3.81 Reporting Work-Related Injuries & Workers’ Compensation
To establish the expectation that employees promptly report work-related injuries and to provide information about the college’s workers’ compensation procedures to ensure employee safety.
Any injury or illness, even a minor one, incurred as a direct result of an employee’s job duties, must be reported to the college by the employee. On-the-job injuries and illnesses may be covered by the college’s workers’ compensation insurance program, which is prescribed by Missouri law.
Employees must notify their supervisor as quickly as possible of all job-related accidents and/or injuries so their supervisor can complete the Accident/Injury Report. For debilitating injuries, medical care is the priority and forms will be completed as soon as possible.
When an employee is injured on the job and seeking workers’ compensation, the college has the right and obligation to direct the employee’s medical care. There are required procedures the college must follow when treating work-related injuries. Medical care provided through an employee’s private physician may not be approved or paid for by the college. Administrative services will assist the employee after an injury or illness to ensure their safe return to work.
Supervisors or their designee must complete the Accident/Injury Report and submit it to the safety and security department within 24 hours of the incident (or the next business day).
For non-debilitating injuries, the supervisor or their designee should contact the administrative services department during business hours for a workers’ compensation physician referral or the employee may be directed to an urgent care clinic or emergency center.
For debilitating injuries, supervisors or their designee should contact 911 and the safety and security department. Supervisors or their designee should complete the Accident/Injury report as quickly as possible.
Supervisors are required to document on the Accident/Injury Report form, any refusal by the employee to obtain medical treatment. The documentation shall be forwarded to the safety and security department as soon as possible.
Following treatment, it is the supervisor’s responsibility to ensure the appropriate documentation is completed and forwarded to administrative services.
Restricted Duty Assignments
Restricted duty is considered when Administrative Services receives the following information from the workers’ compensation physician:
a. Current physical or other medical limitations relating to the performance of essential functions of the job and/or;
b. Expected period of temporary restrictions.
The college supports restricted duty as prescribed by the workers’ compensation physician if the employee’s restricted limitations fulfill the requirements of their job description and the limitations will not pose a hindrance to recuperation or an increased risk of re-injury. Employees will not be placed on restricted duty if their condition or restricted duty limitations would pose a safety or health hazard to the college community.
If an employee does not want to work in a restricted duty capacity when authorized to do so by the medical provider, or feels they are unable to do so, the employee must use accrued leave time during their absence.
Employees who are unable to work or are on restricted duty due to a workers’ compensation injury or illness, must comply with the restrictions and orders provided by the designated workers’ compensation physician. Failure to follow medical orders may result in the loss of rights under the Workers’ Compensation Program and disciplinary action up to and including termination.
Additionally, employees who are unable to work or are on restricted duty due to a workers’ compensation injury or illness, are restricted from working any outside employment unless specific approval has been requested and received in writing from their supervisor and in coordination with Administrative Services. Employees who engage in outside employment without approval may be subject to disciplinary action up to and including termination.
As part of the worker’s compensation procedures, and in accordance with the college’s 3.47 Alcohol and Drug Free Workplace policy, all employees seeking benefits will be administered a post-accident drug and alcohol test. If an employee refuses to take a post-accident drug and alcohol test or tests positive, it will be grounds for disciplinary action up to and including termination.
An employee may be responsible for medical expenses, or have benefits reduced or denied, if using alternative services outside of the college’s direction, failing to timely report an incident, or failing to follow college policies at the time the injury occurred.
The college’s Health and Wellness clinic located on the Springfield campus is not an occupational injury clinic. Employees should not seek care at the clinic for work-related injuries.
When an employee is out of work due to a work-related injury or illness and is receiving workers’ compensation benefits, they may also be eligible for leave under the Family and Medical Leave Act (FMLA). If the employee is eligible for leave under FMLA, that unpaid leave will run concurrently with the workers’ compensation leave.
Not Seeking Workers’ Compensation
If an employee is injured on the job, they may elect to waive workers’ compensation benefits. However, the employee is still required to notify their supervisor, the safety and security department and have their supervisor complete the Accident/Injury Report within 24 hours of the incident. In accordance with the college’s 3.47 Alcohol and Drug-Free Workplace policy, an employee that has elected to waive workers’ compensation may still be administered a post-incident drug test.
Workers’ Compensation Payments
Employees who are totally disabled from work due to a compensable injury or illness will receive temporary total disability payment at a rate of approximately two-thirds (2/3) of their regular salary.
Employees may use accrued sick and/or vacation time for the remaining one third (1/3) not paid by workers’ compensation insurance. Total payments from workers’ compensation and the employee’s accrued leave will not exceed more than 100 percent of their regular monthly salary when they are off work due to a workers’ compensation injury or illness. It is the college’s responsibility to ensure that no employee receives more than 100 percent of their regular monthly salary when they are off work due to a workers’ compensation injury or illness.
If an employee’s regular monthly salary has already been paid for the time period in which the employee has been or will be paid by workers’ compensation, the college has the right and obligation to deduct the amount paid by workers’ compensation from the employee’s next paycheck.
Restricted duty is defined as any job, work assignment or duty that an employee, limited from their regular assignment is qualified for and physically and mentally capable of performing as prescribed by the workers’ compensation physician.
This policy is maintained under the authority of the Vice Chancellor for Administrative Services.
F. Related Policies
Purpose, procedures, responsibilities, and definitions approved and adopted by the chancellor’s cabinet on 9/23/20.
Policy approved and adopted by the board of trustees on 2/23/98 and revised 12/08/03, 1/09/06, and 10/12/20, and 12/19/23. Set for review in fiscal year 2026-2027.