Common use of INJURY LEAVE (ON-DUTY) PROCEDURES Clause in Contracts

INJURY LEAVE (ON-DUTY) PROCEDURES. 1. When injured in the line of duty, the employee will complete the accident/injury form and shall report such injury to the Division management immediately, but not more than forty- eight (48) hours after the employee was injured, or as soon as practicable if extenuating circumstances prevent the employee from complying with the filing requirement. 2. In the event that time off from work is required by the injured employee, they will be granted injury leave from the first day of injury if the proper documentation is submitted to HR. This documentation will include, but is not be limited to, a statement from a physician, and any necessary BWC forms and other documents as may be required by the City. In the event that the BWC determines that the injury is not employment related, any time the employee is or has been absent from work shall be deducted from the accrued sick leave or other earned leaves. 3. The C-55 is required for all lost-time claims where the employee can not work for more than seven (7) calendar days. The C-55 must be signed by the employee by the seventh (7th) day. The C-55 will not cover more than 45 calendar days. A subsequent C-55 is required prior to the start of any additional time period beyond the 45 days. 4. During the period of time an injured employee is being paid under injury leave, all normal benefits given to regular full-time Fire Division employees shall remain in force with no deductions to earned sick leave and/or vacation time. Injury leave is the normal payment the employee would have received if on a normal schedule. 5. In all cases where more than thirteen (13) weeks have been used by an employee, the City Manager may extend such leave by an additional thirteen (13) weeks, if such necessity is determined to his satisfaction. Each employee requesting such an extension under this policy may be required to furnish a current affidavit from a licensed physician stating the need for the extension. The City reserves the right to have a physician of its choice examine the employee prior to making a decision. The City Manager’s decision shall be final and binding and not subject to the grievance procedure. All cases will be dealt with on an individual basis, and the City’s decision on each case will be without prejudice or precedence. 6. After the employee is in the BWC lost wage system they have the following 3 options: a. Receiving temporary total (TT) alone from the BWC. b. Receiving TT from the BWC and using City sick leave as a “supplement” to their lost wages. The amount of sick leave used is calculated by subtracting the TT amount from the average wage used during the wage continuation period. The employee uses the amount of sick leave needed to bring the 66 and 2/3rd% wages up to the average. c. Using City sick leave as a “replacement” for TT. The employee must notify the City on or before the last day of the wage continuation of their choice. If the sick leave option is selected, the employee will notify the BWC that they are receiving sick leave in “replacement” of TT.

INJURY LEAVE (ON-DUTY) PROCEDURES. 1. When injured in the line of duty, the employee will complete the accident/injury form and shall report such injury to the Division management immediately, but not more than forty- eight (48) hours after the employee was injured, or as soon as practicable if extenuating circumstances prevent the employee from complying with the filing requirement. 2. In the event that time off from work is required by the injured employee, they will be granted injury leave from the first day of injury if the proper documentation is submitted to HR. This documentation will include, but is not be limited to, a statement from a physician, and any necessary BWC forms and other documents as may be required by the City. In the event that the BWC determines that the injury is not employment related, at any time the employee is or has been absent from work work, that time shall be deducted from the accrued sick leave or other earned leaves. 3. The C-55 is required for all lost-time claims where the employee can cannot work for more than seven (7) calendar days. The C-55 must be signed by the employee by the seventh (7th) day. The C-55 will not cover more than 45 calendar days. A subsequent C-55 is required prior to the start of any additional time period beyond the 45 days. 4. During the period of time an injured employee is being paid under injury leave, all normal benefits given to regular full-time Fire Division employees shall remain in force with no deductions to earned sick leave and/or vacation time. Injury leave is the normal payment the employee would have received if on a normal schedule. 5. In all cases where more than thirteen (13) weeks have been used by an employee, the City Manager may extend such leave by an additional thirteen (13) weeks, if such necessity is determined to his satisfaction. Each employee requesting such an extension under this policy may be required to furnish a current affidavit from a licensed physician stating the need for the extension. The City reserves the right to have a physician of its choice examine the employee prior to making a decisiondeciding. The City Manager’s decision shall be final and binding and not subject to the grievance procedure. All cases will be dealt with on an individual basis, and the City’s decision on each case will be without prejudice or precedence. 6. After the employee is in the BWC lost wage system they have the following 3 options: a. Receiving temporary total (TT) alone from the BWC. b. Receiving TT from the BWC and using City sick leave as a “supplement” to their lost wages. The amount of sick leave used is calculated by subtracting the TT amount from the average wage used during the wage continuation period. The employee uses the amount of sick leave needed to bring the 66 and 2/3rd% wages up to the average. c. Using City sick leave as a “replacement” for TT. The employee must notify the City on or before the last day of the wage continuation of their choice. If the sick leave option is selected, the employee will notify the BWC that they are receiving sick leave in “replacement” of TT.