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#hiring Workers Compensation Coordinator Bilingual Preferred, Chicago, United States, fulltime #jobs #jobseekers #careers #Chicagojobs #Illinoisjobs #Administration Apply: https://lnkd.in/dTff8fxD Workers Compensation Coordinator Bilingual PreferredPosition Summary The Workers Comp Coordinator meets these objectives by making telephonic contact with the injured worker, the worker's supervisor, the treating physician, and the claims adjuster. The contact provides reassurances to the worker, answers questions, identifies concerns, sells the benefits of transitional duty and occupational doctors, and is the workers primary source of assistance. Essential Functions: Initiate contact with injured employee immediately upon notification of injury. Continue contact as needed-at least weekly. Explain workers' compensation, the insurance carrier's role, and the injury counselor's role. Facilitate communication on benefits questions. Assess the injured worker's understanding of their injury, treatment, and satisfaction with care. Listen to concerns-encourage employees to call with concerns/problems. Establish open communication/maintain trust. Contact physician after every visit. Obtain work restrictions. Reiterate to the physician and employee about the desire to return to work as soon as appropriate and possible. Determine employee's condition and treatment plan. Determine cases requiring medical case management involvement. Act as liaison between management, claims adjuster, and employee to support return-to-work

#hiring Workers Compensation Coordinator Bilingual Preferred, Chicago, United States, fulltime #jobs #jobseekers #careers #Chicagojobs #Illinoisjobs #Administration Apply: https://lnkd.in/d6A5c4Pa Workers Compensation Coordinator Bilingual PreferredPosition Summary The Workers Comp Coordinator meets these objectives by making telephonic contact with the injured worker, the worker's supervisor, the treating physician, and the claims adjuster. The contact provides reassurances to the worker, answers questions, identifies concerns, sells the benefits of transitional duty and occupational doctors, and is the workers primary source of assistance. Essential Functions: Initiate contact with injured employee immediately upon notification of injury. Continue contact as needed-at least weekly. Explain workers' compensation, the insurance carrier's role, and the injury counselor's role. Facilitate communication on benefits questions. Assess the injured worker's understanding of their injury, treatment, and satisfaction with care. Listen to concerns-encourage employees to call with concerns/problems. Establish open communication/maintain trust. Contact physician after every visit. Obtain work restrictions. Reiterate to the physician and employee about the desire to return to work as soon as appropriate and possible. Determine employee's condition and treatment plan. Determine cases requiring medical case management involvement. Act as liaison between management, claims adjuster, and employee to support return-to-work

Working from home is here to stay. People expect their employers to offer options that fit their lifestyles which has steered even organizations like insurance agencies to change how they operate. What are these companies looking for in a remote worker? Amy talks about that in this short video! https://lnkd.in/guAU-9Z7 #CapstoneSearchGroup #CapstoneForCandidates #Hiring #HiringAndPromotion #Insurance #InsuranceIndustry #InsuranceJobs #InsuranceCareers #Remote #RemoteJobs #RemoteWork #WorkAtHome

Are you tired of managing your case workload through a shared email mailbox? Learn how a leading mutual insurance company improved its Contractor Resource Center and enhanced its employee experience by implementing Dovetail HR Case Management software. With improved productivity, workload visibility, and a streamlined process, the team was able to shift its focus from purely tactical workloads to more meaningful conversations with business areas. #CaseManagement https://bit.ly/47eAU77

𝗜𝘀 𝗳𝗶𝗻𝗱𝗶𝗻𝗴 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝗱 𝘀𝘁𝗮𝗳𝗳 𝗽𝗿𝗲𝘃𝗲𝗻𝘁𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗶𝗻𝘀𝘂𝗿𝗮𝗻𝗰𝗲 𝗮𝗴𝗲𝗻𝗰𝘆 𝗳𝗿𝗼𝗺 𝗴𝗿𝗼𝘄𝗶𝗻𝗴 𝗶𝘁𝘀 𝗯𝗼𝗼𝗸 𝗼𝗳 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀? Due to labor shortages, insurance agency producers and CSRs are overburdened with service responsibilities instead of focusing on agency growth. Learn more about how to solve this problem with Invisible Hand virtual back office/agency support: https://ow.ly/pRbw50PEaIm or call 908.268.1482. #Insuranceagent #insurance #BPO #insuranceBPO #businessprocessoutsourcing #backofficesupport #workflowanalytics #claimsprocessing #hiring #backoffice #workflow #relyonihc #insurancebroker

If nothing changes, how can you expect a different result? Ten things you can do to reduce your Experience MOD by up to 50% or more! 1. Hire a Staffing Niche Insurance Agent. 2. Report ALL Claims within 24-hours. 3. Communicate with your Claims Adjuster weekly. 4. Communicate with the Injured Employee weekly. 5. Verify the Host Employer, Jobsite, Job, and Class Code for All Claims. 6. Designate/Hire an Internal Claims Coordinator. 7. Investigate and Document All Reported Injuries. 8. Obtain Written Statements from All Witnesses. 9. Stop Doing Business with your Claims. 10. Stop Hiring your Claims. And here's a bonus suggestion - Replace your workers' compensation vendor with a workers' compensation partner, like Nixer Comp! #staffingfriendly #staffing #workerscompensation #bestinclass

If you’re having difficulty hiring front line employees, do an assessment on what you’re offering compared to other employers. •flexibile hours? •tuition help? •health insurance? •PTO? •professional development opps? •profit sharing? •earned bonus opportunities? If pay is competitive and you feel your culture and environment are better and reason enough for a potential employee to work for you, ask this question - What is the level of my employee churn? if you’re having employee churn, it isn’t.

Pros and cons. But the key seems to be adjusting to your situation and figuring out how to get the most out of it. If you have better or equal results by going remote, and your employees are happier, why would you not go that route? But if the performance goes down with remote work at your company, even after weighing the costs saved and employee performance, it doesn't make sense to go remote. Isn't it that simple? What else am I missing?