Workers' Compensation Policy
- Leave of Absence
- Responsibilities of Employee
- Responsibilities of Supervisor
- Return to Work
The University will provide benefits under the Workers' Compensation Act and the Workers' Occupational Diseases Act for an employee who suffers an accidental injury or a disabling occupational disease arising out of and in the course of employment by the University.
An employee who is injured or becomes ill on-the-job shall:
Report the incident immediately or as soon as reasonably possible to his/her supervisor.
Seek medical attention, through Occupational Health, the Emergency Room, or Student Health. Other resources may be used, as appropriate.
If an employee must be off work due to the incident, he/she is expected to comply with all treatment regimens and cooperate with all pertinent Loyola and third- party administrative offices in a good-faith effort to return to work. The University may require an employee to submit to examinations by physicians selected by the University.
Once an employee is cleared to return to work, an appointment will be made with Occupational Heath, Student Health or other approved medical offices for review of the employee's medical status. No employee will be allowed to return to work without proper medical clearance. Three days, no-call, no show will be considered a voluntary resignation.
Upon notification of an on-the-job injury or illness, the supervisor shall:
Investigate and document the nature of the incident, including any witnesses. Apparently unsafe conditions should be reported to Security and the campus Physical Plant and Grounds offices.
Complete the "Report of Occupational Injury or Illness" form as soon as possible. Copies are available in Human Resources offices. At the Medical Center, use the publicized 1-800 number.
Make certain the employee seeks and receives proper medical attention. If University services are not available, coordinate transport to a local medical facility with Security. In case of emergency, follow the standard procedures established at each campus.
If the employee is not able to complete the standard work-day, the timecard should be marked to indicate the employee worked the full shift. However, the supervisor should make a note of the time the employee actually did not work for record purposes.
During the employee's absence from work due to a job-related illness or injury, his/her time card should be marked "WC" for each scheduled shift or day that is not worked.
Work with the employee, Human Resources, any third-party administrator and medical personnel in a good-faith effort to return the employee to work. In some cases, a job may be temporarily re-structured to accommodate the recovering employee.
Make certain the employee secures the appropriate medical release (s) to return to work.
An employee is not paid for the first three scheduled workdays lost due to a job-related illness or injury under the Workers' Compensation benefit unless the employee is off work for 14 calendar days or longer. At that point, Worker's Compensation payment will be made for the first three days lost. Effective with the fourth scheduled day of work lost, an employee is entitled to pay under Workers' Compensation regardless whether the absence extends to 14 calendar days or longer.
An employee may elect to be paid for the first three days lost through sick leave, vacation, holiday, personal time or bonus days. If the illness or injury lasts 14 days or longer, sick or vacation banks are credited with three days upon the employee's return. An employee is not entitled to receive duplicate payments from time off banks and Workers' Compensation.
The University will continue to pay the employer's share of the costs of insurance benefits for the duration of absence up to two years. The employee will be billed for his/her portion of the applicable premiums. No employee will accumulate additional vacation or sick leave, nor will he/she be entitled to holiday pay for any holiday occurring while off from work.
A Workers' Compensation Leave of Absence is a FMLA and a General Leave running concurrently. Any time off will be charged against the 12-week FMLA allotment and the up-to-two-year General Leave allowance. Please consult the Leave of Absencepolicy for all the details.
Campus Human Resources will coordinate the efforts of all interested parties in returning the employee to work. No one will return unless first cleared by Occupational health or Student Health. Any attempt to defraud the University is grounds for immediate termination