Section 4
The Injury Management Team
Role of
External Team Members
The Injury Management Resource Pack 2nd Edition –April 2002 – Meat and Livestock Australia
Section 4 Injury Management Team and External Team Members
1
Section 4 The Injury Management Team – The Role of
External Team Members
4.1
4.2
4.3
4.4
Doctors in the workers compensation system
4.1.1 Company Doctor
4.1.2 Nominated Treating Doctor
4.1.3 Treating Specialists
4.1.4 Injury Management Consultant
4.1.5 Approved Medical Specialists
4.1.6 Medico-legal Specialists
Accredited Rehabilitation Providers
Workers Compensation Insurance Company
Trouble-shooting
Information
References
4.1 Doctors in the workers compensation system
WorkCover NSW 2
There are now many different types of doctors that an employee
day course on
may have to see if they sustain an injury at work and proceed with a “Introduction to
workers compensation claim. This is explained in the chart following RTW Coordination”
Section 4.1.
4.1.1 The Company Doctor
It is not compulsory for an employer to engage the services of a
company doctor, however in the meat processing industry, with its
risks and frequency of injuries, it is common practice.
Depending on the particular processor, the role of the company
doctor may include:
 Pre-employment medical examinations
 Q fever vaccinations
 Immediate assessment of all or selected injuries (for
example some processors have systems where any
employee requiring medical attention is immediately taken to
the company doctor, other processors send only employees
who submit workers compensation claims to their company
doctor)
 Treatment of all or selected injuries
 Communication with nominated treating doctor regarding
treatment and injury management
 Assistance with certificates
 Regular review of injured employees
Find out more
about Q fever
vaccinations by
visiting the new
website
www.qfever.org
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Section 4 Injury Management Team and External Team Members
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

Assistance with disputes about injury management
Assistance with worksite OHS.
Medical Examinations at the Request of the Employer or Insurer
After the employee has given notice of their injury, the employer and
/ or insurer may ask the employee to attend medical examinations.
These examinations must be arranged at reasonable hours and
within reasonable time frames. The employer or insurer must meet
all reasonable costs, including any wages lost by the employee
because of attendance at such examinations. The employee may
claim reasonable travelling expenses to and from the examination
and this may include a person to accompany the employee where
he/she is not able to travel unescorted. Workers compensation
benefits may be suspended if an employee does not attend or fails
to co-operate at a properly arranged medical examination.
4.1.2 Nominated treating doctor
The employee has the right to nominate their own treating doctor.
However, they cannot shop around for doctors – once a doctor is
chosen, then the employee must stay with that doctor. If they wish
to change doctor, they need to first discuss this with the workers
compensation insurance company.
You can direct an
injured employee to
a doctor of YOUR
choice
The worker has the
right to choose their
own nominated
treating doctor but
they cannot shop
around – look for
the reference in
your insurer’s Injury
Management
Program
The nominated treating doctor is usually a general practitioner or
practice group of practitioners, responsible for:
 Completing WorkCover Medical Certificates
 Arranging appropriate treatment
 Specifying work restrictions and advising on the suitability of
duties offered by the employer
 Providing information to the insurer and employer in relation
to IM and RTW plans for injured employees
 Reviewing the progress of recovery of injured employees.
Nominated treating doctors are expected to talk with employers,
insurance companies and other injury management personnel about
how to actually organise for an injured employee to return to work.
There is a section on the WorkCover Medical Certificate which the
injured employee signs to give permission for the doctor to discuss
their injury management with other parties.
The RTW coordinator would contact the nominated treating doctor:
 if an employee handed in a WorkCover Medical Certificate for
time off work
 If an employee handed in a WorkCover Medical Certificate for
suitable duties
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Section 4 Injury Management Team and External Team Members
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
If there were concerns or suspicions about a workers
compensation claim.
Often nominated treating doctors are unaware of the details of a
meat processing business or the range of activities that occur there.
If they only have the employee’s version of how the accident
happened and what kind of work they do, they may take longer to
send the employee back to work.
A quick call from the RTW coordinator to the doctor to describe the
job which the employee usually does and to ask the doctor to fill in a
certificate sending the employee back to work as soon as the
employee has recovered sufficiently, helps to give the doctor a fuller
picture. The RTW coordinator especially needs to let the doctor
know if suitable duties are available.
Doctors are small
businesses too!
Employ various
strategies for
contacting them
The doctor will describe the employee’s physical restrictions, which
will help in the decision about suitable duties.
Contacting the nominated treating doctor can sometimes be tricky
but is fortunately becoming easier as more and more nominated
treating doctors realise their role in injury management. It is a good
idea for the RTW coordinator to call the doctor and talk to the
secretary or receptionist. By explaining the role of the RTW
coordinator and concern for the injured employee, it is possible to
arrange a convenient time to discuss the case with the nominated
treating doctor.
If the RTW coordinator has persistent trouble getting through to the
doctor, contact the claims officer or the injury management adviser
at your insurance company and they will call for you.
4.1.3 Treating Specialists
Sometimes a nominated treating doctor will refer the injured
employee for more specialist treatment from other doctors. These
can include orthopaedic specialists, rheumatologists, neurologists,
psychiatrists and many more.
For a list of IMCs
contact your insurer
or WorkCover on
13 10 50.
Specialists usually write to the nominated treating doctor, and other
parties, summarising the treatment and progress of the injured
employee.
When this happens, the nominated treating doctor (general
practitioner) usually continues to supply the WorkCover Medical
Certificates, on advice from the treating specialist/s. Sometimes the
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specialists certify too.
All the above reasons for the RTW coordinator to communicate with
the nominated treating doctor also apply to the treating specialists.
The difference is that often the communication from the RTW
coordinator will be by fax or letter rather than telephone. This is
changing as the teamwork approach to injury management gains
popularity.
Make sure your
insurer sends you
the IMC reports.
4.1.4 Injury Management Consultant
When there is a disagreement over the suitability of duties offered
by an employer, the insurer or the employer may engage the
services of an Injury Management Consultant (IMC). These
consultants are medical practitioners approved by WorkCover NSW
specifically for the purpose of reviewing an employee’s fitness for
suitable employment and the availability of suitable employment at
the workplace.
An IMC's role is consultative. They will contact the employee’s
nominated treating doctor to discuss the situation, with the aim of
reaching an agreed course of action.
Now attached to
Workers
Compensation
Commission, the
AMS’s give
conclusive opinions
on permanent
impairment
Reports by an IMC are intended to be freely available to the
employer, insurer, the injured employee and the employee’s
nominated treating doctor. However, the RTW coordinator may
need to set up a procedure with their insurer to obtain a copy of an
IMC’s report and provide the injured employee with it. Send a
fax/letter/email to your insurer to obtain their agreement to provide
these reports.
Referral to an IMC should be considered when any of the following
situations arise:
 confused goals
 complexity of injury or workplace environment
 poor communication between insurer/employer and nominated
treating doctor
 perceived conflict between the nominated treating doctor’s
recommendations and the workplace requirements
 disagreement about the suitability of duties offered to an injured
employee.
4.1.5 Approved Medical Specialists
An Approved Medical Specialist (AMS) is a senior practising
specialist with a sound knowledge of the NSW Workers
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Section 4 Injury Management Team and External Team Members
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Compensation system and workplace based injury management.
AMS’s are attached to the Workers Compensation Commission to
assess an employee when there is a medical dispute. Medical
disputes may include the employee's condition, the employee’s
fitness for employment and the level of permanent impairment.
The AMS will review the case, perhaps examine the employee,
and issue a written “certificate” of their opinions that is binding and
conclusive.
4.1.6 Medico-legal Specialists
These are the “second opinion” specialists used by both the
employee’s solicitor and the employer’s insurer to gain another
opinion on the type and extent of the employee’s injury. The use of
Approved Medical Specialists by the Workers Compensation
Commission is intended to halt the escalation of “second opinions”
that tend to occur when a claim is disputed or has legal involvement.
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Section 4 Injury Management Team and External Team Members
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Treating Specialists
Nominated treating doctor







Nominated by the employee
Provides treatment
Arranges specialist referral
Certifies fitness for work
Certifies suitable duties
Helps develop injury management plan
Communicates with employee, employer and insurance
company
PROBLEMS ABOUT RETURN
TO WORK
MEDICAL DISPUTES
Approved
MedicalSpecialist
Injury Management
Consultants




TREATMENT
T





Referred to by nominated treating
doctor
Include orthopaedic specialists,
rheumatologists, neurologists,
psychiatrists and many more.
Provide specialist treatment
Communicate to nominated treating
doctor
Part of the injury management team
SECOND OPINIONS
The Company Doctor
 Pre-employment medical
examinations
Approved by WorkCover
 Immediate assessment
NSW
of all or selected injuries
 Attached to the Workers

Treatment if employee
Compensation
agrees
Commission

Communication with
 Paid for by workers
nominated treating
compensation insurance
doctor
company

Assistance with
 Provides opinion on
certificates
medical disputes

Regular review of injured
 Issues certificates on
employees
permanent impairment
 Assistance with worksite
that are binding and
OHS
conclusive
The Injury Management Resource Pack 2nd Edition
–April 2002 – Meat and Livestock Australia

Section 4 Injury Management Team and External Team Members

 OHS
Approved by WorkCover
NSW
Paid for by workers
compensation insurance
company
Helps resolve problems
about whether the duties
offered are suitable or
whether suitable duties
can be made available
Will examine employee if
necessary
Independent Medical
Assessors (second
opinion doctors)



Used by insurers and
workers’ solicitors and
paid for by them
Used to gather more
information about the
medical condition and
treatment to help with
liability and permanent
impairment decisions
7
4.2 Accredited Rehabilitation Providers
WorkCover accredited rehabilitation providers are health
professionals who provide specialised assistance to employers to
assist injured employees to return to work.
Providers are made up of multidisciplinary teams of health
professionals (usually includes occupational therapists,
physiotherapists, psychologists, rehabilitation counsellors) and are
accredited by WorkCover NSW. Fees charged by providers are part
of the claims cost and are generally paid by the insurer.
Lists of providers
change every 2
months. A current
list of accredited
providers is
available on the
WorkCover website
Providers are often engaged by small meat processors who do not
have a RTW coordinator or by larger meat processors to help in
more complex cases, such as:
 to ensure that injured employees can safely perform the
requirements of their work duties
 to assist where there are industrial relations, or human
resource issues
 to arrange appropriate retraining and alternative employment
when the employee is unable to return to his/her pre-injury
job.
Bindaree Beef Pty Ltd in Inverell NSW has the following criteria for
the RTW coordinator deciding to refer to a rehabilitation provider:
 The recovery process will be of a long duration.
 Permanent impairment or dysfunction.
 The recurrence of an injury / illness.
 Injury / illness which results in lost time of three weeks or
more.
 Factors unrelated to medical condition impeding recovery
 Poor reaction to injury
 Alternative duties and / or phase into work needed
 Career redirection necessary
 Recurrence of injury on return to work
 Require ergonomic assessment of workstation / duties
 Need for independent consultation / communication with
treating health practitioners and doctors.
Examples and definitions of the services of accredited rehabilitation
providers are provided in the following list. Although some of them
sound quite complicated, they are professional terms for specific
services. Providers will assess the injured employee and provide a
Rehabilitation Plan of action, listing the services needed to return
the injured employee to work. Providers can develop RTW Plans as
part of their Rehabilitation Plans.[To be clarified]
Bindaree Beef have
well defined criteria
for using accredited
rehabilitation
providers.
Put in sample
rehab plan?
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Section 4 Injury Management Team and External Team Members
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Many people are able to refer injured employees to a provider
including the employee themselves, employers, insurers, doctors,
unions and solicitors. However, in order for costs to be reimbursed
as part of the claim the insurer must approve the referral.
Employers must indicate, as part of their RTW Program, at least one
preferred provider and assist them to develop expert knowledge of
the employer’s workplace, the return to work procedures and the
available suitable duties. The selection of preferred providers
should take place following consultation between employers and
employees, for example via an OHS Committee.
The effectiveness of the provider's performance should be
evaluated. WorkCover NSW, as part of the accreditation process,
sets standards for occupational rehabilitation service provision
which allows their activities to be monitored. WorkCover completes
regular audits of providers and compares their costs and outcomes.
Employers, too, can evaluate their own provider(s)' performance.
The following sample service agreement sets standards that both
the provider and the employer must achieve to work effectively
together.
When the accredited rehabilitation provider contacts you make sure
you:
Service
agreements are a
good way to
monitor the
provider’s
performance
1. Agree on the goal of the injury management, for example, will
the injured employee recover from the injury or will there be long
term complications?
2. Agree about suitable duties. The provider may be able to help
you find suitable duties for the injured employee, however, you
know more about your business. Remember suitable duties are
for a short time only.
3. Agree what to do if there are no reasonable suitable duties.
Sometimes it is very difficult to find work for an injured employee.
If the employee cannot come back to work on your site, what is
the provider going to do to help you keep your workers
compensation costs down? (Remember every day that the
employee is off work is adding to the costs of workers
compensation).
Extract from the 2
day WorkCover
course
“Introduction to
Return-to-Work
Coordination”
4. Receive copies of plans and reports. Providers must write plans
and progress reports about each injured employee they work
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Section 4 Injury Management Team and External Team Members
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with.
5. Keep in touch with the injured employee. No matter how helpful
the provider is, do not expect them to be successful if you do not
stay involved.
6. Review the success after each case. Ask the employee and
their supervisor if they were satisfied with the provider.
Complaints about
providers should
first be discussed
with the provider
and then referred to
WorkCover's Injury
Management
Branch on
(02) 9370 5319
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Section 4 Injury Management Team and External Team Members
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Examples and Definitions of Accredited Rehabilitation Provider
Services
Functional assessment - the objective measurement of the injured employee's
physiological functioning to identify work capabilities. This service is only to be used
for objective and verifiable tests.
Workplace modification - the actual cost of modifying the workstation or equipment
used by the employee, including the cost of aids, appliances, apparatus or other
materials to assist the employee to remain at work or return to work as soon as
possible following injury.
Work conditioning - this is an individually prescribed, work-oriented process. It
involves the employee in simulated or actual work tasks and activities that are
structured and graded to progressively increase physical capacity, tolerance, stamina,
endurance and productivity, with the goal of assisting the employee to remain at work
or to return to suitable work.
Functional education - the education of the injured employee about maintaining good
physical habits to strengthen the body and/or mind to avoid re-injury.
Job/workplace analysis and/or assessment - this includes a visit to the workplace
by the provider to meet with the employer, the injured employee and the return to work
coordinator or supervisor to identify suitable duties. It also may include advice
regarding modification of either the workstation or equipment used by an employee, or
the provision of aids, appliances, apparatus or other materials.
Occupational rehabilitation counselling - the provision of counselling services to the
employee throughout the course of occupational rehabilitation, focusing on all of the
employee's needs. Counselling will be aimed at achieving the employee's
maintenance at work or an early return to suitable work.
Advice or assistance to the employee in obtaining vocational re-education - includes
assistance to the employee in obtaining appropriate vocational re-education relevant to
the identified employment goal.
Vocational re-education - the cost of vocational re-education or training course/s
approved by WorkCover NSW and including textbooks or other needs which may be
part of the course requirements. Vocational retraining should build on the employee’s
existing skills and experience.
Vocational Assessment – an objective assessment of the employee’s transferable
vocational skills to determine appropriate employment goals.
Advice or assistance in job seeking – involves specific training in job seeking skills
such as writing job applications, resume writing, interview, role-play and personal
presentation.
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Section 4 Injury Management Team and External Team Members
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Sample Service Agreement Between Occupational Rehabilitation
Provider (XORP) and Meat Processing Company _______________
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Section 4 Injury Management Team and External Team Members
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XORP Service Standards
1. Pre-Referral

The employment of appropriate, professionally trained and qualified staff

Commitment to return to work process as a goal of the injury management process

The ability to achieve early return to work, the best level of productivity and
durability of outcomes for each injured employee

A commitment to early intervention

An established consultative practice in relation to the decision making process and
managing cases

Frequent communication and reports to all parties involved

Flexibility in provision of services and programs

Review of service provision and case-management through internal processes
2. Referral - Occupational Rehabilitation Services

Specific staff members assigned to _____________’s portfolio in order to co-ordinate
the injury management process through XORP. This will enhance understanding and
familiarity between the two organisations so that pragmatic, realistic occupational
planning and advice can be provided
Nominated XORP staff - ________________, Rehabilitation Consultant
Alternative Contact - ________________, Rehabilitation Consultant

Initiation of action will commence within 24 hours of receipt of referral

Injured employees will be informed of their rights and responsibilities in relation to
rehabilitation and the consequences of non-participation

XORP will not undertake the provision of any service without prior discussion and
approval being obtained from the designated Return-to-Work Coordinator and/or the
authorised insurer. This approval will initially be sought on the "Request for
Occupational Rehabilitation Services" form
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Section 4 Injury Management Team and External Team Members
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
Complete Initial Assessment within 5 days of worker contact

If a work site visit is required then this will be arranged at the convenience of the
RTW Coordinator within 3 days of an assessment of the injured employee

Summary Progress reports will be provided on a monthly basis or as negotiated, and
at other appropriate times when particular important events occur such as in
preparation for claims review meetings

Provision of a Cease Occupational Rehabilitation Report upon case closure
3. Ongoing

Consultation with the workplace before critical decisions are made

Regular and frequent contact with the injured employee's health professionals as
necessary in relation to the development and review of job offers, return to work
strategies, worksite assessments, etc

XORP to involve the injured employee’s RTW coordinator or other designated person
in the return to work process. Assistance with the completion of Return-to-Work Plan
will be provided if required

Consideration of vocational alternatives and retraining options only after the
following have each been examined - return to pre-injury job, pre-injury job with
modifications/alterations and alternate job with _________________.

Regular face to face contact with the injured employee (where appropriate)

Recommendation of referral to other providers/ medical resources in a cost effective
and timely manner when the facility/services is not available through XORP

XORP staff to keep ___________________ staff well informed of legislative
procedural and policy changes

Availability to attend _________________ forums to promote the concept of
occupational injury management and return to work
4. Review

XORP will be available to attend case reviews with the nominated RTW coordinator

Opportunity will be provided for the review of this agreement by both parties
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Section 4 Injury Management Team and External Team Members
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This
is an
agre
eme
nt
bet
wee
n
the
man
age
men
t
and
emp
loye
es
of:
___
___
___
___
___
___
___
___
___
_
and
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Section 4 Injury Management Team and External Team Members
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XORP
In entering into this agreement, all parties respect the confidentiality of the employee’s personal
and medical details.
Signed on behalf of
Company Name: ______________________________
Title: ________________________________
Signature: ________________________________
Date:
________________________________
Signed on behalf of
XORP ________________________________
Title: ________________________________
Signature: ________________________________
Date: ________________________________
4.3 Workers Compensation Insurance Company
Name your workers compensation insurance
company: ………………………………………………………….
There are currently 8 insurers in NSW and although WorkCover
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Section 4 Injury Management Team and External Team Members
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NSW regulates the price they charge for workers compensation
insurance, employers can shop around for service. See the
following guide to choosing an insurer.
Shop around for
service
Ask how they will help to keep your meat processing plant premium
costs as low as possible. For example, some have specialised
knowledge of the meat processing industry, others provide specific
services, for example, safety audits, training/seminars.
There are different personnel within each insurer who undertake
different tasks regarding an employer’s workers compensation
account. If you have a query it is most important that you direct it to
the person responsible.
1. The account / business manager - can assist with queries about
premium calculation, underwriting and general performance of
the account. Does not usually deal with individual claims.
Name of your account manager: ………………………………….
2. The claims officer - handles each workers compensation claim,
processes payments, makes decisions about liability.
Name of your claims officer: ……………………………………….
3. The injury management adviser - develops injury management
plans for injured employees, helps employers with decisions
about providers, doctor communication, the return to work
aspects of injury management.
Name of the IM adviser: ……………………………………………
Many meat processors use an insurance broker. Make sure they
have completed the 3 day accredited National Insurance Broker
Association course on workers compensation.
Name of your broker: …………………………………………………
Tasks of the insurer:
 Prepare an injury management plan for the injured employee
 Pay benefits – from 1 January 2002 insurers are to begin paying
an employee within 7 days of the first notification of injury
The “Benefits
Guide” WorkCover
NSW is updated
each April and
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Section 4 Injury Management Team and External Team Members
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 Conduct investigations
 Determine liability of the claim
 Estimate the cost of claims
 Approve rehabilitation plans of accredited rehabilitation providers
Following is a list of benefits that an injured employee may be
entitled to. It is the responsibility of the insurance company to
calculate the amounts and notify the employee. However,
information on the basic wages on which the insurer does the
calculations are provided by the employer, so make sure that your
payroll system understands workers compensation.
October and
contains
information about
employee
entitlements.
Check out the new
“Claims Estimation
Manual” on the
WorkCover website
Make sure that
your payroll system
understands
workers
compensation
Injury Management Plan
After the insurer has been notified by the RTW coordinator that an
employee is injured and cannot return to their pre-injury duties within
7 days, the insurer has 3 days in which to make contact with the
RTW coordinator, the injured employee and the nominated treating
doctor.
The purpose of this early contact is to obtain information which will
enable the insurer to develop an Injury Management Plan for the
employee. This plan will outline all the services which will be
required to return the injured employee to the workplace, including
proposed treatment and the offer of suitable duties.
The insurer must advise both the RTW coordinator and the
employee of the contents of the IM Plan. They are then obliged to
comply with obligations imposed by the IM Plan once it has been
developed.
There is no prescribed format for an IM Plan. Ask your insurer to
show you one.
Develop a team approach with your workers compensation
insurance company. Know who to contact and let them know when
employees are injured and what you can do together to return them
to work. Ask questions about what an IM Plan is, what is suggested
regarding treatment, rehabilitation assistance, what the goal is.
Remember the goal should be early and effective return to work.
Insurers consider
their “client”
primarily to be the
employer.
Tasks of the employer:
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 Notify the insurer within the statutory timeframes, that is, within
48 hours for a significant injury and within 7 days for other injuries
 Organise the paperwork on the day of injury. “Provisional liability
payments” means that insurers must begin paying the employee
within 7 days of being notified of an injury. Make sure you help
the insurer to make a correct decision about beginning benefits
by sending a completed accident investigation report, a
completed claim form, a WorkCover medical certificate and any
other information immediately
 Assist in the preparation of the IM Plan
 Develop RTW plans and forward them immediately to your
insurer
 Arrange a regular claims review meeting (eg. every 3 months)
 Ask how claims costs and time off work will affect your premium
 Take an active interest in your claims - advise the insurer which
employees have returned to work, which ones have resigned and
which employees have completed suitable duties
 Advise the insurer of feedback from employees regarding medical
appointments arranged by the insurer, eg rude or disbelieving
doctors
 Be mindful of the workload of the claims officer
 Develop a safe system – preventing accidents is one sure-fire
way of keeping insurance costs down!
 Stay informed – ask the insurance company to send you written
information about workers compensation, or invite you to update
seminars or training.
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Use the following as a guide to choose a workers
compensation insurance company and /or get better service
from the one you have chosen.
 Does the account manager give you clear information about how your premium is
calculated?
 Does the account manager help you find ways to reduce workers compensation
costs?
 Does the account manager offer any help or ideas for making your work-site a safer
place to work? For example, does the insurance company provide a safety audit
service of your worksite?
 Does the account manager give you periodic reports on claims and claim costs?
 Does the account manager encourage you to report any accidents immediately?
 Is there one claims officer handling your account?
 Does the claims officer call you regularly and give you feedback about each claim?
 Does the claims officer encourage you to call to discuss claims?
 Does the insurance company send you written information about workers
compensation, for example, posters, claim forms?
 Does the insurance company invite you to conferences / seminars on workers
compensation?
 Does the claims officer investigate questionable claims, seek your input and keep
you informed?
 Does the claims officer explain to you how decisions are made to accept or dispute
a claim?
 Does the insurance company send you written information about injury
management, for example, their Injury Management Program?
 Is there an injury management adviser you can talk to about injured employees?
 Does the injury management adviser help in arranging suitable duties, for example,
organise a referral to an accredited rehabilitation provider?
 Does your insurance company save you money?
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Section 4 Injury Management Team and External Team Members
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Employee Benefits
Source: Introduction to RTW Coordination WorkCover NSW
An injured employee may be eligible for all or some of the following benefits:
Provisional payments
Section 60 payments:
 Medical or Related Treatment
 Occupational Rehabilitation Service
 Ambulance Service
 Hospital Treatment
Section 59 payments:
 Medical and related treatment
 Occupational rehabilitation – there are 15 accredited rehabilitation provider
services
Section 66: Lump sums for permanent loss and impairment of parts of the body
(maximum $200,000 for injuries after Jan 2002)
Note: There are new WorkCover Guides for the Evaluation of Permanent Impairment, 1st
Edition, Dec 2001, which describe the new method for calculating permanent impairment
based on the “whole person” concept. For more information view the Guides on the
WorkCover website.
Section 67: Lump sums for pain and suffering (max $50,000 for injuries after Jan 2002)
Section 74: Damage to Artificial Limbs (etc)
Section 75: Damage to Clothing
Sections 25, 26, 27 and 28: Death benefits/funeral expenses
Sections 36, 37, 38, 40: Weekly Benefits for Wage Loss
Commutations
Section 53: Vocational re-education, vocational retraining, work aids and equipment,
and work trials
Section 54: Second Injury Schemes
Common law
Legal Aid
The Injury Management Resource Pack 2nd Edition –April 2002 – Meat and Livestock Australia
Section 4 Injury Management Team and External Team Members
21
4.4 Trouble-shooting
Try these questions to see how much you know about the role
of the external team members.
The answers are in
this Section!
1. State the key functions of each doctor who has status under
the NSW workers compensation system
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
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2. Which doctor is responsible for approving RTW Plans?
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
3. What information is required from the nominated treating
doctor when compiling the RTW Plan?
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
4. List 3 reasons why you would refer an injured employee to an
accredited rehabilitation provider.
………………………………………………………………………………
………………………………………………………………………………
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5. What are some of the measures that can be used to assess
rehabilitation provider performance?
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
6. How do you know if your insurance company is giving you
good service?
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
The Injury Management Resource Pack 2nd Edition –April 2002 – Meat and Livestock Australia
Section 4 Injury Management Team and External Team Members
22