(Amended 7/95; 9/97; 2/99; 7/02; 7/07; 8/12; 4/13; 7/22/20)
Effective July 22, 2020, this policy has been revised. For the most current version without redlining, return to III-34.
The following instructions set forth University procedures for handling cases in accordance with the Iowa Workers' Compensation Law.
(Amended 7/02; 7/07; 8/12; 4/13; 7/22/20)
- The injured staff member should report immediately to his or her supervisor; or, in the case of an emergency, go directly to the emergency
roomdepartment at the University of Iowa Hospitals & Clinics. University employees are required to use the UI Occupational Health Clinic in North LibertyCoraliville for treatment of non-emergency work-related injuries and illnesses. Employees working outside of the Iowa City area should use an approved facility from the treatment locations list on the UI Workers’ Compensation website. As soon as possible after the injury, the staff member should communicate the information regarding the injury to his or her supervisor, or, if unable to do so, request that hospital authorities relate such information.
- A First Report of Injury (FROI) should be completed by the employee or by the employee's supervisor at HR Employee Self Service within 24 hours of the illness or injury. It is the obligation of the supervisor or a departmental designee to promptly notify the Benefits Office when the injured employee is missing time from work because of the injury. The UI Occupational Health Clinic will not do this, and Patient Status Reports alone are not sufficient notification. Any change in missed-time status, such as return to restricted work duties or a return to full duties, should be reported to the Benefits Office as well.
- Injuries are reported by the University Benefits Office to the Workers Compensation Administrator, who determines whether an injury is compensable. If the injury is compensable:
- Any necessary and authorized hospital and medical services incurred in connection with the injury are provided. Subsequent changes in hospital or medical services may be requested through the University Benefits Office, but must have authorization by the Workers Compensation Administrator. Increased expenses following such changes are limited to the amounts approved.
- The injured staff member receives compensation as determined in accordance with the Iowa Workers' Compensation Act; and upon receipt of information that an occupational injury or illness will result in a staff member being unable to work for three or more days, the University Benefits Office will inform the staff member of the different options available with which to be compensated. At this time, a decision will be made in writing by the staff member and this decision will remain unchanged for the time missed due to this injury or illness.
The different options with which to be compensated are:
- Workers' Compensation Only: The faculty or staff member will receive approximately two-thirds of salary from Workers' Compensation, none of which is taxable; no hours of sick leave/vacation are used; no retirement benefits accrue for these days.
- Workers' Compensation Supplemented with Sick Leave/Vacation: The faculty or staff member will receive approximately two-thirds of salary from Workers' Compensation and one-third from the University which is charged to sick leave/vacation usage; only the University portion is subject to taxes. Under this option, the amount of the Workers' Compensation benefits paid to the staff member will be reduced from subsequent pay checks in order to reimburse the University for the salary advanced which has exceeded the current salary rate. In the event the individual is no longer in pay status, it will be necessary for the individual to reimburse the University for any overpayments received.
- In no case during the period of disability shall total payments exceed the staff member's current salary rate.
- The University Benefits Office keeps a record and file on each case reported and furnishes such doctor and hospital reports as may be required.
- Before returning to work, the staff member shall provide a statement to his or her department from the appropriate medical authority releasing that individual to return to work. In order to prevent an overpayment of benefits, the department must notify the University Benefits Office immediately upon the staff member's return to work.
(See also II-22 Extreme Weather Protocol; II-12 Drug Free Environment; II-26 University Employee Health Clinic; II-25 Health Protection Office.)