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Can you provide medical assistance to injured employees instead of Compensation Fund contributions? Find out here

by , 19 December 2016
Can you provide medical assistance to injured employees instead of Compensation Fund contributions? Find out hereAs I'm sure you know, the Compensation Fund provides compensation to workers who are injured on duty or who contract any illnesses in the course of their employment for you.

Even if you hire just one employee, you'll be obligated to register with the Compensation Fund, after which they'll decide how much you should contribute.

But it's not always that clear cut!

You see, it's not unlikely that you've asked the following question:
 
'Can I provide medical assistance to an employee who was injured on duty, or who contracted an occupational disease, in place of Compensation Fund contributions?'

Rest assured, this is a very good question. And here we'll answer it for you...
 

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When we asked the Commissioner what he wants in an incident report, this is what he said...
 
Whenever you place a claim for one of your employees with COID, the Compensation Commissioner examines your incident report in extensive detail.
 
And I know exactly what he looks for!
 
He checks that every detail of the workplace incident or occupational injury has been included along with all the details of your investigation.
 
Miss JUST ONE point on his checklist, and he'll delay your claim. And your employee's compensation will now be your problem!
 
That's why you need to make sure you conduct a thorough incident investigation the first time around.
 
Here are the tips he shared with me!
 
**********************
 
Providing medical assistance, at your own cost, to your employees, instead of making contributions to the Compensation Fund, is a route often taken by very large organisations.

If you make arrangements to provide medical assistance to your employees who get injured in an incident, which in the opinion of the Director-General isn't less favourable than the legal requirement (namely making Compensation Fund contributions), then:

·         Your employees may be entitled to medical assistance provided by you;
·         You won't be required to pay for any other medical assistance; and
·         The Director-General may even reimburse, or at the very least reduce, your Compensation Fund contributions to the extent that he/she deems fair.
 

NOTE: This 'medical assistance' isn't a medical aid such as Discovery Health or Momentum, but rather it's you who covers the costs of medical treatment and hospitalisation for work-related conditions.
 

*To learn much more useful information regarding the Compensation Fund, such as what steps you must take in reporting a workplace incident to the Compensation Fund, simply head over to Chapter I 02  in your Health and Safety Advisor handbook.

If you don't already have this indispensable health and safety resource, click here to order your copy today. 

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