newslink august 2012
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Newslink - quarterly publication produced by WorkCoverSA. In this issue: Experience Rating System – all you need to know / Helpline available for GPs / Older workers can feel more confident they are coveredTRANSCRIPT
August 2012
In this issue:Experience Rating System – all you need to knowHelpline available for GPsOlder workers can feel more confident they are covered
2 August 2012
From the Chief Executive Officer 3
Experience rating – all you need to know
How does experience rating work? 5
Estimate your 2012-13 premium 5
Experience rating – your questions answered 6
Employer news
Important dates for employers 9
What’s in a name? 9
Online resources making it easier 10
A new approach to premium payments 11
RRTWC obligations for employers with over 30 staff 12
New training courses for RRTWCs 13
Health provider news
New fee schedules online 14
Helpline available for GPs 14
Improving workplace rehabilitation services in your workplace 15
General news
Inspirational people tell their stories 16
Dishonest worker ordered to repay over $38 000 17
Workers compensation protection extended to include volunteers workers 18
The good, the bad and the ugly 18
Conference to integrate, innovate and inspire all! 19
Pilot program improves personal injury management 20
Older workers can feel more confident! 21
Orlando Wines awarded for safety focus 22
Putting safety in the spotlight 23
4 September2012 Recovery
and Return to
Work Awards
ceremony
5 SeptemberWorkCoverSA
conference: integrate,
innovate and inspire!
7 SeptemberFull premium or first
instalment due
17 September 2012 Regional
Conference – Stress:
The good, the bad
and the ugly, Berri.
19 September2012 Regional
Conference – Stress:
The good, the bad and
the ugly, Port Augusta
21 September2012 Regional
Conference – Stress:
The good, the bad
and the ugly,
Mount Gambier.
22-26 OctoberSafe Work Week
26 OctoberPIEF Scholarship
closing date
2 August 2012
Contents
3August 2012
From the Chief Executive Officer
3August 2012
Welcome to the August 2012 edition
of Newslink. Since our last edition we
have introduced the new Experience
Rating System approach to premium
calculations, strengthened our focus on
regulation and compliance, progressed
the claims management and legal services
procurement as well as moving to our
new premises.
Following our successful roadshow
briefings in May 2012, WorkCover
introduced the Experience Rating System
on 1 July 2012. This system is designed
to reduce the number and costs of claims
by offering financial incentives to medium
and large South Australian employers to
prevent injuries in their workplaces and,
if an injury does occur, to support injured
workers to remain at or return to work as
soon as possible.
In simple terms, the change means that
experience rated employers with a claims
record that is better than their industry
will see a decrease in their premium
when compared to being ‘industry rated’.
Conversely, employers with worse claims
performance than their industry will pay
more. With a greater focus on prevention
of workplace injuries and assisting their
injured workers to remain at work or return
to work as soon as it is safely possible,
employers can directly influence their
claims experience and the premium
they pay each year.
On the 22 August 2012 it was announced
that Employers Mutual SA and Gallagher
Bassett have both been appointed to
provide claims management services for
the South Australian WorkCover Scheme
from 1 January 2013. This announcement
is a significant step towards continuing to
improve the Scheme’s performance and
the State’s return to work rates.
While the Experience Rating System
provides an incentive for employers to
improve their claims experience, the new
claims agent contract provides greater
financial incentives for the claims agents to
also improve return to work outcomes.
Later in 2012 registered employers
will be asked to nominate which claims
agent they wish to use for 2013 which
will be taken into consideration when
determining the initial allocation of
employers to agents. Each year after
2013 employers will have the opportunity
to change agents if they wish.
Our main priority is to ensure that a high
level and quality of service is maintained
through the transition period from
1 January 2013 to March 2013. We will
work closely with both agents to ensure
this process is as smooth as possible.
Our procurement process for legal
services is continuing to progress well.
These new arrangements will commence
on 1 January 2013.
We have also announced the finalists in
the Recovery and Return to Work Awards.
A strong common thread running through
the worker categories is their strong sense
of determination and positive attitude
which enabled them to return to work.
The Awards night provides a great
opportunity to hear of the challenges they
overcame and the far-reaching impacts an
injury can have on workers, their family and
work colleagues.
I am very much looking forward to be being
inspired at next month’s annual conference
and hearing from our outstanding speakers.
Due to the high calibre of speakers this
year, the conference was booked out one
month prior to the event. I am sure the
delegates will walk away with loads of
new information to implement back in
their businesses.
Rob Thomson
Chief Executive Officer
Employers Mutual SA and Gallagher Bassett have both been appointed to provide claims management services for the South Australian WorkCover Scheme from 1 January 2013.
4 August 20124 August 2012
5August 2012 5August 2012
Estimate your 2012-13 premiumOnline help for calculating premiums
A premium calculator is available on the WorkCover website to assist medium and large employers to estimate their premium
under the Experience Rating System. This can be a useful tool for budgeting purposes. Instructions on how to use the calculator
and information required to calculate your indicative premium can also be found on the website.
The calculator:
• includes 2012-13 industry premium rates and industry claims cost rates
• excludes the transitional provisions, which will cap an employer’s premium at 75 per cent and 125 per cent of their previous
year’s premium rate.
To access the calculator, visit www.workcover.com > Employer > Premium > Premium calculator.
If you have any questions about how to use the calculator, please phone WorkCover on 13 18 55.
From 1 July 2012, WorkCover’s levy
system was replaced with a new
premium calculation system which
reflects the size of an organisation, the
level of risk for the employer’s industry
and where appropriate, the employer’s
individual claims experience.
Following nearly two years of consultation
with employers, industry associations and
worker representatives, WorkCover has
launched a new approach to calculating
WorkCover annual premiums.
The new approach to the premium
calculation provides a financial incentive
for medium and large employers to
improve their injury prevention and claims
management performance.
Medium and large employers make
up less than 10 per cent of employers
registered with the South Australian
Workers Compensation Scheme, yet
they represent around 75 per cent of
claim costs each year.
If an employer pays $20 000 or more
in base premium each year and pays
$300 000 or more in remuneration to
their workers, they will be experience rated.
Small employers who pay less than this
threshold will not be experience rated as
they, on average, lodge a claim once every
14 years. The new system also does not
apply to self-insurers.
From 1 July 2012, the premium for all
medium and large employers will be
calculated using their industry premium
rate and the remuneration they pay to their
workers. In addition, a component of their
premium will be directly influenced by the
employer’s individual claims experience.
The Experience Rating System compares
an employer’s own claims experience
to that of their industry. This is achieved
by comparing an employer’s claims cost
rate (ECCR) (claims costs divided by their
remuneration for the same period) with
their industry’s claims cost rate (ICCR),
making adjustments to recognise the size
differences among different businesses.
If the employer’s claims experience is
better than the industry’s average claims
experience, they will pay less in premium
and if it is worse they will pay more.
The initial premium calculation for 2012-13
will use estimated remuneration for the
2012-13 financial year and include claims
with a date of injury from 1 July 2010 to
30 June 2012.
A hindsight premium calculation for
2012-13 will occur in July or August 2013
using actual remuneration for the same
period and include claims with a date of
injury from 1 July 2010 to 30 June 2013.
As claims experience takes into
consideration three consecutive years
of claims management performance, it
is not possible to apply this system to
small businesses.
Further details about the Experience
Rating System are available at
www.workcover.com > Employer >
Premium > Experience Rating System
How does experience rating work?Introducing the new premium calculation system
6 August 2012
WorkCover has published online a list
of the most commonly asked questions
and answers related to the Experience
Rating System.
Why has WorkCover changed the
levy system?
WorkCover’s previous levy system
offered little incentive for employers to
focus on work health and safety, and
claim management outcomes. Improved
performance of an industry as a whole
was required before an employer in that
industry benefited from a rate decrease.
An individual employer and their claims
experience had little influence on the
amount they had to pay.
The majority (around 75 per cent) of
WorkCover’s claims costs come from
medium and large employers, therefore a
premium calculation system was required
to target these employers.
The new premium system introduces
financial incentives for employers to
prevent injuries and support injured
workers to remain at or return to work,
and therefore reducing claims costs and
improving their claims experience rating.
What consultation occurred to introduce
these changes?
WorkCover commenced the consultation
process for proposed changes in October
2010. The consultation process, which
guided the development of the new
Experience Rating System, included
stakeholder workshops, the publication of
discussion papers, information sessions
and meetings with employer associations.
Why is experience rating being
introduced?
Experience rating is designed to increase
the focus on work health and safety and
injury management leading to improved
outcomes for employers and injured
workers. Those employers who have a
strong focus on work health and safety
and injury management will pay less in
premium if their claims experience is better
than their industry’s average, and they will
pay more if their performance is worse.
Will all employers be experience rated?
Under the new premium calculation
system, employers will have their
premium calculated based on their size.
This is determined by base premium
and/or the total remuneration paid in
each financial year.
Experience rating – your questions answeredAn insight to the most commonly asked questions about experience rating
7August 2012
The Experience Rating System applies to
all medium and large registered employers.
Medium and large employers are
employers with a base premium equal
to or greater than $20 000 and annual
remuneration equal to or greater than
$300 000.
Why can’t small employers enter the
Experience Rating System?
WorkCover’s statistics show that small
employers rarely have claims. In fact, a
small employer (i.e. those with a base
premium of less than $20 000 and/or
annual remuneration of less than $300 000)
is likely to have a claim once in 14 years.
Medium and large employers account
for approximately 75 per cent of the
total cost of claims. Therefore, the claims
experience of small employers is not an
appropriate lever to influence a change
in focus on work health and safety and
claims management.
While small employers will continue to
have their premium calculated using
their industry premium rate and the
remuneration paid to their workers,
they can still help influence and improve
the performance of their industry by
also concentrating on injury prevention
and management.
What is ECCR? How is my claims
experience compared to that of
the industry?
Under the Experience Rating System
an employer’s claims cost rate (ECCR)
is compared to their industry’s claims
cost rate (ICCR).
ECCR is the employer’s own claims costs
divided by the remuneration paid by the
employer over the same period.
There are two calculations for
determining the ECCR. The initial ECCR
for a new premium period looks at claims
and remuneration information over the
previous two financial years.
The hindsight ECCR looks at claims and
remuneration information for the previous
three financial years.
What are claims costs and how are
claims estimates used?
Claims costs, is the total of the costs
paid and outstanding for each individual
claim, including payments made under
the Provisional Payments Guidelines,
but excludes the costs associated
with secondary and unrepresentative
injury claims.
Total costs for an individual claim includes
payments that have been made and the
current most accurate estimation (or claim
estimate) of the outstanding liability or
costs for the lifetime of each claim.
How are claim estimates calculated?
A Claim Estimation Manual has
been developed in consultation
with WorkCover’s claims agent.
This manual details the process for
determining the lifetime costs of
claims. The Claim Estimation Manual
is available on WorkCover’s website
at www.workcover.com > Employer >
Premium > Claims experience in the ERS.
Claims estimations are not new.
Other Australian states and territories
use claims estimates when determining
employers’ premiums.
Who should employers talk to if they
have questions about the premium
calculation or claim estimates?
WorkCover is responsible for assessing
and collecting premium. If an employer
has a question about their premium
calculation they should contact
WorkCover on 13 18 55.
The claims agent (Employers Mutual)
is responsible for determining claims
estimates and managing claims. If you
have a question about how an estimate
was reached or how you may be able to
implement strategies to improve the claims
outcome and reduce the estimate, you
need to contact the relevant case manager.
What is a sizing factor and why do we
have a sizing factor?
The Experience Rating System has been
designed to be fair and reflective of an
employer’s risk of a workplace injury
as indicated by the employer’s claims
experience, relative to their business
activity/industry and size.
A credibility factor (called the sizing
factor or ‘S’ factor) is used to determine
the extent that an individual employer’s
claims experience impacts their
premium calculation.
My business is diverse - have the
different industry classifications for
my different business locations been
considered?
Under the Experience Rating System,
employers with multiple locations will have
their premium calculated at the employer
level. This means that the remuneration
and claims experience from all business
locations will be added together.
8 August 2012
Any caps, such as the maximum
premium cap, will be applied to
the total premium calculation.
Employers with multiple business
locations will still be able to maintain
individual industry classifications
(SAWIC codes) at each location.
What are the transitional arrangements
and how do they work?
With the introduction of the Experience
Rating System, transitional arrangements
are in place to protect employers from
significant changes in the amount of
premium they have to pay.
The transitional arrangements will cap
any increase to an employer’s premium
rate at 25 per cent of the previous years’
premium rate. To help offset the cost of
providing this protection, any decreases
in an employer’s premium rate will be
set at 75 per cent of the previous year’s
premium rate. The premium rate is derived
by dividing premium by remuneration.
This is to ensure the capping is not applied
based on changes to an employer’s
size (remuneration).
These transitional arrangements will be
in place for four years from 1 July 2012
to 30 June 2016.
I am a new employer registering a new
business for the first time (i.e. no transfer
of business applies) – how will my
premium be calculated?
If you are a medium or large employer
your premium will be calculated under
the Experience Rating System. Your sizing
factor will be adjusted to ensure a gradual
introduction to experience rating.
When an employer registers for the first
time midway through the premium period
(financial year), the sizing factor will be
multiplied by 0.33 (a third).
When an employer has been registered
and is commencing their first full premium
period, the sizing factor will also be
multiplied by 0.33 (a third).
The sizing factor for the second full
premium period will be multiplied by
0.66 (two thirds). This provides a newly
registered employer with a gradual
introduction to the Experience Rating
System over three years.
What is grouping and how does it affect
my premium?
Employers will be grouped for the purposes
of their premium calculation if they satisfy
the criteria of the Payroll Tax Act 2009,
including meeting a remuneration
threshold of $600 000.
Employers who are deemed to be a
member of a group will have their premium
calculated based on the following factors:
• The sum of the group members’
base premiums is used in calculating
the sizing factor. This means that all
members of the group will have the
same sizing factor.
• It also means that an employer who is
a member of a group will have a larger
sizing factor used in their premium
calculation. The consequence of this
is that a good performing grouped
employer will receive a greater discount
than they would as an individual
employer. Conversely, a poor performing
grouped employer would receive a
premium increase greater than they
would as an individual employer.
• The premium calculation for each
employer within the group will be
based on that individual employer’s
claim costs and remuneration. Only the
sizing factor will be determined on the
basis of group information.
Each employer in the group is still required
to provide remuneration information
to WorkCover each year and to make
premium payments.
The grouping provisions have been
included to minimise the risk of
‘gaming’ by employers. It is important
that employers do not structure their
business arrangements in order to avoid
inappropriate premium calculation
and payment.
When will experience rated employers
receive their premium calculation pack?
In early August a ‘premium calculation
pack’ was mailed to all employers
whose premium is calculated under
the Experience Rating System.
This pack included:
• a tax invoice
• a Premium Claims Summary Report
• a premium calculation notice which
explains how your premium was
calculated
• your employer claims cost rate (ECCR).
Further questions
The information provided above is
intended as a guide only. Further
questions and answers can be found at
www.workcover.com > Employer >
Premium > Frequently asked questions >
New premium calculation system.
8 August 2012
9August 2012
Below are some key dates for employers
to be aware of regarding their premium
payments for 2012-13.
Medium and large employers
(experience rated)
• Premium calculation pack received from
13 August 2012 (containing tax invoice,
premium calculation summary and
Premium Claims Summary Report).
• First instalment payment due 7
September 2012 with subsequent
instalments due the seventh day of
each month until 7 June 2013.
• Take advantage of direct debit for ease of
paying instalments and to minimise the
chance of a fine due to late payment.
Small employers
• Small employers who lodge their
remuneration return online are able
to print their tax invoice immediately.
The tax invoice will provide details of
the payment due dates and payment
options.
• Employers with an annual premium of
up to $2000 are referred to as annual
payers and are required to pay their
premium in one payment, which is
due by 7 September 2012.
• Employers with an annual premium
greater than $2000 may pay their
premium in ten monthly instalments.
The first instalment is due 7 September
2012 with subsequent instalments due
the seventh day of each month until
7 June 2013.
Important dates for employersEasy pay instalments can save you time
All employers
Fines apply for late payment of premium.
Your 2011-12 reconciliation statement
was due 31 July 2012. If you have not yet
completed it, WorkCover offers a fast and
convenient way to submit this online at
www.workcover.com/reconcile or phone
WorkCover on 13 18 55 to provide the
information.
If you did not complete your 2012-13
remuneration return by 31 July 2012,
WorkCover will have specified an estimate
of remuneration, calculated your premium
using this estimate and issued a tax
invoice for payment. You may amend this
estimated remuneration by contacting
WorkCover on 13 18 55.
Employer news
WorkCover’s Injury and Case
Management Manual has been
amended and renamed the
Claims Operational Guidelines.
On 1 May 2012, the Injury and Case
Management Manual changed its name
to the Claims Operational Guidelines with
the aim of providing clarity about the
purpose of the guidelines.
There have also been a number of
amendments to the guidelines themselves.
Recent legislative changes, for example
using the term ‘injury’ in place of ‘disability’
and the change from ‘two business days’
to ‘five calendar days’ for reporting an
employee’s injury to qualify for the waiver
for paying the excess, are now reflected
within these guidelines (see page 11 of
Newslink for more information).
What’s in a name?Claims Operational Guidelines reflect terminology changes
Chapter 8, which covered average
weekly earnings for claims made prior
to 1 July 2008 has been removed.
Therefore Chapter 8A, which covered
average weekly earnings since 1 July
2008 has now become Chapter 8.
Chapter 18 covering healthcare
operational instructions has also been
removed but the relevant information
included in Chapter 11 entitled Payments –
medical and other expenses.
Chapter 12 (death claims) has been
expanded with the addition of a new
section 45A.
Chapter 14, covering claims administration,
has also been amended to incorporate
guidelines regarding claims estimations
that were introduced in line with the new
Experience Rating System that came into
effect on 1 July 2012.
legislative changes... are now reflected within these guidelines.
10 August 2012
A number of new documents reflecting
recent changes to the Workers
Rehabilitation and Compensation
Scheme are now available on the
WorkCover website.
A new Premium section has been
created on the WorkCover website at
www.workcover.com > Employer >
Premium. It contains information about
how to register with WorkCover, premium
calculation and links to enable employers
to access online services. This section
provides employers with a ‘one-stop-shop’
for information about registering with
WorkCover, their premium, how this is
calculated, links to the payment sites
and to the premium calculator.
On 1 July 2012, the new premium
calculation system was introduced which
affects the way premiums are calculated for
medium and large employers. Information
regarding the changes is incorporated into
the new premium section, which includes
premium information booklets.
As there have been some changes in
the terminology now used due to the
introduction of the Experience Rating
System, such as from ‘levy’ to ‘premium’
and ‘disability’ to ‘injury’, a dictionary
has been created providing definitions
on the key terms. This can be found
on the WorkCover website at
www.workcover.com > Employer >
Premium > Premium information.
The frequently asked questions on
the website (www.workcover.com >
Employer > Premium > Frequently
asked questions) have also been updated
to incorporate a downloadable PDF with
questions and answers relating to the new
premium system. A number of key words
and phrases have been highlighted and
when you roll the cursor across one of
these words the definition will pop up.
WorkCover uses the South Australian
WorkCover Industrial Classification
(SAWIC) system that divides all industries
into divisions with each industry assigned
its own code. During the consultation
process for the new Experience Rating
System, employer associations, on behalf
of their members, requested more detailed
descriptions about what comprises each
of the industry codes.
This information showing the code
description, exclusion and primary
activities, is available at
www.workcover.com > Employer >
Premium > Registering with WorkCover.
WorkCover’s online services can be
accessed via WorkCover’s secure
site. This enables you to submit your
reconciliation for 2011-12 and have the
amount payable calculated automatically.
You can also submit your remuneration
return for 2012-13, pay your premium,
advise WorkCover of any changes to your
registration details (including adding a new
location), and provide a notice of ceasing
to be an employer. The site has the ability
to produce a certificate of registration.
These functions are designed to make it
easier for you to make changes to your
registration details online without the need
to contact us or download and fill in forms.
Online resources making it easier Employers ‘one-stop-shop’ for information
These functions are designed to make it easier for you.
11August 2012
In December 2011, the South Australian
Parliament passed legislation to
amend the Workers Rehabilitation and
Compensation Act 1986 (the Act) to
enable the new approach to employer
premium payments.
The legislation came into effect on 1 July
2012 and included some broader changes
that have been made to complement
employer premium payments. Some of
the changes that may be of interest to
you are explained below.
Replacing the term ‘disability’
with ‘injury’
The terminology we use when referring
to injured workers at or returning to work
has changed from ‘disabled’ to ‘injured’.
Changing this terminology will more
accurately reflect the contemporary
Workers Rehabilitation and Compensation
Scheme in which the majority (77 per
cent in 2010-11) of injured workers either
do not take time off, or they return to work
within two weeks of injury.
Replacing the term ‘levy’ with ‘premium’
The term ‘levy’ has been replaced
with the term ‘premium’ for registered
employers and ‘fee’ for self-insured
employers. The word ‘premium’ is more
appropriate for an insurance scheme with
an experience-based approach.
Extending the claims excess waiver from
two business days to five calendar days
Registered employers will now be eligible
for the claim excess waiver if they meet
their notification and claim lodgement
requirements within five calendar days.
This provides employers with a greater
window of opportunity to benefit from
this early reporting incentive.
Publication of Premium Provisions
and Premium Orders
The Act now requires that the details
of how a registered employer’s premium
is calculated be published in the South
Australian Government Gazette.
The WorkCover Premium Provisions have
been published for the first time for the
2012-13 financial year and detail premium-
related terms and conditions that apply
to all registered employers.
The Premium Orders for the
Experience Rating System and the
Retro-Paid Loss Arrangement, detail
the premium calculation for medium
and large employers. Much of the detail
about calculating levies was previously
contained in WorkCover’s internal policies.
The publication of these new documents
is aimed at increasing transparency with
employers about how their premium
is determined.
You may wish to review and update
any workers compensation-related
documentation or correspondence
you produce to accurately reflect
these changes.
A new approach to premium paymentsHow recent legislation affects your business
12 August 2012
New rehabilitation and return to work
coordinator (RRTWC) training and
operational guidelines came into effect
on 1 July 2012. The guidelines affect
all employers who employ 30 or more
workers and are therefore required to
appoint a coordinator.
The new guidelines were recently
published in the South Australian
Government Gazette, and supersede
the guidelines published in 2008.
The major difference between the new
and the superseded guideline relates
to an employer’s obligation to ensure
their RRTWC undertakes appropriate
training. However, existing coordinators
who have already undertaken a training
course approved by WorkCover, will
not be required to undertake the new
training program.
An employer who is required to
appoint a RRTWC must still appoint a
new coordinator within three months
of a vacancy occurring. The employer
must ensure that the person who fills
the RRTWC vacancy either satisfactorily
completes a training course delivered by a
registered training organisation approved
by WorkCover or can demonstrate prior
learning within three months of being
appointed as a RRTWC. If a training
course is not available within that period,
the RRTWC should enrol in the next
available course.
Further information about training programs
is included on page 13 in this edition
of Newslink.
It is important to note that an employer
who appoints or fills a RRTWC vacancy
or appoints a new RRTWC, must provide
WorkCover with the RRTWC’s contact and
training details within three months of the
appointment or the vacancy being filled.
In addition to the changes to the
training requirements, there are several
other differences between the 2008
guidelines and the new guidelines.
These changes include the removal of
transitional provisions that are no longer
relevant, the deletion of the requirement
for an RRTWC to undertake ongoing
professional development activities and
updates that ensure the guidelines reflect
current practice.
The majority of the content in the
2008 guidelines, listed below, remains
unchanged in the new guidelines.
1. Employers must develop workplace
rehabilitation policies and procedures
for rehabilitation and return to work in
the workplace.
2. Employers must explain the functions
of the RRTWC to managers, supervisors,
team leaders and workers, so that
they can assist the RRTWC in the
performance of their functions. The
RRTWC’s name and contact details
must be displayed in the workplace.
3. An employer must ensure their
RRTWC knows and understands
the work of the business and the
employment available. If the RRTWC
has another role (or roles) within the
organisation, the employer must ensure
they are sufficiently capable of carrying
out their functions listed in Section
28D(4) of the Workers Rehabilitation
and Compensation Act 1986.
4. An employer must provide any facilities
necessary for the RRTWC to perform
their functions set out in Section
28D(4) of the Act.
5. An employer who has two or more
workplaces, with 30 or more workers
at each workplace must provide, in
addition to the appointed RRTWC, a
contact person at each workplace to
assist the RRTWC to perform their
functions. However, the contact
person is not required to be a
trained coordinator.
6. The employer may be exempted from
the requirement to appoint a RRTWC
on the basis of ‘group’ relationships
where a single coordinator (or number
of coordinators) can provide services
to a number of employers within
the same industry, or across related
industries within a similar geographical
location. The Application for a Group
Exemption form is available on the
WorkCover website.
7. An employer must ensure that an
injured worker’s personal and medical
information is securely protected and
stored and maintains confidentiality.
They must ensure that RRTWCs and
other employees comply with the
provisions of Section 112AA of the
Act and not disclose information
about the physical or mental condition
of an injured worker.
For information about appointing
RRTWCs, visit www.workcover.com >
Employer > Employer responsibilities >
Appointing a rehabilitation and return to
work coordinator.
RRTWC obligations for employers with over 30 staffChanges to RRTWC guidelines will affect you
13August 2012
New one and two-day training
sessions have been designed to
provide rehabilitation and return to
work coordinators (RRTWCs) with the
skills and knowledge required to work
effectively within their workplace and
the workers compensation sector.
From 1 July 2012, small employers
(employers with a base premium of less
than $20 000 and/or annual remuneration
of less than $300 000) with 30 or more
workers must ensure their newly appointed
RRTWC attends a one–day RRTWC
training course with a registered training
organisation approved by WorkCover and
satisfactorily completes an assessment.
All other employers with 30 or more
workers must ensure that their newly
appointed RRTWC attends a two-day
training course with a registered training
organisation approved by WorkCover and
completes an assessment.
The training includes:
• an overview of the South Australian
WorkCover Scheme and its objectives
• the rehabilitation and return to work
goals and objectives
• the roles and responsibilities of
the workers compensation sector
stakeholders
• the life cycle of a workers
compensation claim
• helping injured workers remain at,
or return to, work
• preparing the workplace for return
to work
• communication skills to assist in the
effective facilitation of return to work
• return to work barriers and strategies
for addressing these barriers.
Training is delivered face-to-face as a one
or two-day workshop conducted by one
of three registered training organisations
approved by WorkCover.
New training courses for RRTWCsA must for all rehabilitation and return to work coordinators
Existing coordinators, who have already
undertaken a training program approved
by WorkCover, will not be required to
undertake this new training program.
A coordinator who has previously gained
some of the skills and/or knowledge taught
in the course may not need to complete all
the training units.
13August 2012
Employers with 30 or more workers must ensure their newly appointed RRTWC attends a training course.
The details of registered training
organisations that are approved by
WorkCover to deliver RRTWC training
and assess prior learning can be
found on WorkCover’s website at
www.workcover.com > Employer >
Employer responsibilities > Appointing
a rehabilitation and return to work
coordinator > Training your coordinator.
14 August 2012
A new initiative by WorkCover was
launched on 1 July 2012 to assist medical
practitioners to respond to worker
compensation enquiries.
Supported by the Australian Medical
Association, the GP Helpline is a toll free
1800 phone number and email support
service. The service meets the growing
needs of GPs to obtain answers more
quickly for injured worker-related questions
and workers compensation enquiries.
The new service provides direct access
to WorkCover’s Provider Directorate,
which is staffed between 8:30am and
5:00pm, Monday to Friday (excluding
public holidays). Alternatively, GP’s
can choose to email their questions
The Helpline provides answers to enquiries
about fees and services, payment of
accounts, complaints and clinical advice.
Depending on the complexity of the
enquiry, responses to these questions will
be provided via phone or email.
GPs are encouraged to continue discussing
specific case management issues with
the injured worker’s case manager. If a GP
does not have contact details for a relevant
case manager, they can contact the GP
Helpline and be transferred directly to that
case manager.
Healthproviders
The latest edition of fee schedules can
now be accessed online in the Health
provider section of the WorkCover
website at www.workcover.com.
Online fee schedules are one of many
positive steps towards the development of
a more efficient and timely service offered
by WorkCover. An added incentive to start
using online tools available on the website
is that it saves paper and filing space.
Health providers can opt to receive
email updates about changes to fees
and general information by emailing
phoning 13 18 55.
New fee schedules onlineSave time, paper and filing by going online
Helpline available for GPsOur new service provides direct help for medical practitioners
Fee schedules are also published by
the Minister for Workers Rehabilitation
in the South Australian Government
Gazette. This can be found on the
Government Gazette website at
www.governmentgazette.sa.gov.au/2012/
may/2012_036.pdf
For more information about fee
schedules and how to use them,
visit www.workcover.com > Health
provider > The WorkCover system >
Fee schedules or phone 13 18 55.
15August 2012
WorkCoverSA has adopted the Heads
of Worker’s Compensation Authorities
(HWCA) workplace rehabilitation service
delivery model and biopsychosocial
approach to workplace rehabilitation.
This approach is important to maximising
remain at work and return to work
outcomes for injured workers.
The biopsychosocial service delivery
model shown on the right illustrates the
interactive social dimensions that are
likely to impact on recovery, return to work
including the legislative and regulatory
context, and positions particular injury
management issues within a broader
health management context.
The Workplace rehabilitation practice
framework and workbook has been
developed by WorkCover’s Provider
Directorate in collaboration with
representatives of workplace
rehabilitation providers.
The purpose of the workbook is to
encourage workplace rehabilitation
providers to continue to develop and
improve the provision of workplace
rehabilitation services in South Australia
and to deliver remain at work and return
to work outcomes. The biopsychosocial
injury management approach values a
multisystem perspective. The multisystem
perspective requires an integrated
approach to assessing worker need, return
to work planning and implementing and
review of workplace rehabilitation activity
for durable return to work outcomes.
Such an approach translated into skilful
and expert workplace rehabilitation practice
may be demonstrated by the sample
service indicators provided in this practice
framework. The workbook has provision
for providers to add their own service
indicators which are aligned to HWCA’s
biopsychosocial approach to workplace
rehabilitation services.
Although the sample service indicators
have been documented for each HWCA
service provision principle, they collectively
embody a comprehensive practice
that values the workplace rehabilitation
consultant as:
• an expert workplace rehabilitation
professional who provides timely
intervention with appropriate and
adequate services based on assessed
needs of the injured worker
• an innovative coordinator of strategic
and integrated workplace rehabilitation
services who addresses identified
needs, and progress-agreed goals in
collaboration with relevant parties
Influences on injured workers - Adapted with permission from Loisel et al, Journal of Occupational Rehabilitation, 2005
Improving workplace rehabilitation services in your workplaceA valuable workbook for rehabilitation providers
• a responsible manager of workplace
rehabilitation services and associated
costs
• an effective communicator who
strategically involves relevant parties to
prioritise, manage resources and provide
customer focused services for social,
health and economic outcomes
• a critical analyser of evidence from
multiple sources to make informed
decisions for appropriate and cost-
effective service provision aimed at
measurable and durable outcomes.
The practice framework and workbook
can be downloaded from our website at
www.workcover.com > Health providers
> Workplace rehabilitation > Workplace
rehabilitation forms and guidelines.
16 August 2012
General news
Be inspired! Stories of inspiration and
determination in the 2012 Recovery
and Return to Work Awards.
Each year WorkCover is privileged to meet
some truly inspirational people through the
Recovery and Return to Work Awards.
Twenty-seven finalists have been shortlisted
this year from over 110 applications.
Amongst the applications received, there
are some exceptional examples of recovery
and return to work.
Entries included one from a cabinet maker
who suffered a serious injury after his hand
was caught in a grinder. As a result of the
incident he had three fingers amputated
and he suffered severe tendon damage
to the remaining fingers. Amazingly,
through his strong determination and
courage, he was able to return to his
pre-injury role with some modification to
his work tools. He is an inspiration to his
co-workers, family and friends.
For workers to successfully return to work,
the support of their employer is invaluable.
For small employers in particular, who
have limited resources, this can be a
challenge in itself. There are numerous
stories of businesses who have provided
injured workers with new opportunities to
return to the workforce, enabled them to
develop new skills and who have in turn
been rewarded with commitment and
enthusiasm from their workers.
The recovery and return to work success
cannot be achieved without the support
of the health professionals, case managers
and return to work coordinators involved
in the process. Numerous nominations
were received from injured workers who
wanted to highlight the valuable assistance
that was provided to them by their
support team.
Inspirational people tell their stories The 2012 Recovery and Return to Work Awards continue to inspire!
There are exceptional examples of recovery and return to work.
The winners will be announced at the
official WorkCover awards ceremony to
be held at the Adelaide Convention Centre
on Tuesday, 4 September 2012. It will be
an evening for award nominees, industry
professionals and other stakeholders to
come together to celebrate determination,
inspiration and the ultimate success in
reaching one’s goals.
17August 2012
WorkCover prosecuted a South
Australian man found guilty of
defrauding the WorkCover Scheme.
The injured worker pleaded guilty on
27 April 2012 in the Adelaide Magistrates
Court and was ordered to repay $7007.84 in
benefits claimed dishonestly and placed on
an 18 month good behaviour bond. He was
also ordered to pay $21 493 in investigation
costs and $9633 in court costs.
The injured worker dishonestly declared
that he was not receiving any income
during a period when in fact he was
performing paid manual work for a
number of employers.
Under the WorkCover Scheme an
injured person who receives workers
compensation benefits must advise
WorkCover if they are employed in
any capacity.
The Court’s decision sends a strong
message that fraudulent activity by an
employer, worker or provider against
the Scheme will be prosecuted. In her
summation, Magistrate Maria Panagiotidis
said, “This matter is serious and the
amount of money is significant. The Court
must not only punish you but must also
send a message to the community that
WorkCover fraud will not be tolerated.”
Dishonesty involves an intention to
knowingly deceive or mislead. In the
Scheme this may result in the receipt or
payment of a benefit that a person would
not otherwise be entitled to. Examples
include intentionally or knowingly:
• making a claim for an injury that does
not exist
• exaggerating the extent of an injury
that results in a payment or benefit
which they otherwise would not have
been entitled to
• claiming for an injury that is not related
to employment, for example, if a worker
injured themselves at a weekend
sporting event
• earning wages and claiming weekly
payments without advising your case
manager of your earnings
• altering medical certificates to obtain
weekly payments
• providing false information for a claim.
Examples of dishonesty committed
by employers include intentionally or
knowingly:
• claiming more than they are entitled to
for reimbursement of weekly payments
• overstating income maintenance for an
injured worker
• making a false statement regarding
a claim.
The WorkCover Scheme exists to
ensure there are enough funds available
to employers and injured workers to
support them through the rehabilitation
process and get injured workers back to
meaningful work.
If anyone suspects any illegal or fraudulent
activity they should contact WorkCover’s
Investigations Unit on 08 8233 2229 or
email [email protected].
You can remain anonymous.
Dishonest worker ordered to repay over $38 000SA man successfully prosecuted by WorkCover
17August 2012
18 August 2012
An amendment to Regulation 17
of the Workers Rehabilitation and
Compensation Regulations 2010, made
under section 103A of the Workers
Rehabilitation and Compensation Act
1986 (the Act), will come into operation
on 14 October 2012.
This will extend workers compensation
coverage to volunteer members of the
South Australian State Emergency Service
and volunteer marine rescue members of a
marine rescue association, which includes:
• The Australian Volunteer Coast Guard
Association (SA Group)
• Royal Volunteer Coastal Patrol (SA)
• The South Australian Sea Rescue
Squadron
• Victor Harbor-Goolwa Sea Rescue
Squadron
• Whyalla Sea Rescue Squadron
• Air Sea Rescue Squadron Cowell.
Under the changes, the activities of these
volunteers will now be covered by the Act
meaning they will have access to workers
compensation benefits. If there is a dispute
over a decision made on a compensation
claim with their presumptive employer
(the Crown), they will also have access
to the Workers Compensation Tribunal
and the WorkCover Ombudsman as do
other workers.
These volunteers will have the same
level of workers compensation benefits
already available to SA Country Fire Service
volunteers, who were previously the only
group of volunteers with access to workers
compensation coverage.
Workers compensation protection extended to include volunteer workersNew regulations will benefit SES and marine rescue groups
Following the successful 2011 Resilience
at Work conference, Gary Collis and
Associates are pleased to announce
the 2012 Regional Series of Resilience
at Work ‘Stress: The Good, The Bad
and The Ugly’.
Without stress many great achievements
in our personal, sporting and workplace
lives would never have happened and sadly
the word stress is seen as a toxic, negative
inhibitor to maintaining a positive and
productive day at work.
The 2012 conference will help define
stress into the good, the bad and the
ugly. It will provide the right tools and
Graham Bidstrup and Chris Hamilton will
share their experiences in how to succeed
with the good, overcome the bad and
defeat the ugly.
Dates:
Mon 17 September – Berri
Wed 19 September – Port Augusta
Fri 21 September – Mount Gambier
Registration cost:
Delegate Fee: $120 + GST
Registrations and full conference
program available on the website at
www.garycollis.com.au
Participants will leave with a greater
understanding of the difference between
what may be just a bad day as opposed to
an ugly day and to then be able to laugh at
the bad day and banish the ugly.
The 2012 Resilience at Work ‘Stress:
The Good, The Bad and The Ugly’
conference will change how you think and
react to challenging times at work. It is a
conference for all OHS&W representatives
and managers, HR managers, CEOs,
rehabilitation providers … and indeed all
employees in the workplace.
The conference is a full day program which
includes reference material, morning and
afternoon tea, a fully catered lunch and
networking session at the close of the day.
The good, the bad and the ugly2012 Regional conference will help to define the ‘good’ in stress
This event is proudly sponsored by Employers Mutual and WorkCoverSA.
19August 2012
This year’s WorkCover conference
entitled ‘integrate, innovate, inspire!’
is already sold-out and promises to be
one to remember.
This conference is set to be as
multidisciplinary as our industry itself,
with topics and speakers from across
the various aspects and perspectives
relevant to workers rehabilitation and
compensation as well as to the general
business community.
The highlight of the day will be the
presentation by internationally-renowned
speaker, Nando Parrado who was the
inspiration for the writing of the well-
known book and movie ‘Alive’. The story
is about a Uruguayan rugby team whose
plane crashed on a remote, high-altitude,
glaciated slope in the Andes in 1972.
Reduced to the most elemental human
needs and after learning from a radio
transmission that rescue efforts had been
abandoned, the survivors suffered 72 days
of freezing weather on the mountain before
Nando turned to his faith, determination
and energy to hike 4000 metres down the
perilous slopes to seek help.
Other presentations will include:
• Building a passionate culture in the
workplace by Michael Henderson,
Corporate Anthropologist
• Managing relationships in diversity –
Working with people who are not
like you by Bruce Sullivan,
Red Hot Relationships
• Occupational stress in Australian
organisations by Rachel Clements,
NSW Centre for Corporate Health
19August 2012
Conference to integrate, innovate and inspire all! WorkCover to host inspirational conference
• The Aging Workforce – how do we adapt
and manage in relation to return to work?
by Dr Peter Smith, Monash University
• How pain can be the key to successful
return to work by Pam Garton,
Occupational Therapist
• How to build better relationships with
medical professionals by Dr Robyn
Horsley, HAD Medical Group
• Integrating best practise in your work
place – how health and wellbeing can
optimise performance by Brook Ramage,
The Golden Door Program
• Motivational Interviewing by Anna
McDonald, Innervate Pain Management.
20 August 2012
In October 2010 WorkCover took the
opportunity to improve professional
practice within the industry and
developed the Certificate IV in
Personal Injury Management (Claims
Management) in South Australia.
The process commenced in
November 2010 and WorkCover engaged
DeakinPrime, the corporate education
arm of Deakin University, to both undertake
development of the course and deliver
the pilot program.
The certificate program aims to provide
participants with the skills, knowledge
and ability required to work effectively in
the personal injury management sector.
It addresses the regulatory requirements
to ensure the application of WorkCover
premium systems and the supporting
legislation for preventing, managing and
compensating work injuries, and the
implementation of WorkCover policy
in an operational context.
Delivery of the pilot Certificate IV in
Personal Injury Management (Claims
Management) course commenced in
March 2011. The graduation ceremony
held on Wednesday 16 May, was attended
by 18 of the 21 graduates who completed
the course. The ceremony was held at the
InterContinental Hotel with a presentation
of certificates to graduates who attended
with their family and friends, staff from
WorkCover, Employers Mutual, Deakin
Prime and other invited guests.
WorkCover’s Chief Executive Officer,
Rob Thomson addressed the graduates
and guests prior to presenting the
certificates. He commended the graduates
for their commitment and hard work to
combine work and study.
In his address, Mr Thomson acknowledged
the strong support from people in the
industry for the initial development and
pilot delivery of the course. He particularly
acknowledged the representatives from
Employers Mutual, Self Insurers of South
Australia (SISA) and WorkCover who gave
their time over the previous year by:
• participating in the Technical
Working Groups
• developing the course structure
• developing participant and facilitator
support materials.
He also acknowledged WorkSafe Victoria
and WorkCover NSW for allowing South
Australia to use their training materials
as the starting point for the South
Australian course.
Special mention was made of DeakinPrime,
the registered training organisation
engaged to undertake this initiative.
The DeakinPrime project manager and
WorkCover project staff worked closely
together to facilitate the development of
the course materials and the delivery of
the pilot program.
The course comprises 13 units of
competency which have been grouped
into four modules for delivery purposes.
Pilot program improves personal injury management 21 people graduated in the Certificate IV course in 2012
The modules are:
• the Service Solution
• Return to Work
• Case Manager Practitioner
• Reaching Resolution
The Certificate IV in Personal Injury
Management will be offered at three
registered training organisations in
South Australia:
Celtic Training and Consultancy
Hindley Chambers, U4 Hindley St, Adelaide
P (08) 8211 8272
ASC Training & Development
Level 4, 144 North Terrace, Adelaide
P (08) 8410 2627
Innovative Training and Recruitment
186 Prospect Road, Prospect
P (08) 8342 6488 / 0417 860 705
E daniellem@appliedinnovativeservices.
com.au
Students can enrol in a course that suits
their training needs and preferences,
location and timeframe.
WorkCover CEO, Rob Thomson, with graduates from the pilot course Certificate IV in Personal Injury Management.
21August 2012 21August 2012
A 2008 WorkCover study conducted by the
University of Adelaide1 found that workers
aged 60 to 64 had the largest rate of
decline in the number of WorkCover claims
of all age groups. The study found that the
highest proportion of claims involved the
40 to 49 year age groups, followed by 35 to
39 year olds, and then those aged 50 to 54.
1 Exploring the Impact of an Ageing Workforce on the South Australian Workers’ Compensation Scheme, Dr Kate Barnett, Assoc Prof John Spoehr and Mr Eric Parnis, The Australian Institute for Social Research, University of Adelaide (July 2008).
South Australia’s Workers Rehabilitation
and Compensation Scheme provides
protection to workers and employers
in the event of a workplace injury,
regardless of the worker’s age.
Under the Workers Rehabilitation and
Compensation Act 1986 a worker who is
within two years or above their retirement
age and is injured at work may be entitled
to up to two years of income payments.
The injured worker may also be entitled
to ongoing medical expenses including
ambulance, hospital and health care,
medicines, travel to and from medical
appointments, therapeutic appliances
and nursing.
WorkCover’s Chief Executive Officer,
Mr Rob Thomson said, “In the current
economic climate people are working
longer. Older workers should feel confident
they are provided with protection under
the South Australian WorkCover Scheme
if they are injured at work.”
Older workers can feel more confident!WorkCover Scheme protects older workers, regardless of age
In the current economic climate people are working longer.
21August 2012
22 August 2012
Orlando Wines awarded for safety focusOrlando Wines recognised for outstanding safety achievement
In April 2012, WorkCover’s Chief
Executive Officer, Rob Thomson met
with representatives from Orlando
Wines (OW) and visited their facilities
in the Barossa Valley. Mr Thomson
presented the company with a certificate
of achievement to acknowledge the self-
insured company’s superior performance
as a safe workplace for its workers.
OW achieved a superior performance
rating against WorkCover’s Natural
Consequences Model at its last
self-insurance evaluation. The model,
which provides guidance on the terms
of renewal or granting of a self-insurance
registration in South Australia, describes
the additional performance expectation
necessary to achieving a maximum
renewal outcome and is designed to
encourage superior performance.
“This is an outstanding achievement and it is
evident that OW has a very strong focus on
safety in the workplace and a responsive
and highly effective injury management and
rehabilitation program that fosters a timely
return to work,” Mr Thomson said.
Mr Thomson presented the certificate
of achievement to OW’s Managing
Director, Brett McKinnon and toured
the bottling plant and warehouse facilities
at Rowland Flat where OW’s success in
achieving superior outcomes could be
experienced first-hand.
It is evident that OW is passionate
about providing a safe place of work for
its employees, visitors and contractors.
This commitment starts at the most
senior level of leadership and is
entrenched throughout the organisation.
The company’s mission statement is:
To develop systems that engage and
empower Orlando Wines to continually
improve the culture for safety and injury
management by:
• eliminating workplace injuries through risk
management and health and wellbeing
programs, and
• assisting and supporting our injured
workers to achieve the best possible
recovery.
“OW believes that their people are its most
valuable asset and they are working hard
to create the best systems and work
practices to protect and look after them.
I am particularly impressed with their
innovative three year safety strategy and
priorities which is integrated across all
areas of the company,” Mr Thomson said.
OW’s safety strategy over the next three
years is to create and become a workplace
with zero harm through committed
leadership, continuous improvement and
an actively engaged workforce.
To achieve these results, the company
continues to implement a number of
programs and initiatives, including:
• engaging all senior managers and
team leaders
• embedding safety into its continuous
improvement (5 Stars) program
• integrating a risk management program
• adopting extensive safety and injury
management training programs
• actively reviewing and monitoring high
risk activities
• monitoring and measuring performance
through an internal audit program
• focusing on early intervention activities
• partnering with an external provider to
deliver manual handling training and a
warm-up exercise program
• developing relationships with specialists
and local medical providers to ensure
the best possible recovery of its injured
employees, and
• re-launching its health and wellbeing
program to actively support staff in their
efforts to keep fit, but most importantly,
making health and wellbeing fun.
22 August 2012
23August 2012
Putting safety in the spotlightChange the way you look at safety in the workplace
With more than 80 free sessions focusing on occupational health, safety and welfare on offer for you to
choose from, Safe Work Week 2012 will give you the ‘how to’ information you need to change the way
you look at safety in your workplace.
From 22-26 October, you can attend sessions tailored to meet the needs of employers, employees,
OHS professionals, contractors, business owners, OHS committee members, health and
safety representatives, rehabilitation and return to work coordinators, risk advisors and HR
personnel… in fact, anyone interested in safe, fair, productive working lives. This year
sessions will focus on managing hazards, bullying, priority risks and industries and
understanding the proposed model Work Health and Safety legislation.
Join the SafeWork SA priority mailing list today at www.safework.sa.gov.au/
sw2012 – and be first to find out when the program is open for
online bookings.
Safe Work Week is presented by the SafeWork SA Advisory
Committee in partnership with SafeWork SA, WorkCoverSA,
SA Unions, Business SA, Australian Industry Group, Master
Builders Association of South Australia and the South
Australian Farmers Federation.
24 August 2012
WorkCoverSAEnquiries: phone 13 18 55
400 King William Street
Adelaide SA 5000
Fax:(08) 8233 2466
www.workcover.com
The following free information support services are available:
If you are deaf or have a hearing or speech impairment you can call WorkCoverSA through
the National Relay Service (NRS):
• TTY users can phone 13 36 77 then ask for 13 18 55.
• Speak & Listen (speech-to-speech) users can phone 1300 555 727 then ask for 13 18 55.
• Internet relay users can connect to NRS on www.relayservice.com.au then ask for 13 18 55.
For languages other than English call the Interpreting and Translating Centre (08) 8226 1990 and
ask for an interpreter to call WorkCoverSA on 13 18 55. For Braille, audio or e-text call 13 18 55.
The information in this publication is compiled by WorkCover Corporation of South Australia.
The data and facts referred to are correct at the time of publishing and provided as general
information only. It is not intended that any opinion as to the meaning of legislation referred
to is to be relied upon by readers. You should seek independent or legal advice as to any
specific issues that are relevant to you, your workplace or organisation.
© WorkCover Corporation of South Australia, 2012
2469_CC Published August 2012.