DPC Return to Work Services
Everyone wants to reduce the human and financial impact of workplace injuries. We believe this can be achieved by working together as a team. This means effective communication and collaboration between claims managers, return to work providers, employers, employees and medical practitioners. Everyone must be focused on supporting injured workers to return to the workplace as safely and quickly as possible.
The DPC Return to Work Services team helps a large number of small agencies manage workers compensation claims. Services include claims management, return to work, reporting, internal auditing and training for agencies. We take a holistic approach that aims to reduce the human and financial impact of work related injuries.
Dealing with workers compensation can be complex, so it is essential that everyone involved works together to achieve a safe return to work for all injured workers. Employer participation, a supportive environment and cooperation between employees and management are crucial in facilitating a successful return to work.
An injured worker has rights and responsibilities, as does the employer. An overview of these rights and responsibilities are highlighted in the Your Road to Recovery Booklet.
Work practices at DPC Return to Work Services are continuously improving due to a robust quality assurance program.
Working with Return to Work Services
Notification of a work related injury
When an employee sustains a work related injury their manager or supervisor must notify our Return to Work Consultant immediately:
Return to Work Consultant
DPC Return to Work Services
Alternatively, the notification can be lodged on the Hazard Incident Reporting Management System (HIRMS).
It is important that the notifier provides:
- as much detail as possible of the injury
- contact details for the injured worker
- their own contact details
to help the Return to Work Consultant undertake a return to work assessment. If possible, it is preferable for a Return to Work Referral Form to be completed and forwarded via email.
The Return to Work Consultant will review the information, and contact the injured worker and supervisor or manager if necessary, to assess the needs of the worker. If return to work assistance is required the Return to Work Consultant will meet with the worker for an initial review. In consultation with the injured worker, manager or supervisor and the treating medical practitioner, the Return to Work Consultant will establish a recovery/return to work plan.
Lodging a Workers’ Compensation claim
If the injured worker requires time off work or medical treatment and wishes to claim these expenses they will need to lodge a Workers’ Compensation claim. If a worker chooses not to lodge a claim, they will need to cover the medical expenses themselves (or through Medicare or their private health insurance), and claim leave entitlements to cover their absence from work.
Subject to the Return to Work Act 2014, an injury is compensable if it arises from employment. This means that if a worker sustains a work related injury resulting in medical treatment and/or time off work, reasonable costs will be paid and return to work assistance will be provided to help the worker to make a safe, early and sustainable return to work.
An injured worker can make a claim by downloading a ReturnToWorkSA Claim Form and providing the information to their manager or supervisor, together with a Work Capacity Certificate supporting the claim completed by the worker’s treating doctor.
Once the claim has been received by DPC Return To Work Services, the Claims Case Manager will review the information submitted and assess the claim. In some circumstances, the Claims Case Manager may require more information before making a determination on the claim. This may include:
- a medical report from the treating doctor
- an independent medical examination
- a statement from the injured worker
- a statement from the injured worker’s employer
- a statement from a colleague of the injured worker.
If a decision cannot be made within 10 business days after a claim is received, the worker will be offered income support by way of ‘interim benefits’. The worker can accept the payment of interim benefits, or they may choose to use their available leave. If the claim is rejected, interim benefits payments made will need to be paid back.