WC Program Overview - Pamphlet >> WC Claim Reporting for EDB Preparers >> What Happens When a Claim is Accepted? >> Pre-Designation Form >> UCOP Return to Work Program

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Workers' Compensation Payroll Procedures

SPECIAL TOPICS

• Waiting Period
  • The waiting period for compensable Workers' Compensation injuries is 3 calendar days (including the date of injury if time is lost due to disability) unless the employee is hospitalized overnight for the injury, is injured by an act of violence committed by a member of the public, or is disabled more than 14 days, in any of which cases Sedgwick CMS pays td benefits for the 3 day waiting period.
  • If the employee is eligible to accrue sick leave and vacation, but does not have sufficient accruals to cover the waiting period, (s)he is eligible for Extended Sick Leave (80%) benefits for the waiting period.
  • Payment for the waiting period shall be made only after a determination by Sedgwick CMS that the injury or illness is compensable, and confirmation that the time loss was medically authorized.
• Holidays
• An employee who is on 80% or 100% status is eligible to receive payment for holidays within the compensation period.
• The employee is not charged any sick leave or vacation accruals for the holiday(s).
• An employee on 100% status is eligible for 100% payment for the holiday without any charge to the accruals.
• An employee on 80% status is eligible for 100% payment for the holiday without any charge to the accruals.
• Holidays occurring while the employee is on 80% status are to be paid at 100%. Therefore, another 20% is due.
• No Accrued Sick Leave Require
d

An employee may elect either Option 2 or Option 3 even if (s)he does not have any accrued sick leave on the date of injury.
• Overpayments
• Employees may not receive 100% or 80% salary from the University in addition to the td payment made by Sedgwick CMS. All University payments of salary or sick leave for periods during which a University employee is determined to be eligible for td are therefore considered to be advances of the td payment due the employee from Sedgwick CMS.
• When either Option 2 or Option 3 is selected, the employee is eligible to receive:
• At 100%
  Sedgwick CMS td Payment + UC Supplement = 100%
• At 80%
  Sedgwick CMS td Payment + UC Supplement = 80%
• All University overpayments are to be recovered from the employee either by adjustment of salary or personal check.
• All Sedgwick CMS overpayments of td are to be recovered by returning the td check to Sedgwick CMS.
• Collection of salary overpayments is a responsibility of the UCLA Payroll department. If the recovery of the overpayment is other than an adjustment of salary through the payroll system, checks are to be made payable to the UC Regents, and forwarded to the Payroll Office for proper adjustment.
• In the event an employee has been paid by the University for lost time due to a compensable injury, it is Sedgwick CMS's responsibility to reimburse the University for the University's advance of the employee's td payment by making such td payments directly to the University.

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Last Modified: 3/15/07