{"id":6080,"date":"2025-02-25T15:17:35","date_gmt":"2025-02-25T23:17:35","guid":{"rendered":"https:\/\/safecarebc.ca\/?post_type=resource&p=6080"},"modified":"2025-06-16T10:42:54","modified_gmt":"2025-06-16T17:42:54","slug":"communicating-with-injured-workers","status":"publish","type":"info-sheet","link":"https:\/\/scbcdev.safecarebc.ca\/?info-sheet=communicating-with-injured-workers","title":{"rendered":"Communicating with injured workers"},"content":{"rendered":"\n

A quick reference guide for managers and supervisors<\/h2>\n\n\n\n

<\/p>\n\n\n\n

Initial contact (within 24-48 hours)<\/h3>\n\n\n\n
\n
\n

DO:<\/strong><\/p>\n\n\n\n

    \n
  • Express genuine concern: \"I'm calling to see<\/li>\n\n\n\n
  • how you're doing.\"<\/li>\n\n\n\n
  • Use active listening and acknowledge the worker's feelings.<\/li>\n\n\n\n
  • Confirm that medical care has been received.<\/li>\n\n\n\n
  • Ask about preferred contact method.<\/li>\n\n\n\n
  • Set the next check-in time.<\/li>\n<\/ul>\n<\/div>\n\n\n\n
    \n

    DON\u2019T:<\/strong><\/p>\n\n\n\n

      \n
    • Discuss fault or liability.<\/li>\n\n\n\n
    • Press for return date.<\/li>\n\n\n\n
    • Discuss claim details (unless the worker\u2019s incident information hasn\u2019t been provided).<\/li>\n\n\n\n
    • Minimize the injury.<\/li>\n\n\n\n
    • Dismiss emotional concerns\u2014recognize that injuries impact both physical and mental well-being.<\/li>\n\n\n\n
    • Communicate if you are involved original injury claim (e.g. bullying) - delegate someone else to communicate.<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n

      Key phrases to use:<\/h3>\n\n\n\n
        \n
      • \"How are you feeling?\"<\/li>\n\n\n\n
      • \"What support do you need?\"<\/li>\n\n\n\n
      • \"We're here to help.\"<\/li>\n\n\n\n
      • \"Take the time you need to recover.\"<\/li>\n\n\n\n
      • \"Let me know if anything changes.\"<\/li>\n\n\n\n
      • \"If you're feeling overwhelmed, please let us know how we can support you.\"<\/li>\n\n\n\n
      • \"Injuries can be challenging\u2014please let us know how we can support you.\"<\/li>\n<\/ul>\n\n\n\n

        Timeline:<\/h3>\n\n\n\n
          \n
        • Week 1: Every 2-3 days.<\/li>\n\n\n\n
        • Weeks 2-4: Weekly.<\/li>\n\n\n\n
        • Beyond 4 weeks: Bi-weekly.<\/li>\n\n\n\n
        • Always: Adjust to employee preference and communication method (phone, text, email).<\/li>\n<\/ul>\n\n\n\n
          \n
          \n

          Handling difficult conversations<\/h2>\n\n\n\n
            \n
          • If an employee is frustrated: \"I can see this situation is difficult. How can we make things easier for you?\"<\/li>\n\n\n\n
          • If an employee is worried about job security: \"Your health is the priority. We're here to support your recovery and return to work when you're ready.\"<\/li>\n\n\n\n
          • If an employee seems withdrawn or isolated: \"Would you like to stay connected with a co-worker or receive team updates?\"<\/li>\n<\/ul>\n<\/div>\n\n\n\n
            \n

            Document every contact<\/h2>\n\n\n\n
              \n
            • Date and time.<\/li>\n\n\n\n
            • Communication method.<\/li>\n\n\n\n
            • Key points discussed.<\/li>\n\n\n\n
            • Next steps.<\/li>\n\n\n\n
            • Follow-up date.<\/li>\n<\/ul>\n\n\n\n

              *Note: Some of the tasks may be done by your HR department or EDMP<\/p>\n<\/div>\n<\/div>\n\n\n\n

              Return-to-work basics<\/h3>\n\n\n\n
                \n
              • Provide employee with return-to-work package\/forms.<\/li>\n\n\n\n
              • Review medical limitations.<\/li>\n\n\n\n
              • Discuss suitable temporary modified work.<\/li>\n\n\n\n
              • Develop and document a gradual return to work plan.<\/li>\n\n\n\n
              • Set check-in schedule.<\/li>\n\n\n\n
              • Coordinate with human resources.<\/li>\n\n\n\n
              • Follow up after the first day\/week back to ensure a smooth transition.<\/li>\n\n\n\n
              • Monitor and maintain regular communication after the employee has returned to full duties.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"

                A quick reference guide for managers and supervisors with information on communicating with employees who are injured.<\/p>\n","protected":false},"featured_media":6089,"template":"","tags":[],"audience":[118,365,147],"topic":[340,58],"class_list":["post-6080","info-sheet","type-info-sheet","status-publish","has-post-thumbnail","hentry","audience-audience","audience-assisted-independent-living","audience-managers-and-supervisors","topic-injury-management","topic-return-recover-at-work"],"acf":[],"publishpress_future_workflow_manual_trigger":{"enabledWorkflows":[]},"_links":{"self":[{"href":"https:\/\/scbcdev.safecarebc.ca\/index.php?rest_route=\/wp\/v2\/info-sheet\/6080","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/scbcdev.safecarebc.ca\/index.php?rest_route=\/wp\/v2\/info-sheet"}],"about":[{"href":"https:\/\/scbcdev.safecarebc.ca\/index.php?rest_route=\/wp\/v2\/types\/info-sheet"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/scbcdev.safecarebc.ca\/index.php?rest_route=\/wp\/v2\/media\/6089"}],"wp:attachment":[{"href":"https:\/\/scbcdev.safecarebc.ca\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=6080"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/scbcdev.safecarebc.ca\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=6080"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/scbcdev.safecarebc.ca\/index.php?rest_route=%2Fwp%2Fv2%2Faudience&post=6080"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/scbcdev.safecarebc.ca\/index.php?rest_route=%2Fwp%2Fv2%2Ftopic&post=6080"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}