Navigating Challenging Slopes
An Injury Management Program Manual & Toolkit
Supervisor/Manager Manual
Table of Contents
Introduction 1
Benefits, Objectives and Purpose 2
Section 1.0 – Injury Reporting 3
1.1 Policy 3
1.2 Purpose 3
1.3 Definitions 3
1.4 Claims Reporting Criteria 4
1.5 Overview 4
1.6 Supervisors / Managers Procedures 7
Section 2.0 – Claim Investigation 9
2.1 Policy 9
2.2 Purpose 9
2.3 How to Conduct a Claim Investigation 9
2.4 The Claim Investigation Process 10
Section 3.0 - Modified Work Program 12
3.1 Policy 12
3.2 Purpose 12
3.3 Principles 12
3.4 Procedures 13
Section 4.0 - Roles and Responsibilities 15
4.1 Purpose 15
4.2 Roles and Responsibilities 15
Forms, Letters & Checklists
You can click on the titles to download a copy of each document:
Form A – Early & Safe Return to Work Letter
Form B1 – Letter to Doctor
Form B2 – Letter to Doctor (with a Modified Work Offer)
Form C – Physical Assessment Report
Form D – Modified Work Offer
Form E – Witness Statement
Form F – Accident/Incident Investigation Report
Form G – No Time Loss and No Medical Aid – Non Reportable Incidents
Form H – Time Loss and/or Medical Aid Claims – Reportable Incidents
Form I – Communication Log
Form 55B23 – First Aid Record
Form 55M60 – Occupational First Aid Patient Assessment
Form 7 – Employer’s Report of Injury or Occupational Disease
Typical Physical Limitations for Common Injuries
Injury Management How-to Guide for Supervisor/Manager: Policy and Procedures for WorkSafeBC Claims
Introduction
We value each of our employees and recognize the integral role they play to the overall success of our operations. When one of our employee’s is injured on the job, the impact on our operations can be significant. Not only do we realize the financial implications through WorkSafeBC premiums, but we also lose a very important resource in the expertise of our employee.
The purpose of our approach is to reduce the financial and human cost of WorkSafeBC claims and to provide a framework to support Employees who suffer from an occupational injury or illness. The goal is to ensure employees continue to be a valued part of our resort after sustaining an occupational injury/illness. In order to effectively achieve our goals, our managers/supervisors must have key responsibilities in our approach.
We recognize that the prevention of injuries and the rehabilitation of employees are of utmost importance. We believe that effective integration of disabled employees minimizes the loss of expertise, resources and productive potential, and is the best strategy for maintaining the employee’s potential and self-worth. This also reduces the economic costs associated with WorkSafeBC claims for the resort.
This manual will provide our managers/supervisors with guidance and supporting information pertaining to their roles and responsibilities when an employee is injured at work. It is critical that you become familiar with these processes and expectations as we work together to minimize the significant human and financial impact that injuries/illnesses have on our employees and our resort.
Injury Management How-to Guide for Supervisor/Manager: Policy and Procedures for WorkSafeBC Claims
Benefits, Objectives and Purpose
Benefits for the Resort:
· Demonstrates employees are valued.
· Returns injured employees to work in a safe and timely manner.
· Maintains workplace relationships.
· Reduces the human and financial cost of claims.
· Helps retain the valuable knowledge of employees that know our resort.
· Reduces the cost of hiring and training replacement employees.
· All stakeholders (employee, employer, physician, other providers and WorkSafeBC) partner in the claims process.
· Ensures our resort is positioned to effectively manage all aspects of occupational injury claims.
Benefits for Employees:
· Maintains workplace and co-worker relationships.
· Protects income loss.
· Assists recovery.
· Maintains self-worth.
Our Objectives and Purpose:
· Focus on abilities rather than disabilities.
· Commit to the well-being and rehabilitation of all employees who suffer from an occupational injury or illness.
· Assist with an injured Employee’s treatment or rehabilitation by providing temporary transitional/modified work that is meaningful, assists the recovery process and can be performed safely and effectively without undue risk of re-injury, risk to other employees or risk to resort property.
· Help the Employee maintain a positive outlook following an injury or illness.
· Maintain the trust and respect of the Employee.
· Protect the confidentiality of the Employee.
· Work with the injured or sick Employee in the recovery and return to work process.
· Focus on the Employee’s needs regardless of their ability to participate in return to work options.
· Provide a fair and consistent approach.
· Maintain an atmosphere of mutual support, trust and co-operation.
· Assist the Employee to overcome the effects of their injury or illness by recognizing their specific needs.
· Ensure other employees and appropriate supervisors/managers are aware of the required support for the Employee returning to the workplace.
· Where appropriate, assist the Employee with their WorkSafeBC claim.
· Manage the human and financial cost of workplace injuries.
Injury Management How-to Guide for Supervisor/Manager: Policy and Procedures for WorkSafeBC Claims
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Section 1.0 – Injury Reporting
Each department within the resort plays an integral role to the overall success of our claims management program. When a workplace injury occurs, there are key steps which must be followed to ensure that both the Employee and the Resort’s interest are managed in an appropriate and effective manner. This includes the resort’s obligation to report certain workplace incidents/injuries in a timely fashion in order to comply with WorkSafeBC legislations.
1.1 Policy
This policy outlines the resort’s Best Practices Model for recording and reporting occupational injuries and illnesses within the resort’s operations. It covers required actions from the time an injury or illness is initially reported, up to the time the information is forwarded to the person and/or team responsible for managing claims.
1.2 Purpose
1.2.1 The purpose of this policy is to ensure that Best Practices are followed on a consistent basis throughout all of the resort’s operations. This allows Employees to experience exemplary care and workplace accommodation, while enabling the resort to meet all its legislated requirements and business needs.
1.2.2 The resort believes that consistent application of this policy will be positively received by the injured/ill Employee, Supervisor/Manager and fellow Employees, ultimately resulting in positive morale throughout the organization.
1.3 Definitions
1.3.1 Time Loss accidents are those injuries where the Employee is required to miss time from work beyond the date of accident/incident.
1.3.2 Medical Aid Only/No-Time Loss accidents are those injuries where the Employee sought medical attention off-site for a workplace injury, but does not miss any scheduled time away from work beyond the day of injury.
1.3.3 First Aid Only incidents are those where the Employee only required on-site first aid treatment and did not require any medical attention and/or incur any lost time from work.
1.4 Claims Reporting Criteria
The resort must report certain occupational injuries and/or illnesses to WorkSafeBC. The specific reporting criterion that has been legislated by WorkSafeBC is as follows:
A WorkSafeBC Employer’s Report of Injury or Occupational Disease (Form 7) must be completed and submitted to WorkSafeBC within three (3) business days of the Employee reporting the injury, or the resort first becoming aware of the injury (whichever is earlier). The resort must report to WorkSafeBC in any of the following circumstances:
· The employee losses consciousness following the injury;
· The employee is transported or directed by a first aid attendant or other employer representative to a hospital or other place of medical treatment, or is recommended by such persons to go to such place;
· The injury is one that obviously requires medical treatment;
· The employee has received medical treatment for the injury;
· The employee is unable or claims to be unable by reason of the injury to return to his or her usual job function on any working day subsequent to the day of injury;
· The injury or accident resulted or is claimed to have resulted in the breakage of an artificial member, eyeglasses, dentures or a hearing aid; and/or
· The employee or WorkSafeBC has requested that an Employer’s Report of Injury be submitted.
Where none of the conditions listed above are present, an injury is minor enough that it does not need to be reported to WorkSafeBC, unless one of those conditions subsequently occurs.
SERIOUS INCIDENTS, INJURIES AND FATALITIES
The resort must immediately phone to report certain serious incidents, injuries and fatalities to WorkSafeBC's emergency and accident line whether there is an injury or not. This includes:
· Any incident that kills, causes risk of death, or seriously injures a employee;
· Any blasting accident that results in injury, or unusual event involving explosives;
· A major leak or release of a dangerous substance;
· A major structural failure or collapse of a structure, equipment, construction support system, or excavation;
· Any serious mishap.
1.5 Overview
1.5.1 Employees are required to immediately report all workplace injuries/incidents to their immediate Supervisor/Manager. Under no circumstances shall an Employee leave the site without reporting an injury. It is important that Employees understand that in every case of an injury or disabling occupational disease they must, as soon as practicable, inform the resort by giving information of the injury or disease. Failure to provide the information required by the Act is a bar to a claim for compensation unless the Board is satisfied that:
(a) the information, although imperfect in some respects, is sufficient to describe the disease or injury suffered, and the occasion of it;
(b) the employer or the employer's representative had knowledge of it; or
(c) the employer has not been prejudiced, and the Board considers that the interests of justice require that the claim be allowed.
Late reporting may lead to the claim being questioned by the resort and/or WorkSafeBC.
Upon notification of an injury/illness, the general responsibilities of the Supervisor/Manager include the following:
· Take immediate action to ensure the safety of the Employee and others;
· Secure the area to prevent further injuries;
· Ensure that the Employee receives first aid attention as required. If medical attention is required, arrange for transportation to the initial site of treatment. It is the resort’s responsibility to pay for any costs associated with this transportation;
· Obtain the applicable WorkSafeBC Package (i.e. Time Loss and/or Medical Aid Claims - Reportable Incidents or No Time Loss and No Medical Aid – Non Reportable Incidents). Follow the instructions on the checklist located at the front of the package;
· Conduct a claims investigation for all workplace injuries. Assistance from the individual and/or team responsible for managing claims is available if required;
· Complete and submit applicable forms to the individual and/or team responsible for managing claims immediately after becoming aware of the injury/incident;
· As appropriate, ensure suitable modified work has been offered to the Employee;
· Ensure that appropriate actions are recorded for follow-up and completion;
· Maintain ongoing communication with the Employee regarding recovery and progress. This must be done at a minimum of once per week;
· Maintain regular communication with the individual and/or team responsible for managing claims weekly, or more frequently if required;
· Provide copies of all documents (e.g. medical notes, modified work offers, etc.) to the individual and/or team responsible for managing claims.
1.5.2 Progressive injuries do not have an exact moment of occurrence and by definition, develop over time. It is imperative that conditions, which are progressively increasing in severity, be reported to the Employee’s Supervisor/Manager. At the time of reporting, it will be determined whether the Employee can continue with their regular duties or require accommodation with modified work. The employee may be a valuable resource regarding their abilities and what modifications to duties are temporarily required.
1.5.3 Should an Employee experience an incident at the worksite and not recognize the need for medical treatment and/or loss of time until away from work, they must:
(a) Contact their direct Supervisor/Manager immediately or at the commencement of operating hours on the next work day regarding the change in their condition and the need for medical treatment and/or loss of time;
(b) Under normal circumstances the Employee is to be advised that prior to receiving medical treatment they must attend the workplace to obtain a Return to Work Kit from their Supervisor/Manager and provide the details of their incident/injury. The Return to Work Kit can also be obtained from the individual and/or team responsible for managing the resort’s WorkSafeBC claims.
1.5.4 First Aid Records are required for every acute injury or illness that occurs and where first aid treatment has been sought. The individual providing the first aid treatment must complete and submit a First Aid Record (Form 55B23), prior to the end of the shift in which the treatment was provided. First Aid Forms must be kept on file for a minimum of three (3) years.
1.5.5 Should the Employee require medical attention, it is the responsibility of the resort to transport the Employee to the first treatment site. Transportation can be provided by way of taxi, a Supervisor/Manager, ambulance, or Heli-vac as required. In most situations, an Employee should not be allowed to drive on their own to the first site of medical attention. It is strongly recommended that the Employee’s direct supervisor accompany the Employee to medical attention. This is an opportunity to demonstrate support for the Employee and, in appropriate circumstances, to discuss modified work opportunities.
1.5.6 For each incident/injury report, the Supervisor/Manager must assess the situation, determine its significance and report conclusions/findings to the individual and/or team responsible for managing claims. In situations when an Employee sustains or reports a workplace injury/illness, the Supervisor/Manager must complete and submit the Accident/Incident Investigation Report (Form F).
The individual and/or team responsible for managing claims is responsible for ensuring that the appropriate steps are taken and ensure the incident/injury is reported to WorkSafeBC as required.