Has your business ever dealt with a WorkSafeBC claim?
All employers are required to make every reasonable effort to accommodate ill or injured workers. A duty to accommodate is a legal requirement based on human rights and labour-standards legislation.
We recommend you develop a return to work plan for your workplace. This plan will help
- to reduce absenteeism;
- improve employee morale and productivity, as well as;
- reduce costs for your business.
The longer an injured worker is on claim, the less likely they will be able to return to work at full capacity.
Return to work plan tips:
- Be willing to interact with employees, managers and supervisors to determine alternate duties should a workplace injury prevent your employee from fulfilling their job requirements.
- Although each injury may require specific accommodation, having a return to work plan in place will provide workers with a sense that their welfare is important. It will also provide managers with a template to begin the Return to Work (RTW) process.
- Create a return to work policy like the one created by the Saskatchewan’s WCB
- Ensure all workers and managers know what the expectation is when an injury occurs. It may help to appoint a claims administrator within your workplace that who will be the main point of contact for all WCB-related communication.
Recommended steps in managing a WorkSafeBC claim
- Report the injury to the WCB within the timeframe specified by your province.
- When an injury is reported, determine if your provincial workers’ compensation office requires health care practitioners to fill out paperwork in order to help determine employee medical restrictions.
- Keep communication open so your employee can stay connected to the workplace.
- Based on the information provided regarding the injury, define the specific duties, expected duration and progression of the worker’s return to work plan.
- Develop a strong relationship with the WorkSafeBC claims manager. Communicate any concerns/issues regarding the availability of diagnostics or medical treatments, the suitability of specific accommodations, and/or the worker’s refusal to participate in a transitional return to work plan.
Remember, never stop managing the claim! It isn’t just up to the doctors and WorkSafeBC to get your employee back to work.
For more information on this topic please refer to your provincial workers compensation board in the list as provided by the Association of Workers Compensation Boards of Canada