While most people deal with their health problem and remain at work, or return to work quickly, some don't.
The following factors can be associated with increased work disability. If these factors are present it is sensible to be more proactive. Greater levels of support and input from other professionals may be necessary.
The employee
| 1. | is an anxious person, easily distressed |
| 2. | has poor relations with co-workers |
| 3. | the supervisor indicates the worker has a poor performance record |
| 4. | has an unstable work history |
| 5. | the employee has recently been terminated, demoted, or passed over for promotion |
| 6. | attends a doctor a long way from home or the workplace, or a physician known to be problematic in managing work injuries |
| 7. | the employee expects to 'get better' before considering a return to work |
| 8. | the employee is difficult to contact, always "sleeping and can't be disturbed" (especially during work hours) |
| 9. | returned calls to the claimant's residence have strange or unexpected background noises that indicate it may not be a residence |
| 10. | the claimant has several other family members also receiving workers' compensation benefits, unemployment or other "social insurance" benefits. |
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The Injury
| 1. | The injury report is significantly delayed |
| 2. | The first notice of the injury to the employer is via medical certificate |
| 3. | Multiple body parts are claimed for one uncomplicated incident such as lifting |
| 4. | The injury is not properly reported by the employee to the employer |
| 5. | There are significant differences in the description of the employee's work capacity from different doctors |
| 6. | The details of the accident are vague or contradictory |
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The workplace
| 1. | The workplace is losing jobs or relocating the site |
| 2. | The workplace has a culture of claims, particularly in the same work area/location |
| 3. | There is a negative employee / employer connection |
| 4. | There is a focus on statistics such as lost time injuries, at the expense of the well-being of the employee |
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Medical Factors
| 1. | The employee frequently changes doctors |
| 2. | The employee changes from the company doctor to another practitioner, particularly if the second doctor is not their usual doctor |
| 3. | The claimant changes doctors once they have been certified fit for work |
| 4. | An assessing doctor notes non physical, or non organic examination findings |
| 5. | The employee regularly misses appointments |
| 6. | There is ongoing treatment, but the employee does not report that it is providing obvious benefit to their condition |
| 7. | The treating practitioners seem to be 'protecting' the employee |
| 8. | The treating practitioner is not active in supporting return to work |
| 9. | The same doctor is handling other problem claims at the workplace |
| 10. | The treating practitioner is 'difficult' to communicate with or fails to respond to correspondence |
| 11. | There appears to be over-servicing of treatment. |
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Not back at work after 3 weeks:
