Communication: Quiz Part 2

Hint

– The primary goal of an employee brochure is to give information, answer questions, and set an expectation for the workers’ compensation process.

– Employee’s biggest fears and concerns regarding workers’ compensation to address are as follows:

*What is going to happen to me now? I don’t know what to expect.

*Who do I contact when I have a question?

*How am I going to get paid? How long does it take?

*How will my medical bills be paid? Do I have to pay a deductible? Do I get to choose my own doctor? Are my prescriptions covered as well? Do I get a prescription card?

*When will I return to work? Do I have to be 100%

*Will I be punished for filing a claim?

Hint

An employee brochure should be given to, and more importantly, discussed with an employee at the time of hire, and at the time of injury. The ultimate goal is the information is also formally, or informally discussed between the time of hire and time of injury as well.  This could be safety meetings, posters, or informal discussions.

Hint

A transitional duty policy describes your company’s general philosophy toward return-to-work and transitional duty.  It sets the expectation for employees, supervisors, and senior management, and supporting claims management professionals for how return-to-work is handled at your organization. Important characteristics of a transitional duty policy include:

– Transitional duty is temporary.

– Transitional duty assignments are typically similar to the employee’s original job

– Under certain circumstances, the injured employee might be transferred to a nearby location (cross-location, cross-divisional placement) for the transitional duty period, usually at no cost to the receiving location

– Transitional duty assignments occur during regular business hours.

– Employees on transitional duty are ineligible for overtime.

– Transitional duty usually lasts no more than 90 days unless granted an extension, based on employee progress. (NOTE: The policy must be flexible enough to meet requirements of the Americans with Disabilities Act.)

– Transitional duty is a condition of employment. If a position is available and the employee refuses the assignment, the employer will deny lost wages if state law allows, because the employee voluntarily withdrew (voluntary withdrawal) from the workforce

Hint

– The primary goal of the wallet card is to provide vital information for exactly what to do at the time of an injury.  An employee is often not thinking clearly and will likely not remember everything or anything that was discussed in their orientation to workers’ compensation.  This card should include steps to report the claim to their supervisor, phone injury triage (if using this service), as well as other pertinent information such as what report of injury forms should be completed.

– A “wallet card” can take the form of any communication piece that is convenient and easily accessible for employees.  This could be a sign in the trucks, patch on the toolbags, or plastic card hanging from employee lanyards.

Hint

The primary goal of the CEO letter is to gain cooperation and support from all levels of employees at your organization, as well as to set the tone for directives of your workers’ compensation management program.