As the employer,
you have the right to
ensure your employee
is following their
responsibilities in the
injury recovery process. ASTROSTAR / SHUTTERSTOCK.COM
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Failure to do any of the above can be
viewed, by the employer, as a serious
breach of the employee’s conditions of em-ployment,
no different than not showing
up for work or not wearing appropriate
PPE, etc., and can or may lead to disciplin-ary
action like any other breach of company
policies or procedures. Further, the injured
worker is required under the WCB Act to
comply with the directions of the care pro-vider
and the WCB case manager, to keep
in contact with all parties and to cooper-ate
with approved treatment and accom-modated
return to work programs. Failure
INJURY SOLUTIONS
to do so can lead to suspension of bene-fits
under the WCB Act until cooperation is
re-established.
As the employer, you have the right to
ensure your employee is following their
responsibilities in the injury recovery
process, just like any other condition of em-ployment.
If you, as an employer, have diffi-culty
determining what constitutes suitable
accommodated duties for any specific inju-ries,
there are companies and resources to
access to help you with those tasks. If you
do not have specific policies and proce-dures
within your business yet dealing with
this type of issue, again, there are people
you can turn to for assistance to guide you
or prepare those for your specific needs.
62 Think BIG | Quarter 4 2017 | saskheavy.ca