Loyola University Chicago

Human Resources

Workers' Compensation Policy

Loyola University Chicago (University or LUC) 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.

Responsibilities of Employee
An employee who is injured or becomes ill on-the-job shall: 

  • Report the incident immediately or as soon as reasonably possible to their Supervisor.
  • Seek medical attention, through a Medical facility, Urgent Care, or the Emergency Room. Other resources may be used, as appropriate.
  • If an employee must be off work due to the incident, they are expected to comply with all treatment regimens and cooperate with all pertinent LUC 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.

No employee will be allowed to return to work without proper medical clearance. Three (3) days, no-call, no show will be considered a voluntary resignation.

Responsibilities of the Supervisor
Upon notification of an on-the-job injury or illness, the Supervisor shall: 

  • Make certain the employee seeks and receives proper medical attention. If University services are not available, coordinate transport to a local Medical facility with Campus Safety. In case of emergency, follow the standard procedures established at each campus. 
  • Investigate and document the nature of the incident, including any witnesses. Apparent unsafe conditions should be reported to Campus Security and the campus Physical Plant and Grounds (i.e., Facilities) office(s). 
  • Review the "Report of Workplace Injury/Illness" Report submitted by the injured individual, and then submit the document to Human Resources.
  • 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, their Timecard should be marked "WC - Sick" or "WC - Vacation" (as appropriate) for the first three (3) days. Time-off greater than three (3) days should be marked as "WC - General."

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 (3) 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 (3) days lost. Effective with the fourth (4) 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 (3) days lost through sick leave, vacation, holiday, or personal time. If the illness or injury lasts 14 days or longer, sick or vacation banks are credited with three (3) 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 (2) years. The employee will be billed for their portion of the applicable premiums. No employee will accumulate additional vacation or sick leave, nor will they be entitled to holiday pay for any holiday occurring while off from work.

Leave of Absence
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 General Leave of Absence and Family/Medical Leave Act Policy for all the details.

Return to Work
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.

Revised: 4/9/18, 2/26/24