1. WC Program

2. BOR mandate DOAS penalty Employee engagement UGA cost

3.  NOT LIGHT DUTY!  Allow the employee to remain in the workforce and resume productive employment as soon as possible.  Gradually overcome medical restrictions through a transitional period of modified-duty, work reconditioning assignments.  Comply with all applicable parts of the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA).  Comply with all applicable state laws.

5. All WC – All employment types eligible (FT, PT, Temp) Faculty, Staff, Students NOT Volunteers exempt Work-Related Injury Protocols to be Updated.“Transitional” Duty (Definition) Conduct job analysis of essential functions Maintain employee’s rate of pay 30-day implements to 90-day maximum Coordination of WC, FMLA & ADA Program’s intention is to return employee to same job. Employees who opt-out are reported to DOAS.

6.  O.C.G.A 34-9-81.1  Workers’ compensation insurance provides coverage for an employee who has suffered an injury or illness resulting from job-related duties.  Injury Reporting Instructions (see handout)

7.  First Report of Injury  Incident Report Form if no medical or time loss  Medical Evaluation  To learn what, if any restrictions imposed by doctor  RTW Plan  WORK RELATED INJURIES ONLY  Essential Functions Form – Current Position  Medical Assessment – Full release or Restrictions  Transitional position – Essential Functions  Recovery timetable

10.  RTW Plan  Medical Assessment/Restrictions  Recovery Timetable 30 day increments – 90 day maximum  Salary & Classification

13.  Employee Rights  Right to Refuse Report to DOAS  Appeal

14.  Family Medical Leave Act – Leave standards  American With Disabilities Act – Discrimination  Worker’s Compensation – Compensation and rehabilitation for work place injuries.

15.  Provides that eligible employees may be granted up to twelve work weeks (480 hours) of job-protected leave during a twelve month period for certain health-related situations.  Supervisor responsible for informing employee and RTW Coordinator.  FMLA entitlement, Workers’ Compensation and/or leave balances run concurrently.  Under Workers’ Compensation an employee may waive the use of available sick or annual leave.

16.  Provides that an employer must make reasonable accommodations which allow otherwise qualified employees with disabilities to perform essential duties of their position unless it causes undue hardship on the employer.  Disability - Has a physical or mental impairment that substantially limits a major life activity.

17.  Responsibilities of the RTW Coordinator  Actively assesses workplace for RTW opportunities and assisting supervisors with identifying unit assignments.  Monitors and reports to unit management, OVPSA RTW Coordinator, and university HR-WC while coordinating RTW application and compliance.  Works with DOAS and University WC Coordinator to communicate status throughout process.

18. WC Program