Reporting Workers’ Compensation Injuries
Accident Reporting: On the accident report form provided by the district, the principal of each school shall report injuries to students and employees which require medical attention or which keep the student or employee from school or from work one-half day or more. This report is submitted to Dionne Dixon.
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Non-Emergency:
Follow these steps if you are involved in a new work-related injury or illness anywhere in Mississippi which is not an emergency, or life threatening.
1. Report the injury to your supervisor as soon as it occur, complete a First Report of Injury Form. The school administrator/secretary should contact the district nurse.
2. If you require treatment, inform your immediate supervisor and Dionne Dixon with details of the medical provider who will be treating your injury.
3. Have a representative from the medical facility to contact Dionne Dixon at 662.887.4919 ext. 118.
4. Keep all medical treatment appointments
5. Employee must keep in contact with both their immediate supervisor and Dionne as to their health status and estimated return to work information from the physician
Emergency
- Follow these steps if you are involved in a work-related injury anywhere in Mississippi which is serious (excessive bleeding, extreme pain or head injury) and requires immediate emergency treatment:
- Contact your immediate supervisor if possible
- Go to the nearest medical facility which offers emergency care or call 911 emergency services
- Have a representative from the medical facility contact Dionne Dixon, at 662.887.4919 ext. 118.
- When the emergency is over, report the injury to your supervisor if not reported already; complete a First Report of Injury form, then follow steps 2-5 above.
Procedures for Donating and Receiving Donated Leave
The provisions of MS Code Section 37-7-307 allows any school district employee to donate a portion of his/her unused accumulated personal or sick leave to another employee of the same or another school district when the employee or a member of the employee’s immediate family that totally incapacitates the employee from work, as verified by a licensed physician, and forces the employee to exhaust all leave time earned by that employee, resulting in the loss of compensation from the state for the employee. Conditions that are short-term in nature, including, but not limited to, common illnesses or injuries, such as cancer or major surgery, that result in intermittent absences form work and that are long-term in nature and require long recuperation periods may be considered catastrophic. Immediate family is defined as spouse, parent, stepparent, sibling, child, or stepchild.
Information Regarding the Donor Employee
- The maximum amount of unused personal leave that an employee may donate to another employee may not exceed the number of days that would leave the donor with fewer than seven (7) days of personal leave.
- The donated days may not exceed 50% of the unused accumulated sick leave of the donor employee.
- Unused vacation days may not be donated.
- Leave being donated must come from unused leave accumulated from previous years, not the current year’s allotted leave.
- Leave must be donated at the time the illness or injury occurs. It may not be given retroactively.
Information Regarding the Recipient Employee
- To receive leave, the employee must have used all of his/her accumulated leave from previous years and the current year’s allotment.
- The recipient must furnish the school district with a physician’s statement giving the beginning date and description of the illness or injury, the prognosis for recovery, and the anticipated date the employee will be able to return to work.
- Donated days may only be used during the period covered by the physician’s statement.
- Donated leave shall not be used in lieu of disability retirement.
Return of Unused Donated Leave
If the total amount of donated leave is not used by the recipient, whole days of donated leave shall be returned to the donor employee(s) on a prorate basis. This is based on the ration of the number of days of leave donated by each donor employee to the total number of leave days given by all donors.
Family and Medical Leave:
Family and Medical Leave: The Sunflower County Consolidated School District will comply with The Family and Medical Leave Act (FMLA) of 1993 (effective August 6, 1993) by providing up to 12 weeks of leave in a 12-month period. Family or medical leave may be taken to care for a newborn or newly adopted child, for personal illness, or to care for an immediate family member who is seriously ill. To be eligible, the employee must be employed for at least 12 months, and have provided 1,250 hours of service during the 12 months before the leave is requested. No more than 12 weeks of Family or Medical Leave may be taken within a 12-month period, measuring from the beginning of the first date of leave taken during the school year from July 1 to June 30.
If an employee’s illness qualifies for FMLA Leave, the employee is required to take FMLA Leave and simultaneously exhaust all sick or other earned leave. After non-FMLA Leave is exhausted, if the employee still needs leave and has not exhausted the 12 weeks of FMLA leave, the remainder of the leave will be classified as FMLA Leave, and will be unpaid. (Exception: the employee may have leave donated) In no case will an employee receive more than 12 weeks of FMLA Leave which will include donated days.
Employees who may qualify for FMLA Leave will be required to seek FMLA certification from a physician or other appropriate health care provider. Medical insurance and benefits will be treated exactly the same for employees on FMLA Leave as if the employee were not on FMLA Leave – in other words, employees on FMLA Leave will be required to pay any portion of health or other benefits that the employee was required to pay when she/he was not on FMLA Leave. After the expiration of FMLA Leave, if the employee has still not returned to work, the employee will be required to pay entirely for own benefits, if the employee chooses to maintain such benefits. At the expiration of all FMLA, the district is not required and will not maintain its contractual agreement with the employee.
Maternity Leave of Absence: Maternity leave will be given in compliance with FMLA. Employees who have accrued paid leave, and who need maternity leave will be required to use simultaneously the accrued paid leave as maternity leave, and then exhaust any remaining unpaid FMLA Leave for any additional required maternity leave.