Work Related Disability. Workers’ Compensation issues will be administered in accordance with the provisions of the Vermont Workers Compensation Statute (21 V.S.A., Chapter 9). This shall include, by way of example and not limitation, employment reinstatement rights. If an employee is injured while on duty, they must notify their Principal/Director and file an injury report within 24 hours of the incident giving rise to the injury/illness except in extraordinary circumstances. During any period of disability between the date of the injury and the date a Workers’ Compensation determination is made (which could be up to 28 days per state statute), the employee will utilize available sick leave (one day of sick leave for each day of absence) as provided by this Agreement. If the District’s Workers’ Compensation carrier accepts the claim, the employee shall prospectively use (and be paid) the equivalent of up to 1/3 of their daily hours (rounded down to the nearest quarter hour) of available sick leave for days in which work time is missed due to work injury (unless the employee requests otherwise in writing) for a period of up to eighteen (18) months with the understanding that after six (6) months the employee will only have reinstatement rights under workers compensation law even when still receiving pay and medical insurance benefits from the district. These sick leave payments are in addition to any Workers’ Compensation lost wage payments made to the employee in an effort to allow the employee to supplement their workers compensation payments up to their “full” pay (approximately 2/3 from Workers Compensation and up to 1/3 from the District) for a period of up to eighteen (18) months. During this period in which the employee is using their available sick leave, if the employee is enrolled in the District’s medical insurance coverage, premiums will continue to be taken from the paid time off used and medical insurance coverage shall continue. If paid time off amounts are not enough to cover the employee’s full medical premium costs, any missed medical premium shall be held in arrears and deducted from future paychecks until payment is received in full. This medical insurance continuation shall be considered part of the employee’s COBRA coverage with the District. Once sick leave is exhausted (if before the end of the 18-month period), the employee may choose to continue their medical coverage at their own expense (100% of the COBRA rates) under COBRA. If the employee opts not to use their available sick leave during their work-related disability, the employee shall have the option of continuing their medical insurance at their own expense (100% of the COBRA rates) under COBRA for the duration of the leave (after FMLA leave is exhausted if applicable) for the maximum time allowed under COBRA.
Appears in 3 contracts
Work Related Disability. Workers’ Compensation issues will be administered in accordance with the provisions of the Vermont Workers Compensation Statute (21 V.S.A., Chapter 9). This shall include, by way of example and not limitation, employment reinstatement rights. If an employee is injured while on duty, they must notify their Principal/Director and file an injury report within 24 hours of the incident giving rise to the injury/illness except in extraordinary extenuating circumstances. During any period of disability between the date of the injury and the date a Workers’ Compensation determination is made (which could be up to 28 days per state statute), the employee will utilize available sick leave (one day of sick leave for each day of absence) as provided by this Agreement. If the District’s Workers’ Compensation carrier accepts the claim, the employee shall prospectively use (and be paid) the equivalent of up to 1/3 of their daily hours (rounded down to the nearest quarter hour) of available sick leave for days in which work time is missed due to work injury (unless the employee requests otherwise in writing) for a period of up to eighteen (18) months with the understanding that after six (6) months the employee will only have reinstatement rights under workers compensation law even when still receiving pay and medical insurance benefits from the district. These sick leave payments are in addition to any Workers’ Compensation lost wage payments made to the employee in an effort to allow the employee to supplement their workers compensation payments up to their “full” pay (approximately 2/3 from Workers Compensation and up to 1/3 from the District) for a period of up to eighteen (18) months. During this period in which the employee is using their available sick leave, if the employee teacher is enrolled in the District’s medical insurance coverage, premiums will continue to be taken from the paid time off used and medical insurance coverage shall continue. If paid time off amounts are not enough to cover the employee’s full medical premium costs, any missed medical premium shall be held in arrears and deducted from future paychecks until payment is received in full. This medical insurance continuation shall be considered part of the employee’s COBRA coverage with the District. Once sick leave is exhausted (if before the end of the 18-month period), the employee may choose to continue their medical coverage at their own expense (100% of the COBRA rates) under COBRA. If the employee teacher opts not to use their available sick leave during their work-related disability, the employee teacher shall have the option of continuing their medical insurance at their own expense (100% of the COBRA rates) under COBRA for the duration of the leave (after FMLA leave is exhausted if applicable) for the maximum time allowed under COBRA. .
Appears in 3 contracts
