Workers' Compensation | General Information
Workers' Compensation is an employer paid benefit that provides you with medical, compensation, and supplemental job displacement voucher (SJDB) benefits if you are injured on the job or become ill because of your work.
Sedgwick Claims Management Services (Sedgwick CMS) is San Francisco State University's Workers' Compensation claims administrator.
Reporting My Injury:
1. Tell your appropriate administrator (Chair/Supervisor) about your injury immediately.
2. Contact Environment, Health, and Safety at 415.338.2565 for a referral to one of our occupational clinics and to complete Workers' Compensation claim paperwork.
In all cases NOTIFY your Supervisor of your injury or illness immediately!
Workers' Compensation | Medical Treatment
Effective January 1, 2017, injured workers can elect to treat at Kaiser on the Job. Please contact EHS at 415-338-2565 for a referral.
The following procedures must be followed by the supervisor when a work-related illness or injury has occurred in the work place.
1. Arrange for appropriate medical treatment for the employee.
2. Contact EHS to report the injury, and provide updates regarding the employee's work status.
- Report the injury as soon as possible. Serious injuries and illnesses must be reported to Cal-OSHA within 8-hours, regardless of the day or time the Supervisor was notified. After hours, contact UPD to report the injury.
- Keep the Workers' Compensation team informed of all updates to the employee's work status, including: off duty status, releases to light and full duty work.
- Provide the Workers' Compensation team with copies of all reports and notes from the treating physician(s).
3. Complete the Supervisor/Manager/ Chair section of the 'Work Related Report of Injury/Illness Form' (page 2) .PDF
- Fax or e-mail a copy to EHS as soon as possible, but no later than 24 hours from the date the injury is reported to the Supervisor. EHS will send the employee the DWC1 form after the injury is reported by the Supervisor.
If an employee receiving IDL benefits is released by the physician to full-time employment and subsequently loses work time for doctor’s appointments, physical therapy etc., such absences shall be charged to the employee’s leave credits consistent with CSU policy on reporting of absences for non-exempt and exempt employees.
It is the CSU’s policy that the first visit to a MD following an injury is not counted against sick leave. The reference for this policy is found in the following Technical Letter: - http://www.calstate.edu/HRAdm/pdf2010/TL-BEN2010-04.pdf.
Return to Work
The Return to Work (RTW) Guidelines are designed to assist in providing temporary transitional work assignments to employees unable to perform their usual jobs due to temporary injuries and/or illnesses.
· San Francisco State University creates safe and productive work opportunities for employees with temporary injuries and/or illnesses.
· San Francisco State University utilizes a collaborative, consultative, decision-making process incorporating services of Disability Programs, Human Resources, Environment, Health, and Safety and other University areas as appropriate.
· Treating physician releases employees to temporary transitional work.
· Employees provide University with a primary treating physician’s description of temporary work restrictions.
· Employees and supervisors engage in the interactive process to identify and create temporary transitional work assignments that conform to the temporary work restrictions.
· Supervisor determines start date for temporary transitional work assignment, documents the assignment and supervisor and employee sign and dates the assignment.
· Supervisor provides the employee and Environment, Health, and Safety with a copy of the assignment.
· Employee starts temporary transitional work assignment as agreed upon
· Supervisor reviews/modifies and supports employee in the return to work program
· Temporary Transitional Work assignment concludes at 3 months, and employees are referred to Disability Programs
· Productive and engaged workforce.
· Recognition of employee skills and abilities.
· Decreased wage and benefit loss due to uncompensated time away from work.
· Collaborative contribution to a safe, healthy and productive University.
· Timely, comprehensive and effective assistance, which supports the healing process
Victoria Ramos, Manager, Workers' Compensation