It includes medications, medical equipment if any , medical tests, therapy, and hospital stays. Medical disability benefits arise when the injury sustained in the course of employment results in disability. There are four primary types, temporary total disability, temporary partial disability, permanent total disability, and permanent partial disability.
Permanent partial disability benefits are due when the injury sustained causes a mild disability. Some injuries might be so severe that the worker will be unable to return to work.
Rehabilitation benefits assist an injured worker with all forms of rehabilitation, including vocational. In cases with a limited disability, the rehabilitation benefits can help the injured party return to work, usually in an occupation with different requirements based on their limitations.
In severe cases, a work-related injury may lead to death. Instead, the weekly, biweekly, or monthly payment typically includes medical bills, therapy expenses, and lost wages. For example, employees working in dangerous occupations like the construction and manufacturing industries typically earn more in workers comp than other injured workers. Typically, the injured worker receives two-thirds of their weekly pay based on their average weekly wage. Most states require employers to purchase workers comp insurance whenever hiring employees.
Generally, private insurance companies and states pay through their insurance companies. As an injured employee, you are entitled to receive benefits from the workers compensation carrier according to a set schedule. The general rule to receive the first paycheck is that workers are entitled to benefits payment within 21 days of informing their employers of their work-related injury.
Your employer or the insurance company should provide you with contact information if you want to check the status of your claim. As with just about everything else in this process, rules vary from state to state. Federal employees can call an automated system for appeal updates. The toll-free number is About the author Bill Fay Bill Fay has touched a lot of bases in his year career. He started as a sports writer, gaining national attention for work on college and professional sports.
He had regular roles as an analyst on radio and television and later became a speech writer for a government agency. His most recent work is as an internet content marketing specialist. Bill can be reached at bfay workerscompensationexperts. Disclaimer: Workers Compensation Experts is not a law firm or lawyer referral service. The content and materials presented on this site are for informational purposes only.
We do not provide legal advice, and no communication between you and Workers Compensation Experts should be considered legal advice. No attorney-client relationship will be formed by the use of the site. The information on this site may be considered a lawyer referral service in some states. The representative may want to discuss how wage replacement benefits work. Depending on the state compensation benefit, the employee may be entitled to 66 percent of wages up to percent of the state average weekly wage after a specified waiting period.
The representative may also want to inform employees of salary continuation or the use of paid leave benefits such as sick, vacation or paid time off during waiting periods and periods of wage replacement. Use of paid leave benefits while receiving workers' compensation benefits may vary by state law.
In addition, an employer may want to address compensability of time spent at medical appointments. See When should an employee who was injured on the job be paid for time to attend related doctor's appointments? Step 5: Stay in Contact with the Worker's Compensation Carrier Organizations must maintain contact with the workers' compensation carrier on the employee's claim.
Step 6: Stay in Contact with the Employee The representative next informs the employee that the claim has been submitted and when to expect contact from the workers' compensation carrier regarding wage replacement and medical treatment.
Step 7: Establish a Timeline for Return to Work Establishing a timeline for the employee's return to work is imperative, as is making the determination about potential restrictions that may require accommodation and whether the employer will be able to accommodate the employee's needs.
Step 8: Return the Employee to Work Returning an employee back to work should be one of the main focuses for the employer, even if it is in a light duty capacity.
Step 9: Continue Leave or Terminate When an Employee Is Unable to Return to Work An employee's doctor may provide a fitness-for-duty document that states that the employee is not ready to return to work and may not be able to return for some time or not at all.
See : What reinstatement rights do employees have when they are out on workers' compensation and are either not eligible for FMLA leave or have exhausted their FMLA leave?
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