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 manager whether or not medical attention is sought or how minor the injury may seem. The First Report of Injury (FROI) should be completed within 24 hours by the manager or injured employee. Online form password is: froi
Questions regarding workers' compensation may be directed to HRS at 319-273-6164 or hrs-leaves@uni.edu
Medical Treatment
In cases of emergency treatment, 911 should be called immediately. 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.
- Treatment of work injuries is also available at MercyOne Urgent Care located at Waterloo Health Plaza and Bluebell Road Health Plaza.
- Managers should contact Occupational Health to pre-authorize treatment by calling 319-575-5600 or completing the pre-authorization form for the injured employee to take to the clinic.
- Medical claims should not be filed with the employee's personal health insurance.
- Mileage reimbursement may be requested for medical treatment by completing the online form.
Prescriptions
When prescribed medication for an injury, employees should present the Occupational Injury Temporary Prescription ID card to one of the participating pharmacies identified on the form to have the prescription filled. Employees should provide their social security number to the pharmacy when the nine-digit ID number is requested. This temporary prescription card may be used one time immediately following an injury while a First Report of Injury (FROI) is being filed and the workers' compensation claim is evaluated by Sedgwick.
Absences for Treatment
Injured employees who need to miss work intermittently or for an extended period of time for medical treatment will need to submit absence requests in UNI Works. The only exception is for medical treatment sought on the day of the injury in which case no time off should be submitted.
- Work time missed after the day of injury due to medical treatment or an inability to accommodate work restrictions should be submitted as Sick time off with the Work Comp (Sick/Injury) reason in UNI Works. This time off will be deducted from available sick balances.
- When an employees returns to work after missing three days or more but has continued medical treatment, they will have access to Excused Work Comp Time, which pays them as normal and does not deduct from sick balances. This time off type will also be available to employees who only miss work intermittently for medical treatment after they use the hourly equivalent of three work days of their sick time off.
When employees are eligible for FMLA leave entitlement, continuous workers' compensation leave will run concurrently with FMLA leave approval and count toward their 12 weeks of entitlement.
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/.
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.
Frequently Asked Questions
For more FAQ’s on Iowa Workers’ Compensation, please visit https://dial.iowa.gov/hearings/workers-comp
- 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.