Purpose

Lindenwood University (the “University”) complies with all state laws and regulations regarding workers’ compensation. This policy addresses workers’ compensation coverage for employees.

Scope

This policy applies to University employees, subject to applicability and eligibility set forth in detail below.

Policy

1. Employee Eligibility
   • All employees may be eligible for workers’ compensation benefits.
   • Employees who become injured or ill from work-related causes may be covered under the workers’ compensation policy. Injuries and illnesses that are not work-related or do not occur during working hours are not covered by workers’ compensation.
2. Employee Notification Requirements
   • Employees should notify the Director, Benefits or Human Resources in the event that an injury or illness occurs from work-related causes.
   • If work-related injuries or illnesses require immediate medical assistance, employees should contact 911 to obtain emergency medical services. After receiving medical care, employees must report work-related injuries and illnesses as soon as possible. If circumstances prevent employees from contacting the University, someone acting on the employee’s behalf should contact the Director, Benefits.
   • If work-related injuries or illnesses don't require immediate medical assistance, employees must report all work-related injuries and illnesses to Director, Benefits within 24-48 hours.
   • The Director, Benefits will work with the employee to report the injury or illness. Employees may be asked to speak with a representative from the workers’ compensation vendor to provide additional information about the injury or illness. In order to receive workers' compensation benefits, employees must comply with the issuer’s instructions, including how to obtain medical treatment. Employees might not be entitled to obtain medical treatment from their usual healthcare provider or at medical facilities of their choice, depending on state law. Employees may be subject to a drug and alcohol screening during post-incident testing.
3. Pay and Benefits
   • Under applicable law, employees may not be eligible for workers' compensation benefits unless work-related injuries or illnesses prevent employees from working for a specified number of days, called the benefit qualifying period. Employees will be required to use accrued vacation/sick time during the benefit qualifying period.
   • If employees are unable to work beyond the benefit qualifying period as a result of a work-related injury or illness, employees may receive wage-replacement income up to a maximum amount established by law. If employees are unable to work for more than the number of days provided by law, employees receive wage-replacement benefits from the date employees' work-related injury or illness first occurred.
4. Coordination with Leave Policies
   • The University will notify employees who are covered by workers' compensation if their absence from work is subject to the federal Family and Medical Leave Act. For more information, see the University’s family and medical leave policy.
   • Employees are expected to return to work when employees' treating health-care provider indicates that employees are fit to return to work. In some cases, employees are authorized to return to work, but aren't able to perform all of their previous job duties. The University discusses with employees whether alternative or light-duty positions are available for employees who are not able to perform all of their previous job duties.
5. Anti-Retaliation
   • The University doesn't discriminate or retaliate against employees who have filed legitimate workers' compensation claims. The University doesn't take or threaten any action to compel or persuade employees not to file a workers' compensation claim.
6. Violations of Workers’ Compensation Policy
   • Filing a fraudulent workers' compensation claim or engaging in fraudulent representations with respect to workers' compensation claims or benefits are serious offenses. Employees who engage in such fraudulent activities are subject to disciplinary action, up to termination, according to the University’s discipline policy. Employees who use workers' compensation for illegal purposes also can be subject to appropriate legal action.