Overall Rating Gold - expired
Overall Score 76.81
Liaison Aaron Durnbaugh
Submission Date March 6, 2020

STARS v2.2

Loyola University Chicago
PA-15: Workplace Health and Safety

Status Score Responsible Party
Complete 1.30 / 2.00 Karen McNear
HR Manager
Human Resources
"---" indicates that no data was submitted for this field

Does the institution have an occupational health and safety management system (OHSMS)?:

Does the system use a nationally or internationally recognized standard or guideline?:

The nationally or internationally recognized OHSMS standard or guideline used:

A brief description of the key components of the custom OHSMS:

Workers' Compensation Policy

Responsibilities of the Supervisor
Leave of Absence
Return to Work

The University will provide benefits under the Workers' Compensation Act and the Workers' Occupational Diseases Act for an employee who suffers an accidental injury or a disabling occupational disease arising out of and in the course of employment by the University.

Responsibilities of Employee
An employee who is injured or becomes ill on-the-job shall:

Report the incident immediately or as soon as reasonably possible to his/her supervisor.
Seek medical attention, through Medical facility, Urgent Care or the Emergency Room. Other resources may be used, as appropriate.
If an employee must be off work due to the incident, he/she is expected to comply with all treatment regimens and cooperate with all pertinent Loyola and third- party administrative offices in a good-faith effort to return to work. The University may require an employee to submit to examinations by physicians selected by the University.

No employee will be allowed to return to work without proper medical clearance. Three days, no-call, no show will be considered a voluntary resignation.

Responsibilities of the Supervisor
Upon notification of an on-the-job injury or illness, the supervisor shall:

Make certain the employee seeks and receives proper medical attention. If University services are not available, coordinate transport to a local medical facility with Security. In case of emergency, follow the standard procedures established at each campus.
Investigate and document the nature of the incident, including any witnesses. Apparent unsafe conditions should be reported to Security and the campus Physical Plant and Grounds offices.
Review the "Report of Workplace Injury" report submitted by the injured individual, and then submit the document to Human Resources.
If the injured individual cannot complete the report, please review, update, and send a copy of the report to Human Resources.
If the employee is not able to complete the standard work-day, the timecard should be marked to indicate the employee worked the full shift. However, the supervisor should make a note of the time the employee actually did not work for record purposes.
During the employee's absence from work due to a job-related illness or injury, his/her time card should be marked "WC - Sick" or "WC - Vacation" (as appropriate) for the first three days. Time-off greater than three days should be marked as "WC - General."

Work with the employee, Human Resources, any third-party administrator and medical personnel in a good-faith effort to return the employee to work. In some cases, a job may be temporarily re-structured to accommodate the recovering employee.

Make certain the employee secures the appropriate medical release (s) to return to work.

An employee is not paid for the first three scheduled workdays lost due to a job-related illness or injury under the Workers' Compensation benefit unless the employee is off work for 14 calendar days or longer. At that point, Worker's Compensation payment will be made for the first three days lost. Effective with the fourth scheduled day of work lost, an employee is entitled to pay under Workers' Compensation regardless whether the absence extends to 14 calendar days or longer.

An employee may elect to be paid for the first three days lost through sick leave, vacation, holiday, or personal time. If the illness or injury lasts 14 days or longer, sick or vacation banks are credited with three days upon the employee's return. An employee is not entitled to receive duplicate payments from time off banks and Workers' Compensation.

The University will continue to pay the employer's share of the costs of insurance benefits for the duration of absence up to two years. The employee will be billed for his/her portion of the applicable premiums. No employee will accumulate additional vacation or sick leave, nor will he/she be entitled to holiday pay for any holiday occurring while off from work.

Leave of Absence
A Workers' Compensation Leave of Absence is a FMLA and a General Leave running concurrently. Any time off will be charged against the 12-week FMLA allotment and the up-to-two-year General Leave allowance. Please consult the Leave of Absence policy for all the details.

Return to Work
Campus Human Resources will coordinate the efforts of all interested parties in returning the employee to work. No one will return unless first cleared by Occupational health or Student Health. Any attempt to defraud the University is grounds for immediate termination

Updated: 4/9/18

Annual number of recordable incidents of work-related injury or ill health:

Full-time equivalent of employees:

Full-time equivalent of workers who are not employees, but whose work and/or workplace is controlled by the institution:

A brief description of the methodology used to track and calculate the number of recordable incidents of work-related injury or ill health :

The number was provide by Human Resources Department.

The summary is posted outside of HR in Granada Center where is it required to be posted from Feb 1-April 30.

Annual number of recordable incidents of work-related injury or ill health per 100 FTE employees:

Website URL where information about the occupational health and safety program is available:
Additional documentation to support the submission:

Data source(s) and notes about the submission:

Millard - 145
MV - 9
Aramark - 250

Millard - 145
MV - 9
Aramark - 250

The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.