“If I’m part of a return-to-work program after an injury, how will I get paid?” If you’re a business owner with an injured employee, this is likely a question you’ll hear. If an employee is injured on the job, here’s what you need to know.
After a work-related injury, you will be required to pay your injured employees according to your state’s Workers’ Compensation statutes, along with any applicable federal statutes. Workers’ Compensation varies by state, so it’s important to check all the details and stay up-to-date on any policy changes. Additionally, you will have to comply with your company’s human resources policies.
While the specifics may vary by state or situation, employees who are performed modified duty or working on a restricted workweek will still receive payment for their hours worked for your company. If the injury was work-related, they may also be eligible for additional payment through Workers’ Compensation.
If an employee is doing transitional work to get back into their role, payment depends on the type of injury. If they have a non-worked related injury, they will receive an hourly rate for all time worked. This may might necessarily equal their full-duty hourly rate. On the other hand, if an employee is doing transitional duty following a period of short-term disability, they’ll get a combination of regular pay and partial disability benefits.
Finally, employees on restricted duty are also entitled to their regular vacation days or holiday pay. However, employers should consult their state’s Worker’ Compensation plan to find the current language on vacation and holiday pay for injured employees.
To learn more about managing your business, please contact our team of HR professionals at Insured Solutions. For more information about Insured Solutions, contact us at email@example.com or 877-213-1999
View Insured Solutions’ Client FAQs at https://www.insuredsolutions.net/faq/client_faq/FAQ.php.