How does the case management process work in practice?

1) Once it is decided to support your employee with case management, a file is opened at Medical & Rehabilitation.
2) You as the employer can explain the services of Medical & Rehabilitation to the employee who can then expect contact from the MR case manager.
3) The case manager then phones the employee. They evaluate the current health status and request the employee’s consent to case manage.  
4) MR with the employee’s consent, contacts the employee’s treating practitioner. An ideal plan of care is mapped out and implemented based on the employee’s needs.
5) MR co-operates with you to facilitate the employee’s safe and appropriate return to work. 

At what stage in the employee’s absence should a file be referred to Medical & Rehabilitation?

- As soon as possible. The earlier the file is referred to Medical & Rehabilitation, the earlier we can make contact with the employee and take responsibility for the co-ordination of treatment.  Therefore we have found that the key element is time. The aim is to minimise the time from the occurrence of an accident to a file being opened at MR.
- Research indicates that early diagnosis and facilitation of early treatment guarantees the earliest possible return to work. The sooner an appropriate rehabilitation programme is mapped out and implemented, the better the chances of an early return to work within the critical period.

Will we be kept advised of employee’s progress?

- Yes, throughout the case management process, your employee’s designated case manager acts as a central point of contact liaising with all relevant parties, receiving treatment recommendations, agreeing all costs with the employer and ensuring that the employee is attending and benefiting from treatment.
- Your employee’s case manager will provide you with a monthly update report and is always available at the end of the phone should you require further information.

What benefits can we as employers expect from MR?

- Clarity on employee’s progress throughout all rehabilitation stages in connection with the potential return to work.
- Retention of valuable human resources
- Your employee will feel more supported following an injury or illness and you as the employer, will be seen to be supporting your employee in a positive way.
- Potential litigation claims are avoided.
- A reduction in both direct and indirect costs associated with injury and absence
- Medical certification is specifically matched to the employee’s particular job description.
- Absence of employees is managed in a structured and effective way.

What if an employee is medically unfit to return to his/her original job?

- In the majority of cases, the objective of ensuring a return to work in the original job is achieved. Medical & Rehabilitation works alongside you as the employer to implement a suitable and effective return to work programme for the employee. This can be co-ordinated in one of three ways.
- In some cases, the employee may return to their original job straight away however in other cases, an employee may require a graded return to work programme which MR can co-ordinate in conjunction with you as the employer. Alternatively, the employee may return to their original job but will require certain adaptations, for example ergonomic assistance and modifications.
- However, should it appear that your employee might not be able to return to their original employment, MR will arrange a referral to a vocational consultant.
- The aim of the vocational consultant is to offer advice, guidance and support for people requiring individually tailored one-to-one assistance to enable them to get back into the workforce. The Vocational Consultant will work alongside the employee and you, the employer to find a medically suitable job within the company for the employee which is meaningful for both the employee and the employer.
- If the employee will never return to his/her original job and there is no suitable alternative job within the company, the Vocational Consultant then works with the individual to find a different job which is matched to their skills, medical status, experience and qualifications.
- The input of the Vocational Consultant can also assist with the claims process should it arise. If a suitable alternative job for the employee has been found, this can limit any loss of earnings claims.

What Medical Care providers does MR use?

- While we do work alongside the employee’s own medical team, Medical & Rehabilitation’s case managers also have an excellent working knowledge of various medical care providers countrywide. In many cases, we can access early medical treatment and review for the employee.  

- Examples of the Medical care providers MR uses are: 
1. Occupational Health Physicians 
2. General Practitioners 
3. Specialist Medical Consultants 
4. Vocational Consultants 
5. Physiotherapists 
6. Occupational Therapists 
7. Psychologists 
8. Alternative Health

- MR continually researches and enhances its network of Medical care providers nationwide. We ensure that all medical care providers are properly insured and members of the relevant professional body.

What is the cost structure for Medical & Rehabilitation’s services?

- Medical & Rehabilitation’s cost structure is divided into two parts. The Medical & Rehabilitation case management fees which are charged in units of 5 minutes and the medical care provider costs which are agreed with you in advance of treatment.
- Please contact us directly for further information on our costs.  

If I have a further questions or a query on referring an injured employee , how do I contact Medical & Rehabilitation?

- If you have a query which has not been addressed on our website, please do not hesitate to contact us:
• Email: MRIreland.ie@chartisinsurance.com
• Phone:      + 353 1 2081468