University Policy 7670
Effective Date
September 18, 2025
Responsible Party
Human Resources and Workforce Strategy, (208) 426-1616
Scope and Audience
The policy applies to all Covered Insureds, as defined in this policy.
Additional Authority
- Idaho State Board of Education Policy, Section II.J. (Other Benefits – All Employees)
- University Policy 9140 (Environmental Health and Safety)
- University Policy 9210 (Employee Safety and Loss Control Training)
1. Policy Purpose
To ensure that all Covered Insureds who experience a work-related injury or illness receive appropriate medical care and benefits, and all work-related accidents, injuries, illnesses, and/or occupational exposures are properly reported.
2. Policy Statement
Boise State University strives to provide a safe and healthy working environment for its employees, students, and volunteers and is committed to supporting Covered Insureds who experience work-related injuries or illnesses. In the event that a Covered Insured sustains a work-related injury or illness, the University will provide workers’ compensation benefits in accordance with applicable federal and state laws.
3. Covered Insureds
For purposes of this policy, the following are considered Covered Insureds under Workers’ Compensation.
3.1 Authorized Volunteer
An individual who, with consent and authorization by Boise State University, donates hours of service for civic, charitable, or humanitarian reasons, without promise, expectation, or receipt of compensation of any kind for services rendered.
a. Consent and authorization by Boise State University must be documented for all volunteers by completing an Authorized Volunteer Service Agreement, which indicates the dates and scope of services to be performed.
b. A Boise State University employee may be an Authorized Volunteer and perform volunteer service hours if the employee does not perform the same type of service as part of their regular job duties.
c. A student enrolled at Boise State University may perform volunteer service hours and be recognized as an Authorized Volunteer.
3.2 Employee
Any person employed by Boise State University as faculty or staff, including part-time and temporary positions, and any person who works under contract of service or apprenticeship with Boise State University.
3.3 Work Experience Student
Any person enrolled at Boise State University who, as part of their instruction, is enrolled in a class or program for academic credit and is employed by, or works for, a private or governmental entity.
4. Employee Responsibilities
a. Employees must comply with all University occupational safety and health standards, orders, rules, and regulations (see also University Policy 9140 – Environmental Health and Safety).
b. Employees must complete all required job-specific safety and loss control training (see University Policy 9210 – Employee Safety and Loss Control Training).
c. Employees must promptly report hazardous equipment, conditions, procedures, or behavior to their immediate supervisor.
5. Reporting Requirements
a. An Employee or Authorized Volunteer who sustains a work-related accident, injury, illness, or occupational exposure must immediately notify their direct supervisor to ensure proper medical care and initiate the workers’ compensation process. A Work Experience student should immediately make a report by notifying Risk Management and Insurance at rmi@boisestate.edu or (208) 426-5955. Reporting is required regardless of the severity of the injury or if any medical intervention is needed.
b. The Employee or Authorized Volunteer and/or their supervisor must complete a Supervisor Accident Report (SAR) within 24 hours of notification of the work-related accident, injury, illness, or occupational exposure.
c. Once reported, Risk Management and Insurance will submit a First Report of Injury to the Idaho State Insurance Fund, which will investigate, evaluate, and make a final determination on coverage. All applicable forms and medical information for an Employee or Authorized Volunteer must be sent to Human Resources and Workforce Strategy.
6. Emergency and Preferred/Designated Medical Providers
a. In the event of a life-threatening injury, call 911. The Covered Insured should be transported by ambulance to the nearest emergency facility for immediate medical attention, and the Department of Public Safety should be notified at (208) 426-6911.
b. When non-life-threatening medical attention is required, the Covered Insured must seek treatment from one of the preferred providers listed on the Risk Management and Insurance website. If the Covered Insured is in an area where the preferred providers list is not applicable, the Covered Insured should seek care from any appropriate medical provider.
c. If the Covered Insured chooses not to seek treatment with a preferred medical provider, the Covered Insured may be responsible for any and all expenses associated with their medical treatment.
d. The Covered Insured must abide by any work restrictions and avoid activities that will interfere with the recovery process. Employees and Authorized Volunteers must keep Human Resources and Workforce Strategy and their supervisor informed of their progress and limitations.
7. Lost Time from Work – Employees
a. If an Employee is unable to return to work in any capacity due to a work-related accident, injury, illness, or occupational exposure, the Employee must provide a medical provider’s note to Human Resources and Workforce Strategy.
b. If an Employee is receiving temporary total disability benefits or temporary partial disability benefits from the Idaho State Insurance Fund (SIF), the Employee may use their accrued sick leave and/or their other accrued paid leave, or may choose to take a leave of absence without pay. The Employee is not required to use their sick, vacation, or other accrued leave in lieu of workers’ compensation benefits.
c. An Employee who is receiving workers’ compensation benefits may also be eligible for other leaves, including leave under the Family and Medical Leave Act (FMLA), an accommodation under the Americans with Disabilities Act (ADA), and/or short-term disability. Employees should consult with Human Resources and Workforce Strategy on other available leave options.
8. Continuation of Employer-Provided Benefits – Employees
a. An Employee who is benefit eligible may be entitled to the continuation of their employer-provided benefits while receiving workers’ compensation benefits as if the Employee had continued to work.
b. If the Employee is entitled to the continuation of benefits, the Employee must continue to make any normal contributions to the cost of their benefit premiums (e.g., health insurance, etc.). If the Employee’s premium payment obligations are not covered by their paycheck, the Employee must cover the amount to ensure the continuation of coverage. Employees should consult with Human Resources and Workforce Strategy on their benefit options.
9. Timesheet Coding – Employees
a. Typically, there is a five (5) calendar day waiting period for workers’ compensation benefits, during which the first five (5) calendar days of income benefits are not paid by the State Insurance Fund. During this waiting period, an employee may use their accrued leave or choose to take leave without pay. Should the injury result in disability for work exceeding two (2) weeks, income benefits will be paid from the date of disability.
b. An Employee who chooses to take their accrued leave during the waiting period and later receives income benefits from the Idaho State Insurance Fund cannot have their leave reinstated.
c. An Employee cannot utilize their accrued leave if it will result in pay in excess of the Employee’s normally scheduled workweek.
d. An Employee who chooses to use their accrued leave during the five (5)-day waiting period, or while receiving workers’ compensation income benefits, should code their timesheet with the applicable workers’ compensation codes. The Employee can use accrued sick leave, including any donated leave or other accrued paid leave, as long as the amount of accrued leave utilized does not result in pay in excess of the Employee’s normally scheduled workweek.
e. An Employee who chooses to take a leave of absence without pay while receiving income benefits from workers’ compensation must code their time using the appropriate leave without pay code.
10. Return to Work – Employees
a. An Employee who is absent from their regular job duties due to a work-related accident, injury, illness, or occupational exposure must provide a medical provider’s note to Human Resources and Workforce Strategy at hrfmla@boisestate.edu prior to returning to work. The release may be a full release, or it may include restrictions.
b. If the note includes restrictions, Human Resources and Workforce Strategy will work with the Employee’s supervisor to determine if work is available within the restrictions. If work is available, Human Resources and Workforce Strategy will prepare a written light-duty job offer form. The Employee must sign the light-duty job offer form, indicating whether they are accepting or declining the light-duty job offer. Human Resources and Workforce Strategy will advise the Idaho State Insurance Fund of the inability to accommodate the restrictions and any light-duty offers accepted or declined for consideration of workers’ compensation benefits.
c. If work is not available within the Employee’s assigned department/unit, Human Resources and Workforce Strategy will determine if work is available within another department/unit.
d. An Employee who declines a light-duty job offer may not be eligible for lost time benefits.
11. Anti-Retaliation
The University prohibits any form of retaliation against a Covered Insured who reports a work-related illness or injury. Retaliation against a Covered Insured for filing a workers’ compensation claim or for exercising their rights under this policy is strictly prohibited and may result in disciplinary action, up to and including dismissal from employment.
12. Records Retention
Any medical records or forms received regarding a work-related accident, injury, illness, and/or occupational exposure will be maintained securely and confidentially. Employee records will be maintained in the employee’s health information file (see University Policy 7530—Employee Files).
Last Review Date
September 18, 2025