It is our goal to prevent work-related injuries from happening. We are always concerned when one of our employees is injured or ill due to a work-
related condition. We believe that such absences represent a great cost both to Little Caesars and to its employees, and we want our injured
employees to receive the best possible medical treatment immediately to ensure the earliest feasible recovery and return to work.
Little Caesars has a workers’ compensation program available for employees who have suffered work-related injuries. The program’s administrator
will determine, based upon their guidelines, whether an employee is eligible for wage loss or medical expenses under that program.
Little Caesars wants to provide meaningful work activity for all employees who become unable to perform all, or portions, of their regular work
assignments. Thus, we have implemented a return to work program, which includes transitional or light duty work. The return to work program is
temporary and not to exceed six months.
Employee Procedures
- All work-related injuries should always be reported immediately to your supervisor no later than the end of the shift on which the
injury occurs.
- If there seems to be a reasonable connection between the incident and the use of drugs or alcohol, the employee may be asked to
provide a urine and breath sample as soon as possible following the accident. If possible, urine and breath tests will be performed in
conjunction with the necessary medical treatment.
- Employees must complete and sign a report of injury or illness form.
- When medical treatment is sought, injured employees must advise their supervisors that they are seeking treatment and obtain a
return to work evaluation form. Regardless of the choice of physicians, the return to work form must be completed for each
practitioner visit. Little Caesars will not accept a general note stating only that you are to be off work.
- Under this program, temporary light-duty work is available for up to 60 days (with a review of your progress every 30 days) while
you are temporarily unable to work in your regular job capacity. Transitional or light duty work beyond 60 days, up to a maximum of
six months, will be evaluated on a case-by-case basis.
- If you are unable to return to your regular job, but are capable of performing transitional duty, you must return to transitional duty.
Failure to do so will result in your not being eligible for full disability benefits under the workers’ compensation program and may
result in disqualification for certain employee benefits and, in some cases, be a basis for termination.
- Employees who are unable to work and of whose absences Little Caesars approves must keep the company informed on a weekly
basis of their status. Failure to do so will result in a reduction in benefits available and disciplinary action, up to and including
termination from employment.
- If you are unable to return to your regular job or transitional duty, your absence must be approved under the Family Medical Leave
Act (FMLA) program. For this purpose, you need to complete a family medical leave request form and submit it to the human
resources department. You must also have your practitioner complete both the return to work evaluation form and return to work
request /physician’s authorization form.
- Employees who are not eligible for leave under FMLA must return to light duty or regular work if at all possible. If you are unable to
return to any available work, your job position may be filled after a reasonable time. When able to do so, you will be entitled to
return to a suitable position if available and consistent with any limitations. However, you must keep Little Caesars regularly
informed of your status and any changes in your condition.
- Employees must provide a return to work form indicating they are capable of returning to full duty. Permanent restrictions will be
evaluated on a case-by-case basis and relate to the performance of essential job functions. No permanent light duty positions will be
created.
- Cooperate with our third-party administrator and provide accurate and complete information as soon as possible so that you receive
all benefits to which you are entitled. If you have problems or concerns, please contact the human resources department.