What’s the biggest mistake with 39-month rehire made in regard to workers compensation?

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The 39-month rehire process is lengthy and has many requirements.  Failing to meet one of these requirements means that you can delay the start of the 39-month rehire process or void it all together.  Properly managing the 39-month rehire process has many benefits to both the employee and the school district or public entity managing it, such as: returning talented employees; extending the talent pool; providing a sense of hope to injured employees; and managing costs.

So, where do most organizations make a mistake with the 39-month rehire process?  Communication between the Human Resource, Payroll and Workers Compensation departments.  Communication is the key to almost every program’s success, whether it is a sports program, risk management program, training program, hiring process, etc…  During the workers compensation process, some employees may find themselves unable to return to work with new restrictions or refusing a light duty assignment.  When this occurs, it is imperative that the worker’s compensation administrator communicate this information to HR and Payroll so the appropriate clocks and payroll adjustments can be made.  Failing to do so, may void or delay the 10 day notification process and thereby place additional burdens on the public entity.

To avoid this mistake, it is important to bring these three departments (and/or others) together to talk about the process, notification dates, trigger events and other issues to properly manage the process.  Ensuring that this process goes smoothly will open up a variety of benefits to both employees and the public entity.

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