on a claim. The biggest mistake employers
make is they do not document something
the worker did or said, and when the claim
goes south, they have nothing to back it up.
Document, document, document!
A return to work program should be part
of your onboarding or orientation process.
It should also come up in performance ap-praisals
and be talked about in toolbox
talks or safety meetings on a regular basis.
As adults, we sometimes forget what we did
yesterday and need to be reminded about
procedures and expectations. If an employ-ee
does not follow the procedure on return
but it may be
your “get out
of jail card”
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to work, it becomes a disciplinary issue no
different than if an employee showed up
on site without proper personal protective
equipment. It does not matter if they have a
WCB claim or not, your company policy is
still company policy.
With the changes coming to the WCB
rate model, implementing a return to
work program is more important than ev-er.
Individual employers will be held more
accountable for their costs and claims. It
is your job as an employer to let the WCB
know that your firm has a return to work
program and whether or not you can ac-commodate
restrictions. Your firm must
remain diligent and stay on top of claims.
Do not expect the WCB to manage the
claim; it is your responsibility to be in-formed
about what is going on with your
injured worker. It is your responsibili-ty
as well as the worker’s to stay in touch
with each other while the claim is open.
With the introduction of contract man-agement
firms ruling the contractors in
Saskatchewan, it is even more impor-tant
to have a good health and safety pro-gram
and a great return to work program
– your company’s livelihood may depend
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54 Think BIG | Quarter 1 2018 | saskheavy.ca