Employee Reporting Requirements Procedure

1. Report all on-the-job injuries to your supervisor as soon as possible. This notification can be as simple as a phone call, email or text and doesn't have to involve filling out a first report of injury form. 
2. Following the notification you must fill out a First Report of Injury (FROI) within 30 days of the date of injury. It is suggested that you and your supervisor fill out the first report together if possible.  (Occupation Diseases need to be reported within one year from date of injury you knew or should have known your condition resulted from an occupational disease).
3. Once completed the FROI will be sent to the MUS Workers Compensation Program third party administrator for processing. You can expect a phone call from them after the report has been filed or you can contact them directly at 866-722-4421.
4. If you haven any questions about the reporting requirements please contact Michele Wheeler, Workers Compensation Manager, at 406-243-2842 or email Michele at Michele.Wheeler@umontana.edu. 

Return to Work Procedures

The following procedures have been adopted by Human Resource Services and the University of Montana for all Return-To-Work (RTW) UM employees as of July 1, 2012 in compliance with BOR policy 713.2 (9.20.2012) and MUS Workers Compensation Committee Policy WC-0003 (9.12.2012):

On the University of Montana campus there will be Transitional Teams set up for all injured employees that have been off work and have a medical status report that would indicate they are ready to begin the process of 'transitioning over time' back to their job of injury. The formation of these teams is in response to the MUS Workers Compensation Program Stay-at-Work/Return-To-Work (SAW/RTW) Policy that was passed by the MUS Workers Compensation committee on Sept. 12, 2012. This policy was in response to the Montana Board of Regents passing of a revised workers compensation policy on RTW on Sept. 20, 2012 (reference number 713.2).

1. Purpose of Team Concept
   The purpose of forming a Return-To-Work (RTW) Transitional Work Team is to enhance the successful return to the job of injury by an injured employee who has incurred time loss benefits. The formation of this team will also improve communication channels and documentation among all key players: the returning injured employee, the home department supervisor, third party Workers Compensation administrator, campus Workers Compensation manager and possibly, outside Physical Therapy and/or Vocational Rehab consultants. Each UM employee who has incurred loss time and is medically released to transition back to the original job of injury position will be required to participate on the team.
   
   
2. Background
   The attending physician completes a Medical Status Form (MSF) that details the restrictions under which the employee may return to the work force. The team will meet or communicate as needed in the initial stages after an employee is released to the job of injury with restrictions. This group effort will provide more personal, direct assistance to the process of returning the injured employee to his/her job of injury in a safe and timely manner.
   
   
   
3. Plan of Action
   The UM Workers Compensation Manager will organize the formation of each Transitional Team and maintain notes regarding communications. The makeup of the group will vary from employee to employee but will generally include the employee, supervisor, Workers Compensation Manager, and Workers Compensation third party administrator.  In addition, there may be a Physical Therapy consultant, Vocational Rehab consultant, or a nurse case manager to assist in the return to work process.
   
   When appropriate, the UM Workers Compensation Manager will present the results of various team efforts to an ‘ad hoc’ team to consider whether it is feasible for the employee to work outside the home department if transitional work isn’t available in the home department. The goal of this process is to develop a pool of possible tasks within departments across campus that can accommodate the employee for a brief period.