Workers’ compensation provides coverage for medical expenses and compensation for loss of pay resulting from absences due to work-related injuries and illnesses. Worker’s compensation claims are handled by Mackinaw Administrators, LLC.
|Waiting Period||There is a 7 calendar day waiting period for the workers’ compensation benefit. An employee will not receive a workers’ compensation check for a disability lasting less than seven (7) days. However, medical benefits will be provided from the day of the injury. If the wage loss lasts longer than 7 consecutive says, the employee is entitled to benefits as of the 8th day. If the wage loss continues for 14 days or longer, the employee is entitled to receive payment for the first week of disability.
An employee must use accrued annual leave for the seven (7) calendar day waiting period. If an employee does not have any annual leave then the waiting period will be taken unpaid.
|Benefit Amount||Wage loss benefits are calculated by taking the average of the highest 39 weeks of the last 52 weeks of gross wages prior to injury. This is the Average Weekly Wage (AWW). Generally employees will receive 80% of the after-tax value of their AWW.|
- Report the incident immediately to your supervisor.
- If the injury/illness is life-threatening call 911 or go to the nearest urgent care facility or ER.
- If the injury/illness is a non-emergency situation, seek treatment from a WCRC approved facility.
- Complete the Incident Report Form with your supervisor within two (2) days of the incident.
Failure to report in a timely fashion may interfere and possibly jeopardize your potential workers’ compensation benefits.
Seek treatment for work-related injuries and/or illnesses at the following location unless emergency medical attention is required:
Concentra Urgent Care
3131 S State St
Ann Arbor, MI 48108
8:00 am – 6:00 pm
If an you require medical attention after hours for a work-related injury/illness, you should seek medical attention from an urgent care or ER. Notify your supervisor as soon as possible that you received medical attention after hours.
In accordance with federal law, the Family and Medical Leave Act (FMLA) provides job protection Family Medical Leave (FML) to eligible employees for up to 12 weeks (or up to 26 weeks of military caregiver leave to care for a covered service member with a serious injury or illness) during a 12 month period based on qualifying events.
- An employee must be employed with WCRC for at least 12 months.
- An employee must have worked at least 1,250 hours during the 12 month period immediately preceding the commencement of the leave.
- An employee must incur a qualifying event.
- The birth of a child and to care for the newborn child within one year of birth;
- The placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
- To care for a spouse, son, daughter, or parent who has a serious health condition;
- A serious health condition that makes the employee unable to perform the essential functions of his or her job;
- Any qualifying exigency arising out of the fact that a spouse, son, daughter, or parent is a military member on covered active duty or call to covered active duty status.
- Contact Human Resources 30 days before a qualifying event, unless the need for FML is unforeseeable, in which cases notify Human Resources as soon as possible. Employees should follow standard departmental procedures for notification of absences.
- Human Resources will provide FML paperwork.
- Return the medical certification form within fifteen (15) calendar days.
- Human Resources will notify the employee of eligibility and status within five (5) business days or reviving the completed medical certification form.
Notice of Eligibility and Rights & Responsibilities
Certification – Qualifying Exignecy
Certification – Family Serious Health Condition
Certification – Employee’s Serious Health Condition
Certification – Serious Injury or Illness of a Veteran
Certification – Current Service Member
Disability insurance provides income replacement to eligible employees who are unable to work for an extended period due to a non-work related illness or injury. This is a WCRC-paid benefit and is administered by The Standard.
|Elimination Period||7 calendar days|
|Benefit Amount||66.667% of weekly earnings to a maximum benefit of $1,500 per week|
|Benefit Duration||Up to 26 weeks|
|Elimination Period||180 calendar days or when STD benefits end|
|Benefit Amount||60% of monthly earnings to a maximum benefit of $3,000 per month|
Employees should report a claim as soon as they believe they will be absent from work beyond seven (7) calendar days. Employees may report a claim up to four weeks in advance of a planned disability absence, such as childbirth or scheduled surgery.
Notify the Human Resources Department as soon as you become aware of your need for STD. Complete the STD Claim Form including the:
- Employee Statement. Send directly to The Standard, using the mailing address on the application.
- Employee Authorization. Complete, provide a copy to your attending physician and send a copy to The Standard with the Employee Statement.
- Attending Physician Statement. Complete Part 1, give it your physician or provider primarily responsible for your care to complete and fax or mail to The Standard.
- Employer Statement. HR will complete the Employer Statement and send it directly to The Standard.
WCRC recognizes the importance of supporting employees as they balance career, personal and family life. As part of its total rewards package, WCRC provides paid and unpaid leaves to support employees.
Regular full-time employees will be awarded annual leave upon the anniversary date of their employment with WCRC, according to the following scheduled:
|1st through 4th||18||144|
|5th through 12th||23||184|
|13th through 19th||28||224|
|20th and up||30||240|
New hires will be awarded four (4) annual leave days after successfully completing their first ninety (90) days of employment. Four (4) additional annual leave days will be awarded after six (6) months of employment. The remaining ten (10) annual leave days will be awarded on the employee’s one (1) year anniversary.
Refer to the Annual Leave (HR-04) policy for additional information.
When a death occurs in an employee’s immediate family, that employee will be allowed necessary time off with pay. Refer to the Bereavement Leave (HR-11) policy for additional information.
Five (5) working days at the time of death of the following family members:
- Current Step-Child
Three (3) working days at the time of death of the following family members:
- Current Step-Parent
- Current In-Laws (Mother, Father, Daughter, Son)
- Current Step-Sibling
One (1) working days at the time of death of the following family members:
- Great Grandparents
- Great Grandchild
- Sister/Brother In-Law
- Aunt (Employee’s mother’s or father’s sister)
- Uncle (Employee’s mother’s or father’s brother)
- Someone with whom the employee has a legal guardianship relationship
- Other dependents in an employee’s household
Refer to the Bereavement Leave (HR-11) policy for additional information.
An employee called upon for service on a jury or as a subpoenaed witness in a judicial or administrative proceeding, shall suffer no loss in pay, but will be paid the difference between jury pay and his/her regular pay.
- Submit a copy of the Summons to Payroll before the day of service.
- Upon completing jury duty, the employee shall report to work at the beginning of the next scheduled work period. If jury duty does not require the full work period, the employee shall report to work upon completing jury duty for that day, with travel time consideration.
- Obtain a “Certificate of Jury Service” indicating the number of days, dates of service and payment received and give it to Payroll.
- Complete a leave slip for the number of hours missed for jury duty.
An employee who is required to appear in court as a party with regard to a personal matter is not eligible for paid leave, but may use accrued annual leave, if applicable.
WCRC provides leaves of absence without pay to regular full-time employees with at least one (1) year of employment for continuing education or for other compelling personal circumstances.
Non-union employees should defer to the Unpaid Leave of Absence (HR-14) policy for additional information. Union employees should refer to the applicable Collective Bargaining Agreement.
WCRC provides non-union employees with paid parental leave which gives parents additional flexibility and time to care for and bond with their new child, adjust to their new family situation and balance their professional obligations.
Refer to the Paid Parental Leave policy for additional information.