Medical Services - Injury On Duty

Omaha Police Department (OPD) Injury and Illness Procedures

• Immediate Notification Required: Employees must immediately notify their supervisor or designee of any on-duty injury or illness, or inability to perform work duties due to illness, injury, medical/dental care, or contagious disease exposure. Failure to follow procedure may result in personal responsibility for medical costs.

Notification Procedures

• Worker's Compensation Vendor (WCV) Contact: The injured employee, aided by their supervisor or the Employee Resources Sergeant, must immediately contact the City's contracted WCV, regardless of whether medical attention is required.

• Injury/Illness Documentation: Complete required worker's compensation forms (NWCC Form 1, Investigation Report, Notice of Employee's Right to Choose a Doctor) within 24 hours of the incident.

  • Forms should be scanned/emailed to the Employee Resources Sergeant at [email protected].
  • Originals also forwarded to the employee's supervisor for review.

• Incident Reports: An Incident Report (OPD Form 189) is typically not needed unless the injury involves assault, a separate crime, chemical agent exposure, or a motor vehicle crash.

• Motor Vehicle Crashes: Injury reports from motor vehicle crashes are included in the State of Nebraska’s Motor Vehicle Accident Report (DR-Form-40).

• Assault Reports: Assault/attempted assault injury reports are documented on the Incident Report (and Booking Report, if applicable) with the "victim type" listed as "law enforcement officer". Separate forms for each officer involved. Chief's Report (OPD Form 214) may also be required.

• Police Equipment Damage: Complete an OPD Police Equipment – Accountability Form (OPD Form 24) when police equipment is damaged.

Injury Classification and Notification

• Minor Injuries: Injured employee can notify individuals they choose; transportation may be provided to an Emergency Contact for treatment.
• Major Injuries: Defined as injuries preventing telephone use. Consent obtained from the employee (if conscious and rational) before notification. Emergency Contact is notified.
• Notification Methods: In-person notification (ideally by a Sergeant or higher rank, possibly with a Chaplain) is preferred when possible. Telephone calls are used when other arrangements are unfeasible. Non-emergency contacts are discouraged.

Supervisory Review

• Document Review: The employee's Lieutenant or manager reviews all documents (reports, videos, etc.) to determine if actions were within policy. Recommendation shared via Inter-Office Communication with the respective Section/Precinct Captain.
• Captain Review: The Section/Precinct Captain reviews the Inter-Office Communication and determines if the injuries were within policy.
  • If not, policy violations are investigated (Internal Affairs or another investigation).
• Case File Inclusion: The Inter-Office Communication is included in the employee's Worker's Compensation Case File. Crucial data points (employee name, injury date) are to be included.

Treatment and Responsibilities

• Urgent Care: Injured employees needing immediate medical attention are transported to the nearest medical facility or trauma center (using the Rescue Squad, if needed).
• Non-Urgent Care: Employees with non-urgent injuries must contact the WCV before treatment to determine appropriate facilities.
• Physical Therapy/Work Hardening: Injuries during these activities are reported to the physical therapist and WCV.
• Follow-up Treatment: Contact WCV prior to follow-up medical care.
• Work Status Reports: Physician (or designee) to submit electronic work status reports to the WCV. Employee responsible to provide report to supervisor and Employee Resource Sergeant as well.
• IOD Pay: Employee Resource Sergeant contacts City's Worker's Compensation Coordinator for approval to enter IOD pay. A physician's note is required to support IOD compensation.

Temporary Duty (IOD or Limited Duty)

• More than 2 Weeks: Employee Resource Sergeant notifies the Police Personnel Unit (PPU) of status change. Applicable Contractual agreement considered.
• Deactivated Pays: Specialty pay, premium pay, and shift differentials are deactivated during temporary duty status outside of work assignment. These are reinstated at return to duty.
• Light Duty: Employees with Light Duty doctor's release will be considered for assignment with assistance from Employee Resource Sergeant.
• Return to Regular Duty: Employees return to regular duty hours after IOD or Light Duty. Collective bargaining agreement, seniority and related factors are considered.

Environmental Injuries

• Duty-Connected Issues: Heat reaction, foreign objects, and other environmental hazards are reviewed individually to determine duty connection based on the specific incident.
• Legal Precedent (Crow vs. Americana): This considers if there was a heightened employment risk versus a general public risk. Relevant Nebraska Court determination impacting employment risk vs employment conditions.

Additional Benefits

• Federal Employee's Compensation Act (FECA): Contact HR Department about eligibility for FECA benefits (5 USC 8101 et seq.).
• Supplemental Insurance: Contact Personnel Unit (PPU) for Injury on Duty leave documentation and supplemental coverage.