![]() ![]() If you are injured on the job, you are entitled to all medical treatment that may be reasonably needed to cure or relieve the effects of the injury. The employee must provide notice to the employer, either orally or in writing, by the earliest of (1) 20 days from the date of accident (or the statutory date of injury in the case of repetitive trauma, such as carpal tunnel syndrome), (2) 20 days from the date medical treatment is sought if the employee is still working for the employer, or (3) 10 days after the last day actually worked if the employee no longer is employed by the employer.įor more information on employee responsibilities, review the Information for Injured Employees form (K-WC 27-A or K-WC 270-A) below. Under the law, an employee must provide notice to the employer either (a) the employee sustained a work-related injury, or (b) the employee wants workers compensation benefits. If there is no assigned delegate, the employee should report to their immediate supervisor.Īs of May 2011, employees have a very specific time frame to report an injury, which was changed April 2013. This can be a manager, Human Resources or a safety director. If your employer has not specified a written policy on who to report to, report to your direct supervisor. If you are injured, report the injury to your employer. Industrial Safety and Health Expand Industrial Safety and Health.Public Employer Employee Relations Act (PEERA) Decisions Professional Negotiations Act (PNA) Decisions Workers Compensation Expand Workers Compensation.If you believe that you were wrongfully terminated, contact an attorney near you who is well-versed in workers’ compensation cases to help you assert your rights. If it isn’t and you have been terminated from your position, there needs to be an investigation to ascertain why you were terminated. If you took a protected leave of absence during your recovery, it is presumed that your job will be returned to you upon your return. You may be additionally protected by the Family Medical Leave Act. If you believe that this may be why your employer is delaying your return, speak with your employer’s Human Resources department. In many cases, your job might not be protected due to the amount of time you’ve been on leave. If this has occurred, the situation should be reported to the Arizona Industrial Commission. ![]() These benefits are available to workers after an injury and no one should be threatened or denied their rights. However, since they are earning some form of wages, their compensation benefit will be suitably reduced.Īt no time should your employer penalize you for seeking your rights or accepting Arizona workers’ compensation benefits. The worker must also report any earned income as well as any unemployment benefits received. If your employer is unable or unwilling to accommodate your light-duty status, you “must engage in a good faith effort to find suitable work.” Efforts to seek employment should be reported (in a timely manner) to the workers’ compensation insurance company. In other words, your employer doesn’t have to transform your former position or create an entirely new position to fit your new light-duty status. Arizona state law doesn’t hold employers under a legal obligation to accommodate an employee returning on a light-duty basis. It might also indicate fewer hours per day or week.Īrizona workers should receive notice from the insurance company handling their claim of this change. This could mean you are given a lighter workload on the job. Problems may occur when a physician clears their patient for light-duty status. ![]()
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