2.21 Workers’ Compensation (for U.S. and Canada Only)

Workers’ compensation is a state- or province-mandated program that uses employer funds to pay for occupational injuries and illnesses. Requirements vary in each state or province. Any Church employee who is injured or becomes ill as a result of and in the course of employment may be eligible for workers’ compensation. The following procedures will assist managers and supervisors in ensuring that eligible workers receive workers’ compensation benefits.

2.21.1 Before an Incident

Train all personnel concerning emergency response procedures.

• Familiarize supervisors and other safety personnel who will respond to injuries and occupational illnesses with the names and locations of the contracted medical providers in your area specializing in the treatment of industrial injuries and illnesses. Consult the Risk Management Division for assistance.

  • Some states allow injured workers to choose to receive treatment from other medical providers; however, not all medical professionals treat injuries related to workers’ compensation.

  • If an employee chooses treatment outside the provider network, he or she may be required to seek prior approval from the claim adjuster and pay disputed charges.

  • Only in emergencies should workers receive treatment in hospital emergency rooms.

• Inform employees of their rights as injured workers by posting notices and reviewing information updates with employees. Managers and supervisors are responsible for ensuring that this information is appropriately displayed in compliance with local regulations.

2.21.2 Procedures Following an Incident

1. Employee reports incident to supervisor.

   • Church employees must immediately report an injury or occupation-related illness, no matter how minor, to their supervisor. If employees fail to do so within the time required by law, they could reduce or lose their workers’ compensation benefits.

2. Employee seeks medical assistance.

   • Seek appropriate medical assistance. This may include first aid or treatment at industrial clinics or from another provider. Remember, limit treatment in hospital emergency rooms to emergencies only.

3. Supervisor reports illness or injury.

   • Within 24 working hours of an incident, the employee’s supervisor or designated safety representative should report any incident using incidents.ChurchofJesusChrist.org.

   • Supervisors in North Dakota, Ohio, West Virginia, and Wyoming must contact their state workers’ compensation offices.

   • Supervisors in Canada must report the incident through the appropriate provincial workers’ compensation offices.

   • Be prepared to report the following information:

   • Claimant (injured worker) information

     • Employee ID number

     • Full name: first, middle initial, last

     • Home telephone number

     • Home address, city, state, zip, county

   • Incident information

     • Description of incident or illness

     • Cause of incident (slip, spill, fall, etc.)

     • Primary body part involved (finger, left hand, right hand, etc.)

     • Specific nature of incident (burned, cut with knife, exposed to chemical, etc.)

     • Incident location (if different from reporting location): address, city, state

     • Is this a Church-owned location?

     • Medical provider information: name, address, city, state, zip, telephone and extension, county

     • Hospital information (if applicable): name, address, city, state, zip, telephone and extension, county

   • Witness information

     • Full name

     • Home telephone

     • Work telephone and extension

2.21.3 Workers’ Compensation Carrier

The workers’ compensation carrier evaluates the report and determines if the employee is eligible for benefits. Workers’ compensation is governed in accordance with the regulations of the state or province where the employee was working when the incident occurred. Information on workers’ compensation rights can be obtained from the workers’ compensation carrier.

2.21.4 Return to Work

The supervisor, employee, human resource department representative, and Risk Management Division staff coordinate efforts to help the injured worker return to work. The injured worker may return to full duty or temporary light duty or may request permanent accommodation, depending on the circumstances. Both employer and worker are encouraged to minimize the impact of work-related injuries and illnesses through support of coordinated, temporary light-duty assignments for injured workers. They should do so until they can determine the employee’s ability to permanently return to regular duties.

2.21.5 Additional Information

Detailed information regarding the Church workers’ compensation plan is in section 3.3 of Presiding Bishopric Departments Policies (2018).