Human Resources Policy Manual

<<  Section 16: Employment Related Accident or Illness (ERA/I)  >>
  1. General Policy
  2. Procedure

  1. General Policy

    1. The Report of Incident Form must be submitted by the supervisor to the divisional Occupational Injury Clinic or divisional Occupational Health Services Office.

    2. Paid time off is granted, up to a maximum of 3 days, for each initial absence due to work related accident or illness, provided coverage is approved by the Workers' Compensation Claims Department.

    3. Full-time staff members receive full salary during ERA/I leave. Full-time staff who work less than 37.5 hours and part-time staff who work on a regularly scheduled basis are granted ERA/I leave with pay on a pro-rated basis. Limited-time, temporary and casual staff are not eligible for ERA/I leave with pay.

  2. Procedure

    1. After the 3-day ERA/I leave is exhausted, staff members have the option of charging further required absence to accrued vacation. Otherwise, they will be placed on leave of absence without pay.

      During any period of paid vacation leave or unpaid leave, staff members retain any Workers' Compensation payments for lost wages.

      Supplement to Workers' Compensation Benefit

      1. Staff members approved to receive Workers' Compensation benefits for lost wages and who are unable to work can elect, in writing, to supplement the benefit first with accrued sick leave and then accrued vacation leave.

      2. When the election is made, paid leave will accrue on a pro rata basis that is based on the percentage of sick or vacation leave used to supplement the Workers' Compensation benefit for lost wages.

    2. After returning to work following an absence due to work related accident or illness, absence from work for therapy or medical treatment will be charged to leave for work related accident/illness (see Form 210). The maximum leave to be charged per visit is two hours and payment for the leave is coordinated by the Workers' Compensation Claims Department. This intermittent leave may qualify as Family and Medical Leave that shall run concurrently.

    3. If determined to qualify as Family and Medical Leave, the ERA/I time off under Workers' Compensation and Family and Medical Leave shall run concurrently.