Transcript Slide 1

Worker’s
Compensation
• Reporting and
Documenting Injuries
• Benefits Overview
• Return to Work Process
Presented by
Human Resource Services
rev. March 2010
Objectives
• Why Worker’s Compensation Laws exist?
• What is Worker’s Compensation?
• What are the benefits?
• How does an employee file a claim?
• How do you manage a claim and encourage return
to work
By the end of the class
You should know:
• The procedures to follow when your employee is
injured on the job
• Your role as the supervisor
• The methods used to return the employee to work
Why do Worker’s Compensation
Laws Exist?
• First Laws established in 1911 during the Industrial
Revolution
• Laws provide a trade-off for workers and employers
• Encouraged and rewarded safety efforts
What is Workers Compensation?
• Exclusive Remedy
• No Fault Insurance
• Costly
• Coverage is Provided by Labor and Industries
(L&I)
• Quick and Dependable Remedy
• Liberally construed for the injured worker
WSU’s Policy Statement
Washington State University values the safety
and well being of all our employees. WSU’s
policy is to provide safe and healthful
working conditions in all operations and to
follow laws and regulations associated with
the safety and health of our employees.
Benefits of Workers Compensation
• Approved Medical Care 100%
• Wage Replacement
• Return-to-Work Assistance
• Permanent Partial Disability Awards
• Pensions
• Survivor Benefits
What is a Work Related Injury/Illness?
• Injury vs. Occupational Disease
• Proximate Cause
• Course of Employment
How is a Claim Filed?
• Employee notifies the supervisor ASAP
• L&I Claim is filed at the time of treatment
 Hospital
 Doctors
Office
 Urgent Care
 Dentist
• Online Incident Report completed within 24
hours of the injury/illness
Online Incident Reporting
• HRS website www.hrs.wsu.edu – Workers
Compensation
• Provide as much information as possible
• Only complete one report per injury/illness
• Contact HRS with any updates/changes
• Refer to the Online Incident Reporting Guide
Filing a Claim
• HRS will respond once documentation is
received
 Employer
portion of the L&I claim form
 WSU Incident Report
 Position Description
• WSU can protest a claim if:
 Condition
is not covered under law
 Not work related
 Suspicious
• All L&I paperwork needs to go through HRS
Claim Management Goals
• Return to Work ASAP
• Control Costs
• Preventing Long Term Disability
Return to Work ASAP!
• Promotes recovery
• Enhances work climate
• The longer the employee is off work, the more
difficult it is to get them back
 Become
isolated
 Become discouraged
• Decreases costs
 Medical
 Wage
Control Costs
• Time Lost from Work
• Vocational Services
• Costs to the Employee:
 Income
 Possible Self-Pay for Medical Coverage
 Feeling Left Out and Unproductive
• Costs to the Employer:
 Loss of Production
 Replacement Costs
 Burden on other Co-Workers
 Increased Premiums
Supervisor Responsibilities
• Provide initial safety training and periodic safety reviews
• Report all near misses
• Ensure first-aid and/or medical treatment is provided
 Call 911
 Arrange for ride to hospital/doctor
• Interview the injured worker and any witnesses as soon as
possible
• Complete the Supervisor’s Accident Investigation Report if:
 Medical treatment is sought
 Employee is unable to work next full shift
 Near miss
Supervisor Responsibilities
• Communicate with HRS
• HRS MUST have a doctors note in order for the
Employee to RTW
• Identify any Restrictions
• Temporarily Modify Job to Accommodate –
include the injured worker
• HRS will get the Doctors approval on Light Duty
Examples of Modified Duties
• Part-Time
• New Duties – Same Knowledge
• Change Building or Location
• Different Equipment
• Special Projects
*Modified duties need to be relevant, not too
attractive/unattractive, and as close to regular
job duties as possible.
Working with the Injured Employee
• Recognize Potential for (and Prevent):
 Social
isolation, discouragement, anger, feeling
a loss of control
• Stay in Contact/Show Concern
 Let
the employee know they are valued
• Have the Employee be Part of the Solution
 Most
effort
employees are willing to assist in this
Important Guidelines to Follow
• Stay in Contact with HRS regarding RTW
• Offer a RTW as soon as the employee is
released
• Increase duties as allowed by the doctor
Questions?
Jamilee Gecas
Human Resource Services
335-1760
[email protected]
Website Information:
www.hrs.wsu.edu - Worker’s Compensation