EGUSD Risk Management

 

EGUSD Employees - Worker's Compensation

Worker's Compensation

When an employee is injured or suffers a work-related illness, the district is committed to ensuring the employee receives the best medical treatment available. There are legally required posters at each worksite which describe in more detail employee's rights under Worker's Compensation.

Welcome to the Department of Industrial Relations

Workers' compensation benefits are designed to provide you with the medical treatment you need to recover from your work related injury or illness, partially replace the wages you lose while you are recovering, and help you return to work. Workers’ compensation benefits do not include damages for pain and suffering or punitive damages. For guidance, the Department of Industrial Relations has created this website.

Employee Notifications

Physician Designation

If you are injured or become ill as a result of performing your job, you have the right to be treated by your personal physician.  In order to be treated by your personal physician, the following conditions must be met:

1.  The District provides non-occupational group health coverage (which we do).
2.  The physician...

  • is your regular physician or surgeon (M.D. or D.O.) (licensed pursuant to the California Business and Professions Code, Section 2000, et.seq.);
  • is your primary care physician;
  • has previously directed your medical treatment;
  • retains your medical records, including your medical history; and
  • agrees to treat you for work related injuries.

3.  You have designated your personal physician prior to any work-related injury or illness.

If you wish to designate your personal physician, please complete the 899 Physician Designation Form (Employee Intranet) .PDF EMPLOYEE section and have your physician complete the PHYSICIAN section of the form below, and return form to the Risk Management Department, 9510 Elk Grove Florin Road, Elk Grove, CA  95624.  This designation shall remain in effect during the tenure of your employment with EGUSD, unless revoked or changed by you or your physician, or there is a change in the law.  Original signatures only please, no faxes or emails.

Additionally, you may designate a personal chiropractor or acupuncturist as your physician. Chiro & Acu Form (Employee Intranet).PDF

Reporting a work related injury or illness

Report immediately to the Field Intervention Nurse (FIN) at 801-9908 and also to your supervisor. Seek treatment immediately if urgent.

Filing a Claim

  • Report of Injury The employee is to immediately report any work-related injury/illness to the Field Intervention Nurse (FIN) at 801-9908.  Should the employee be incapable of notifying the FIN, the responsibility shifts to the supervisor/administrator.  Signs with information about the FIN are posted throughout the district.
  • Supervisor Report of Injury When an employee alleges injury on the job, the Risk Management Department will ask the supervisor to complete a “Supervisor Report of Injury” Form.  It is important that the supervisor investigates what happened, including interviewing the employee, and completes the form.  The employee is not to complete the form – only the supervisor!
  • Medical Support Nurse Depending upon the severity of the injury/illness, a registered nurse may be assigned to an injured employee’s case to ensure there is effective medical treatment, particularly during the first 30 to 90 days of recovery and claim development.  The Medical Support Nurse provides support and facilitates communication between the employee, the physician and the claims administrator.
  • Claims AdministratorAll claims for workers’ compensation are administered by a claims administrator who ensures that the employee receives all benefits he/she is entitled to under the Labor Code including medical treatment and disability payments.
  • Physician Notes - The employee is responsible to submit directly to Risk Management a note from his/her physician for each visit.  Failure to do so in a timely manner may result in complications in the receipt of certain benefits.
  • Transitional DutyThe focus of our return-to-work program is to promote and facilitate healing.  Returning injured employees to work during the period of recovery from the injury means that any modification or accommodations to the job for restrictions prescribed by the physician are to promote and facilitate healing, not impede it.  This period of modification or accommodation serves as a transition from injury back to full duty and is called Transitional Duty.  Upon receipt of a physician’s prescribed restrictions, Risk Management will contact the supervisor.  If there are limitations on the essential functions, the supervisor and employee discuss any modifications or accommodations that may or may not be made.  The supervisor reports back to Risk Management.  Because Transitional Duty is designed to accommodate an employee’s medical condition during the period of recovery, Transitional Duty is temporary and is limited to a period of 60 workdays.  Risk Management will then provide the employee with a Work Status Report documenting the decisions made.
  • Interactive Process When an employee’s medical condition is permanent and stationary and/or temporary total disability payments are terminated according to the Labor Code, the employee is invited to participate in the Interactive Process.  This process guarantees employees their rights under the California Fair Employment and Housing Act and the Americans With Disabilities Act.  The Interactive Process is communication between the district and the employee regarding the extent to which reasonable accommodation may be permanently provided.

Transitional Duty

What is Transitional Duty?

Transitional Duty is designed to promote and facilitate your healing.  It is designed to compliment and reinforce treatment prescribed by your physician, and is based upon the impairments and/or restrictions in your skills and abilities determined by your physician.  Given this information from your physician, your supervisor will work with you in determining if Transitional Duty can be provided.  You, your supervisor and the Risk Management Department will monitor the suitability of each assignment.

For example, let’s say your physician has determined that you are impaired in lifting, and during the period of recovery prescribes that you should not lift more than 10 pounds.  Your supervisor will work with you in determining if the impairment/restriction limits the performance of any of your job’s essential functions.  If there is such limitation, then you and your supervisor will discuss if there is some way your duties can be modified temporarily so you can continue working.   If such modifications are made, then you will be working Transitional Duty.

Transitional Duty allows you to keep working while you continue to heal.  Medical research has established that people usually recover from an injury faster if they remain active and continue to work within the physician’s restrictions.

How long does Transitional Duty last?

Transitional Duty lasts for a period of 60 workdays.  During this period, if your condition does not substantially improve, or if by the end of this period your physician has not determined that your condition has reached Maximum Medical Improvement (MMI), such that you will be able to regularly perform the essential functions of your job with or without reasonable accommodation, then you will be placed off work until a permanent decision can be made.  

If - while you are working Transitional Duty - your physician determines you have reached MMI, and prescribes impairment/restrictions that limit your skills/abilities to perform one or more essential functions of your job, you may be placed off work until a permanent decision can be made.  In other words, impairment/restrictions prescribed as part having reached maximum medical improvement means that such impairment/restrictions are permanent.  Therefore, a decision has to be made about whether you can be reasonably accommodated permanently.  You have the right to participate in that decision-making process, called the Interactive Process.  You will be invited by the Risk Management Department to participate in the Interactive Process.

Can I be accommodated?

If you have a medical condition which limits your abilities to perform one or more essential functions of your job, you may be entitled to certain civil rights under the California Fair Employment and Housing Act (FEHA), and the federal Americans With Disabilities Act (ADA).  According to these statutes, you have the right to be free from discrimination on the basis of a disability.  In order to protect your rights, we are required to engage in “an informal interactive process.”  Basically, this means that we need to communicate with each other about your medical condition or disability, and if there are forms of reasonable accommodation which would enable you to perform the essential functions of your job.  If you’d like to learn more about your rights, reasonable accommodation, or participate in the Interactive Process, you may complete a Request for Reasonable Accommodation form, or contact the Risk Management Department at 916-686-7775. The Request for Reasonable Accommodation form is available here or in the Risk Management Department

How will I know my Transitional Duty status?

Documentation from each physician visit will be processed in terms of Transitional Duty.  The results of any decisions in this regard will be documented on a Work Status Report (WSR), which you will receive from the Risk Management Department.  Please be sure to carefully read each and every WSR.  You have 10 days from the date of the WSR to make any corrections, otherwise it will be deemed accurate.

Disability Rights

If you have a medical condition which limits your abilities to perform one or more essential functions of your job, you maybe entitled to certain civil rights under the California Fair Employement and Housing Act (FEHA) and the federal American with Disabilities Act (ADA). According to these statutes, you have the right to be free from discrimination on the basis of a disability. You also have the right to participate in an informal process designed to protect you from discrimination on the basis of a disability, called the Interactive Process. If you would like to learn more about, or participate in the Interactive Process, please do not hesitate to contact the Risk Management Department at (916) 686-7775.


Contact Information

Worker's Compensation (Employee Last Name A-K)
Monica Johnson, Technician I Click to Email
916.686.7797 x7375

Worker's Compensation (Employee Last Name L-Z)
Linda Burkhart, Technician II Click to Email
916.686.7797 x7240

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