You must make the effort to schedule appointments outside of work hours in order to minimize disruption in the workplace. However, if that isn’t possible based on the clinic’s schedule, you will not be required to use your own time to attend.  If you work for a portion of your shift, you will need to notify the Workers’ Compensation Specialist of the number of hours you will miss from work in order to receive compensation for the entire shift.

Staff who are out on Workers' Compensation should coordinate with your supervisor or principal's secretary about making arrangements for a substitute.

Any compensation for lost time due to a work-related injury must be supported by an off-duty status by an industrial clinic (i.e.:  Concentra Medical Centers, Patient First, Express Care, etc.) or other health clinic. Failure to substantiate time away from work by way of proper medical certification (either a work status from an industrial clinic or completed HCPSS Return-To-Duty form) may result in the forfeiture of benefits for full pay under the HCPSS 90-day benefit.

As an active HCPSS employee, you should be aware that your accumulated benefits are protected if you leave and are vested. Once you are vested, if you should leave your job for any reason, you are guaranteed to receive future benefits for the years and months of service earned before termination, unless you withdraw your accumulated contributions.

Pension payments are deposited on the last business day of the month. A first pension check would be received the last business day of the retirement date.

Detailed information about HCPSS retiree benefits is available online.

Employees may contact Employee Benefits Manager Jeeni Griffin (jeeni_griffin@hcpss.org; 410-313-1563) with questions.

The links below are the forms that you will need to complete.

You may use the Maryland State Retirement Checklist to guide you through the planning process.

Per HCPSS Policy 7100-IP, Employees are expected to return to work immediately following the expiration of FMLA leave. However, if an eligible employee is unable to return to work at the expiration of the FMLA leave, the employee may request approval for additional leave under another designated type of leave available to employees. Such requests must follow procedures and criteria established by the Office of Human Resources.