It depends, the employee must contact the Risk Manager (432) 240-1824 immediately to notify him of their restrictions. The Risk Manager will review the restrictions to see if the District is able to accommodate your restrictions. This is for your own safety and to prevent additional injuries while working. 

Yes, an employee needs to complete a Leave Election form as soon as possible to advise on whether or not they wish to use available paid leave so the Work Comp carrier can determine if and when Temporary Income Benefits (TIBs) are due. 

WC indemnity benefits are due when an employee is medically unable to work. It pays 70-75% of an employee’s earnings, subject to a maximum and a minimum amount. There is a mandatory 7 calendar day waiting period in the state of Texas. An employee is not due any indemnity benefits for the first 7 days unless they are off for a full 14 days. Indemnity benefits start to accrue on the 8^th day of disability. Workers’ compensation is not a form of leave. Payment of any benefits will be made by the WC carrier, not the district. If an employee is unable to work due to an on-the-job injury or illness, they may elect to use available paid leave to continue salary payments from the district. An employee cannot receive indemnity benefits and paid leave concurrently. An employee electing to use leave will not receive any available workers’ compensation indemnity benefits until leave is exhausted or to the extent that that paid leave does not equal the pre-illness or -injury wage.

An employee who chooses not to use available paid leave will not receive any salary payments from the district. No available paid leave will be deducted from the leave balance. The employee will only receive workers’ compensation wage benefits. The employee will be responsible for paying all health insurance premiums when on unpaid leave that is not designated as family and medical leave.

The Work Comp carrier will pay you wage benefits by the 14th calendar day of disability for the time you did not receive payments from the district since you elected NOT to use your available leave. 

The waiting period starts on the first date of disability (not including the date of injury) and extends for 7 calendar days.

No, an employee cannot receive indemnity benefits and paid leave concurrently. An employee electing to use leave will not receive any available workers’ compensation indemnity benefits until leave is exhausted or to the extent that that paid leave does not equal the pre-illness or -injury wage.

The TASB Risk Management Fund handles our WC injuries. A TASB adjuster determines the amount of indemnity benefits to be paid. The adjuster will contact the district and the employee to discuss the amount of benefits to be paid. The assigned adjuster can be contacted directly at 800.482.7276.

Yes, An employee electing to use leave will not receive any available workers’ compensation indemnity benefits until leave is exhausted or to the extent that that paid leave does not equal the pre-illness or -injury wage. 

No, an employee that will be out for 3 or more days related to a work related injury is highly encouraged to apply for Family Medical Leave. If eligible, FML protects the employee's job for up to 12 weeks. However, FML is not paid leave.