FOLLOWING UP WITH AN INJURED EMPLOYEE: ACTION STEPS

What the employer does during the first few days after an employee reports a workplace injury or illness can have a critical effect on the likelihood of that employee returning to work and making a full recovery. Following are some suggested action steps.

1. If the employee cannot return the next day, call him at home. Ask him, "How are you feeling, what restrictions did the doctor place and the reasons, when can you return to work," etc. Keep the tone warm, friendly and supportive. Establishing a good relationship at this point is crucial.

2. Request medical documentation to support the time off from work. The documentation must contain a diagnosis, a treatment plan and how long before the employee can resume light work. Make sure the employee understands that a note saying he is "under Dr. X's care" is not enough; it must contain the diagnosis, treatment plan and estimated date of return to work.

3. Send every newly injured employee a get-well card. This can make a world of difference in getting your relationship with the injured employee off on the right foot.

4. Continue to telephone the injured employee at home every couple of days during the early days of his injury, and document every phone call. If you get no answer, leave a callback message if possible. Document those messages as well. An injured employee who is "never home" is something to automatically be suspicious of. Also keep the supervisor informed about how the employee is doing and when he can return to work, so the supervisor can plan the work load.

5. Continue to stay in touch with the injured employee at home. Even if it appears that recovery will be slow, the claims manager and employee's supervisor should maintain a professional relationship and keep up with the employee.

6. Keep an injured employee in the loop. Encourage her to attend staff meetings, if she is physically able to do so. Ask for her input on ongoing projects, if feasible and her health permits.

7. Return the employee to work, in a light-duty or modified job if needed, as soon as possible. An employer should have job descriptions for each employee, so that the treating physician will know exactly what the injured employee's key tasks are and can discuss modifications, if needed. As an employer, you might also want to develop a list of light-duty, temporary jobs so that you have a list of jobs ready if an employee gets injured.

For more suggestions on handling a workplace injury, please contact the PCOC Insurance Program department of Jenkins Insurance Services at (877) 860-7378 or, email us at ProPest@Leavitt.com.

Pest Control Operators of California
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