Workers' Compensation
Information and Support for Faculty and Staff
Overview
The University is committed to maintaining a safe work environment for faculty, staff, students, and visitors. In the event of a workplace injury or illness, all UNI employees are covered by workers' compensation insurance which provides medical benefits and wage loss to employees with approved claims. Sedgwick is the University's third party administrator for all workers' compensation claims.
Employees who are injured or become ill during the course of their employment on the job should report the incident to their supervisor, whether or not medical attention is sought or how minor the injury may seem. The First Report of Injury Form (online form password is 'froi') needs to be completed by the supervisor or injured employee within 24 hours.
Medical Treatment
- If emergency medical treatment is necessary, 911 should be called immediately following the injury or illness. Occupational Health at Bluebell Road Health Plaza is the designated provider for non-urgent medical treatment.
- After hour services are available for employee injury treatment at Waterloo Medical Center and Cedar Falls Medical Center emergency departments.
- Services for work injury treatment are also available at MercyOne Urgent Care located at Waterloo Health Plaza and Bluebell Road Health Plaza.
- Supervisors should notify Occupational Health when an employee is being seen for a work injury and that treatment will be paid by UNI. The supervisor should complete the Pre-authorization Form and send it with the employee to Occupational Health (see Supervisor Checklist). Alternately, supervisors may call Occupational Health at 319-575-5600 to pre-authorize the employee visit.
- Medical claims should not be filed with the employee's health insurance carrier.
- Travel for medical treatment may be reimbursed by completing the workers' compensation mileage reimbursement form online.
First Fill Prescriptions
- myMatrixx is the Pharmacy Billing Manager (PBM) for our workers' compensation program administered by Sedgwick
- If an injured employee is prescribed medication by the occupational health provider, they should follow the instructions on the Occupational Injury Temporary Prescription ID Card.
- This prescription ID card may be used immediately following an injury while a First Report of Injury (FROI) is being filed and the workers' compensation claim is evaluated by Sedgwick.
- The temporary first fill information is intended to fill the gap between when the FROI is submitted until the injured employee receives their own prescription card from Sedgwick specific to their workers' compensation claim.
- Injured employees should bring the prescription ID card to a participating retail network pharmacy to have their prescription filled. Employees should provide their social security number to the pharmacy when the nine-digit ID number is requested.
For more detailed information regarding Iowa Code for Workers’ Compensation benefits, please visit Iowa Workers' Compensation.
Sedgwick Web-based Tools viaOne® Express
If you have an active workers' compensation claim, Sedgwick ViaOne's® suite of web-based tools allow you to conveniently access and manage your claim.
Employees that would like to create a profile and follow their claim online may do so on their computer as well. Register online at https://mysedgwick.com/.
Workers' Compensation Leave of Absence
- Employees who are unable to resume working after a work-related injury or illness due to the occupational healthcare provider’s orders or if their restrictions cannot be accommodated, may be eligible for workers’ compensation benefits after a waiting period of three days.
- In addition to medical treatment and mileage reimbursement, workers' compensation benefits may include weekly payments equal to approximately 66.67% of an employee's monthly income and the option to supplement their weekly payments.
Supplementing Time Off
- Choosing to supplement allows employees to use their accrued time off to maintain their regular monthly income. Choosing not to supplement means that they will only receive weekly workers' compensation payments and will not receive a UNI paycheck or accrue time off.
- Employees will be placed on Work Comp Leave in UNI Works and then a task will be in their inbox to complete the Work Comp Supplement Questionnaire with their choice.
- When employees choose not to supplement or if their accrued time off has been exhausted after supplementing, HRS will place the employee on workers’ compensation leave without pay (WCLWOP) in UNI Works.
Workers' Compensation Leave without Pay
- During WCLWOP, UNI will continue to pay the University share of the health, dental, vision, life and long term disability insurance premiums, and the employee is still responsible for paying their portion of the health, dental, and/or vision premiums for four months (16 weeks) after being placed on medical leave without pay.
- If an employee continues on WCLWOP beyond four months (16 weeks), the employee has the option to continue health, dental, and vision benefits but must pay the full cost of health and dental premiums to continue the coverage.
- When placed on WCLWOP, employees may choose to retain their benefits or discontinue coverage when they receive the Unpaid Benefits Election form in their UNI Works Inbox. Employees may also view their current enrollments, learn about their options, and make changes to their coverage by logging into UNI Works and slecting Benefits and Pay from the Main Menu.
Injury Prevention
Preventing work place injuries is critical in maintaining a safe working environment. Even in the safest working environments, injuries may still occur. Safety Stretches are encouraged three times a day to warm-up for work and help prevent injury.
The Office of Risk Management and Environmental Health and Safety provides ergonomic assessments of office spaces and equipment as needed to prevent injury. Additional safety information and resources are available on their web page.
Contact Information
Melissa Ward
Leave & Accommodations Coordinator
319-273-6164
melissa.ward@uni.edu
Frequently Asked Questions
For more FAQ’s on Iowa Code on Workers’ Compensation, please visit https://www.iowaworkcomp.gov/
- 1Q: What type of injuries should be reported?
1A: All injuries or illnesses that occur while performing work for the University should be reported immediately to your supervisor. Injuries do not only need to occur on University property in order to be covered. For example, if you are injured while traveling for work, this would be covered under workers’ compensation. Your supervisor will complete a First Report of Injury which will be submitted to Sedgwick, our third party administrator for workers' compensation claims. It is best to report all incidents, even if medical treatment isn't required.
Please note: An employee is not entitled to benefits for a preexisting injury or disease unless it is aggravated, or worsened, by employment.
- 2Q: Who is eligible for workers' compensation benefits?
2A: All UNI employees are eligible, including student and temporary employees. Reporting injuries is necessary in order to be eligible for workers' compensation benefits.
- 3Q: Where can I go for medical treatment?
3A: If non-emergency medical treatment is necessary, Occupational Health at Bluebell Road Health Plaza is the designated provider for UNI. After-hours services are available at Waterloo Medical Center and Cedar Falls Medical Center emergency departments. Services are also available at MercyOne Urgent Care located at Waterloo Health Plaza and Bluebell Road Health Plaza. You should inform the healthcare provider that you are being seen for a work injury that will be covered by UNI so your personal insurance is not billed. For more information, view the Occupational Health Map and Pre-Authorization document.
- 4Q: Who decides whether or not I can work with my restrictions?
4A: Work restrictions are determined by the occupational health doctor with documentation provided to Human Resource Services and your supervisor. If you are not released to full duty, HRS will contact your supervisor to determine whether your work restrictions can be accommodated or if you will need to be off work due to your injury. We make every effort to return you to work as soon as feasible; however, we want employees to return to positions they can perform safely. The decision to accommodate an employee's work restrictions is made on a case-by-case basis because job duties and requirements vary for each employee.
- 5Q: Who should I contact if I am injured?
5A: If an injury requires emergency medical care, 911 should be called immediately. It is important to make your supervisor aware of your injury or illness so the First Report of Injury may be completed in a timely manner. If you have any follow-up questions in regards to your claim, you may contact workcomp@uni.edu, or call 273-6164.
- 6Q: What should I do if I miss work because of my injury or illness?
6A: Any medical treatment sought on the day of the injury or illness should be entered as regular work hours on your timecard for hourly staff. Medical treatment scheduled outside of your regular work hours does not need to be recorded.
If you miss work for treatment or if you are unable to resume work after the first day of the injury or illness, you will need to submit an absence request in UNI Works. You should choose Sick Time Off with the Work Comp (Sick/Injury) reason.
- 7Q: What is the difference between Workers' Compensation, FMLA, and the ADA?
FMLA ADA Workers' Compensation Job Protected Leave Up to 12 weeks annually. Not required, but may be a reasonable accommodation. Preference only. Pay During Leave Not required, but may substitute sick, vacation, workers' compensation, etc. Not required. Not required, except to extent provided by insurance carrier. Medical and Dental Insurance Must continue for 12 weeks. Not required. Not required, except insurance will pay for medicals connected to on-the-job injury. Flexible Schedule Intermittent leave based on medical necessity. Not required, but may be a reasonable accommodation. Light duty may be required. Medical Certification Can require per Department of Labor regulations. Can require as it relates to ability to do essential functions of job. Required per insurer. Notice to Employee Required to start clock. Not required. Not required. Job Transfer Must be allowed in foreseeable intermittent situation. Not required, but may be a reasonable accommodation. Not required, but may be related to light duty.