Work and Wellbeing · 4 August 2022

How to Handle an Employee’s Injury at Work

employee's injury at work

In manufacturing and heavy lifting businesses, workplace injuries are a typical occurrence. The amount of movement and equipment utilized during manufacturing in this kind of labor raises the danger of accidents.

Workplace accidents frequently happen due to unsafe working conditions, poor equipment, or an environment tainted with hazardous chemicals.

Workplace injuries are an absolute nightmare for many businesses and their HR departments. Companies also avoid breaking workplace regulations since the problem requires numerous operations, care, and compensation.

As an HR professional, different steps can be taken to manage circumstances like these appropriately.

  1. Make a medical care plan
  2. Examine the incident
  3. Notify OSHA
  4. Consider Leave Options
  5. Keep in mind the ADAAA
  6. Carefully review your policies
  7. Stay Informed.
  8. Keep other workers in mind.

How to handle an employee’s injury at work

Make a medical care plan

Establish a straightforward procedure for managing employee injuries. For starters, you have to decide who will take an injured employee to the hospital and who has to be notified when an incident occurs.

Furthermore, you should make provisions for the wounded personnel, like feeding, care, etc.

Also, verify that the company’s policies adhere to Occupational Safety and Health Administration (OSHA) standards, including those pertaining to handling bloodborne infections in a healthcare environment.

Finally, make plans for medical emergencies. That is, cases where you need to attend to the injured immediately. Nearindex is one tool that comes in handy for medical emergencies. The site has a vast database of medical establishments around the globe. It can connect you with the best hospitals near me. Also, you can find medical specialists for virtually all health conditions, injuries, or medical situations.

Examine the incident

Despite the variations in state workers’ compensation laws, all of them are based on the same fundamental tenet: Employees are qualified to receive benefits if they are harmed or get ill while doing work-related duties. Your insurance provider ultimately decides whether an injury is compensable.

Nevertheless, you ought to look into the incident internally once it happens. Interview witnesses and compile reports on the occurrence.

Lastly, utilize these reports to modify the worker settings to prevent a similar accident from occurring in the future.

Alert OSHA

 When some significant injuries occur, employers are obligated to inform the Occupational Safety and Health Administration (OSHA). You must take these actions within eight hours of death. You have 24 hours to record amputations and inpatient admissions. Or risk receiving at least $750 in fines if you don’t.

An injured worker may file a complaint with OSHA even in less severe circumstances. In either case, be ready for an OSHA inspection and potential penalties.

Assess the Potential for Leave

 The amount of time an injured worker is away from work can be reduced by taking Family and Medical Leave (FMLA) time off concurrently with workers’ compensation leave. Every 12 months, the FMLA allows for 12 weeks of unpaid leave.

 Make sure that the appropriate FMLA leave is designated. Examine medical certifications from healthcare providers carefully, and ensure that any time an employee takes off from work is consistent with the details in those documents.

You can also consider allowing other types of leave, like sick or personal time if the FMLA isn’t applicable.

Keep in mind the ADAAA

According to an organization’s policy, employees must be able to execute essential job duties with reasonable accommodation. Many companies wrongly believe that their obligations are over when an injured worker’s condition reaches the point at which it can no longer get any better known as (“maximum medical improvement”).

However, people with workplace injuries may be given working limits by healthcare professionals. Additionally, the employee will probably be regarded as disabled under the ADAAA if an underlying impairment significantly restricts a primary living activity. At that point, you’ll have to make reasonable accommodations, such as an ergonomic desk, an additional break, a stool, or maybe even an extended leave in some areas.


 
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ABOUT THE EXPERT

Uday Tank is a serial entrepreneur and content marketing leader who serves the international community at Rankwisely. He enjoys writing, including marketing, productivity, business, diversity, and management.

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