![]() Please note you must continue to pay your workers their weekly payments, despite any non-cooperation, unless advised otherwise by your insurer. If this is unsuccessful, you can lodge an application with the Workers’ Compensation Conciliation Service. ![]() If your worker chooses not to cooperate in the Return to Work Program, you should raise it with your insurer to discuss and attempt to resolve. advise of any changes to their treating doctor or other treatment providers.advise of any changes in their contact details.if referred to a workplace rehabilitation service, actively participate in all aspects of the service and work cooperatively with the service provider.immediately inform the Injury Management Coordinator and their line manager of any difficulties carrying out the Return to Work Program.to the best of their ability carry out agreed actions as outlined in the Return to Work Program.communicate with parties in an open and honest manner and reply to reasonable levels of communication without undue delay.if unable to attend an appointment, take reasonable steps to make an alternative appointment as soon as possible.attend medical and other treatment appointments arranged by their treating doctor, or where permitted, arranged by you.provide original copies of their Certificates of Capacity in a timely fashion.complete the Workers’ Compensation Claim Form.It is reasonable to expect your injured worker to: What is expected of your injured workerĪctive participation by your injured worker is essential to successful injury management in both planning and executing their Return to Work Program and making reasonable efforts to return to work. Note: If a worker is in receipt of weekly payments at the time of dismissal, they will continue to receive statutory weekly repayments and medical/related benefits. WorkCover WA will then determine if any further information is required, and a Compliance Officer may contact you to discuss details of the termination. ![]() Intention to dismiss the workerĭuring the 12 month period, if you intend to dismiss the injured worker, 28 days’ notice of that intention must be given to the worker and to WorkCover WA by completing Form 15G – Notice of Intention to Dismiss a Worker. If the injured worker attains partial or total capacity to work during this time, you must provide their original position (where reasonably practicable), or another of equal status and pay for which they are qualified and capable of performing. You must keep an injured worker’s position available during the worker’s incapacity (where reasonably practicable) for 12 months from the day the worker is entitled to receive weekly payments. Modernising WA’s Workers Compensation Laws.Insurer and Self-insurer Principles and Standards of Practice.Physiotherapy Treatment Management Plan.Understanding your rights & obligations.Understanding your rights, obligations & entitlements.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |