Work-Related Injuries and Illnesses Advisory What you need to know

Transcription

1 Work-Related Injuries and Illnesses Advisory What you need to know

2 Components of the Advisory a.) Medical treatment b.) Incident Reporting c.) Time off and returning to work d.) Filing Workers Compensation Claims e.) Accident assessment and corrective action

3 Advisory 12.2 This advisory gives clear directives regarding Work-Related Injuries and Illnesses and the process to follow. _12_2.PDF Please refer to the Environmental Health and Safety (EHS) web site to ensure you are following current processes.

4 5 Things to Do a) Receive prompt medical treatment of work-related injuries and illnesses. b) Report incidences of work-related injuries and illnesses. c) Report time off from work due to work-related injuries and illnesses, and to promote the efficient return to work. d) File Workers Compensation claims. e) Provide a means for identifying the corrective measures that will prevent future occurrences.

5 a.) Receive Prompt Medical Treatment - Preferred Order for Seeking Medical Treatment University Health Services Open weekdays 8:30 am to 4:00 pm Holmes Hospital Lindner Clinic (Varsity Village) The University Hospital, Inc. Emergency Room For emergency treatment and after hours The nearest medical facility All other times, holidays and locations other than main campus The employee or UC rep must advise providers that treatment is for a work related injury.

6 b.) Incident Reporting Complete form A-1352 (a) within 24 hours _2.PDF (EHS) Always download a current form from the web. The injured employee answers all questions in detail. The supervisor confirms completion of specific, detailed information. The supervisor signs and distributes per directions on the bottom of the form.

7 c.)time off and Returning to Work The employee notifies the supervisor of absence and follows departmental policies for time off work. The supervisor notifies the business office of all absences so that time off work and leave policies can be adhered to (absence may be an FMLA qualifying event). University Health Services (UHS) coordinates return to work whenever the employee is: Absent beyond the date of the incident Released with restrictions

8 d.) Filing a Workers Compensation Claim Employees who receive services only at UHS may not need to file a work comp claim. If treatment is received at a facility other than UHS, the employee must submit a First Report of Injury (FROI) to the Bureau of Workers Compensation (BWC) to initiate a BWC claim. Employees should call HR for details on the Workers Compensation process.

9 Compensation for Lost Wages Employees should contact HR at for details before making the decision whether to: use paid UC sick time (and paid UC vacation if applicable) or apply for BWC lost wages This decision is irrevocable The employee is ineligible for BWC provided lost wages if the absence is less than 7 calendar days BWC does not provide compensation for the first 7 calendar days unless the absence exceeds 14 calendar days

10 UC pay vs. BWC payment UC Pay (sick/vacation/comp) In pay status remains on payroll Time off work accruals continue Deductions & payroll contributions continue Pay for holidays continues Employee receives full wages Job retention per UC rules/policies and collective bargaining agreements BWC compensation No pay status comes off payroll May not be a lost time claim Claim may be denied Additional allowances may be denied Appeal periods & processing time Possible self-contributions for deductions and benefit contributions Holiday pay ceases BWC calculates average weekly wage BWC pays a percentage of average weekly wage (and it decreases) UC leave and time off work rules/policies apply to job retention

11 Restricted Duty Offer Temporary transitional work assignment may be available for an employee temporarily medically restricted from performing regular job duties. Disability Management Services (DMS) contacts the department when an employee is released to work with restrictions. DMS s first goal is always full-duty return to work in the regular position. If this is not an option, DMS will explore other avenues with the injured worker. The department should be able to confirm restricted duty offers to employees via documentation.

12 Restricted Duty Offer (continued) Employees should be advised that refusal of restricted duty assignments may result in the following: Ineligibility for use of sick time per applicable collective bargaining agreement or UC policy. Ineligibility for use of OIL (FOP only). Ineligibility for any income benefits to which the employee may be entitled by the Bureau of Workers Compensation. NOTE: An employee whose work related injury/illness absence is designated as FMLA cannot be required to accept restricted duty under the FMLA. If the employee elects, time off would be unpaid FMLA.

13 Environmental Health and Safety works with the supervisor and the department to: Identify the cause of the problem Correct the cause of the problem Determine the severity of the injury or illness: The extent of medical treatment The number of missed workdays The number of restricted workdays

14 Sprains and strains account for 25% of the incidents reported annually Bruises account for 15-20% of reported incidents Cuts constitute 10-15% of reported incidents Needlesticks and sharps injuries account for 8-10% of reported incidents Environmental Air Quality Concerns account for 7-10% of reported incidents

15 Repetitive motion Caught in or compressed by equipment Falls on the same level Struck by object Assaults and violent acts Overexertion Highway accidents Bodily reaction Falls to lower levels Struck against an object

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21 Questions If you need more information or have specific issues, contact Environmental Health & Safety (64968) or Human Resources ( ) Customized EHS and HR joint presentations (department or college statistics) available