Precast Inc. - March/April 2008 - (Page 18)

employer is actually a violation of law under workers’ compensation statutes. Think of it this way: The employer is buying the coverage and paying for the treatment. The employer owns the claim and all information, rights and privileges pertaining to it. There is no legal requirement for an employer to have a Return-to-Work policy. By not having a formal written policy, however, the employer has no control over how long the injured employee stays at home but still may end up paying the costs for recovery. Bringing an injured employee back to work can send a very positive and uplifting message to the injured person and to the rest of the team. Bringing an injured employee back to work can send a very positive and uplifting message to the injured person and to the rest of the team. It tells the employee that he is valuable to the team, that his efforts are appreciated and that the employer wants him back. Also, it allows the employee to get his mind off of the injury and back to a more normal routine. Studies have shown that getting back to work also reduces the out-of-pocket costs associated with most waiting periods in workers’ compensation programs. In Virginia, for example, an employee must be out for seven days before compensation of wages begins at day eight, and then it is not retroactive. An employee returning to work on restricted duty before the seven days are up allows him to see a paycheck and not fall under increased financial pressures in addition to the recovery time for the injury. So although such a policy is not required, there are numerous benefits for the employee and employer if a formal A leading manufacturer of precast concrete products with hundreds of employees. We are looking for great people with outstanding people skills in all job areas. Experience in Precast or concrete construction preferred in our manufacturing jobs. We are recruiting in California, Nevada, and Arizona. Please visit our website at: www.jensenprecast.com or phone our HR Department at (775) 352-2700. We are an equal opportunity employer. Return-to-Work policy is in place. With any policy, it is most important to be consistent in its application. Front-line supervisors and managers need to know the policy and find legitimate opportunities for injured employees to return to work, perhaps for a light or modified job duty. Employees must know the policy so that they are not surprised by the expectation for them to return to work as soon as possible or the understanding that they can lose benefits by refusing to do so after the treating physician releases them. An employer must develop a relationship with the treating physician. If an employer is in a state where the employee chooses the physician, contact should be made with that treating physician as soon as possible to review the policy and the injured employee’s job description. A treating physician who knows the employer provides modified duty to an injured employee will more likely let the employee go back to work rather than prescribe staying at home. Here are a few final thoughts. Designate a person within human resources or safety to be the point of contact for workers’ compensation claims. Employees need the name of one person to contact for answers so that they do not have to seek out the right person on their own. The employer needs to ensure the injured employee receives all the benefits of the policy, not just the ones that work well for the employer. And the employer needs to know that someone within the company will manage the claim to avoid litigation and surprise or unjustified treatment and costs. Communicating and training employees and managers on workers’ compensation, including Return-to-Work issues, benefits everyone. Employers should establish a dialog with the workers’ compensation carrier for more information as well as tap trade associations for assistance as needed. Randy DeVaul has 25 years of experience in safety and emergency services. He is the author of three performance-based workplace safety books and creator of the “Safe At Home” column and series. His background includes experience in regulatory, corporate and industrial settings in human resources and safety as a consultant, speaker and internationally published writer. For more information e-mail Randy at safetypro@roadrunner.com. Operator never leaves his seat! No hydraulics required to operate. www.jensenprecast.com An Equal Opportunity Employer Don’t Wait. Call Today! 888-316-1811 18 MARCH/APRIL 2008 | PRECAST INC. http://www.jensenprecast.com http://www.jensenprecast.com http://www.jensenprecast.com

Table of Contents Feed for the Digital Edition of Precast Inc. - March/April 2008

Precast Inc. - March/April 2008 Contents Technically Speaking Concrete Repairs Return-to-Work Programs Marketing in a New World Building Confidence Risk Management Culture Bloquea La Energia – Es Tu Vida! Lock It Out – It’s Your Life! Fiber Optics in Countertops MCPX Wrap-Up Product Profile People & Products Advertisers Index NPCA Calendar

Precast Inc. - March/April 2008

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