The overall objective of this program is to establish a University policy through which KSU will endeavor to provide a return to work plan for all employees who sustain an occupational injury and are covered under the statues and regulations relative to the State Self Insurance Workers' Compensation Fund. Any employee who is receiving workers' compensation benefits, and in who there exists an employer-employee relationship, and who shows good faith effort to cooperate with the procedures of this program, should be assured that the University and the state of Kansas shall expend reasonable efforts to return that employee to state service at a level of pay comparable to that earned by the employee immediately prior to their injury. This policy is a proactive return to work process which requires cooperation and coordination among the employee, the employee's supervisor and/or department head, the Division of Human Resources and the State Self Insurance Fund.
On May 30, 1990 Governor Mike Hayden signed Executive Order 90-125 creating the State of Kansas Workers' Compensation Return to Work Policy. The Return to Work Policy is a result of changes made to the Kansas Worker's Compensation regulation K.S.A. 44-510g, effective July 1, 1987. The Act established a set of priorities for medical, physical, and vocational rehabilitation dealing with the return of injured employees to gainful employment at comparable wages.
Kansas State University has designated the Division of Human Resources as the administering department of the Workers' Compensation Return to Work Program. The Kansas State University Return to Work Policy insures that the KSU Division of Human Resources will work together with injured employees and university departments to provide the coordination and guidance necessary to return the employee to work as quickly as is medically possible in a position that permits successful employment.
Kansas State University commits to an atmosphere of non-discrimination in matters of employment to employees who are injured on the job and attempting to return to work. KSU recognizes that as the length of time an injured employee is not working increases, the likelihood of that employee returning to work successfully, decreases.
The KSU Return to Work Program is coordinated using a team approach. The team consists of the KSU Benefits Administration Manager, the KSU Employment Services Manager, the KSU Position Administration Manager, and the KSU Payroll & Employee Data Manager.
The role of the team is to provide education, training, resource information, orientation, and guidance for the KSU administrators and supervisors as well as faculty and staff on the return to work program, and to monitor compliance with the return to work policy.
The goal of the team is to return the employee to productive work as quickly as possible by working closely with the employee, their supervisor and/or department head, and attending physician.
Employees who are injured on the job and who are receiving benefits through the State Employees Self Insurance Workers's compensation Fund are eligible to participate in this program. It is the employees obligation to demonstrate a good faith effort to cooperate with the procedures of this Return to Work Plan. In return, KSU will make reasonable efforts to return the injured employee to a position for which they qualify at a comparable wage to that which was earned by the employee immediately prior to the injury.
In accordance with K.S.A. 44-510g of the Kansas Workers' Compensation Act, efforts to return employees to state service shall comply with a set of priorities as outlined in that section. These priorities describe a hierarchy of the preferred outcomes of the return to work program and are not necessarily chronological in relation to the progression of the employee's recovery:
In all of the above instances, the Return to Work Team will keep in close contact with the employee, the current employing department, and if applicable, the new employing department. When a employee is off work for more than seven days (usually) due to an on-the-job injury, the Return to Work Team begins working with the employee, the physician, and the department on a plan for returning the employee to the work environment as quickly as possible. This early intervention in the treatment of an injured employee encourages earlier recovery and return to successful employment and defers costs incurred by temporary recruitment, training, and loss of morale and productivity of others workers. This intervention is necessary to avoid or minimize costs incurred when a case is referred to a private vocational rehabilitation vendor. Further, by informing the employee to work at comparable pay as soon as possible, the need for the employee to seek legal action is reduced or avoided. Once physical limitations or restrictions have been identified by the attending physician, the Division of Human Resources will perform the following functions:
An action plan will be assembled by the Division of Human Resources for the employee which will include all of the above information, medical information, accommodations considered and made, and if necessary, summaries of the results of the returning employee's interview for position within the agency.
If suitable employment cannot be found within the employee's department, mandated placement will occur, if appropriate, as outlined in the Mandated Placement of Classified Employees policy, Policy and Procedures Manual, Chapter 4040.
The Division of Human Resources will make every reasonable effort to keep the employee and department notified of the need for extensions for leave without pay and other requirements of leave status. The employee must also take a shared responsibility in assuring that the communication process occurs and shall initiate contact with the Return to Work Team if there are any questions or concerns.
Questions regarding Workers' Compensation benefits and the Workers' Compensation Return to Work Program should be referred to the Division of Human Resources, 103 Edwards Hall, (913) 532-6277.
