Managing Claims Overview

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Claims Coordinator Responsibilities

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Choosing a Medical Provider

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When an Injury Occurs

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Report an Injury

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Return to Work
   Create a Return-to-Work Program
   Planning the Return
   Impact on Your Premium
   Transitional Work Warehouse

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Fraud

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Lowering Your Costs

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Planning the Employee's Return to Work

When your employee can't work yet

Following these steps can save your organization money and ensure your employee will return to work as soon as possible.

1. Visit or call the employee right away
   Explain workers' compensation, sick leave, disability and other available insurance benefits. Refer non-English-speaking employees to SFM's free multi-lingual message line.
2. Refer to the injured worker brochure from SFM
   This explains workers' compensation benefits and answers common questions--so the employee is less likely to feel the need to call an attorney.
      See brochure 
3. Call the primary care provider
   Stay in contact. Discuss the employee's physical capabilities, return-to-work status and opportunities, and date of the next appointment. Physicians will keep employees off work if they don't have the information to determine whether the employee can do his or her job.
      See example physician letter (Word) 
      Learn more about choosing a provider 
4. Contact your employee weekly
   Discuss questions or concerns the employee has and ask about current capabilities.
5. Call your SFM claims representative
   Pass along any new information about the employee or claim.
6. Use CompOnline® to look up information about the claim
      Learn more about CompOnline 
7. Begin planning the employee's return to work
   Have your plan ready so the employee can return as soon as it's medically possible, including possible transitional jobs or tasks.

When your employee can return to work

You'll receive a statement from the employee's physician stating the employee can return to work, types of jobs the employee can do and any restrictions.

1. Call your SFM claims representative
   Explain the employees' status and whether there’s a need to assign a transitional job because of medical restrictions.
2. Call your employee to discuss work release and job opportunities
   Arrange a return-to-work date. Inform the employee of job details and where, when and to whom to report.
3. Put any transitional job offers in writing
   Offering the job in writing is important for legal reasons. If you don't receive a response from the employee within a reasonable time, call your SFM claims representative.
      See example letter and job offer form (Word) 
4. Facilitate a smooth return to work for the employee
   Welcome the employee back and help make the return positive.
5. Allow the employee to perform only job tasks approved by the physician
   Tell supervisors to respect medical restrictions. If the employee feels capable of more than what the restrictions allow, talk to your claims representative, who will talk with the physician.
6. Continue to contact the employee and supervisor weekly
   Make sure everything is going as planned. If you suspect the employee will be on transitional duty for six months or more, consider whether it will turn into a permanent position. Discuss your options with your claims representative.
7. Document all contacts with the injured employee
   Keep them in your claim file.

"I'd rather fire the employee"

Terminating a problem employee who is receiving workers' compensation benefits can be costly. Consult with your claims representative to discuss costs associated with this so you can made a sound business decision.
   Learn more about dealing with problem employees and situations 

Related SFM resources Return-to-work: A basic policy CompTalk Return-to-work: An advanced look CompTalk Sample physician letter Sample job offer letter Penalty for failure to return an injured employee to work Legal Advisory (Minnesota) Problem employees, situations CompTalk Employer Kit These resources, plus more on other topics, are available in SFM’s Resource Catalog.