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 employee's 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.
Three-day waiting period
Three calendar days must pass before an injured employee is eligible for workers' comp wage replacement benefits.
If an injured employee needs to be off work two or three days before returning to his job, it's still a medical-only claim for workers' comp purposes. It becomes a lost-time claim when the employee is off work four days or more, triggering the payment of workers' comp wage-loss benefits. Note that the waiting period is calendar days and therefore includes weekend days and other non-workdays. |
(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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