Haigh's Chocolates Company Shall Engage the Services of QBE Insurance - Assignment Example

Workplace Procedures Table of Contents Table of Contents 1 Introduction 2 Injury Management System 3 Outline 4 Incident reporting and investigation 5 Medical treatment 5 Claim and lodgment process 6 Key stakeholder communication 7 Return to work process 7 Injury management plan 8 Approved rehabilitation providers 9 Communication with the insurer 9 How issues shall be resolved 10 Documentation 10 Conclusion 10 References 11 Workplace Procedures Introduction Haigh's Chocolates should be privy of the value and importance of their employees and to this end should show commitment to employees’ welfare in the prevention of injury related cases through the assurance of a, conducive, healthy, and safe working environment. However, this does not eliminate the chances of employees sustaining varied injuries and illnesses at their designated working area. In line with this reality, Haigh's Chocolates should show equal commitment in the provision of an efficient management system for injury related cases. The system should be developed with the primary target of ensuring a return to work formula. This entails the restoration of the employee’s status in psychological, physical, vocational, and social usefulness before the occurrence of the injury. The principles for the implementation of a management system for workplace injuries are underlined in the “Workers’ Compensation and Injury Management Act 1981.” The Act has been the guiding element regarding the compensation system as well as institution of prevention system. The Act has been amended time-to-time for the improvement of workplace injury related compensation packages and recovery programs. A management system for injuries outlines the commitment by an employer towards the safety of all employees. The system is established in the form of a plan that provides the description of different steps to be implemented in case of an injury at the working place. A brief overview of the management system is firstly the establishment of an insurance policy governing the business of between twenty to ninety-nine employees passing for a mid-sized business. This results in the creation of an insurer and employer relationship where the insurer provides the specific policy concerning the stipulations of the 1981 Act. The management system has different element with the first element underlining the legal obligation of the employer, secondly, the establishment of a person that qualifies for a worker, thirdly, institution of a compensation insurance, and lastly a six-step response plan. The six-step response plan indicates the occurrence of an injury and application of first aid measures, visit to a medical center, issuance of a medical certificate, completion of a claim form, scrutiny by the insurer, and institution of a return framework following medical recommendations. Injury Management System The system is aimed as a response mechanism for compensation claims raised by our employees in the specified manner without occasioning of undue delays. The second purpose of the system is ensuring that injured or ill workers have access to first hand medical treatment and further professional treatment accorded alongside valuable advice on the future of the concerned employee. The advice is meant to ensure an employee returns to the workstation promptly on the establishment of full recovery. Finally, the plan serves as a resolution mechanism for the settlement of various claims. Outline Incident reporting and investigation All staff members are entitled to benefits of the management policy on injuries and as such, it is advisable for all staff members to ensure prompt reporting of an injury case as it arises. Employees are expected to channel their work related injuries to the direct line supervisor who in turn is expected to take up necessary action. In the absence of a supervisor, employees are advised to report such issues to any member amongst the management team at their disposal. The concerned manager is expected to ensure that the injured worker receives first aid treatment to remedy the situation at the intermediate stage. The first aid shall be provided through a qualified representative of the organization following proper training procedures on first delivery. The firm shall make purchases of five first aid boxes containing a variety of basic medical supplies. The employees responsible for offering first aid services shall be tasked with the responsibility of ensuring proper maintenance of the relevant equipments and re-stocking of the same. The immediate manager shall have the task of conducting a primary investigation to the cause of the injury while the injured worker is attended to with the first aid procedure. Medical treatment Employees have one fundamental right of choosing the medical provider to attend to their injuries and this lays the obligation on the immediate manager to ensure that a staff is given the right to choose. Upon selection of a medical provider, the employee is taken promptly to the facility according to the type of injury. A company car shall transport employees suffering from mild injuries while employees with severe injuries shall be transported upon the request of ambulance services. Employees shall be advised to choose medical institutions near the company’s premises with emphasis on the earliest possible contact with the medical facility. The first visit shall be used for the determination of the type of injury with the examining doctor required to offer a “First Medical Certificate” upon conviction that the injury is work related. The certificate should have the examining doctor’s signature and the concerned patient as a requirement in the insurance claim procedure. It is mandatory for the concerned worker to sign the certificate handing over authority to the company’s management to follow up on insurance claims. Claim and lodgment process The successful acquisition of the medical certificate shall be followed with the provision of a compensation claim form in accordance to the provisions of the 1981 Act and further amendments. The first step involves obtaining a workers claim form from the insurance company or from the Australian government website “www.workcover.wa.gov.au.” Once the manager or worker has accessed the website, they should search under the “Publications & forms” option then click on the “Forms” section and finally download under the section titled “Claim/Worker Forms”. The responsible manager shall complete the employer’s section filing in the required details and thereafter the manager is tasked with the responsibility of assisting the affected worker in completing other sections in the claim form. The responsible manager shall attach the “First Medical Certificate” and relevant medical bills together with the duly filled claim form, submit them to the insurance company within a period of three days from the receipt of the medical certificate, and claim form. The submission of the necessary forms to the insurance company within three days follows the stipulations of the 1981 Act. Key stakeholder communication Communication shall be at the center of all follow up steps following the lodgment and claim submission step with the stakeholders including the injured worker, insurance provider, and a member of the management team. The respective manager in charge of the case shall be obligated to follow up on the claim through communication with the insurer while keeping the injured worker abreast with necessary information. The insurer on their part is expected to provide information on the progress of the claim within a span of fourteen days with the advice detailing on the status of the claim, which could have been accepted, disputed, declined, or requires additional time for further scrutiny. The responsible manager shall provide the injured worker with relevant contact details of the insurer for further queries as the need is identified. It is important for the concerned manager assigned to handle the case to engage the injured worker in constant communication while tracking the recovery progress. Return to work process The amendments to the 1981 Act instituted in 2005 November dictate that upon medical evaluation, the injured worker should return or remain at work and hence it is the duty of an employer to formulate a return to work formula with backing from medical reports. The company shall engage the injured worker in the development of a return to work formula with formal measures being instituted between the responsible manager and the employee. The plan is arranged following recommendations by the examining doctor who suggests the need for an RWP or upon the certification by the doctor on the partial or complete ability of the worker to resume their duties, but under a different position owing to the trauma of the injury. Upon the development of an appropriate plan, the concerned manager shall retain a copy; give one to the insurer, the injured worker, and other line managers and supervisors for prompt action. The RWP shall contain the names of the examining doctor, concerned manager (employer), insurer, and injured patient. It shall further include details and goals of the plan and actions for implementation. Finally, the plan shall incorporate the consent of the concerned employee, contact details of person to be communicated to on behalf of the worker, and a timeline for the review. Injury management plan The injury management plan shall incorporate the cooperation of the employer and the injured doctor as intermediated by the examining doctor. The plan for the organization details the responsibility of the injured worker in reporting the injury on occurrence and the manager taking prompt action to ensure the injured person receives immediate attention from trained personnel on first aid. The plan shall draw its power from a medical practitioner who shall verify the nature of the injury and as such, the concerned manager shall have the responsibility of checking up on the injured worker. The injured worker shall receive sufficient support in terms of the level of activity engaged in within the working environment with assignment of light duties according to established capabilities. The injured worker shall on their part ensure strict adherence to doctor’s regulations. The plan shall incorporate aspects of retraining, rehabilitation, and treatment of the concerned worker. Further details in the company’s plan include the rights of the worker, treatment procedures to be employed, penalties in the case of lack of compliance, and obligations of the concerned parties. Approved rehabilitation providers The enterprise shall participate in the services of a workplace rehabilitation scheme with the services of an approved provider. The approved providers include psychologists, physiotherapists, and therapists assigned with the responsibility of aiding in the implementation of the RWP. The health professionals engaged have ample qualification necessary for addressing issues related to the injury in totality barring the concerned worker from resuming their responsibilities. This phase tackles the traumatic experiences of the injured worker ensuring proper recovery in physical and psychological aspects. The approval of a rehabilitation provider follows consultations with the examining doctor and injured worker or because of the “First Medical Certificate” or a progress certificate. Communication with the insurer The employer (assigned manager) shall assume the responsibility of following up insurance claims on behalf of the injured worker and participate in the determination of a suitable compensation plan. This step is crucial in cases where the dispute is not resolved within the specified duration of fourteen days. The assigned manager to the specific case shall ensure they keep in touch with the insurer for all decisions made and make prompt communication with the injured worker upon receipt of further information. This step places further obligations with the assigned manager of keeping the insurer informed of the progress and accrued medical charges from further medical analysis and attention provided to the injured worker with the full backing of necessary receipts. How issues shall be resolved The company shall seek the arbitration of the “WorkerCover” association of Australia established as a conflict resolution mechanism following disputes with the insurer. The insurer is expected to honor all claims within the duration of fourteen days following which the company shall make a formal claim with the body for resolution. Documentation All the documents shall be filed within the injured worker’s file at the organization with the same being copied to the insurer, the worker, and the assigned manager. Part of the documents including the RWPP shall be documented with the examining doctor alongside the other parties indicated above. Conclusion The company shall uphold its duty in ensuring the concerns of safety and health at the workplace are adhered to and the implementation of a management system for handling injuries. In line with this, the company shall engage the services of QBE insurance to provide coverage for workers in case of injury related cases. References Cihon, P., & Castagnera, J. (2008). Employment & labor law (1st ed.). Mason, OH: Thomson/South-Western. Daniels, K. (2012). Employment law (1st ed.). London: Chartered Institute of Personnel and Development. Felise S. Zollman, M. (2011). Manual of Traumatic Brain Injury Management (1st ed.). Demos Medical Publishing. Felise S. Zollman, M. 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Retrieved 18 April 2014, from http://www.austlii.edu.au/au/legis/wa/consol_act/wcaima1981445/ Workers’ Compensation & Injury Management: A Guide for Workers. (2012). Workercover WA. Retrieved from https://hr.curtin.edu.au/local/docs/WCIM_a_guide_for_workers_sept_LR.pdf Workers’ Compensation and Injury Management Act 1981. (2014). Western Australia, 1-471. Retrieved from http://www.claims.com.au/compensation-laws/wa/Workers-Compensation-and-Injury-Management-Act-1981.pdf Workers’ Compensation and Injury Management. (2014). Workercover, 1-14. Retrieved from http://www.workcover.wa.gov.au/NR/rdonlyres/95AE2932-F0BB-4E5C-89C0-49E4EDF6D7C6/0/Publication__Important_Information_for_Employers.pdf Read More