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Layton City Policy

Personnel Policy Manual

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3207 - Workers Compensation

Layton City employees experiencing job related injury or illness are covered by workers' compensation insurance, as provided for by State Law.

Reporting Job Related Injuries and Illnesses

All job related injuries and illnesses should be reported in a timely manner: 

  • Minor injuries and illnesses should be reported to the employee's supervisor immediately, and prior to obtaining medical treatment.

Serious injuries, illnesses and fatalities should also be reported to the Department Director and, Assistant City Manager (risk manager) or City Manager immediatelyThe City is required to notify UOSH by telephone at (801) 530-6901 of all fatalities and disabling and serious injuries within eight (8) hours of occurrence.  An injury or illness shall be considered serious if it involves a fracture, loss of consciousness, or requires inpatient hospitalization. 

The Employee Accident Report along with the Supervisor’s Supplemental Report should be completed and forwarded to Human Resources within two (2) business days of the occurrence. If the employee is unable to complete the employee section for any reason, the supervisor should complete the form.  Submit to the Human Resource Division the Section 111 CMS Form if the incident has an injury to an employee.  This report will only be submitted to the Human Resource Division.

The Employee Accident Report and Supervisor's Supplemental report should be reviewed and signed by both the supervisor and department director prior to being submitted to Human Resources.

Those employees not reporting injuries within the specified time period may forfeit any rights to compensation under workers compensation law.

Treatment of Job Related Injuries or Illnesses

All employees should obtain initial treatment of job related injuries and illnesses from one of the designated health care providers below, except in the event of a life or limb threatening emergency.  In the event of a life or limb-threatening emergency, employees should be sent to the nearest hospital emergency facility with the capability to treat the injury or illness.  Whenever an employee receives hospital emergency room care, the supervisor should see that the physician is provided a Patient Information Form, and that this form is completed by the physician and returned to Human Resources upon the employee’s release from the emergency room.

Injuries or illness occurring - Monday through Friday:

Work Care
2102 North 1700 West #103
Layton, UT  84041
Hours: 8:00 am – 5:00 pm, M-F

WorkMed
2075 North 1200 West
Layton, Utah 84041
Hours: 7:30 am – 3:30 pm, M-F

Injuries or illness occurring - Monday through Friday after 5:00 pm until 9:00 pm and on Saturday and Sunday from 9:00 am to 5:00 pm:

Intermountain Layton Instacare
2075 North 1200 West
Layton, UT 84041

Injuries or illnesses occurring outside of the days and hours listed above:

McKay-Dee Hospital
4401 Harrison Blvd
Ogden, UT 84409

Davis Hospital & Medical Center
1600 W. Antelope Dr.
Layton, UT  84041

Treatment of Significant Exposures

Employees with significant exposures to potentially infectious material should complete an Exposure Report Form and go directly to either facility listed below, preferably within one to two hours of exposure:

McKay-Dee Hospital
4401 Harrison Blvd
Ogden, UT  84409

University of Utah Hospital
50 N. Medical Drive
Salt Lake City, UT  84132

Changing Physicians

After being seen by the designated health care provider, the employee may change to a physician of his/her choice one time.  Further changes would require specific authorization from the workers’ compensation carrier.  If an employee is treated by an unauthorized medical provider, the employee will be responsible for payment of that treatment.

Workers' Compensation Leave

Employees who are qualified for workers compensation benefits and unable to attend work because of job related injury or illness are subject to the FMLA policy and are required to supplement workers compensation benefits with accrued sick leave and then accrued annual leave to receive their regular amount of pay.  Employ­ees continue to receive all benefits.  Once sick and annual leave balances are exhausted, the employee remains on FMLA leave and continues to receive any workers compensation benefit he/she is eligible for.  Employee benefits are handled in accordance with the FMLA.

If an industrial injury or illness causes total temporary disability (i.e., the employee cannot perform any work tasks for the City) as verified by the authorized Medical Provider, the employee receives weekly wage replacement equal to 66 2/3% of the employee's weekly wages at the time of the injury after being off work for three (3) days.  Employees are required to use their accrued sick leave and then accrued annual leave to receive their regular amount of pay.  Once employees receive their benefit for workers compensation the benefit must be signed over to the HR Division to reimburse the employees sick leave bank.  If an employee exhausts their sick and annual leave and continues to receive a worker's compensation benefit the employee may keep the benefit or sign over the benefit to the HR Division as described above.

Employees with a work related injury incurred by an act of violence, either purposefully perpetrated by an individual or from an external force in the line of duty, may seek restitution to make their weekly wage replacement equal to 100%.  If the employee chooses to seek restitution the employee will then be required to sign over the restitution benefit to the HR Division.  The benefit will then be reimbursed into the employees sick leave bank.  If the employee exhausts their sick and annual leave bank and chooses to seek restitution to make their weekly wage replacement equal to 100%, the employee can then keep the benefit or sign over the benefit to the HR Division as described above.

Under no circumstances should an employee be permitted to receive more net income as a result of a job-related injury or illness than he or she received prior to the injury or illness.  Net income is defined as gross income less any required deductions. 

If, during working hours, an employee has an appointment scheduled with a medical services provider related to a workers compensation illness or injury, that employee is expected to take sick leave just as if it were for any other illness or injury.

Employee Rights to Return to Work

In instances where employees are disabled through the course of their employment, and are covered by workers compensation, the employee's right to return to work is governed by the Family Medical Leave Act (FMLA).  (See Policy 3202)

Further Absence After Returning to Work

When an injured employee is released by a physician to return to work, and then requires further absence due to the same injury, he/she will be required to return to a physician for follow-up and a subsequent release to return to duty.

Enacted, 7/22/1993
Amended, 4/5/1995
Amended, 1/1/1996
Amended, 12/9/1993, Previous Policy,
Amended, 2/12/1996, Previous Policy,
Amended, 3/28/2001, Previous Policy,
Amended, 2Minor Edit, 2/26/2004
Minor Edit, 3/3/2004
Amended, 11/8/2005, Previous Policy 3207
Amended, 8/29/2006, Previous Policy 3207
Amended, 3/17/2008, Previous Policy 3207
Amended, 4/1/2008
Amended, 4/1/2008
Amended, 9/28/2009, Previous Policy 3207
Amended, 12/28/2009, Previous Policy 3207
Amended, 12/5/2012, Previous Policy 3207
Amended, 5/14/2013, Previous Policy 3207
 




 
 
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