Indy Gov
Medical Liaison - IMPD
Indy Gov, Indianapolis, Indiana, us, 46262
Medical Liaison - IMPD
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Medical Liaison - IMPD
Salary
$48,630.40 Annually
Location
Various IMPD Locations, IN
Job Type
Full Time
Job Number
08549
Department
IMPD-Admin
Opening Date
08/01/2024
Closing Date
9/30/2024 11:59 PM Eastern
Description
Benefits
Position Summary
Position is responsible for administering the leave of absence programs for the Indianapolis Metropolitan Police Department (IMPD) sworn officers, including worker’s compensation, fitness-for-duty evaluations, medical leaves, and disability processes.
Position Responsibilities
Administers the IMPD limited duty program; monitors doctor statements and verifies employee eligibility to work (off work, restricted duty, or full-duty); monitors employees on restricted duty and assigns to work duties according to medical restrictions; verifies release to full-duty and coordinates return to work.
Oversees medical case management to facilitate injured employee return to work; collaborate with medical case manager to obtain information, monitor employee progress, and verify success of the case management program. Coordinates physical therapy programs.
Compiles and maintains records relating to employee use of medical leave time; gathers required information on mark-offs. Analyzes data to identify trends or abuse of medical leave time. Monitors employees on extended leave for compliance with departmental policy; oversees and provides guidance of requirements for return to work. Monitors employees mark-off usage for applicability for attendance probation; places employees on attendance probation and provides notification and requirements to the employee and commander upon placement and release from attendance probation. Monitors employees for compliance with terms of attendance probation and recommends appropriate corrective action for violations.
Acts as liaison between IMPD, city/county, and third party administrators regarding questions or problems regarding worker’s compensation claims and benefits, FMLA, etc. Acts as liaison between department and employee assistance programs (EAP).
Approves/declines IMPD requests for worker’s compensation, FMLA, and medical leaves for city/county employees following policy guidelines. Confers with Office of Corporation Counsel to ensure compliance with applicable laws;
Coordinates departmental employee health services (e.g., vaccinations, disease screenings); develops schedules and notifies employee of examination time.
Coordinates departmental fitness-for-duty evaluations with appropriate medical/psychological services; determines applicability of request to departmental guidelines; schedules appointments and directs employee to attend; receives results and determines appropriate course of action; follows-up with employee and service provider (e.g., EAP) to ensure employee compliance with prescribed/ordered treatment program (e.g., counseling).
Analyzes and develops departmental medical policies and procedures to ensure adherence with current legal and administrative requirements; researches programs, literature, legal guidelines, and best practices to make recommendations for change.
Prepares special reports, research, and projects relating to medical records and employee absences.
Complies with Department of Labor record-keeping guidelines for occupational injuries and illness; maintains log of recordable injuries, illnesses, and fatalities; completes and submits required regulatory reports (OSHA 300).
Reviews and authorizes payment on invoices from third-party administrator (TPA), medical provider and legal services. Reconciles invoices with provided services. Resolves billing problems/concerns with vendor. Resolves billing disputes between vendor and officer; resolves conflicts for medical bills incorrectly invoiced directly to officer.
Attends pre-trials and hearings for Worker’s Compensation Board. Provides documentation and testifies in court as necessary regarding worker’s compensation cases or other city/county cases as related to injured employee issues (e.g., recover medical expenses incurred from accident caused by private citizen).
Conducts communications to employees and leadership, including presentations, and other training as needed.
Trains employees and management on leave programs in order to ensure an operational understanding of the requirements of these programs.
Tracks and monitors use of “FOP Pool Time;” makes deductions from annual allotment as appropriate for officers’ time spent conducting FOP business, as provided in the contract; notifies appropriate staff in regards to usage and remaining balances.
This list of duties and responsibilities in not intended to be all-inclusive and may be expanded to include other duties or responsibilities that management may deem necessary from time to time.
Qualifications
Bachelor’s Degree and three (3) years of related work experience (e.g., Human Resources, worker’s compensation, leave programs, etc.); one (1) year of related experience may be substituted for each year of formal education. Valid Indiana driver’s license required. A comprehensive knowledge and aptitude interpreting laws, rules and regulations regarding the Indiana Worker’s Compensation Act, FMLA, Department of Labor, Record keeping Guidelines for Occupational Injuries and Illnesses, and HIPAA privacy regulations. Ability to coordinate multiple projects and meet various deadlines is a must. Knowledge of spreadsheet(s), database(s), and other software is required. Knowledge of Microsoft Access is a must. Must be able to make general determinations of medical eligibility according to the guidelines set by FMLA regulations and city policy. Must be able to understand and interpret complex IRS code, assimilate understanding as it impacts FMLA and broadly impacts other leave policies, and recommend policy or procedural changes as needed. Ability to determine when second or third medical opinion is needed. Excellent written and verbal communication skills are required. Positive and productive interaction with employees, vendors, leadership, and union participants is expected. Must be able to prioritize daily demands, organize projects in such a way that projects can be completed in a timely fashion, and seek to resolve any issues where there is a potential for a broader system problem. This position must be discreet in handling very sensitive and private matters. This position will spend time handling phone inquiries, using computer technology, and conducting training.
Independent Judgment
Some independent judgment is required for this position as this employee is responsible for working independently to accomplish goals and objectives assigned. This position must assess needs for process improvement, understand needs of key stakeholders, and seek opportunities to improve the responsiveness to all customers and vendors. Exercise judgment regarding sensitive medical and personal information and must adhere to privacy policies and laws. Strict confidentiality required. Will use judgment and discretion in requesting second or third medical opinions, or in sending requesting employee to third party medical evaluation.
Print (https://www.governmentjobs.com/careers/indianapolis/jobs/newprint/4604103)
Apply
Medical Liaison - IMPD
Salary
$48,630.40 Annually
Location
Various IMPD Locations, IN
Job Type
Full Time
Job Number
08549
Department
IMPD-Admin
Opening Date
08/01/2024
Closing Date
9/30/2024 11:59 PM Eastern
Description
Benefits
Position Summary
Position is responsible for administering the leave of absence programs for the Indianapolis Metropolitan Police Department (IMPD) sworn officers, including worker’s compensation, fitness-for-duty evaluations, medical leaves, and disability processes.
Position Responsibilities
Administers the IMPD limited duty program; monitors doctor statements and verifies employee eligibility to work (off work, restricted duty, or full-duty); monitors employees on restricted duty and assigns to work duties according to medical restrictions; verifies release to full-duty and coordinates return to work.
Oversees medical case management to facilitate injured employee return to work; collaborate with medical case manager to obtain information, monitor employee progress, and verify success of the case management program. Coordinates physical therapy programs.
Compiles and maintains records relating to employee use of medical leave time; gathers required information on mark-offs. Analyzes data to identify trends or abuse of medical leave time. Monitors employees on extended leave for compliance with departmental policy; oversees and provides guidance of requirements for return to work. Monitors employees mark-off usage for applicability for attendance probation; places employees on attendance probation and provides notification and requirements to the employee and commander upon placement and release from attendance probation. Monitors employees for compliance with terms of attendance probation and recommends appropriate corrective action for violations.
Acts as liaison between IMPD, city/county, and third party administrators regarding questions or problems regarding worker’s compensation claims and benefits, FMLA, etc. Acts as liaison between department and employee assistance programs (EAP).
Approves/declines IMPD requests for worker’s compensation, FMLA, and medical leaves for city/county employees following policy guidelines. Confers with Office of Corporation Counsel to ensure compliance with applicable laws;
Coordinates departmental employee health services (e.g., vaccinations, disease screenings); develops schedules and notifies employee of examination time.
Coordinates departmental fitness-for-duty evaluations with appropriate medical/psychological services; determines applicability of request to departmental guidelines; schedules appointments and directs employee to attend; receives results and determines appropriate course of action; follows-up with employee and service provider (e.g., EAP) to ensure employee compliance with prescribed/ordered treatment program (e.g., counseling).
Analyzes and develops departmental medical policies and procedures to ensure adherence with current legal and administrative requirements; researches programs, literature, legal guidelines, and best practices to make recommendations for change.
Prepares special reports, research, and projects relating to medical records and employee absences.
Complies with Department of Labor record-keeping guidelines for occupational injuries and illness; maintains log of recordable injuries, illnesses, and fatalities; completes and submits required regulatory reports (OSHA 300).
Reviews and authorizes payment on invoices from third-party administrator (TPA), medical provider and legal services. Reconciles invoices with provided services. Resolves billing problems/concerns with vendor. Resolves billing disputes between vendor and officer; resolves conflicts for medical bills incorrectly invoiced directly to officer.
Attends pre-trials and hearings for Worker’s Compensation Board. Provides documentation and testifies in court as necessary regarding worker’s compensation cases or other city/county cases as related to injured employee issues (e.g., recover medical expenses incurred from accident caused by private citizen).
Conducts communications to employees and leadership, including presentations, and other training as needed.
Trains employees and management on leave programs in order to ensure an operational understanding of the requirements of these programs.
Tracks and monitors use of “FOP Pool Time;” makes deductions from annual allotment as appropriate for officers’ time spent conducting FOP business, as provided in the contract; notifies appropriate staff in regards to usage and remaining balances.
This list of duties and responsibilities in not intended to be all-inclusive and may be expanded to include other duties or responsibilities that management may deem necessary from time to time.
Qualifications
Bachelor’s Degree and three (3) years of related work experience (e.g., Human Resources, worker’s compensation, leave programs, etc.); one (1) year of related experience may be substituted for each year of formal education. Valid Indiana driver’s license required. A comprehensive knowledge and aptitude interpreting laws, rules and regulations regarding the Indiana Worker’s Compensation Act, FMLA, Department of Labor, Record keeping Guidelines for Occupational Injuries and Illnesses, and HIPAA privacy regulations. Ability to coordinate multiple projects and meet various deadlines is a must. Knowledge of spreadsheet(s), database(s), and other software is required. Knowledge of Microsoft Access is a must. Must be able to make general determinations of medical eligibility according to the guidelines set by FMLA regulations and city policy. Must be able to understand and interpret complex IRS code, assimilate understanding as it impacts FMLA and broadly impacts other leave policies, and recommend policy or procedural changes as needed. Ability to determine when second or third medical opinion is needed. Excellent written and verbal communication skills are required. Positive and productive interaction with employees, vendors, leadership, and union participants is expected. Must be able to prioritize daily demands, organize projects in such a way that projects can be completed in a timely fashion, and seek to resolve any issues where there is a potential for a broader system problem. This position must be discreet in handling very sensitive and private matters. This position will spend time handling phone inquiries, using computer technology, and conducting training.
Independent Judgment
Some independent judgment is required for this position as this employee is responsible for working independently to accomplish goals and objectives assigned. This position must assess needs for process improvement, understand needs of key stakeholders, and seek opportunities to improve the responsiveness to all customers and vendors. Exercise judgment regarding sensitive medical and personal information and must adhere to privacy policies and laws. Strict confidentiality required. Will use judgment and discretion in requesting second or third medical opinions, or in sending requesting employee to third party medical evaluation.