| 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 for medical reasons 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.
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