He told me exactly where things stood and notified me of anything I needed to know along the way. Thank you, Sherry Steve Terry Case Ina wheel-chair-bound woman was using an inclined wheelchair lift at her group home to ascend a flight of stairs. When lift was designed with a safety gate on the back that was supposed to pop up and lock into place and prevent wheelchairs and their occupants from rolling off the back of the platform.
When medical care is required away from campus, the employee reports to the nearest medical provider walk-in clinic for minor injuries. For a serious injury, should be called in order to secure immediate medical attention at the nearest emergency department.
Time spent in the initial medical visit due to a compensable work-related injury is considered work time. For procedure details and step-by-step instructions please click here.
Upon being advised of the injury, the supervisor on duty at the time of the injury is to report immediately to the scene of the accident, as appropriate, to ensure prompt medical attention for the employee s involved and to address any safety hazards which may have caused or contributed to the injury.
It is essential that the supervisor complete the web based form or "First Report of Work Injury" form within 48 hours.
In addition to completing the form, the supervisor is to inform Risk Management of the names of any persons who may have witnessed the injury. Special Considerations for care outside of the Occupational Health Clinic For employees who work off campus or out of state: In the event of a serious injury, report to the nearest Emergency Department.
For all minor injuries, the injured employee may be evaluated at the nearest walk-in clinic for an initial medical evaluation. If follow up medical treatment is necessary, employees are asked to contact Risk and Insurance Management for a panel of authorized physicians from which to choose.
All employees, on campus or off, are to inform the medical provider treating them that they are being treated for a work-related injury. Lost Time from Work If an employee is unable to return to work following a work-related injury, the supervisor is responsible for notifying the Office of Risk and Insurance Management.
Once the employee is scheduled to return to work, the supervisor is to notify the Office of Risk and Insurance Management. This process is coordinated through the payroll department. Time away from work is considered leave time and is covered by the policies for FMLA and Non-FMLA leave if the time has been requested and approved consistent with these policies.
There is no special leave status for work-related injuries. Eligibility for Return to Work Program Vanderbilt University recognizes that returning employees to work following a compensable work-related injury benefits both the employee and the employer.
An employee must be in a regular or term staff position.
In addition, employees in positions supported by grants, contracts, or other sponsored programs that have specific requirements or restrictions may not be eligible for the Return to Work program depending on their terms.
Employees should consult with Risk Management to understand how temporary disability benefits will be impacted. Process for Return to Work Program Once notified of a work-related injury, the VOHC will determine from the health care provider if the employee can return to work with or without restrictions.
A Return to Work Form will be used by the health care provider to indicate and outline specific restrictions and the duration of those restrictions.
The parameters of the Return to Work program and the expectations will be given to the employee by a representative of the VOHC.
If the health care provider determines that the employee can return to work with restrictions, then the Return to Work Coordinator can assist the home department with identifying modified duty, as appropriate. Any continuous medical leave related to a work-related injury does not count toward the 90 calendar day time frame; all other leaves unrelated to the work injury will not alter the 90 calendar day time frame.
If the employee is not expected to return to regular job duties by the end of the RTW program the employee should be referred to EAD and their Human Resources Consultant for further assistance.
Any questions regarding this program should be referred to the VOHC. This policy is intended as a guideline to assist in the consistent application of University policies and programs for employees.
The policy does not create a contract implied or expressed, with any Vanderbilt employee, who are employees at will. Vanderbilt reserves the right to modify this policy in whole or in part, at any time, at the discretion of the University.
Approved by Traci K. In compliance with federal law, including the provisions of TITLE IX of the Education Amendments ofSections and of the Rehabilitation Act ofand the Americans with Disabilities Act ofVanderbilt University does not discriminate on the basis of race, sex, religion, color, national or ethnic origin, age, disability, or military service in its administration of educational policies, programs or activities; its admissions policies; scholarship or loan programs; athletic or other University-administered programs; or employment.
In addition, the University does not discriminate on the basis of sexual orientation consistent with University nondiscrimination policy.The award winning injury lawyers at Bond & Taylor have the experience and resources required to win cases.
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Every report of an accident or injury submitted through the Online Accident Reporting System (OARS) is reviewed by EH&S to determine whether or not the incident needs to be recorded on the UW's Log of Work-Related Injuries and Illnesses. Buckfire Law is a top-rated personal injury law firm dedicated to helping people who have suffered serious injuries and harm.
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The policy is not intended to be a substitute for medical coverage and certain states may require the insured to have medical coverage to enroll for the coverage.