njmel logo


MSI Logo

50929692

Chapter 7:  Best Practices

 

Job Descriptions:
Develop ADA approved job descriptions and keep them up to date. Share them with your medical provider.    

Post Offer Testing:
You are permitted to have prospective employees examined to determine if they are able to perform the essential physical requirements of the job. Employers may require a physical agility test representative of the work. 

Pre-injury Intervention:
Educate your Employees and show them you are willing to help if they are injured. Consider a payroll stuffer outlining workers compensation benefits.     

Communicate Safety:
Make certain new workers, including seasonal and temporary staff, are thoroughly oriented to workplace conditions and shown how to perform their jobs safely.     

Health Care Needs:
Look for injury patterns and relay them to your medical provider. Visit your provider regularly to share your needs and concerns. 

Accident Reporting:
Make certain supervisory staff members are trained regarding the need for prompt and accurate injury reporting. Post instructions at all work sites. Make certain that emergency services personnel are trained and ready to respond at all times. Also don’t delay reporting because you don’t have all the information. Claim reporting instructions 

Communicate Aggressively:
Remain in close contact with your injured employees. If they are able, ask them to pick up their paychecks from work rather than mail them. Insure them that their jobs are being held open for them and they are needed.  

Be Informed:
You should expect to receive regular updates regarding injured employees from your managed care provider. Review these reports carefully, and consider returning the employee to work on modified duty as soon as deemed appropriate by your medical provider. 

Reduce Lost Work Time As Much As Possible:
The length of time an employee is out of work has a direct impact on the cost of the claim and any judgments that may be made by a workers compensation court. Strive to find ways to return your employees to work.

Following are a few examples

  • Check all departments to determine if a temporary accommodation can be made to fit an employee’s work restrictions
  • Consider using employees in evening programs
  • Return employees to perform administrative modified duties that are needed but not physically demanding.       
  • Make certain your medical provider is aware of your return to work program and is familiar with your workplace requirements
  • Consider having out of work employees complete required safety training available through the MEL Safety Institute
  • Contact your managed care provider, and claims administrator for ideas on how to reduce lost work time.