisor of the injury Step 2: Complete Injury Reporting Form Step 3: Submitted Completed Injury Report to Human Resources within 24 hours of the injury

4 Where to Go For non-life threatening injuries: An Occupational Health Facility Community Mercy, Springfield, OH Concentra, Dayton, OH Any Urgent Care Facility Life threatening Injuries: Hospital

5 Employees Responsibility Report the incident to your supervisor immediately Complete Injury Report Form If life threatening call Contact Human Resources (HR) prior to seeking treatment to ensure claim is processed accordingly Come to HR upon your return to work Contact HR if the Doctor takes you off work

6 SUPERVISORS ROLE Assess the extent of the injuries Call Human Resources Complete the injury report with the employee Designate someone to investigate the incident Take the employee and an injury reporting kit to either Urgent care, ER or Occupational Health Facility Make sure the facility knows this is a work related injury Give the FROI & the MEDCO 14 to the nurse or doctor

7 SUPERVISORS ROLE Continued.. Make arrangements for employees departure Bring copy of Injury report, FROI & MEDCO 14 to HR upon return to campus Follow up with employee to check on progress until released by doctor Follow up with HR if employee returns with restrictions & TW is applicable

8 HUMAN RESOURCES ROLE Once your injury has been reported HR will: If medical attention is needed HR will meet employee to ensure all paperwork is completed correctly Investigate accident or incident as needed Report any injuries or accidents to the Central State University Safety Committee Work with MCO, TPA, and BWC to ensure employee claims are processed correctly and timely.

9 HUMAN RESOURCES ROLE Continued. Help find a BWC provider if follow up care is needed Establish Transitional Work Program if needed Manage claim until you return to work full duty

10 WHAT IS TRANSITIONAL WORK Program Transitional Work Program: Allows an employee with temporary restrictions to work in a modified, alternative, or reduced-hours capacity, for a defined period of time, while recuperating from an illness or injury. Employees with temporary physical and/or psychological restrictions who are medically able to work are encouraged to work and contribute to the university to the greatest extent possible.

11 REQUEST FOR TRANSITIONAL WORK A request for a transitional work assignment can be initiated by the home department, employee, or the employee s health care provider by contacting Human Resources. Medical documentation from a health care provider that describes the restrictions must be submitted to Human Resources.

12 The priority for placement is that employees remain in their home college/vp unit. University employees may be placed only in general university positions. Regional campus employees will be placed on the most appropriate campus. Placement will typically occur in this priority order: A. Same job, same college/vp unit B. Different job, same college/vp unit C. Same job, different college/vp unit D. Different job, different college/vp unit E. Not-for-profit organization of the university s choice

13 Facts About the Transitional Work Program The expected maximum duration of a Transitional Work Agreement is 12 weeks. Extensions may be granted by Human Resources when: The employee has demonstrated significant progress and is expected to make a successful transition to work within an additional specified time period The nature and severity of the employee s medical condition requires a transitional period that is expected to exceed 12 weeks A health care provider-documented aggravation/change of the condition occurs Supported by a Health Care Provider s recommendation

14 Facts About the Transitional Work Program Continued Transitional work agreements are established through a meeting with Human Resources, employee, home department, and temporary department as appropriate. A transitional work agreement must be completed whenever an employee has returned to work with temporary restrictions from their health care provider for 14 calendar days or more, unless an exception is granted by Human Resources. Human Resources may conduct a transferable skills analysis with the employee and job analysis with the home or temporary unit to ensure appropriate placement.

15 Staff may be required to work out of classification as deemed necessary for a Transitional Work Agreement. Transitional work assignments may be offered for a shift other than the employee s usual shift assignment.

16 For more information contact the Human Resources Department at (937)

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