Return to Work Program

Workers' Compensation (WC) is state mandated for employers to provide payment of medical expenses and partial wage replacement to employees who are injured while working. Brown's Return to Work (RTW) Program enables an injured employee's return to their original job with modifications, when possible, or alternative positions until capable of performing their original full duties. 

Employees whose injuries are determined to "arise out of and in the course of their employment" will be entitled to WC benefits. Every injury, regardless of severity, must be reported to the employee's supervisor immediately to ensure appropriate medical attention and to remedy the condition or circumstances that caused the incident. Delays in reporting may jeopardize eligibility for WC benefits. 

SPCI must receive proper medical documentation from the employee's attending physician substantiating any disability to work and/or restrictions to work, as soon as possible, to process a WC claim within 72 hours of the incident. If physical therapy is necessary, please see Brown's Physical Therapy Program. 

Brown has a Preferred Provider Network (PPN) in place, which was approved by the Workers' Compensation Medical Advisory Board, for use by employees with WC Claims. 

Workers Compensation leaves of absence will run concurrently with the Family and Medical Leave Act (FMLA).



  • Notify your supervisor if the injury as soon as it occurs.
  • Within 48 hours of the injury you must complete an Injury Report Form.
  • Provide medical documentation of treatment and any work restrictions to your supervisor.
  • Follow established guidelines and WORK SAFELY!
  • Report any unsafe conditions to your supervisor.
  • You may not leave the job site prior to notifying your supervisor. 


  • Conduct a thorough investigation into all incidents reported as work related and report claims to the University's WC claim administrator for proper determination of compensability.


  • Within 48 hours of the injury you must:
    • Notify SPCI  at 3-1681
    • Ensure completion of the Injury Report Form, proper signatures and delivery to SPCI, email [email protected].
  • Investigate the accident to determine cause and take preventative action.
  • Take action to correct any hazard to employee safety in the workplace.
  • Forward all medical documentation of the injured employee to SPCI, email [email protected], upon receipt. 


  • An Injury Report Form, signed by the employee and supervisor, must be submitted to SPCI within 48 hours. The email address is [email protected]. The RI Workers Compensation Act mandates that injured employees have the freedom of choice to obtain health care, diagnosis, and treatment from any qualified health care provider initially. Any change by the employee from the initial health care provider of record will require selection from a health care provider listed on the PPN. 
    • If the employee seeks to change to a health care provider not in the approved PPN, the employee must obtain the approval of their case manager prior to doing so. In the even that an injured employee requires the services of a specialist within a category not represented within the PPN, the employee remains free to choose a health care provider of their choice. Brown provides a comprehensive RTW Program to facilitate injured employees' return to their original jobs or to temporary alternative positions. A variety of jobs and opportunities throughout the campus are available to those able to work with medical consent. The RTW Program minimizes the loss of wages and utilizes talents and skills during the rehabilitation process until employees are able to return to their original position full duty. 
    • The RTW Program is coordinated by SPCI.
  • Procedure for the RTW Program
    • Employee presents the doctor's release to "return to work" to their supervisor.
    • If the doctor provides a full duty release to return to work, the home department will return the employee to their original position.
    • If the doctor puts restrictions on the physical capabilities to their work, the home department may be able to modify their original position, or place the employee somewhere else within their department based on skills and restrictions.
    • If the home department cannot utilize the employee's skills based on the work restrictions, then SPCI may choose to place the employee elsewhere on campus.