Workers' Compensation - Procedures Handbook

Table of contents

Medical Care
Injury Reporting
Return To Work
Other Supervisors' Responsibilities
Change of Doctor
Lost Work-Time Compensation
Vacation/Holiday/Doctor Appointments
Eligibility of Work-Related Blood-Borne Exposures

BYU provides an approved Workers' Compensation program providing medical, lost work time, partial and permanent disability and burial expense benefits resulting from work-related injuries and illnesses. The University provides this coverage to ALL UNIVERSITY PERSONNEL without cost, in compliance with the law.

  1. Medical Care
  2. Personnel should NOT go to their personal physician. Those who disregard this instruction may lose compensation benefits for that care

    Determine the extent of medical attention needed, then:

    1. If minor, obtain supplies from the department first aid kit and record accident information on the first aid kit log.
    2. If more than first aid is needed, the employee should go to the BYU SHC Urgent Care. An appointment is not needed. The SHC is open 8:00am - 5:30pm M-F and 8:00am - 12:00pm on Saturday. If the SHC is not open, the employee should go to the nearest Urgent Care or InstaCare clinic. These clinical are open until 10pm. Employees should only go to the Emergency Room if the Urgent Care clinics are closed.
    3. For serious injuries that require hospital care, go directly to the emergency room at the Utah Valley Hospital or the nearest emergency room.
    4. If employed at the Spanish Fork Farm, report to Spanish Fork Clinic for minor injuries and Mountain View Hospital emergency room for serious injuries.
    5. For all injuries sustained away from campus, report to the nearest urgent care or emergency facility.
    6. Transportation:
      • If the employee requires a trip to the SHC or an Urgent Care facility, a supervisor or co-worker should accompany the employee if needed. It is appropriate to use a BYU vehicle to take the injured employee to the facility.
      • Transportation for most serious injuries should be handled by the professional responders to the scene such as EMTs or Ambulance.

  3. Injury Reporting
    1. Report to Supervisor: Employees should IMMEDIATELY report any on-the- job injury or illness to their full-time supervisor. The supervisor must investigate the cause of the accident, then prepare and submit a Supervisor's Incident Report form to Risk Management, Safety, and Compliance within 24 hours (See exception in b. below). Access this form on the Risk Management website at https://risk.byu.edu/insurance/secureIncidentReport.php.
    2. Report to the BYU University Police Dispatch at 801-422-2222 who must receive IMMEDIATE NOTIFICATION of all fatalities, serious injuries (hospitalization, amputation or fractures), and occupational illnesses,(cumulative trauma disorders, respiratory disorders, dermatitis, etc.).
    3. The Dean of Student Life should receive immediate notification of serious injury to a student employee

  4. Return To Work
    1. All personnel who have received lost work time compensation will provide their supervisor with a return-to-work note from the treating doctor upon their return to work. It may become advisable not to return an employee to former job duties following a work-related injury or illness. When this occurs, management will review each situation to make a determination regarding continued employment.
    2. Note: The University will take no action adverse to employment because an employee has filed a legitimate claim for Workers' Compensation benefits.

      *Supervisor is to send a copy of the return-to-work note to the LDS Church Risk Management Division.

    3. Employee's should:
      1. Inform their supervisor if the treating doctor has recommended they lose time from work.
      2. Follow the medical recommendations of the treating doctor regarding lost work time, exercise, medication, medical care, etc.
      3. If unable to perform work duties for an extended period of time, report to the full-time supervisor on a frequent basis regarding health status and availability for work.
      4. Provide their supervisor with a return-to-work note from the treating doctor upon their return to work.
      5. Report the use of prescription drugs which may impair their ability to perform their job duties

  5. Other Supervisors' Responsibilities
    1. Instruct personnel under their direction of the proper procedures for reporting on- the-job accidents and obtaining medical treatment
    2. Inform personnel of their responsibilities under the Workers' Compensation program.
    3. Maintain the first aid kit supplies and log used for minor injuries.
    4. Take corrective action to prevent reoccurrence.
    5. Record lost work-time
    6. Coordinate the individual's return to light duty work, as approved by the treating doctor.

  6. Change of Doctor
  7. For treatment beyond the initial care, indiscriminate changing of doctors treating for on-the-job injuries/illnesses is NOT permitted. However, if a change in doctor is desired, personnel should contact Sedgwick for coverage requirements on this matter.

  8. Lost Work-Time Compensation
    1. Absence from work due to a work-related injury or illness is compensable only when supported by the treating doctor's report, which the doctor must submit in writing to the LDS Church Risk Management Division.
    2. The employee's department will pay the wage/salary for time lost during the day of the injury only. The next three days if missed are not covered except by the employee's own accumulated sick-day benefits. This will be waived through Workers' Compensation if the employee is off for a long period of time (14 days).
    3. Lost work-time compensation is paid on a 2/3 gross income and is not taxed up to a weekly state maximum. Qualifying full-time personnel where 2/3 of their pay would exceed the maximum will receive 2/3 compensation regardless of the amount. Any amount paid over the maximum weekly amount allowed is taxable.
    4. Lost-time payments are discontinued when the employee returns to work or is accepted on the DMBA Disability program.

  9. Vacation/Holiday/Doctor Appointments
    1. Sick Leave: Full-time personnel accrue sick leave and vacation days while they receive lost work-time compensation (unless accepted on the DMBA disability program).
    2. Holiday Pay: Personnel do not receive holiday pay during convalescence. The Workers Compensation allowance is the same on holidays as it is a regular work day.
    3. Medical Appointments: The department must pay an employee regular wages if the employee has a medical appointment during their normal shift hours. The medical appointment must be directly related to their approved and open claim. Sedwick must know about the medical appointment and the supervisor may require a doctor's written verification for the appointment. Employees must go directly to the appointment and return back to work without any deviation.

  10. Eligibility of Work-Related Blood-Borne Exposures
    1. Contact Risk Management, Safety, and Compliance Department for additional information about blood-borne exposures.

    2. Within three days (or 72 hours) of the exposure, report to the Student Health Center for a blood serum sample to be drawn.
    3. Within 10-14 day of the HIV test, report in person to the Student Health Center to privately obtain the test results.
    4. Within three months of the exposure, report to the Student Health Center for a follow-up blood test.
    5. If the individual contracts the HIV infection (as indicated by the follow-up test), the individual must inform Risk Management, Safety, and Compliance of this condition within six months from the first date of diagnosis or treatment.
    6. Assist the individual in obtaining appropriate medical care, if applicable, at the Student Health Center Urgent Care or Utah Valley Hospital emergency room. Transport the exposed individual and/or suspected source preferably in a department vehicle to the Student Health Center to be tested for HIV and Hepatitis B. If a department vehicle is not available, call University Police, ext. 2-2222, for assistance. The department is responsible to pay the individual for the work time taken for the diagnostic testing.
    7. NOTE: In order to maintain the confidentiality of the test results, transportation will NOT be provided by the University for follow-up visits.