RENEE KUHS & JODI MATHY
Compliance Attorney & Post Loss Specialist, HNI

It’s Monday morning.  You just learned that an employee who is chronically absent was injured while at work.  He calls later that day to tell you his doctor doesn’t anticipate he’ll be well enough to return to his full duties for at least four months.  What do you do now?

1. Call your worker’s compensation carrier and hope for the best,
2. Request a Health Care Provider Certification Form to determine eligibility for FMLA,
3. Consider what light duty assignments might be available, pending receipt of further information on the employee’s restrictions,
4. Send out COBRA paperwork, or
5. Call your HNI Representative.

Unless you have the combined expertise of a Safety Director, Benefits Manager, and Human Resource Professional, identifying all of your obligations under worker’s compensation, employee benefits, and human resource laws can be a daunting task.  Who in your organization is responsible for answering the question “What do you do now?”

The good news — if you manage employee absences effectively, it will have a positive impact on your organization’s bottom line.