Productivity and Profitability of a Firm - Case Study Example

Productivity and profitability of a firm relies on how quickly employees rejoin their job after any disease/ injury caused at workplace. If there is delay in provision of aid, employee might have perpetual disability and there is work loss. It is evident, if injured employees are given residence within workplace, then it expedites healing process and steps taken there are considered highly effective as compared to treatment from far away hospitals. It helps to determine the possible issues which might thwart recuperation process and facilitates in planning techniques to resolve such problems (Occupational Safety and Health Administration, n.d.).

Beneficial injury supervision relies on joint efforts by concerned stakeholders, like, employees, doctors, employers, insurers and health specialists. Fundamentals principles behind secure and immediate comeback of wounded employees are methods, guaranteeing that all individuals at workplace consents and comprehends steps to be taken in case of injuries. Immediate intermediation and apt reporting develops a workplace encouraging quick healing of injured workers. Diseases or injuries can occur to workers, both at work and outside work, and they might not be able to return at all or can return part-time or full time.

This must be dealt while devising plans for their secure comeback. The techniques designed for this purpose contain all policies/ regulations through which wounded workers can comeback at their earliest and encompasses reparation programs to facilitate healing and retaliation towards a normal life. A team-based approach including employer, wounded worker and health specialists is considered highly beneficial. It might include a union representative as well. The agenda used to facilitate return to work consists of a congenial scheme and strategies which depicts willingness of employer for overseeing the wounded/ sick employee.

The consent is between representatives of worker and employer. It covers fundamentals ideologies of the technique along with distinct instances. Lastly, language and pattern is organization’s decision. These programs cover least projections of coming back, however, employers can discuss and include supplementary strategies coherent with work environment upon employees’ consent. This returning to work should demonstrate norms, culture and atmosphere of workplace. This programs must reflect the procedure followed by insurer for injury supervision and should be coherent with his monitoring agenda.

This agenda might require comprehensive inclusion of strategies and regulations. Returning to work technique must be frequently revised at specified dates and sanctioned by concerned stakeholders (Occupational Safety and Health Administration, n.d.). Return to work technique is a document covering fundamental topics like avoiding workplace diseases/ injuries coherent with their vows according to Occupation Health and Safety Act, 2000 assuring healthy and secure work environment along with provision of worker’s well-being.

It explains process of creation and execution of necessary knowledge/ training strategies along with negotiations with employees and trade unions for immediate return and injury supervision. Another significant purpose is assigning appropriate tasks/ job-related trainings and guidance to encourage wounded employees. The wounded worker has obligations and rights whereas insurer, health experts and employers also have them. Injury management encompasses all essential characteristics whereas, key to effective management is timely reporting of injuries.

Insurer must be informed during 48 hours after accident. Afterwards, immediate treatment and providing residence at workplace is beneficial for fast recuperation even if workers perform limited tasks. All stakeholders aforementioned must work collectively to guarantee better output, suitable advantages and minimize health expenses. Injury supervision plan by insurer must be comprehensive and insurer should communicate with wounded worker, health specialists and employers to assure that program efficiently deals with the requirements.

Injury management program must be inclusive regarding treatment knowledge and when the workers could make a comeback. It must state appropriate tasks to be assigned in the beginning if such tasks exists in the workplace. Such tasks might be a restricted version of what employees’ previously did. As sick or wounded workers have obligations and rights, they can choose their treatment doctor, recuperation providers and their opinion is heard in return to work technique. However, employees should also comply with injury supervision and return programs.

They should keep the employer updated and correctly state their claims. Comprehensive record of all dealings and claims must be retained. Insurer has the right to cancel all aids if worker does not adhere to the plans. During first six months of workplace injury, employer cannot dismiss the employee. However, workers can ask for instatement within two years if fired after six months but they become healthy after that period (Occupational Safety and Health Administration, n.d.). The worker must immediately inform the employer about sickness or workplace injury, then consult a doctor, ask for medical certificate for Work Cover and deliver it to employer to get compensation.

Insurer contacts the worker, chosen doctor and employers immediately after knowing about injury to assure quick recovery/ return to work and do not essentially require a written statement for compensation. If insurer is notified, weekly benefits and medical expenses are provided within a week. Insurer creates an injury management plan, analyzes situation and estimates tenure of such payments. The worker is not eligible for provisional liability payoffs if he informs employer within two months.

The payments shall be lodged during six months period whereas this period could be extended in rare cases. The judgment of insurer about claims rely upon information obtained from employer, worker and doctors. In case, where additional information is needed, the insurer might not only demand written claim but also a medical report from independent medical officer. Employer must realize outcome of efficient execution of return to work technique by comprehending the role of injured worker. Therefore, they must notify insurer within 48 hours, contact worker, treating doctor and ask insurer to set up injury management plan.

They must also devise tasks to be carried out by workers during their recovery phase and must remain in contact till their successful comeback. The treating doctor must ensure proper treatment and make a Work Cover certificate. The doctors must continuously check status of employee and stay in touch with insurer and employer to properly implement return to work technique. The wounded worker must take advantage from facilities like medical treatment, hospitalization, ambulance, occupation recuperation services and travel costs for doctor’s appointments.

A lump sum payment must be made as compensation in case of perpetual disability. The injured worker must inform insurer if during recuperation phase; he initiate some private work, take paid tasks such as volunteer work or subcontracting or diversify jobs affecting his income. It is preferred that wounded employee joins rehabilitation program, if provided. Payments will be stopped if the worker is found receiving revenues from somewhere. If this happens, already received reimbursements shall be returned and worker might be accused for deceit.

The worker can chose his own doctor, however, this doctor might recommend some other expert or physiotherapist, if required. The medical facilitators must discuss this matter with insurer so as to estimate expenses before treatment and treat according to regulations of Work Cover. They must sent receipts to insurer for reimbursement, if the injured worker paid for the required treatment. Generally, injured employees must not pay anything, however, policy requirements must be pre-decided with insurer before signing a medical contract.

The expenditures cannot be made as sometimes, healing process might be slow and defers anticipated return to work approach. Work trials are undertaken to boost the abilities of workers according to workplace and are short-term. Formal training for learning new skills might be beneficial if employee has restricted chances to rejoin the original job. Alterations in workplace could be undertaken to guarantee secure return, but in case of disagreement, appropriate recuperation must be provided. Endorsed recuperation facilitator consists of health experts which evaluate the worker’s chances of safely returning to old work or new job.

Insurer pays the medical facilitators and injury management individuals are medical personnel sanctioned by Work Cover. Conflicts among stakeholders must be dealt quickly. In this return to work technique, distinguished recuperation facilitators are professionals in examining injured worker’s condition and assists in implementing the program properly. Reference Occupational Safety and Health Administration - Home. (n.d.).Occupational Safety and Health Administration - Home. Retrieved May 1, 2014, from https://www.osha.gov/