Question

A claim is received from Sharon Turner, a 56-year-old woman with a 30-year history as a cashier. The paperwork provided to you, is inclusive of a Notice of Disability and a Claim for Compensation, and Sharon states she has hurt her back at work but does not know how. There has also been some disciplinary action taken against Sharon in the last two weeks and the employer wants the claim investigated. The form was signed by the worker seven days ago.

1

What relevant policies, procedures and/or legislation dictate how this claim should be managed? (40–60 words)

2.What should the agent do when processing this claim? (250–300 words)

Answer 1

1 What relevant policies, procedures and/or legislation dictate how this claim should be managed? (40–60 words)

Under the situation under the provisions of the Family and Medical Leave Act the applicant is eligible for unpaid leave for 12 weeks. The employee should be sent of leave for getting proper treatment and a formal enquiry should be initiated and finished within that time.

If found guilty, appropriate charges may be undertaken in accordance to the Employees General Conduct Rules or company’s policies.

2.What should the agent do when processing this claim? (250–300 words)

When processing this claim the agent should inform the management about the claim presented by the employee where the management should opt for initiating the investigations of the charges of misconduct on the employee and wait for the reports to arrive.

Once the employee is sent on 12 weeks medical leave the responsibility of the investigation team should be to complete the investigation and provide proper report to the management board.

On the basis of the report further action should be taken.

Also, the claim of disability states that the applicant is not aware of how the claimed disability has affected her and that the list of qualifying disabilities should be tallied to the eligible disabilities under the following points:

• Is the injury work related.
• Does the employee has a serious health condition.
• Does the employee condition meet the disability condition.

These questions are covered under the ADA act.

The necessity and reasonability of the claim must also be accessed to find if a medical certification or consultation is necessary to accommodate the claims.