In a forum for discussion regarding disability and health concepts, I continue to be asked the simplest of questions regarding disability management concepts from employers across Ontario. All too often, these employers have a staff member or many staff members managing their disability claims. The saying that a warm body to fill the position is better than none is not true in this case. Having someone without the correct training could prove to be costly to the organization and to the worker.

It’s important, at minimum, that you ensure your newly hired claims manager really knows what she/he is talking about. I’ve interviewed many claims managers with many years of experience over the years, only to find out their level of expertise stops at their certificate in Return to Work and/or Disability mounted on the wall of their office. Even an untrained nurse can prove to be ineffective in this field. It’s great to have the credentials, but it would be even better if they were versed and experienced in all aspects of disAbility management – what to do with an injured or sick employee.

Many recruiters and even HR professionals have a vague sense of the extent of the role but take on the task of interviewing and hiring for the position. I’ve attended some job interviews where the job title was incongruent with the job description. Three HR professionals at the interviewing table and a Disability Nurse didn’t even catch the mistake. Some HR professionals are even involved in the claims and disability management process – a huge conflict of interest!

In today’s market, the search for a disability manager appears all too often and reappears just as often for the same organization. A clear indicator that something somewhere is wrong!

Many companies are looking to do away with their outsourced disability management providers – a good thing in my opinion, but don’t forget if you are in the process of finding the right candidate for a position on your staff, make sure they have the right training. Just because they did the job for some disability provider, or worked for WSIB, it does not necessarily make them the expert in their field, nor should they necessarily be hired.

In my opinion, the low salaries presently being offered in the claims manager field, provide you with just that – low expectations from a role and position that should yield your organization with a return on your dollar. You don’t need someone to manage the paperwork, you need a claims manager that makes a difference, not only to your bottom line, but to your employees’ health and return to work prospects.

If you want claims management training, consider hiring Fournier disAbility & Health to assist. At minimum, involve Fournier disAbility & Health in the hiring process. You can be assured that your claims manager will deliver on your expectations of the role, if you have them outlined. We can help there too!

pic-of-lucie

 

 

 

 

Lucie M.H. Fournier RN, COHN(C), BA (Psych)
Founder/Workplace Health Strategist

 

With over 30 years of experience in disability management, and a return on investment on average of 1:7, Fournier disAbility & Health provides customized and results oriented services in Absenteeism Management including Attendance, Sick Time/Short, Long Term Disability, and WSIB claims for employers across Ontario.

Expertise in 3 distinct niches of disability management include:
1. Complex case resolution
2. Mental health claim accommodations and return to work
3. Education of internal claims manager to make a difference as it relates to production; health of the employees, and financial health of the organization.