Procedures to Control the Post Injury Process
The employer must TAKE CHARGE because workers’ compensation has a huge financial impact on the company. There must be a tight post-injury process describing exactly what happens after an injury. Most employers have no cohesive process for handling injuries, thus the employees decide which doctor they will go to and how long they need to be out of work.
Unfortunately, many employees try to stay out of work the entire time they are in pain when in reality current medical thinking is injured employees should return to work as soon as possible because they will recover faster.
Just like in hospitals, post-surgical care requires most patients to be ambulatory within the first 24 hours after surgery.
Agree on a Post Injury Procedure. Who should the employee report the injury to? Who should take the injured employee to medical clinic? Should initial care be at a local clinic or at the hospital, or will it differ depending on the degree of the injury? Each detail of what occurs after the injury must be spelled out in a post injury process.
Although many companies have good intentions and want to reduce their costs, they do not know how to actually reduce costs. It is important to give managers a tool-kit and explain how to use forms, sample letters to closely manage each of their claims.
An important part of any workers’ compensation program is an effective transitional duty program(TD), yet many managers do not know how to get an employee back to work in modified capacity if they are unable to return to work full duty until they are completely recovered. Provide each manager with the tools they need. (workersxzcompxzkit)
A ‘tool kit’ of resources contains communication tools so managers can communicate with their employees, their TPA, their medical providers and with Corporate WC Manager. A few items which are essential are employee brochure, brochure to medical providers, transitional duty policy, transitional duty job bank or task bank.
Author: Rebecca Shafer, J.D.
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