SD Employer Kit -- Plan the injured employee's return

Specializing in workers' compensation for employers
based in Minnesota, Wisconsin and South Dakota

Claims coordinator responsibilities

Choosing a medical provider

When an injury occurs
Five-step response

Tricky situations

Filling out the online First Report of Injury

Return-to-work
Planning the return

Transitional jobs

Injury prevention

Your annual premium audit

Educational resources

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. Use your SFM claims representative and CorVel case manager as resources in the return-to-work process.

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 multi-lingual message line 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 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.
3.	Contact your employee weekly. Discuss questions or concerns the employee has and ask about current difficulties and capabilities.
4.	Call your SFM claims representative. Pass along any new information about the employee or claim.
5.	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. Learn more about CompOnline.
6.	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. Learn more about transitional jobs.

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 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. Explain the employees' status and whether he will need to be assigned to a transitional job because of medical restrictions.
3.	If you are offering a transitional job, put the job offer in writing and send it to the employee or give it to him when you meet in person. 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 jeopardized if the employee refuses a suitable job.
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 file.

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 worker's 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.