This may not be feasible, but bouncing it off anyone that’s bored.

My disdain for all things HR are probably not rivaled. Same for workers comp.

Our organization had a change in leadership about a year ago and one of the new focuses is “Employee Wellness”, one aspect being mental health.

I constantly see officers injured on the job and then seemingly abandoned. Left waiting for days for HR to place them on a light duty position, having to burn sick time that they accrue at a rate of less than 10 days per year. Once the outside company that is contracted to handle their workers comp claim gets involved, the level of incompetence is mind boggling. Often waiting weeks for pay checks, having to beg for doctor appointments, denial of care requests, etc. These are officers who genuinely want to get better and come back to work, and were hurt while doing their job for the agency. Even with attorneys, they have a difficult time getting information and getting what they need done. You can imagine their “wellness” is shit.

Is anyone aware of any program where there are advocates for employees who are injured? An internal position that can trump HR through some design, and can force workers comp’s hand if necessary? Any ideas how to frame such a position?

I frankly don’t know how this complete mess has not led to suicides at my job. It’s that bad. I’m not trying to be a revolutionary, and I’m not looking to do the job, but something has to change before it does.

It sounds like a class action suit waiting to happen.

I don't have an answer to your question.

When one of our officers were injured on the job, the first two days off were sick leave in order to get all the paperwork done. Once it was determined to be on the job, the sick days were credited back.

Then they were put on workers comp at, I think, 75% salary.

Ours is sick leave until placed in a light duty job by HR that follows your restrictions.

If an on-duty injury, and you are unable to work for 2 (or more) weeks, your sick leave is credited back. If you’re on light duty you can get a full check. If you’re completely out on workers comp you get 66%, but it comes from the contracted company as a check. When it comes.

The issue starts with HR being beholden to no one, and not being a 24/7 group. Most recent guy got injured in a wreck and contacted HR on a Friday morning, spoke to them in person, then waited the rest of Friday, Saturday, Sunday, Monday, and Tuesday before hearing back Wednesday, only after multiple emails and my boss finally calling the HR troll at our request.

But that’s par for the course.

What are your union's responsibilities for these folks? I'd have thought they were your first line if defense so to speak.

I hope you find some help.

North Carolina is a non-collective bargaining state. Unions hold no power. We have the Fraternal Order of Police, but they are neutered, only ability they have is to make noise.

A good Employee Assistance Program fits the bill. Companies get a discount on their workers comp premiums. Police and fire departments tend to underutilize their services for the usual reasons.

quote:

Originally posted by ZSMICHAEL:
A good Employee Assistance Program fits the bill. Companies get a discount on their workers comp premiums. Police and fire departments tend to underutilize their services for the usual reasons.

We have that, but the problem lies with HR and workers comp. Our EAP programs deal with money, counseling, minor legal stuff, etc., but no power to influence these issues.

^^^^^^^^^^^^^^
That is unfortunate.

quote:

Originally posted by chongosuerte:
I constantly see officers injured on the job and then seemingly abandoned. Left waiting for days for HR to place them on a light duty position...

Don't know if it's feasible or what's what where you are, but I'm just throwing this out. Officer gets on the job injury (OJI), goes see the doc for treatment and brings with him the work status form. This form allows the doc to mark what the officer can and cannot do for his light duty assignment. Now comes the part I don't know if it's doable here you are. Since HR drags their feet with light duty assignment, why not take that job out of their hand and assign someone in the department to handle it. That way the officer gets placed right away. I your department really has a lot of OJIs, then create a dedicated position to handle light duty assignments. If not that many, then assign someone in the department who is least busy with this additional task. All the relevant paperwork can be faxed to supervisor, HR, workers comp company, etc...

The city that employed me as a police officer was known as one of the most "progressive" municipalities in California, but their Risk Management department was notorious for screwing over officers that were injured on-duty. In far too many situations, even if the officer recovered and wanted to get back to work, he/she was labeled as "dead wood" and forcibly retired. "50% tax free", but out. In many cases, the disability rating they received was dragged out for a decade or more, and "retraining"??? Forget about it.

Risk Management worked hand in glove with the Personnel Department and they were NOT "friends" of employees. Of course this was all before the trendy demonization of cops. I don't even want to think about how things are handled now.

quote:

Originally posted by chongosuerte:

quote:

Originally posted by ZSMICHAEL:
A good Employee Assistance Program fits the bill. Companies get a discount on their workers comp premiums. Police and fire departments tend to underutilize their services for the usual reasons.

We have that, but the problem lies with HR and workers comp. Our EAP programs deal with money, counseling, minor legal stuff, etc., but no power to influence these issues.

Sadly, that is a shame like ZMICHAEL posted. My last employer Florida Power and Light had HR refer me to our EAP program after my brain injury. Our companies disability insurance group agent gave me such a hard time about returning to work at one point that in so many words she implied that I was lying about my condition, despite my medical and surgical records. My EAP counselor had her almost immediately removed from my case as a result. I was unbelievably thankful and fortunate to have an EAP that provided support and the necessary help when so desperately needed in my situation. The EAP therapist was a savior. Through my 25yrs with the company I used our EAP thru financial assistance during divorce, help recovering losses/counseling after hurricane Andrew, and a short stint with rehab for alcohol abuse.

I hope that you find the necessary help needed and will add a small prayer.

quote:

Originally posted by chongosuerte:
My disdain for all things HR are probably not rivaled.

I wouldn't be so sure of that... just search for Human Resources and you'll see a thread I started a while back. Let's just say we're of two minds.

quote:

The EAP therapist was a savior. Through my 25yrs with the company I used our EAP thru financial assistance during divorce, help recovering losses/counseling after hurricane Andrew, and a short stint with rehab for alcohol abuse.

^^^^^^^^^^^
Glad to hear a success story.