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Part-Time Employee Handbook

Worker’s Compensation protects you and your family in case of personal injury, illness, or death caused by a work-related accident while you are on the job.  Injured workers are entitled to medical and wage loss benefits under the Worker's Compensation Act.

Reporting Accidents


You must report immediately to your supervisor any accident you have at work, and you must complete an Employee Injury Report which can be found on the forms tab of Infonet. Additionally, you are required to report the accident to the regional Human Resources Administrator.  Prompt reporting is necessary to facilitate your claim and prevent your claim from being denied.  The filing of a claim does not guarantee compensability.

Medical Care


If you qualify for Worker’s Compensation, all approved medical treatment by the designated physician is covered.  The College has the right to direct medical care in the state of Indiana.  If medical treatment is needed, the regional Human Resources department will inform you where to seek treatment. In the event of an emergency, seek treatment immediately at the nearest facility. Notify your supervisor or regional Human Resources department as soon as practicable but within 24 hours of seeking treatment. If you do not follow the proper steps regarding medical care, reimbursement may be denied.

Reporting Time Off for Treatment

  Certain rules apply to recording time off if you have follow-up appointments related to your Worker’s Compensation injury or illness.
  If the designated facility at your location is open outside of your normal working hours, you should seek treatment outside of your normal working hours.  If you decide to seek treatment during your normal working hours, you must report the time off as sick leave or, if your sick leave has been exhausted, vacation leave may be used to remain in “pay status.”
  If the designated facility in your region is NOT open outside of your normal working hours, you may go to the appointment without using any of your accrued leave and receive pay for time out of the office for the visit.



You may be eligible for compensation of lost wages for a temporary disability or a total disability.  If you are unable to work for more than seven consecutive calendar days, disability payments begin on the eighth day.  Time off must be substantiated by a medical provider’s release.  During the seven day waiting period, you must use your sick leave or, if sick leave has been exhausted, vacation leave may be used to remain in “pay status.”  If your injury or illness requires you to be off work for 21 days or more, compensation for the seven day waiting period is available through Worker’s Compensation and payment for the waiting period must be signed over to the College if sick leave or vacation leave was used to remain in “pay status.”  The appropriate leave used for the waiting period will be credited back accordingly.

Payments are handled in two ways: 1) payment through the Worker’s Compensation Administrator, or 2) payment through the Worker's Compensation Administrator and partial payment through the College, not to exceed 100% of your pre-injury or illness earnings.  See your regional Human Resources Administrator for more information on payment options.

While you are receiving Worker’s Compensation disability payments, you are considered to be on Disability Leave.  Temporary Disability Leave or Family Medical Leave (FML), if eligible, runs concurrent with Worker’s Compensation when an injury requires you to be off work 10 or more working days. 

Returning to Work

  In order to return to work after your recovery, you will need a medical provider’s statement certifying that you may return to work, either with or without restrictions. The College supports returning employees to work as soon as possible through Temporary Modified Duty (TMD).
  Temporary duty may be in a variety of formats, including modified duties within the scope of an employee’s current position; other available duties for which an employee may be qualified; or, a modified schedule of reduced work-hours.
  At the discretion of management, all employees are eligible for and are required to perform TMD when the following criterion exist:
  The injury or illness sustained by the employee has been determined to be work-related and compensable under current worker’s compensation law; and
  The physical restrictions imposed by the treating physician are specific (e.g. no lifting over 50 pounds); and
  Work-related tasks which are within the physical limitations of the treating physician are available and are within the physical and skill capacities of the injured employee, with reasonable accommodations made by the College, the employee or both.
  Employees who are recovering from an occupational injury or illness will support, contribute, and participate in the TMD program.
  Employees must communicate with their supervisor on a frequent basis and after each medical appointment to keep the College updated on his or her work status and restrictions.
  The supervisor will review an employee’s restrictions and determine if the employee will be able to perform his/her regular job duties while maintaining his/her restrictions. If that is not possible, the supervisor will determine if the employee’s regular job can be performed with modifications or if there are alternative jobs that can be performed in the department, with or without modifications. If appropriate work cannot be found for the employee within his/her own department, Human Resources may assist in finding a modified duty opportunity in another department as a last resort.
  If work is available which meets the limitations/restrictions set forth by the treating physician, the employee may be assigned TMD for a period of time prescribed by the physician but not to exceed 90 calendar days. TMD is a temporary program, and an employee’s eligibility in a temporary assignment will be based on medical documentation as outlined on the work status report received from the physician and continued progress as described by the treating physician. TMD should be evaluated and adjusted as needed following each physician appointment where there are changes to the employee’s work restrictions.
  Employees not making progress toward the goal of returning to his or her regular job, as deemed by the College, will be evaluated for continued participation in the TMD program. If it is determined that the employee has long-term restrictions that result in the inability to perform the essential functions of the regular position, the provisions of the Americans with Disabilities Act (ADA) and other applicable laws will be evaluated to determine suitability for employment.
  An employee’s limitations/restrictions are effective 24 hours per day. Not following these restrictions can aggravate an employee’s condition and cause a delay in the recovery process. An employee who is found to be performing activities outside the treating physician’s prescribed restrictions may be subject to termination of all types of disability benefits. Employees not abiding by restrictions may also be subject to disciplinary action under the College’s personnel policies.
  Every effort will be made to make TMD available to all employees. Temporary assignments will be based on skill and abilities on a fair and equitable basis, dependent on business need.
  In instances where employees are going to be evaluated for a compensable injury or illness, employees will be required to request a work status report from the treating physician in the same day, whenever possible.
  The work status report is used by the supervisor to match TMD with the specific restrictions/limitations documented by the treating physician. Every attempt must be made to accommodate the outlined restrictions with appropriate TMD that is consistent with the recommendations of the treating physician and the third party administrator.
  Whenever possible, TMD shall be offered within the employee’s normal work schedule; however, restricted work schedules, and altered work schedules may also be required which are outside an employee’s normal work schedule, but should be designed within reason. Depending upon the employee’s limitations/restrictions, it may be necessary, and is within purpose and scope of this program, to design a temporary schedule to accommodate restrictions.
Payment of Wages During Temporary Modified Duty:
  Employees working TMD assignments shall be returned to pay status and paid their same base hourly rate for the hours worked as an incentive for participating in the TMD program.
  Employees working TMD assignments that involve a reduction of hours may also be entitled to Temporary Partial Disability (TPD) pursuant to IC 22-3-3-9. Temporary Partial Disability will be calculated by the third party administrator. TPD compensation is equal to 2/3 of the difference between an employee’s pre-injury/illness average weekly wage and the post injury/illness average weekly wage, but cannot be more than the statutory maximum average weekly wage.
Time Off During Temporary Modified Duty:
  If an employee participating in TMD has an approved vacation or sick day, or upon the occurrence of a holiday, the employee is entitled to regular leave pay at the regular rate, as long as there were hours physically worked by the employee within that week, pursuant to the College’s personnel policies
  If an employee on TMD is unable to report to work for reasons unrelated to the compensable injury, the employee may then be charged for up to 8 hours of accrued leave per shift, if the employee has the appropriate sick leave available. If no sick leave is available, employees who have been approved for and required to participate in TMD who do not report to work will be subject to the College’s personnel policies normally applicable to absence from work.
  In the case of reduced work hours, Family Medical Leave will be applied to the hours not worked. Contact the regional HR administrator for further details.
Refusal to Participate in the Transitional Duty Program:
  Employees recovering from a Worker’s Compensation injury or illness who refuse to participate in the TMD Program may become ineligible for Worker’s Compensation benefits, pursuant to statutory guidelines. Employees who make themselves unavailable for work under the statutory provisions by refusing to participate in required TMD, are considered as not reporting to work for reasons other than an occupational injury, and may be subject to additional separate disciplinary action for unexcused lost time, up to and including termination of employment.


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