Benefits:
At no cost to the employee, WCI will pay all reasonable medical expenses incurred as a direct result of injuries sustained during the normal course and scope of an employee's job. In addition, WCI provides weekly compensation for employees who lose time from work and death benefits for employees who die as a result of on-the-job injuries.

Treatment:
Employees with serious injuries should be taken to the nearest emergency facility (probably South Austin or Brackenridge Hospital) as quickly as possible. An ambulance should be called if necessary. Employees with minor injuries are encouraged to use the St. Edward's University designated treatment facility: Concentra Medical Centers, 2171 B. Woodward, Austin, TX 78744, (512) 440-0555. It is open 8 to 5, Monday through Friday and a physician is on call 24 hours a day, 365 days a year.

Reporting:
All on-the-job injuries, no matter how trivial, must be reported to the supervisor and to the Office of Human Resources, x 8587 (448-8587). Supervisory personnel who are aware of injuries must also notify the Office of Human Resources. Failure to report injuries in a timely fashion may result in a delay of or ineligibility for benefits.

Absences:
When an employee is able to return to work on or before the next regularly scheduled workday after the on-the-job injury was sustained, the employee will not lose any pay or benefit time as a result of the injury. Regular employees who incur additional absences as a result of their on-the-job injuries may elect to use benefit time or be placed on leave of absence without pay. If eligible, absences due to on-the-job injuries will count toward family leave (see “Family Leave” policy). Under no circumstances will an employee be permitted to draw WCI weekly benefits at the same time s/he is drawing sick leave or annual leave pay.

Extended Absences:
Generally, employees who are unable to return to work, with or without reasonable accommodation, because of medical limitations within one year of the work-related injury or illness, will be placed on disability retirement if eligible, or separated from service if not eligible. If the employee declines light duty, his/her job will be held for twelve weeks or when Family Leave is exhausted, whichever is earlier.