Workers Compensation & ADA
Under the Virginia Workers’ Compensation Act and the Virginia Personnel Act, RBC is required to provide benefits to its employees — including faculty, staff, wage, and student employees — who incur an injury or illness arising out of and in the course of official work-related duties. The RBC Office of Human Resources provides information to employees and supervisors to assist them in understanding how to prevent workplace injuries and how to process workers’ compensation claims.
All claims are processed by Managed Care Innovations, Inc. through the Office of Human Resources when filed as an occupational injury/illness. Benefits generally include payment of medical expenses and time lost from work. Although an employee may have been injured at work, a claim can be considered compensable under workers’ compensation laws in Virginia only if the injury occurred “by accident” and “was arising out of and in the course of employment.” The injury or illness also must have happened suddenly and at a specific time.
Injuries generally not covered by the act include those caused by:
- Failure to use safety equipment
- Repetitive motion
Please review the RBC Guide to Worker’s Compensation for step-by-step guidance on navigating the worker’s compensation process.
American’s with Disabilities Act
It is the policy of the Richard Bland College of William and Mary that qualified individuals with disabilities not be discriminated against because of their disability in regard to job application procedures, hiring, and other terms and conditions of employment. It is further the policy of RBC to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process.
RBC is prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly-situated employees without disabilities, unless the accommodation would impose an undue hardship or pose a direct threat of substantial harm to the health or safety of the applicant, employee or others.
Questions regarding ADA Accommodation requests: