Risk Management (Workers' Comp, Property Loss)
If you need medical attention – Please see the list of in-network occupational health centers in the Injured Workers Packet. For non-emergent medical care, please go to a provider on the list. For emergency medical care, call 911 or go to the nearest emergency room.
If after receiving medical attention you are –
1. Released to full duty – Provide the written release (or completed C-4 form) to HR and your supervisor.
2. Released with restrictions – Provide the written restrictions to HR and your supervisor. Your supervisor/department head will determine if your restrictions can be accommodated with modified duty. If so, you will receive a written offer of temporary modified duty.
3. Released but referred for follow-up care – Promptly advise HR. You will be assigned a new leave pay code to use in situations where the follow-up appointments require you to miss normally-scheduled work time. This pay code is not to be used for appointments outside of your scheduled work hours.
4. Not released to work and/or modified duty is not available – HR will contact you regarding leave usage and applicable wage-replacement benefits during your absence (summarized below). During your absence, promptly provide any medical updates and doctor’s notes to your supervisor.
5. Prescribed medication – It is very important to use the “Temporary Prescription Benefit Card” in this packet. Do not use your Cigna insurance card.
Wage-replacement benefits –
1. For absences less than 5 days – You may use sick or vacation leave for any scheduled work time that you miss.
2. For absences of 5 or more days – HR will contact you regarding your options.
FMLA – You will be placed on FMLA leave if you are eligible. The FMLA is a federal law that applies to all serious health conditions (occupationally-related or otherwise). Where the FMLA and the state workers’ compensation laws both apply, they run contemporaneously. The FMLA protects your job during your absence, and more information about it can be found in Section 9.4 of Lyon County’s Personnel Policy Manual and the United States Department of Labor's website.
Have employee complete the C-1 – This is in their words, signed off by the supervisor, and sent to Human Resources. This should be done as soon as practicable but no later than 7 days. The completed C-1 should be emailed to HR.
Accident Investigation Report – The supervisor should complete this report and forward it to HR anytime a C-1 is completed. This is done to find out WHY the incident occurred and if there is anything that can be done to prevent it from occurring again.
Ensure the employee receives the Injured Workers packet.
If the employee seeks medical attention -
Complete the C-3 to the best of your ability and send to Human Resources. The business name and address is LYON COUNTY at 27 S. Main Street, not the individual department. The County has six days to complete and submit the form to Workers’ Comp from the date of treatment.
If the employee is released to full duty – No further action is required by the supervisor.
If the employee is release with restrictions – Speak with your Department Head to determine if the restrictions can be accommodated. If modified (or light duty) can be accommodated, the offer must be given to the employee in writing and the employee must respond within 24 hours when possible, but not later than 10 days. The modified duty letter template can be obtained from HR. HR must forward a copy of the signed letter, whether accepted or denied, to Workers’ Comp as soon as possible.
If the restrictions cannot be accommodated – No letter needs to be drafted. Simply let HR know and the employee will be on Workers’ Comp until they are released (in most cases) with either lessened restrictions or full duty. Important to let HR know so the Workers’ Comp line can be added to their ESS.