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Injury Leave Program

POLICY AND PROCEDURES FOR THE INJURY LEAVE PROGRAM

POLICY STATEMENT:
All employees are eligible to receive benefits under the Injury Leave Program when an injury or disease is determined to be work related.

PURPOSE:
To advise employees of their injury leave benefits; to ensure an administrative system that will be timely and accurate; to assist employees to prevent jeopardizing these benefits.

RESPONSIBILITY:
All employees, Supervisors, Managers, Law Enforcement and Safety Office, and the 
Human Resources Office.

PROCEDURES:

1. Eligibility:  
All injuries suffered in carrying out regular duties are normally covered. Exceptions are:

A. Injuries that are self-inflicted or caused by the employee's violation of the law or the Hospital's rules and regulations.
B. Injuries intentionally inflicted by another party due to personal differences between them and not related to the employee's job.  

If eligibility is established, benefits will be provided under the Pennsylvania Workmen's Compensation Act and the supplemental benefits program of Injury Leave.

2. Employee must:

  • An employee must give notice to the employer in accordance with PA Workmen's Compensation Law within 21 days after the injury, or no compensation will be due until such notice is given, and unless such notice is given within 121 days after the occurrence
    of the injury, no compensation will be allowed.

  • Obtain an initial examination.

  • Keep supervisors and the Human Resources Office informed of current physical status. 
    A physician's certificate must be furnished to support a claim for any absence from work due to injury.

  • In a timely manner, respond to all accident-related communications and comply with all Supervisory/ Human Resources Office requests for medical documentation.
     

  •   Unless requested otherwise, medical documentation should be furnished at least on a monthly basis to support entitlements to continued benefits.

  •   Immediately notify the Supervisor and the Human Resources Office in the event of a recurrence of disability.

  •   Return to regular or limited/light duty on a full or part-time basis when permitted by the physician.

NOTE:  The employee is solely responsible for obtaining the medical reports and
getting them to the Human Resources Office as soon as possible after the accident.
The preparation of the medical report and the prognosis is a patient-physician concern and not the responsibility of the Hospital or the Human Resources Office. When the employee fails/refuses to furnish the required reports, benefits may be terminated and
the employee will be subject to disciplinary action.

3. Supervisors:

  A. Each Supervisor shall:

  1.   Provide training to employees in the performance of their job duties to encourage safe work habits.

  2.   Maintain safe work areas and conduct an active safety program.

  3.   Identify which employees have first aid training and can be called upon in case of emergency.

  B. When an emergency occurs, supervisors shall:

  1.   Ensure medical treatment is immediately obtained.

  2.   Determine if injured employee needs an escort and, if required, accompany (or delegate a responsible person to escort) the injured employee to a designated medical treatment facility.

  3.   Remind the injured employee that medical information is required to complete the injury reports and, in case of any absence due to injury, a Physician's Certificate is required.

  4.   Immediately investigate the injury and complete the accident report based on the following guidelines:

           a. knowledge of employee's actual duties at the time of injury.

           b. working conditions at the time of injury (weather conditions, equipment used, safety, other party involvement, general job duties, condition of work area, etc.).

     c. questioning of witnesses for probable causes.

           d.  knowledge of employee's medical history.  Has previous sick leave been used or has the employee complained about similar physical problems related to the type of injury?

     5. Forward a memorandum to the Human Resources Office if it is suspected that:

            a. injury was intentionally self-inflicted.

            b. injury was caused by an act of another party and intended for personal reasons, and not directed against him as an employee or because of his employment.

            c. injury was caused by acts not in the furtherance of the business of the employer, e.g., horseplay, under the influence of drugs or alcohol, etc.

            d. injury was caused by a violation of the law, safety rules, or Lock Haven University policies.

     6. Forward accident report to arrive in the Human Resources Office within 24 hours of accident occurrence.

     7. Insure that the Human Resources Office is personally notified as soon as practical on the first day that lost time occurs and the first day that the disabled employee returns to work.

     8. Maintain personal contact with the employee for the purpose of ensuring that appropriate benefits are being received.

     9. Ensure that return-to-work plan or light/limited duty restrictions are not violated.

     10. Provide follow-up training to employees in order to prevent future accidents.

4. Human Resources Office shall:

A.   Develop and maintain internal control procedures.

B.   Conduct an active program to keep all employees informed of intent, purpose, and
       benefits of this program.

C.   Review all submitted forms for completeness and accuracy.

D.   Ensure timely preparation and processing of necessary reports and forms.

E.    Inform employees of benefits approval/disapproval and the appropriate entitlements 
       and responsibilities.

F.    Coordinate with Managers/Supervisors and schedule personal interviews with disabled employees.

G.   Monitor each case to determine if eligibility requirements continue to be met.

H.  Coordinate with the Managers/Supervisor the development of a return-to-work plan compatible with the physical limitations of the disabled employee.

I.     Monitor and process necessary disciplinary actions to employees who fail to comply with requirements of this program.

5. Law Enforcement and Safety Office shall:

A.   Immediately investigate accidents and report any circumstances which may have a bearing upon the Injury Leave determination.

B.   Recommend corrective actions to eliminate recurrence of accidents.

C.   Recommend policies and programs to instill and maintain a safety conscious attitude in all employees.

6. General Information:

A.   Inservco Insurance Services, Inc., our insurance company, determines if any injury is, in fact, work-related.  Employees are entitled to file an appeal against the findings and determinations of Inservco Insurance Services, Inc.

B.    All associated doctor and hospital bills should be forwarded directly to Inservco Insurance Services, Inc.  If immediate payment is required from the injured employee, a receipted bill should be forwarded to the Human Resources Office
and it will be mailed to Inservco Insurance Services, Inc. for reimbursement.

C.    Prescriptions related to Workmen's Compensation claims are not covered by
pre-paid drug plans.

D.   Employees may elect to use accumulated sick, annual and/or personal leave to supplement workmen’s compensation benefits.  Employees who do not choose to use their leave or who have no accrued leave will be in a leave without pay with benefits status for up to one year.

E.    Employees who have accrued leave will receive full salary pending payment of workers’ comp.  Salary overpayments may occur that must be recouped. Pending workers’ comp, employees must be placed on unpaid injury leave if paid leave is not available.

F.    Employees are entitled to up to one year of paid benefits regardless of leave status.  Employees using paid leave for the entire absence would have full benefits for the entire duration of paid leave, even beyond one year.

G.   Employees can be on injury leave with benefits for one year.  The one year of injury leave with benefits is one cumulative year within three years from date of injury and the guaranteed right of return lasts for three years.

7. Any questions regarding these procedures should be referred 
    to the Human Resources Office.
 

Last Updated 10/13/2006