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North Carolina Department of Correction. Workers’ Compensation And Salary Continuation Programs. Tracy Ashworth Program Manager Tonya Marlin Program Assistant Phone - 919/716-3700 Fax - 919/716-3960 (Revised August 1, 2003). Benefits Representative/Supervisory Responsibilities.
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North Carolina Department of Correction Workers’ Compensation And Salary Continuation Programs Tracy Ashworth Program Manager Tonya Marlin Program Assistant Phone - 919/716-3700 Fax - 919/716-3960 (Revised August 1, 2003)
Benefits Representative/Supervisory Responsibilities • FORM 19 • Must be typed • Treatment by physician must be completed • Fax to the Personnel Office, Benefits Section within 24 hours • Mail the original Form 19 to the Benefits Section in Personnel • Do not send to the Industrial Commission
Address Will Remain the Same NO Wage Information Return To Work? Sought Medical Treatment? Don’t Forget! Does Not Apply Form 19
Form DOC-WC-4 • Every question must be answered in the employees handwriting • Back of Form should ONLY be completed by facility nurse • Mail the original
Catastrophic Injuries • Notify the Benefits Section and Key Risk Management Services • Examples Include: • Death Caused by a job related injury • Amputation of a major extremity • Gun shot wound • Second or third degree burns over 25% of the body
Third Party Automobile Accidents Forward the following documents to the Benefits Section: • A copy of the investigating police officer’s report • A copy of the Motor Fleet Management report • Insurance information for the other vehicle
Employee Responsibilities • Immediately report injury to supervisor • Follow prescribed medical treatment provided by Key Risk Management Services • Provide management with medical restrictions and out of work medical excuses • Contact supervisor on a weekly basis while out of work
Salary Continuation(Injury Leave) • Who’s Covered? • Employees that are in certified classes • Non-certified employees injured by direct and deliberate act of an offender/inmate • Employees are required to use accumulated leave • Benefit Reps/Supervisors must submit • Out of Work Notes • Time Sheets • Memorandum requesting Injury Leave Approval at the end of each 28 day work cycle • MUST REQUEST SPECIFIC DATES
Salary Continuation(Injury Leave) • After receiving injury leave approval, reinstate leave to the employee’s CURRENT DC-113 • Auditors request that the leave taken be struck through and replace with an “I” for injury leave
Shift Premium • Employees whose position entitled them to shift premium pay prior to the injury shall continue to receive shift premium pay while out of work due to a compensable job related injury • it is the facility’s responsibility to make sure eligible employees receive shift premium pay while on approved “Injury Leave” • Must submit, to payroll, a memorandum requesting shift premium pay along with the employee’s time sheet.
Workers’ Compensation • Who’s Covered? • All Department of Correction employees including some temporary/contractual employees. • Leave Without Pay Due to Workers’ Compensation • required 7-day waiting period • Employee placed on LWOP after the required waiting period • Employee will receive 66 2/3% of their average weekly wage for the 52 weeks prior to the date of injury
Workers’ Compensation vs.Family Medical Leave • When the employee is receiving Salary Continuation (Injury Leave) • If the employee is eligible, then designate Family Medical Leave • When the employee is receiving Workers’ Compensation (Leave Without Pay due to Workers’ Compensation) • Do no designate Family Medical Leave (Per Office of State Personnel)
Medical Treatment • The facility shall: • refer injured employees to a CompCare Provider physician • if EMERGENCY medical treatment is required, refer employee to the closest medical facility for treatment • Payment/Status of Medical Bills • contact Dana McCormick, KRMS at 1-800-942-0225 ext. 388
Transitional Return to Work Program • The Department of Correction accommodates temporary medical restrictions for an employee who has suffered a compensable job related injury • The purpose of the Transitional Return to Work Program is to provide work to employees who are restricted from performing their normal job duties • There is no limit of how long an employee can participate in the Transitional Return to Work Program
Goal of Transitional Return to Work Program • To help employees during the healing process by: • returning employees to a normal lifestyle sooner • focusing on abilities instead of disabilities • improving employee morale • encourage cross training within Department of Correction
Transitional Return to Work Program Rules • Employee must have sustained a compensable job related injury • Employee must provide supervisor with a medical note from the treating physician that list the temporary medical restrictions and the duration of the restrictions • Every attempt should be made to place the injured employee in a transitional job • If a transitional job cannot be identified the supervisor must contact the Benefits Section immediately
Transitional Job Placements • Examples Include: • clerical duties: filing, data entry, receptionist • control rooms • towers • any position short staffed where accommodation can be met
Return to Regular Duty • The employee must submit a return to work note from the treating physician stating that the employee may return to regular duty
Americans with Disabilities Act • Requirements • The employee’s treating physician must advise that the employee has reached maximum medical improvement • The employee must have permanent medical restrictions • Process • The Benefits Section will send a copy of the employee’s essential job functions to the treating physician • If the employee cannot perform all of the essential job functions, the Benefits Section will ask the employee to complete the DC-730 (Request for Reasonable Accommodation) • The Benefits Section will forward the essential job functions and the DC-730 to the Division and await a decision regarding the accommodation • The Division will notify the employee and work location of the decision
Work Status • Employee Participating in the Transitional Return to Work Program • the employee will continue to work light duty until the Division makes a decision regarding the accommodation • Employee Not Working • the employee will remain out of work • the employee will continue to receive Salary Continuation or Workers’ Compensation until a decision has been made by the Division regarding the accommodation