Add On Services
WC Reporting and Compliance
The Employer’s First Report of Occupational Injury or Disease (FROI) is the initial document completed by the employer and maintained by the WCB for all lost-time WC claims. If not properly reported, an employee/employee representative in a litigious situation can (and will) easily exploit the holes within this document. Ensuring accurate reporting of incidents reduces potentially significant exposure caused by improper reporting and/or handling of claims by third party reporting companies frequently used by carriers.
By instituting the FROI reporting process for workplace-related injuries, we have effectively closed this loophole from future exposure.
Safety Policies and Procedures
SCM can ensure compliance with current OSHA standards by regularly reviewing existing policies and updating them as necessary. It is important for employers to constantly observe and document safety concerns/workplace hazards, monitor engineering and workplace controls, and ensure employees are trained according to requirements. SCM can partner with employers to achieve this goal.
Functional Job Descriptions
Identification of essential job duties can often prevent an unnecessary OSHA recordable injury. Additionally, restrictions and limitations frequently exceed the employee’s actual job demands as identified in the existing job description. Allow SCM to help create and/or update job descriptions to better reflect the job being performed and protect both the employee and employer from unnecessary exposure.
Return to Work/Transitional Work Program
SCM has effectively assisted employers to realize the cost savings of proactive rather than reactive modification (short term) of employees experiencing chronic (vs. acute) episodes of work-related pain or discomfort. Instituting a proactive approach reduces the likelihood of escalation to a WC claim.
For WC cases, a proactive and recognized return to work program keeps the injured worker and medical providers working toward returning the employee to pre-injury status with this acknowledgment serving as a baseline.
The employer must be willing and flexible to make necessary accommodations to get the employee back to work once capacity is indicated, including working towards the availability of modified/transitional duty positions.
When the employee is ready to return to work, our case managers can assist employers with developing a successful return to work program by:
- Educating and empowering department leaders and supervisors regarding the return to work plan.
- Working closely with injured workers throughout the process.
- Assisting with job description updates that may be necessary.
- Assisting in the identification of available modified duty positions, employee skills, training options as well as other suitable alternate positions for injured workers to remain and/or return to work as soon as possible.