I. Justification and Statement of Policy

Franklin & Marshall College provides a comprehensive Workers' Compensation insurance program at no cost to employees – including faculty, professional staff, and
student employees. This program covers medical treatment and partial wage replacement for work-related injuries or occupational illnesses sustained in the course
and scope of employment, in accordance with applicable state laws.

II. Scope

This policy applies to all Franklin & Marshall College employees, including faculty, professional staff, and student employees.

III. Policy

A. Employee Responsibilities & Injury Reporting Procedures
To ensure prompt medical care and proper processing of benefits, employees must follow these reporting steps:

1. Immediate Notification: Report any job-related injury, illness, or near-miss incident to your immediate supervisor and Human Resources immediately, regardless of how minor it may seem. Failure to report injuries in a timely manner may delay benefits or result in the denial of a claim under state law.
2. Complete Incident Documentation: The employee must promptly report the injury to their immediate supervisor and Human Resources. Supervisors are responsible for completing the Manager's First Report of Injury Form and submitting any required documentation within 24 hours of notification.
3. Emergency vs Non-Emergency Care and Prescription Benefits:
   1. Emergency Care: If immediate emergency medical attention is needed, call 9-1-1 or proceed to the nearest emergency room or urgent care. Notify your supervisor and/or Human Resources as soon as practically possible.
   2. Non-Emergency Care: For non-life-threatening injuries, the College has selected a panel of physicians and other healthcare providers who are available to treat your work-related injury or illness. To ensure Workers' Compensation covers your medical care, you must follow these guidelines during your first 90 days of treatment:
      1. Approved Care: You must see a doctor or healthcare provider from the College's pre-approved Panel Physician List.
      2. Out-of-Panel Care: You may only see a doctor outside this panel during the first 90 days if a panel doctor officially refers you to them.
      3. Your Rights: Your treatment rules and legal rights/duties are defined under Section 306 (f.1)(1)(i) of the Workers' Compensation Act.
   3. Prescription Benefits: Prescriptions for medications and durable medical equipment can be obtained for $0 out-of-pocket costs through Keyscripts. 

B. Coordination of Paid Time Off (PTO) and Wage Loss Benefits

1. Prohibition of Dual Compensation ("No Double-Dipping"): Under no circumstances may an employee collect full Paid Time Off (personal, sick leave, or vacation pay) and full Workers' Compensation wage loss benefits for the same period of time. Total payments received between Workers' Compensation and College-provided PTO cannot exceed 100% of the employee's regular pre-injury gross earnings.
2. Use of PTO During Statutory Waiting Period:
   1. Employees may elect, or may be required under applicable College leave policies, to use available PTO during periods not compensated by Workers' Compensation wage loss benefits.
   2. If Workers' Compensation wage loss benefits are subsequently approved and paid retroactively for days during which the employee drew PTO (e.g. after meeting the 14-day threshold for retroactive payment), Human Resources will coordinate with the employee to restore (re-credit) the corresponding PTO hours back into the employee's accrual balance.
   3. If a Workers' Compensation claim is ultimately denied or if wage loss benefits are not applicable, any PTO used by the employee remains drawn and will not be re-credited.
3. Family and Medical Leave (FMLA) Integration: Approved medical absences run concurrently with Family and Medical Leave (FMLA) entitlements whenever applicable. FMLA leave is designated as unpaid during periods when an employee receives Workers' Compensation benefits. Eligible full-time employees will retain fringe benefits coverage during FMLA leave, in full alignment with the College's established FMLA Policy.

C. Return-to-Work & Light-Duty Program
The College is committed to supporting employee recovery and safe return to work.

1. Medical Clearance: Before returning to work following a work-related injury, employees must provide a written fitness-for-duty certification from their treating physician detailing any physical restrictions or work limits.
2. Modified Duty: If a physician places temporary restrictions on an employee's activities, the College will evaluate available temporary light-duty or modified assignments to accommodate those restrictions whenever reasonable and operational conditions allow. Employees offered a medically appropriate temporary modified-duty assignment are expected to cooperate with return-to-work efforts and may jeopardize Workers' Compensation wage loss benefits if they decline suitable work consistent with medical restrictions.

D. Anti-Retaliation Statement
The College strictly prohibits any form of retaliation, discrimination, or adverse action against an employee for reporting a workplace injury, seeking medical treatment, or filling a Workers' Compensation claim in good faith.

IV. Related Documents and Forms

Manager's First Report of Injury Form (also available in Experience, with F&M login, through the "Human Resources" and "Report a Concern" cards)
Panel Physician List
Family and Medical Leave Policy

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Policy Maintained by: Human Resources, Associate Vice President
Last Updated: October 29, 2026