Plan the injured employees return
Take these steps before and after your employee returns to work. They can save your organization money and ensure the employee will return to work as soon as possible.
When your injured employee can't work
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 at
(952) 838-2020 or toll-free at (800) 922-5246. The employee can leave a message that includes his name, company, telephone number and
specific request for information.
The message will be translated, and the employee will be contacted with a response in his native language.
 2. Call your employee's attention to the brochure, "You were
injured at work...Now what?" The
employee should have received this in a mailing from SFM. It explains workers' compensation
benefits and answers
common questions--so the employee is less likely to feel the need to call an attorney. Copies of the brochure are in the back pocket of your kit.
3. Call your primary care provider. Stay in contact. Discuss the employee's physical capabilities, return-to-work status and opportunities,
and date of the next appointment.
It is also a good idea to send the physician a letter describing the types of transitional jobs you have available. See a sample letter.
4. Contact your employee weekly. Discuss questions or concerns the employee has and ask about current difficulties and capabilities.
5. Call your SFM claims representative. Pass along any new information about the employee or claim. Be sure to ask questions.
6. Use CompOnline® to look up information about a claim. If you are registered for CompOnline, you can look up the latest on individual claims. It's a quick and easy way to get answers to your questions. Click here for information about CompOnline.
7. Begin planning the employee's return to work. Have your plan ready so the employee can return as soon as he is able, including
possible transitional jobs or tasks. For more information on transitional jobs, see the "transitional jobs" section.
When your employee can return to work
You'll receive a Report of Work Ability from the employee's physician stating the employee can return to work, types of jobs he can do and any restrictions.
1. Call your SFM claims representative. Explain the employees' status and whether he will need to be assigned to 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.
I'd rather fire him
Terminating a problem employee who is receiving workers' compensation benefits can be costly. Before doing something you'll later regret, consult with your claims representative. Find out how much your action could drive up the cost of the claim, and how much that will impact your workers' compensation premium. You may also risk an expensive lawsuit for retaliatory discharge. These difficult situations are often best resolved by bringing the problem employee back to work, then dealing with performance issues--or at least making him a job offer for transitional work. For you, this ultimately needs to be a good business decision. |
3. If you are offering a transitional job,
send
a letter to the employee's residence
to confirm it. 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 claims representative. Wage-replacement benefits may be discontinued if the employee
refuses a job within his physical restrictions. See a sample job offer letter.
4. Facilitate a smooth return-to-work for the employee. Welcome the employee back and help make his return positive.
5. Allow the employee to perform only job tasks approved by the physician. Instruct 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.
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