Human Resources Manual > Health And Safety > Injury on the Job

Policy Number: 901	Effective Date: 3/1/95
New: x	Revised:

901.0	POLICY	INJURY ON THE JOB
901.1	STATEMENT	Employees of Georgetown University may be eligible for coverage of medical expenses and loss of income resulting from work-related accidents.
901.2	PHILOSOPHY	The University strives to provide a safe work environment for all employees. In the event of a work-related accident or occupational disease, employees may be eligible for coverage of medical expenses and loss of income in accordance with the Workers’ Compensation Act of the jurisdiction in which they work.
901.3	PROCEDURES	Notification An employee should immediately notify his/her supervisor of a work-related accident and seek medical attention as soon as possible but no later than one (1) week after the injury has occurred.   Work-related injuries or illnesses should be reported immediately by the supervisor to the Office of Risk Management. The supervisor must also submit a written report (Supervisor's Report of Injury) of the illness or injury that occurred. Copies of the form are available on the Office of Risk Management website. Medical Treatment   If the nature of the injury is serious or causes severe bleeding, the employee should report or be transported to the Georgetown University Hospital emergency room or to the nearest hospital emergency room, if the accident occurs off the main campus, for treatment. If the injury is minor, the employee should be seen by a physician of his/her choice as soon as possible but no later than one (1) week after the injury occurred. The emergency room and medical provider should be informed that this is a workers’  compensation claim. Absence from Work An employee who is unable to work must keep his/her supervisor informed of his/her status. An employee must provide a physician’s certificate prescribing time off from work, and clearance to return to work. Continuation of Salary and Benefits   An employee who is unable to work will receive two-thirds of average weekly pay up to a maximum benefit established by law. The first 3 calendar days (7 days in Virginia) of an absence will not be paid by worker's compensation unless total lost time for a specific injury exceeds 14 days (21 days in Virginia). If an employee wishes to continue income during this initial period, the employee may use accrued leave. If the employee is subsequently paid for these days by the worker's compensation insurance carrier, the employee will be restored the leave charged and will pay back the difference between the amount of the worker's compensation payment and the normal salary. Paid leave and retirement credits will continue to accrue while an employee is absent from work until the employee is terminated. The employee is not eligible for holiday pay. Coordination with Family and Medical Leave Policy An employee who is absent from work and is receiving worker's compensation benefits should request medical leave under the Family and Medical Leave policy. Leave that qualifies as worker's compensation benefits that also qualifies as medical leave under the Family and Medical Leave policy is counted against the employee's Family and Medical Leave entitlement. Approval of medical leave does not guarantee that worker's compensation benefits will be paid. Termination of Employment An employee covered by workers’ compensation may be terminated if he or she has been absent from the job for a period of one year. Reasonable accommodation to enable the employee to return to work within a year will be considered when relevant. Change in employment status or termination of an employee receiving workers’ compensation must be reviewed with the appropriate Human Resources department. Any termination decision must be in accordance with applicable federal, state or local law.
901.4	RESPONSIBILITY	It is the responsibility of each employee to report any injury on the job or occupational disease to his or her supervisor. If the employee is unable to work, the employee must follow all the reporting provisions of the policy and keep his supervisor informed of his or her status. It is the responsibility of the supervisor to ensure that each injury or occupational disease is reported to the Office of Risk Management.
901.5	RESOURCE	Questions concerning reporting of injuries or length of an employee's absence should be directed to the Office of Risk Management. Questions concerning payment of a claim should be directed to the Office of Risk Management. Questions concerning termination of employment or other change in an employee's status should be directed to the appropriate Human Resources department. Issues surrounding unsafe working conditions should be directed to the appropriate safety office.