Injury Management

• Minimizes the disruptive impact of workplace injuries
• Reduces risk of long-lasting physical disability
• Helps workers avoid other health complications
• Reduces risk of psychological impact associated with the injury
• Protects their income & employment benefits
• Promotes injury recovery
• Helps to maintain self-worth, purpose, and overall health
• Maintains workplace connections both professionally and socially
• Retain productive employment and job security
• Maintains job skills

• Maintains a positive workplace safety culture
• Returns injured workers to work in a safe and timely manner
• Enhances worker and employer relationships
• Allows the employer to retain skilled and experienced workers
• Reduces accident and workers compensation costs
• Reduces WorkSafeBC premiums
• Boosts overall productivity and company image
• Reduces employee turnover and lost time
• Reduces burden on co-workers

Employers (typically an employer representative such as a Department Manager, Supervisor, OHS Coordinator, or Recovery at Work Coordinator) are responsible for the overall coordination of the Recovery at Work Program. The supervisors and managers of the injured worker also share in some of these responsibilities. Together, their responsibilities may include:

• identify, offer, and document modified or alternate duties should a worker not be able to perform their regular duties due to an injury sustained at work
• maintain and document meaningful communication (at least once a week) with an injured worker during recovery period (both during time loss and when modified or alternate duties are being performed)
• return a worker back to work as soon as it is safe to do so
• supervise the injured worker during the recovery period until they return to their full, regular duties
• review, revise, and update Modified Work Offers (at least once a week) according to the worker’s functional/physical abilities and injury limitations
• act as a resource for injured workers, supervisors, and managers for claims and injury management guidance
• keep WorkSafeBC up to date on all relevant information regarding the worker’s progress, claim and any related issues
• fulfill employer obligations pertaining to the Duty to Maintain Employment and the Duty to Cooperate

Injured workers have the Duty to Cooperate with the employer’s Recovery at Work Program to the best of their abilities. Their responsibilities may include:

• cooperate with the employer to identify suitable work that is safe, productive within the worker’s functional abilities and consistent with their skills and competencies
• accept and participate in suitable work including reasonable modified or alternate duties
• continue to seek external medical attention at least every two weeks to ensure WorkSafeBC receives regular updates from healthcare professionals
• provide WorkSafeBC with updated information about their injury recovery and their participation in suitable work
• maintain regular weekly contact with the employer while away from work activities and during their Recovery at Work Plan to provide status updates on their recovery

Physicians, physiotherapists, and other healthcare professionals assess, treat, and provide recovery guidance for workplace injuries. Their guidance is commonly shared with the worker and employer through a Functional Abilities Report or Physical Demands Analysis. The injured worker’s healthcare professionals must understand that appropriate modified and alternate duties are available for the injured worker.

One way to ensure healthcare professionals are aware of the employer’s recover at work program is to communicate the program to them by requiring the injured worker to take the Functional Abilities Report or Physical Demands Analysis form (and if available, a list of modified or alternate work available to the injured worker) with them to the first and all subsequent appointments for the healthcare professionals to complete and return to the employer.

WorkSafeBC has responsibilities regarding injury management that include:

• collect and review all evidence provided on the claim file to assist in decision-making,
• provide the injured worker and the employer with updated information and assistance with alternate or modified work offers should a discrepancy arise
• obtain medical opinions to assist in the decision-making process
• maintain regular contact with injured workers while the claim remains active

Here is an example of a workplace injury where the worker needed onsite first aid but was able to return to their duties without needing external medical attention.

Scenario:
A janitorial worker was cleaning an area within the workplace and cut a finger on the sharp corner of the counter.

Assessment:
The worker was assessed by the on-site first aid attendant and the finger was bandaged. The first aid attendant determined that no further medical attention was required.

Next Steps:
The worker was able to return to their regular work hours and duties and was advised to contact his supervisor if the worker continues to report discomfort while working.

Reporting Considerations:
This first aid injury is not required to be reported to WorkSafeBC.

Here is an example of a workplace injury where the worker needed onsite first aid and medical attention from healthcare professionals, but was able to return to work doing modified or alternate duties without time loss.

Scenario:
A retail worker was carrying a box of goods from the storage room to put on display. When opening the box with a utility knife, the worker accidentally cut their hand.

Assessment:
The worker was assessed by the on-site first aid attendant and the hand was bandaged. The first aid attendant determined that the worker required medical attention to receive stitches.

Next Steps:
The worker takes the Functional Abilities Report or Physical Demands Analysis form(s), and if available, a list of available modified or alternate work to the healthcare professional.

*If the worker has physical limitations noted by the physician, the employer and worker can collaboratively identify and carry out modified or alternate duties meeting the worker’s limited physical abilities until the worker can safely resume their regular duties.

Reporting Considerations:
In this scenario, since external medical attention was sought, the injury must be reported to WorkSafeBC by the employer, worker, and physician individually.

Here is an example of a workplace injury where the worker needed onsite first aid and medical attention from healthcare professionals, and after time away to heal, was able to return to work doing modified or alternate duties.

Scenario:
A front desk worker was walking through the workplace when the worker slipped on the wet floor and fell onto their back and tailbone.

Assessment:
The worker was assessed by the first aid attendant on site. The first aid attendant determined that the worker had injured both his wrist and back and needed further medical assessment. The worker was transported to the nearest hospital where they determined that the worker should rest away from the workplace for one week.

Next Steps:
The employer and worker must stay in regular contact, ideally every couple of days, to collaboratively identify when appropriate modified or alternate duties can be offered and carried out.

In anticipation of returning to work, the worker takes the Functional Abilities Report or Physical Demands Analysis form(s), and if available, a list of available modified or alternate work to the healthcare professional.

*If the worker has physical limitations noted by the physician, the employer and worker can collaboratively identify and carry out modified or alternate duties meeting the worker’s limited physical abilities until the worker can safely resume their regular duties.

Reporting Considerations:
In this scenario, since external medical attention was sought and the physician indicated that the worker needed time off work, the injury must be reported to WorkSafeBC by the employer, worker, and physician individually.

As an employer or employer representative, there are many ways you can support the injured worker’s road to recovery including:

• Proactively developing a list of potential modified and alternate work opportunities to support supervisors and managers should a workplace injury occur
• Ensure workers understand the benefits of the Recovery at Work program, and their responsibilities when participating in the program
• Maintaining regular, genuine communication with injured workers during their recovery period
• Collaborating with injured workers to develop appropriate Recover at Work plans that meet their abilities and physical limitations
• Providing psychological support tailored to the needs of the worker as injuries can affect them both physically and psychologically
• Take advantage of available complimentary assistance if/when a Recover at Work plan gets tricky or complicated to manage
  • WorkSafeBC RTW Support Line: 1-877-633-6233
  • Employer’s Advisers Office: 1-800-925-2233