Return to Work Policy
bethk
216 Posts
Do any of you have a return to work policy that you are willing to share? Our Worker's Comp carrier is asking for one and in going through all our files it seems we have never had one in place. This surprises me. The office that handles our WC issues is asking for one now.
Thanks.
Thanks.
Comments
465 Workplace Safety / Reporting a Workplace Injury
Effective Date: 1/1/2011
We really hope you never get injured on the job - it’s not fun (we should know - we’re in the biz)! Plus, it can be a real pain in the neck (sorry, bad pun), but don’t worry, we’re here to help! If you are injured on the job, no matter how minor the injury may appear, you must inform your supervisor and Talent Management immediately, in writing. Your claim will be submitted to Rising’s workers’ compensation insurance carrier, and a claims adjuster will contact you to process the claim. Note that when facts cannot be verified, the claim may be denied.
Now, you still have to be safe, and don’t get all crazy – any claim for an injury or illness caused by an employee’s willful misconduct, alcohol or drug use, or that occurs during an employee's voluntary participation in any off-duty recreational, social, or athletic activity sponsored by Rising, will not be compensable. And the courts don’t mess around - workers’ compensation fraud is a felony, punishable by fines and/or jail time. Rising will prosecute any individual found to be claiming a work-related illness or injury fraudulently.
As for working, in some situations you may be offered temporary modified duty [See Section 450] in order to return to work from a leave of absence due to a workers’ compensation injury. If you refuse the modified duty, we will consider you to have resigned and you will be terminated. If employees are eligible for family and medical leave because of the employees’ personal health condition, they will have their workers’ compensation benefits terminated if they refuse temporary modified duty for which the employee is qualified. Any employee who fails to return to work after being released by an approved physician will be considered to have resigned and will be terminated.