When your injured employee can't work yet
These steps can save your organization money and ensure the 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 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. Go to SFM's online "Resource catalog" to download or request copies.
(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.
Physicians will keep employees off work if they don't have the information
to determine whether the employee can do his or her job. By telling the physician about job duties, you can help get the injured employee back to work as quickly as possible.
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. |
Send the physician a letter describing the job tasks you have available. See a sample "Employer
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 the claim. If you are registered for CompOnline, you can look up the latest on the claim. It's a quick and easy way to get answers to your questions. Read more on 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.
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