Scope
This policy applies to all employees.
Policy Statement
RIT is self-insured for Workers' Compensation and employs a third party administrator for its program. RIT is also a participant in the New York State Workers' Compensation Preferred Provider Organization and provides the medical management for RIT's program through their Preferred Provider Organization known as First Niagara Business Works.
Procedures
RIT's Workers' Compensation benefits are provided to employees who are injured while performing the duties of their employment with RIT. In the event of a work-related injury, managers and employees need to follow the designated procedures to report the injury and access medical treatment. These procedures need to be followed in order for expenses associated with the injury (e.g., medical treatment, lost time wages) to be covered by RIT's plan. For your reference, you will find the procedures below in two different formats:
Reporting of Injury
Immediately following an accident/injury, the employee and his or her supervisor should complete an Employee Accident Report Form.http://www.rit.edu/fa/humanresources/files/forms/accidentreport.pdf It is important to complete this form in full including information regarding medical treatment and lost time. This information is essential to properly administer benefits under this program. After the form is signed by the employee and supervisor, it should be faxed to the Department of Human Resources at 475-7170.
Medical Coverage
If the employee's injury requires medical treatment, RIT's case manager at First Niagara Business Works (770-1600/v) should be contacted to arrange medical care. For minor injuries (stitches and other first aid type injuries) you may contact either Strong Memorial Occupational and Environmental Medicine Program at 487-1000 (option #1 for an appointment) or Concentra Medical Center at 458-7910 to schedule an appointment. Both Strong Memorial Occupational and Concentra and Rehabilitation are a part of RIT's Preferred Provider Organization. In the event of a life threatening injury, Public Safety should be contacted immediately (475-3333) to arrange for an ambulance to transport the employee to the nearest Emergency Room. It is important that all non life threatening medical care be handled through the Preferred Provider Organization, as unauthorized medical care will not be covered by RIT's Workers' Compensation program.
Lost Time
If an employee loses time from work due to a work-related injury, RIT will continue pay through the Workers' Compensation Program. Proper medical documentation needs to be provided by a Preferred Provider Organization physician indicating the dates the employee will be unable to work and when it is expected that the employee will be able to resume regular or restricted work responsibilities. If the employee loses time from work, the first day out will officially begin family medical leave benefits, if eligible, as outlined by the federal Family Medical Leave Act (FMLA). RIT policy states a position will be held for a disabled employee for six months. In the event a full time regular employee remains disabled after six months, long term disability benefits may be available in addition to Workers' Compensation benefits. For the first six months of the claim period, RIT will continue to provide benefits in the same manner as if the employee were actively working. If the employee is eligible for long term disability benefits, benefits will continue as provided under the long term disability policy.
Pay
If the disability is designated by a First Niagara Business Works medical provider as work related, a non-exempt or exempt employee would receive up to eight (8) weeks of pay at 100% for the disability or modified duty, after the five (5) day waiting period. A non-exempt employee would use sick time for the waiting period and an exempt employee would receive 100% salary continuation since they do not have sick time. If the non-exempt employee is out longer than 14 calendar days, the 5-day waiting period would be reclassified as workers compensation and the used sick time amount would be adjusted based on the difference between full pay and the workers' compensation rate.
For the period of Workers Compensation disability after the first nine (9) weeks, a non-exempt or exempt employee would receive the state-mandated amount, based on degree of disability, up to two-thirds of your base pay, to a maximum defined by the New York State average weekly wage, non-taxable. Medical expenses directly related to the injury are fully covered.
If an employee is on Workers' Compensation when merit increases or market adjustments occur, these increases will not take effect until the employee actively returns to work. Holiday pay and vacation accrual do not occur during this period.
Policy History
Revised September 2010