Accidents are a reality across all work environments. Unforeseen accidents often leave employees with several challenges. As for the employer, workplace injuries disrupt operations and reduce employee productivity. They also increase the cost of worker’s compensation and absenteeism.
HR departments play a crucial role in managing the immediate aftermath of the accident. They are also helpful in supporting the injured employee’s recovery and return to work. Below are a few ways HR supports employee recovery.
1. Manage the Recovery Process
The role of HR departments in managing the recovery of injured employees extends beyond processing paperwork and handling compensation claims. Besides ensuring you get paid after an accident, they also support physical and emotional recovery. Ensuring the injured employee receives proper medical attention is the first step in managing employee recovery.
HR teams should link up injured employees with healthcare providers immediately. Ensuring that the employee receives timely and adequate treatment prevents complications. HR is a major liaison between healthcare providers and the workplace. They coordinate medical evaluations and understand the employees’ physical limitations.
HR also provides emotional and mental health support to the injured employees. Besides physical injuries, most affected employees experience emotional and psychological challenges, especially anxiety about resuming their work. Some may also be depressed by the physical limitations. HR plays a crucial role in connecting affected employees with employee assistance programs.
2. Legal Compliance and Documentation
Handling these injuries also involves ensuring the recovery process aligns with the legal provisions. HRs’ role is ensuring that the legalities of this process are adhered to. This legally revolves around adherence to labor laws and safety regulations.
The first step is ensuring compliance with workers compensation laws. These laws vary by jurisdiction but generally require employers to compensate injured employees financially. HR departments should ensure that all claims are processed within the required timelines.
The second aspect is understanding and applying relevant labor laws. HR teams should navigate various labor laws when handling workplace injuries. For instance, they should apply the FMLA, which allows injured employees to take unpaid leave on medical grounds.
The ADA also requires employers to provide reasonable accommodation to returning employees with temporary or permanent disabilities. HR should collaborate with employers and healthcare providers to assess employee needs and ensure compliance to prevent discrimination suits.
3. Create Tailored Return-to-Work Plans
HR also ensures a smooth and safe re-entry of the injured employee into the workplace. However, this requires a tailored plan considering the employees’ recovery journey and work capabilities. HR should design a return-to-work plan that fits the employee’s physical and mental readiness.
They should begin by assessing the employees’ physical and emotional state after the incident. This requires collaborations with healthcare providers to determine any limitations or restrictions. For instance, employees recovering from back injuries may require light duties. HR should adjust employee responsibilities based on medical evaluation.
A tailored return-to-work plan may also involve offering flexible work arrangements. This is usually necessary if the employee is still undergoing treatment. Flexible work hours and remote work options allow employees enough time for appointments. HR should monitor and adjust these plans continuously.
Endnote
Handling workplace injuries is an ongoing responsibility for HR teams. Human resource departments should ensure the affected employees enjoy a smooth recovery. By managing this process and developing return-to-work plans, they contribute to a healthier and more resilient workforce.
