When your employer proposes a case manager to manage your workers’ compensation case, you might be uncertain whether to agree. These managers, often hired by employers, assist in coordinating care and improving communication among all parties. They can simplify the process and advance your case.
But remember, no matter the pressure, the decision to involve a case manager is always yours.
Employee autonomy in medical care
In Illinois, having an employer-appointed coordinator for your case is not mandatory. As an employee, you can decide how much a case manager’s or nurse’s role matters in your health care. You have the right to decline their services if you wish.
However, limiting the involvement of a case manager can pose certain challenges. These might include managing communication between your employer and insurance company or understanding complex medical terms.
Obligation to communicate with different parties
When you choose to limit the involvement of a case manager, you will need to take on their responsibilities. For example, without one, you’re tasked with duties they typically handle like providing relevant information to your company and the insurer for your workers’ compensation claim, such as:
- Medical records
- Doctor’s notes
- Your treatment plans
You also need to provide other documents, like receipts for medical expenses or proof of missed work, to support your claim.
Your ultimate choice
A case manager can undoubtedly be helpful in handling a workers’ compensation claim. Involving one could reduce the stress and confusion of managing your case. However, if you have disagreements about your treatment or injury, you might want greater control over your case. In such situations, consider consulting an attorney experienced in workers’ compensation. They can help protect your rights and represent your interests in the situation.
Always remember, the decision to involve a case manager is entirely yours and should reflect what you think is best for your situation.