CODAC Management Manual

5. Submit completed forms to HR Ticket system at hrdepartment@codac.org. REMINDERS – WORK-RELATED ACCIDENT, INJURY OR ILLNESS • The employee MAY choose their own doctor. • The employee MUST return to work following the doctor’s visit unless the approved treating physician provides written authorization prohibiting return to work. • Copies of all doctor’s notes and attending physician reports must be sent to the Human Resources Department. • The supervisor should follow-up with the employee. Their care and return to work are a significant concern to CODAC. • The Human Resources Department will assist the employee and supervisor with Return-to-Work procedures and accommodations within the scope of the doctor’s recommendations. • CODAC encourages safe work practices. Correct unsafe conditions immediately or contact the Facilities team. • Failure to comply with the above procedures may bar the employee from entitled workers’ compensation benefits. LEAVES OF ABSENCE/ACCOMMODATION Employees who need to take time off from work due to a workers' compensation injury or illness may also be eligible for a leave of absence under CODAC's Leave of Absence or Reasonable Accommodation policies. Employees should consult with Human Resources for additional information. RETURN TO WORK Employees who are ready to return to work following a workers' compensation-related leave of absence must supply a certification from a health care provider confirming the employee's ability to return to work. FRAUD CODAC will notify the workers' compensation insurance company if we have reason to believe an employee has supplied false or misleading information in connection with a claim and/or has filed a fraudulent claim. Workers' compensation fraud is a crime and may also be grounds for disciplinary action, up to and including termination of employment. REASONABLE ACCOMODATIONS Federal law requires most employers to provide reasonable accommodations for workers with disabilities and religious needs. A reasonable accommodation is generally a change in the way the work is performed. It could include schedule changes, technology changes or even allowing the person to work remotely. The accommodation is considered reasonable if it would not create “undue hardship,” meaning significant cost or disruption, for the employer. When an employee requests a disability or a religious accommodation, the employee must be referred to Employee Relations in the Human Resources Department immediately to begin the interactive process as there are legal responsibilities that must be followed and documented, such as: • The basics of the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act of 1964 (Title VII) in terms of accommodations • CODAC’s policies and rules for disability and disability accommodations • The importance of a prompt, effective response to accommodation requests

• How to recognize a disability or religious accommodation request • How to process these requests in compliance with the ADA and Title VII

P a g e 61 | 73