Workers Compensation Procedures For Naf Supervisors Emergency Kit (Page 4 of 21) in pdf

EMPLOYEE RESPONSIBILITIES & BENEFITS

It is the employee’s responsibility to report any injury or illness, no matter how slight, to their immediate

supervisor. An injured or ill employee is responsible for notifying their supervisor of a “return to work” date

or a “return to light duty” date with any medical restriction. The injured employee must attend all medical

appointments and must inform their supervisor on a regular basis of their condition and any change in

status. The employee turns in all bills, forms, work restrictions, Doctor’s notes, etc. received by them to

their supervisor or the Human Resources Office.

The employee is entitled to receive Workers’ Compensation benefits when absent from work. The

compensation benefit will not include payment for the first 3 days the employee is out of work, unless the

period of disability exceeds 14 days. In that event, the first 3 days are paid retroactively. Employees

losing time from work can expect a benefits payment every 14 days. An injured employee with a Regular

employment category may also choose to have the compensation benefits supplemented by sick leave,

but not to exceed 100% of employee’s base wage. A completed OPM Form 71, Request for Leave or

Approved Absence must be completed by the employee with the dates of lost time and annotate following

remark: “Supplementation of any workers’ compensation benefits due” and sends the approved OPM

Form 71 to the HRO. Call the HRO for guidance if the employee requests this.

REDUCTION OF COSTS

Your assistance is needed to enable employees to return to work as soon as their physician gives them

approval and ultimately to help reduce the compensation costs to our activities. Supervisors must be

willing to accommodate employees with suitable light or limited work assignment, to include:

a. part-time work

b. light duty work to accommodate medical limitations and/or restrictions

c. assign the employee to duties that he/she can perform

Don’t deny the employee a placement except for the most compelling reasons. If you must deny

placement of a medically approved, limited duty employee, you must document by memo the reason and

forward to the HRO. Remember, the longer the person is out of work, the harder it is to get them back to

work. You can reduce the claim by up to 30% if you get them back to work right away, even if its only light

duty.

It is the supervisor’s responsibility to document any evidence of fraudulent or malingering claims. Ask

questions, make detailed notes, and have witnesses write statements and contact the HRO. Your role in

reducing compensation costs is critical.

The AF has an Early Intervention Case Management Program which is designed to assist NAFI’s and the

injured employee following a work-related injury. If an employee has lost time, a Nurse Case Manager

(NCM) may be assigned.

Workers Compensation Procedures For Naf Supervisors Emergency Kit Page 4