Ensuring Supervisors/Managers Report Injuries in a Timely Manner

The role of reporting workplace injuries to an insurer/agent is typically that of the RTW coordinator in most workplaces. However, the RTW Coordinator is typically not the first employer representative to know about the injury. Rather this is normally the worker's supervisor or manager. In NSW, the insurer must be notified of an injury within 48 hours of the employer becoming aware of the injury. The "employer" includes the worker's  supervisor or manager. Thus, the reporting time starts when the ‘employer’ becomes aware of the injury. As a RTW Coordinator, it is essential to have processes in place to allow supervisors and managers to report injuries, especially if the RTW Coordinator does not work weekends or full time hours. The attached TIP SHEET provides some suggestions for what processes you should consider implementing within your workplace to assist in ensuring supervisors and managers report injuries in a timely manner. 

TIP SHEET - Ensuring Supervisors/Managers Report Injuries in a Timely Manner

Further updates to Whiplash Documentation

The NSW Motor Accidents Authority has made further updates on its website for resources to assist people managing patients whom have had a whiplash injury. Although much of the focus is on treating professionals these resources are also useful for RTW Coordinators or Safety Professionals working within employers whom have employees who have motor vehicle accidents.

The links to 3 key resources are below:

1. Acute whiplash page for health professionals

2. Whiplash assessment tools. This page has links to online versions of the Guideline assessment tools (VAS, NDI etc), and the recommended actions from the Guidelines

3. Neck exercise examples. The exercises are available on a webpage, with the YouTube clips embedded.

Changes to NSW Medium & Large Employers Workers Comp Premium Calculations

The NSW Government & WorkCover NSW have recently introduced new changes to the way workers compensation premiums are calculated for medium and large employers in NSW. Although details on WorkCover NSW's website appear to be an overview and employers are best to discuss these changes with their workers compensation insurer, below is a summary of the key changes.

1) Average Performance Premium (APP)

This is the starting point for all employers and is a calculation of the companies wages bill multiplied by the relevant WorkCover Industry Classification (WIC). This is similar to the existing structure in NSW.

2) Employer Safety Incentive (ESI)

Previously introduced for small employers (Those with a base tariff premium < $30000), there is now a similar incentive for medium and large employers to improve safety within their workplaces. This results in a reduction to the APP rate listed in point 1 above. In addition there is also another incentive for employers (Employer Safety Reward) whom do not sustain any premium impacting claims for a 4 consecutive year period.

3) Claims Performance

Finally, medium and large employers can get further discounts to their premium based on how quickly they return injured workers back to suitable work after an accident. Incentives are based on time periods post accident (0 - <13 weeks, 13 - <26 weeks, & 26 - <52 weeks) and the reductions can be as high as 15%. This incentive program applies to claims made after 30 June 2015.

Further Information:

WorkCover NSW have some additional information on their website but this is limited and most employers would obtain more detailed information by speaking with their workers compensation insurer or broker directly.

Updated Guidelines for Whiplash Associated Disorders (WCD)

In late 2014, The NSW Motor Accidents Authority updated their third edition of the “Guidelines for the Management of Acute Whiplash Associated Disorders (WAD) for Health Professionals 2014”. Although the guidelines are targeted towards Health Professionals, it is also a useful tool for other people (such as employers) whom have to manage the rehabilitation of people whom have suffered a WAD.

People suffering from WAD are often classified under the Quebec Task Force Classification of Grades of WAD. People with a WAD Grade 0 have no complaint about the neck and no physical signs. Whereas, people classified with WAD Grade 5 have a neck complaint and fracture or dislocation. The guidelines focus on WAD grades I, II, & III and help guide treatment moreso in the first 12 weeks post accident.

The benefit of reviewing these guidelines for non-health professionals would include understanding the recommended treatment regime for such injured people as well as aiding in discussions with GPs and treating health professionals, especially when discussing active treatment plans and prognosis for return to pre-accident function. Not only does the guidelines provide information on how to treat WAD in the first 12 months post injury but it also outlines treatments that are either not recommended, not routinely recommended or treatments with no evidence for or against their use. A full copy of the guidelines can be found on the NSW Motor Accidents Authority website. 

Key Incentives For NSW Employers to Assist Injured Workers to “Recover At Work”

The term “Return To Work” has been part of the workers compensation landscape for many years since the introduction of the Workers Compensation Act 1987 (NSW). However, some additional terminology focused on assisting injured workers to “Recover At Work” has recently been discussed in workers compensation circles.

In addition to promoting the positive benefits of work and the obvious financial benefits of returning injured workers back to their pre-injury role as soon as possible post injury, WorkCover NSW has a number of additional incentives to assist NSW Employers in assisting injured workers to “Recover At Work”. Some of these include:

1)   Employer Safety Incentive Discount – a 10% discount is available on a “small employer’s” premium where the employer is encouraged to use the discount to invest in workplace safety. If the employer has a workers compensation claim and the worker does not return to suitable work within 4 weeks of the injury date, the 10% discount is lost and may need to be repaid.

2)   Return To Work Incentive Discount – If the “small employer” loses their Employer Safety Incentive Discount, they may still be eligible for a 10% discount on their basic tariff premium if the injured worker has returned to suitable employment within 13 weeks (with no further weekly compensation payments being made).

In addition to the two financial incentives above, NSW Employers can also access vocational rehabilitation schemes to assist injured workers Recover At Work. These include:

-       Return To Work Assist Program for “Micro Employers” – This program involves the assistance of a Workplace Rehabilitation Provider to identify suitable work at the workplace, develop a Recover At Work Program, while the insurer continues to pay the injured worker. This financial assistance allows the employer to avoid paying “twice” as they accommodate a worker on suitable work but still need to employ another worker to carry out the majority of the injured worker’s pre-injury duties.

-       Equipment & Workplace Modification Program – employers and injured workers can be assisted in the purchase of specific equipment which is required to allow the worker to Recover At Work. Although restrictions apply, this program is useful to overcome some injury specific barriers which certain equipment can overcome.

-       Worktrial – A worktrial in basic terms is like work experience but completed at another workplace other than the worker’s pre-injury workplace. Worktrials are typically completed for up to 12 weeks and allow injured workers to upgrade their work fitness and/or obtain new skills which are useful for their return to work at their pre-injury employer.

Key Definitions: There are restrictions on some of these programs and to access such programs your employer (must be based in NSW) may need to meet one of the following definitions:

-       Small employer = Employers in NSW with a Basic Tariff Premium of $30000 or less

-       Micro Employer – Employers in NSW with five or less staff with a Basic Tariff Premium of $30000 or less

For more information on any of these programs please visit WorkCover NSW’s website (www.workcover.nsw.gov.au) or call 131050. Alternatively contact myself (see About page) and I would be happy to discuss the benefits of these programs for your organisation.

Which State Has the Best Workers Compensation Scheme in Australia or New Zealand?

In August 2014, Safe Work Australia published an analysis of the key State and Federal based workers compensation schemes for Australia and New Zealand. Most lay people/workers would possibly expect that if you get injured at work in Victoria, New South Wales or Queensland that you would be covered by the same workers compensation scheme. An injured nurse in Victoria should be the same as an injured nurse in New South Wales, right?? However, for those with experience in workers compensation we know this is certainly not the case and the schemes across both Australia and New Zealand vary considerably.

Safe Work Australia’s “Comparison of Workers Compensation Arrangements in Australia and New Zealand” report outlines the key differences between all the major workers compensation schemes. Broadly, it outlines the key differences under a number of key headings, including:

·      Agencies responsible for each scheme

·      Key features

·      Summary of coverage and benefits

·      Prescribed time periods for Injury Notification and Claim Submission

·      Prescribed time periods for payments

·      Dispute resolution

·      Remuneration for the purpose of premium calculation

·      Employer excess

·      Uninsured employer provisions

·      Leave while on workers compensation

·      Superannuation and workers compensation

Although its not the most exciting read, for those working in the workers compensation area it is useful to have some background of the major schemes within Australia and New Zealand. It is certainly useful for any new RTW Coordinators working with employers who have to manage injured workers across the business but across multiple workers compensation schemes based on where the worker is injured.

Update on Key Australian Workers Compensation Statistics

Safe Work Australia recently published its update on the state of workers compensation claims (non fatal) for the 2012-2013 financial year. A link to the full report is below but some of the key statistics were:

·      There were 117 815 (or 11.1 claims per 1000 employees) serious workers compensation claims in 2012-2013 (63% male, 37% female)

·      Health Care and Social Assistance was the industry with the most claims

·      Agriculture, Forestry & Fishing was the industry with the highest rate of claims (2 per 100 employees – twice the national average)

·      There has been a 26% decrease in the rate of serious injury claims across Australia over the past 11 years

·      90% of claims were due to injuries and musculoskeletal disorders

·      1/3 of all injuries were caused due to lifting or handling objects

·      The average number of weeks off work for a serious injury was 5.4 weeks (this is a 29% increase since 2000-2001)

·      The back was the most frequently injured body part (22% of all claims)

The above is just a summary. For a more detailed analysis of the workers compensation statistics please check out the full report at: Safe Work Australia.

Communicating with the NTD in a RTW Program

Nominated Treating Doctors (or NTDs) are very busy people. They are often worker's General Practitioners and typically deal with non workers compensation matters most of the time. That means not having to deal with other third parties such as insurance companies, independent doctors and return to work coordinators. However, in terms of workers compensation claims the NTD is vital to the progress of any injured worker's recovery. This means communicating with them as a return to work coordinator is essential. However, how do you balance getting the information you need to assist the RTW process and not bombarding the NTD with inappropriate questioning/enquiries about the injured worker's recovery?

Below is a one page tip sheet which may provide you with some handy tips on how best to communicate with the NTD in a number of different situations. I hope you find it useful in managing this important relationship in the RTW process.

Tips for Communicating with the NTD

What is happening with Work Health & Safety in Your Workplace This October?

Do you have any special plans for health & safety at your workplace this October? For those who don’t know October is Safe Work Australia Month and it is a good opportunity to highlight work, health & safety initiatives within your business. It is also a good time to highlight key hazards and risks within the business in order to heighten employee awareness and participation in safety measures.

Safe Work Australia are also running an inaugural Virtual Seminar Series (VSS)—a free online event run throughout the month of October.

The VSS showcases some of the latest work health and safety thinking, developments, innovations and research and supports the vision of the Australian Work Health and Safety Strategy 2012-2022–the ten year framework to encourage improvements in Australia’s workplace health and safety.

The VSS is aimed at those with an interest in work health and safety and will feature live interactive panels and video presentations by work health and safety regulators, experts, business leaders and academics.

The themes for the VSS are:

·       leadership and culture

·       responsive and effective regulation

·       agriculture and road freight transport industries, and

·       small business.

If you would like more information or to register for this online event simply go to Safe Work Australia’s website and register – www.swa.gov.au. There are also smart phone apps available from the Apple or Android app stores (search for “Safe Work Australia Safety Month").

Are you looking to improve the health of your workforce? This program aims to do that one step at a time.

We have all heard about the statistics about how many Australians are either obese or overweight and the results are not pretty. However, if a high percentage of our overall population are overweight or obese what does this mean for our workplaces? Chances are your workplace has a similar percentage of people whom would be classified as overweight or obese. Is this issue part of your company’s work, health & safety plan? If not, it probably should be. If it is, I have found a resource which may be useful to utilise within your business as a way to improve workplace health & reduce weight “as an organisation”.

The Global Corporate Challenge is touted as the “world’s largest and most exciting workplace health & wellness program”. It is a 12 month program which aims to build sustainable change amongst employees within large corporations (if you manage work, health & safety within a small organisation the concept of the program could still be replicated within such a workplace) using a team based approach.

The program is a mix of motivational information, education on eating well and changing habits through to provision of pedometers to encourage employees to get out and move, ultimately with the aim of losing weight and all the other benefits which go with that.

There is a Contact Form on the company’s website if you want more information as well as some of the success stories and companies which have actually signed up and are involved in the program. I know there are many ideas and programs out there aimed at improving employee health & well-being but this one looks quite comprehensive and fun to participate in as an organisation.

Check it out here.