All employees are required to follow the safety procedures that have been established. They are expected to report any potentially unsafe or hazardous conditions. If/when a life-threatening injury occurs, the appropriate emergency service is contacted immediately (911). First Aid is to be administered by a certified individual as needed. The individual’s supervisor is to be notified immediately. If/when an employee sustains a non-life threatening injury, the immediate supervisor and the injury coordinator are to be notified. All employees will be required to complete a drug/alcohol screening process at the medical provider following a work-related injury.
Any attempt to defraud or otherwise misrepresent the circumstances, severity, or other aspects of an injury will result in disciplinary action, up to and including termination of employment. Acts of this nature may negate the validity of the claim, thus jeopardizing insurance benefits, and could lead to further legal action against any person attempting to defraud or otherwise misrepresent circumstances.
If an employee is injured in the course of work and are absent from work, the employee is subject to the provisions of the State’s workers’ compensation program and are paid accordingly. Currently, no compensation is paid for the first three days you are unable to work due to a work-related injury. If you are unable to work for more than fourteen days, the “three-day waiting period” will be paid. If available, an employee may use PLT time in order to be compensated for this time.
Modified duty may, in some situations, be available following a workers’ compensation qualifying injury. Availability is based on the restrictions put on employees and the positions that can accommodate these restrictions. Once an employee is released from any restrictions regarding the injury, a permanent position will then be assigned. If an employee has permanent restrictions assigned due to a work-related injury, the administrative team will evaluate all available positions possible, with or without reasonable accommodation, and the employee will be reassigned and/or released from Creative Concepts for Living employment if no positions are available. Due to the nature of our business, in that staffing must always be provided, Creative Concepts for Living cannot guarantee that an employee will be returned to his/her original work assignment.