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Home My WebLink AboutResolution 2017 (52) Resolution No. 52 (2017) ST. 0 �T'`�`' RESOLUTION APPROVING AMENDMENT TO PERSONNEL '"�` � �' �' POLICIES AND PROCEDURES HANDBOOK UPDATING WORKERS COMPENSATION SECTION 2.20 1 WHEREAS, on September 2, 2014 St. Croix County adopted the current version of the 2 St. Croix County Personnel Policies and Procedures Handbook; and 3 4 WHEREAS, the handbook was further amended in 2015-2017; and 5 6 WHEREAS, on October 17, 2017 the Staff Advisory Committee reviewed the Workers 7 Compensation amendment to Section 2.20 of the St. Croix County Personnel Policies and 8 Procedure Handbook; and 9 10 WHEREAS, on October 18, 2017 the Administration Committee has reviewed the 11 amendment and recommends approval to the St. Croix County Board of Supervisors. 12 13 NOW, THEREFORE, BE IT RESOLVED by the St. Croix County Board of 14 Supervisors that the St. Croix County Personnel Policies and Procedures Handbook is hereby 15 amended as follows: 16 17 Create Section 2.20 Work Related Injuries or Illnesses -per attached. 18 19 Delete Section 10.17 Work Related Injuries or Illnesses Legal—Fiscal—Administrative Approvals: Legal Note: Fiscal Impact: Estimated fiscal impact of policy change is an additional$30,000 per year paid out in wages to employees off work due to a work related injury. JZA14 le / 11 9� 5-cotTE. Coax, Corpora o .ounsel10/ 2/201.7 � xW e�bert C it et, Fjnancc hector 10 X2017 t''tt l sC1t l'lioirtlasti t,C'Limy Atlminiytr•zttor 10/13/2017 10/18/17 Administration Committee APPROVED ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... .......... RESULT: APPROVED [UNANIMOUS] MOVER: Jill Ann Berke, Vice Chair SECONDER: Shaela Leibfried, Supervisor AYES: Roy Sjoberg, Tammy Moothedan, Jill Ann Berke, Shaela Leibfried EXCUSED: Scottie Ard Vote Confirmation. Roy 1obe'�';, uperviior ! 10/21/2017 St. Croix County Board of Supervisors Action: Roll Call -Vote Requirement— Majority of Supervisors Present RESULT: ADOPTED [UNANIMOUS] MOVER: Roy Sjoberg, Supervisor SECONDER: Dave Ostness, Vice Chair AYES: Sicard, Babbitt, Coulter, Sjoberg, Long, Moothedan, Nelson, Berke, Ostness, Larson, Hansen, Ard, Brinkman, Peterson, Anderson, Achterhof, Leibfried, Peavey, Matter This Resolution was Adopted by the St. Croix County Board of Supervisors on November 7, 2017 Cindy Campbell, County Clerk 2.20 Work Related Injuries or Illnesses --- Formatted:Left 2.20.14ee4&n-' Work Related Injuries or Illnesses Coverage Eligibility_. County employees who are injured or become ill in the course and scope of their employment are eligible for Worker's Compensation benefits.Volunteers and independent contractors are not eligible for Worker's Compensation benefits. Any illness or injury which occurs at work must be reported to the employee's Supervisor,and an incident report form immediately processed to the Risk Manager.Not all injuries or illnesses which occur at work are a result of job related duties.-se-The County's Worker's Compensation Insurer will determine if the illness or injury qualifies for Worker's Compensation coverage. 2 2Q 2 ene �.^^' Employer Responsibility. The County is responsible for arranging immediate medical attention for the injured or ill employee.The County provides for quick submission of the incident report and related follow-up materials to the insurer. 2.20.34ee4&n-4-Lost Work Time. The employee must use accrued PTO to account for hours between the time of the injury/illness and the usual end of the work day if the employee is unable to return to work on the date of the injury.The next three(3)days missed from work due to the injury or illness are accounted for with the employee's PTO or Leave Without Pay.If the employee is unable to return to work for more than three(3)working days after the date of injury,Worker's Compensation lost time eligibility p�begin. If the employee is unable to return to work for more than seven(7) days after the date of injury,the Worker's Compensation system goes back to pick up the first three(3)days and the employee's PTO is reimbursed.In lieu of worker's compensation payments for the first six months from date of injures employer will lay 100%of base wages at time of injury without deduction from PTO or long term sick leave bank.After six months from the date of injurlpayments from the Workers Compensation.provider wil I take over and be paid directly to the employee at approximately two-thirds(2/3)of the employee's usual compensation. After six months pgayroll deductions for WRS,Health,Dental and other insurance programs the County may offer and the employee has elected to participate in will accumulate and be payable to employer while on a worker's compensation leave.The employeey exercise an option to have the value of the deductions paid using accumulated PTO or Long Term Sick Lank hours. 0 0The Risk Managef will wa+4 with. an the payfall pfeeessing Personal Time Off credits continue to accumulate for the employee who is on Worker's Compensation.Employees participating in the County's insurance programs have their insurances paid under the terms in effect at pre-injury/illness time.tr^r:gays,eeti,nifl.5- 2.20.4 ee4&n rEmployee's Rights. An employee sustaining a work-related injury or illness whose claim has been deemed compensable under the provisions of the state Worker's Compensation Law are entitled to the choice of any physician,chiropractor,or podiatrist in the state.By agreement with the County, the employee may have the choice of a doctor not licensed in the state. The County is responsible for making certain that the employee gets immediate medical treatment when it is necessary.The County or its insurer has the right to have the employee examined by a doctor of their choice. 2.20.5c«e4e f-cPhVsician'sStatement______________________________________ __' Formatted:Underline 1 1 When medical attention is sought for a work related injury or illness,it is the employee's responsibility to bring back a Report of Workability from the treating physician regarding the employee's condition and detailing any restrictions.The Report of Workability is available on the Bridge in�or from the Risk Manager. 2.20.6&erizi,-rAccommodation of Temporary Restrictions. The employee's supervisor in partnership with Human Resources will determine if the employee's temporary restrictions related to a work injury or illness can be temporarily accommodated.If the p4:H.ides an accommodation can be made for thee€temporary restrictions,the employee must report to work and only perform duties that do not violate the physician's restrictions.If the Supervisor and Human Resources determines that the temporary restrictions cannot be accommodated,the employee will remain off work until the restrictions change to an extent that the Supervisor and Human a o,of+R .Resources determine the employee can return to work.Accommodation of temporary restrictions will not be granted for more than 90 days unless approved by the Risk Manager.The County makes every effort to return persons to restricted duty in order that they can work their way back to their normal position.If the County can find less restrictive assignments for the employee on Worker's Compensation,it will do so;however this should in no way imply that this establishes a"light duty position". If an employee is cleared for a light duty assignment and the Supervisor has a light duty assignment available but the employee refuses to accept the light duty,all workers compensation jayments will be suspended and the employee will be required to use any PTO or other leaves available to them. 2.20.7Se 4aft-'Safety Programs. Employees are required to attend safety training programs based on their job duties and sponsored by the County.All employees are expected to conduct themselves in a safe manner so as not to cause injury to themselves or others.Employees are expected to view their working area to make certain that it is in a safe condition,and report all exceptions to their Department Head or supervisor.Exceptions may include physical problems as well as co-worker's acts or conditions.Employees who routinely handle hazardous materials must attend special training for proper usage of said materials.Certification in proper handling of hazardous materials may be a requirement of the position.