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Controlling claim costs
Providing care and assistance to injured workers and other cost control strategies

When an injured worker returns to their job after a workplace injury, everybody wins. Providing care and assistance in returning injured workers back to the workplace reduces costs and lowers premiums for employers and helps businesses succeed. You can help control costs by keeping workplaces safe and getting injured workers back to work as safely and quickly as possible.

Getting injured workers back to a productive life, at home and at work, requires a partnership between the injured worker, the employer, health-care providers, BWC and the MCO.

Many times, the injured worker returns to their former job. When it isn’t possible to return an injured worker to their former job immediately, there are programs, services and other claim management strategies that can help control the costs of a claim such as:

  • Vocational rehabilitation - voluntary programs and services tailored to the injured worker and their work environment
  • Transitional work - program that focuses on returning the injured worker with physical restrictions back to their original job.
  • Salary continuation - voluntary program whereby the employer continues to pay the injured employee full salary and benefits during the period an injured worker is off work
  • Claim Settlement - settlement of a claim forever resolves all past, present or future medical and compensation liabilities for an employer
  • Subrogation - process by which BWC collects costs on behalf of injured workers when a third party causes a workers' compensation injury
  • Handicap reimbursement - BWC encourages employers to hire and retain an employee with a handicapped conditions
  • Non-at-fault motor vehicle accident claims - the costs of a claim from the result of a non-at-fault motor vehicle accident involving a third party may be excluded from the employer’s experience
  • Recreational waiver - an injury or disability incurred during voluntary participation in an employer sponsored recreation or fitness activity is not compensable if the injured worker signed a waiver