Behind the happy smile of an elderly patient at age care facilities is a good-natured and reliable nurse and caretaker. But aged care employees are also humans. At the end of the day, like any business, you as an owner of a dementia care retirement village Brisbane has today or any business in homecare Brisbane age care facilities will be facing dome worker dispute claims. This article explains the various implications for aged care employers. With this information, you will be able to uphold your business’ true vision thru the performance and motivation of your employees.

Disputes at age care facilities

Preventing and resolving disagreements about injury management means having in place an excellent human resource management system. Part of accreditation, all facilities need complaints procedures and disciplinary/grievance processes. Ensure the Director of Nursing and the return-to-work coordinator is trained in conflict resolution.

Tips on how to clear up and resolve disagreements in the medical workplace:

1.       The best way to avoid disagreements about the facility’s policies is to ensure that it was developed via a proper consultation process with the workers, their representatives and facility management. Many aged care facilities negotiate their policy programs and try to make it detailed so that the steps of return to work, and the roles and responsibilities of the involved parties are clear.

2.       Be open and honest with the injured worker. Just because the claim is not accepted does not mean that the injury does not exist. Some injuries, for example, stress claims, are not accepted because of the narrow definition of the worker’s compensation legislation.

3.       Disagreements about injury management should be able to be resolved through formal discussions amongst the key parties, that is, the injured worker and their representative, the return-to-work coordinator, supervisor/manager, Director of Nursing, insurer, and doctor(s). An accredited rehabilitation provider, if not could also be a useful means of resolving disagreements.

4.       Develop a good working relationship with your insurance company. It is imperative that you work together in a dispute situation or it can escalate into a never-ending series of medical opinions and bad feelings.

5.       Your insurer needs very good evidence to dispute a claim. Much of this will be medical evidence from the treating doctor or second opinions. However, some of it will rely on your investigation of the accident. Ensure that your internal accident investigation report and your Incident & Injury Report is always forwarded on to the insurer with the notification of injury.

6.       Attend any conciliation meeting arranged. Sometimes insurers tell their employers not to bother to come to these meetings but never underestimate the power of your presence. As the facility employing the worker, you are in the best position to explain your procedures of injury notification, first aid and accident investigation. Your offers of help, especially suitable duties, are an important factor in deciding the progress of a claim.

7.       Continue with injury management. Disputed claim or not, a worker with an injury still needs help and your offers of suitable duties can reduce the time away from work.

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