Injury Management Training
Start
Click to proceed
10
Why does Injury Management matter?
Having an all-encompassing procedure for leads to follow in the event of an emergency.. - Protects employees
- Reduces injury severity
- Prevents OSHA recordables
- Protects our organization
Next
10
If an incident occurs during normal operating hours, you should immediately contact:
If Safety Manager is unavailable, contact:
Normal operating hours
If an incident occurs outside normal operating hours, you should, first:
- Make every effort to contact Safety, Plant or HR Manager
After attempting to make contact you should do the following...
After hours
Next
10
First Steps
Assess the injury
Physical Discomfort Form (app or paper)
Administer First Aid
Yes
Can the injury be treated on site?
No
Click to continue
10
Step 3
Step 1
Step 2
Upon Arrival
Preferred Healthcare Provider
Injury Management Packet
Info
Info
Info
Next
Step 5
Step 6
Step 4
Call for Backup
Drug Testing Protocol
Work Release
Info
Info
Info
10
Guidelines for taking employees to healthcare facilities
1. Employee must be accompanied to the healthcare facility 2. Remain in the waiting room 3. Do not accompany the employee to exam room 4. Use the "Drug Testing Protocol" to determine if a drug test should be administered 5. Inform the nurse that you would like to speak with the physician after treatment is rendered
Info
If treatment exceeds what is listed in Step 7...
6. Review all release documentation before leaving 7. If the treatment is not on the following list, then the injury will be recordable, unless further clarification is asked for.
Read more
Info
10
Drug Testing
Drug testing after an incident is not mandatory. Click each section to identify what constitutes a drug test.
after an incident, near miss or injury
Why do we test?
When should we test?
When should we not test?
Suspension
Read more
Next
10
Physical Discomfort Form
Next
10
Step 5
Step 3
Step 1
Click 'Sign Form' and have employee sign. Add pictures if applicable.
Complete information in first section
Open Safety Suite, click Physical Discomfort App
Step 6
Step 4
Step 2
Click on 'New form'
Select area and discomfort level, add any additional info
Review form and click 'Submit' at top of form
Next
10
Follow up Completion
Follow up process
Completing follow up to original form
Immediate steps after submitting Physical Discomfort Form
Subsequent Follow ups
Knowledge Check
After submitting 2nd and subsequent forms
10
Question 3
Reveal
Question 2
Reveal
Question 1
Reveal
Question 4
Question 5
Question 6
Reveal
Reveal
Reveal
10
Thank you for completing this training
10
Open Safety Suite and click on the Physical Discomfort App
Select 'Existing Forms Follow-Ups'
Find correct form by using filter options at top of page, then select 'Follow-up'
Lorem ipsum
Complete, have employee sign and click 'Submit'
Lorem ipsum
Drug Testing Protocol
Next, inside the Injury Management packet is our 'Drug Testing after an Incident/Near Miss/Injury' protocol.Following this document ensures we're eliminating or confirming alcohol or drug use as a contributing cause of an incident.It also specifies when we should not test, or when there's no reason to. These are times where there's no reasonable suspicion, and the incident is due to circumstances beyond the employees' control.
Subjects covered in document
- Why do we test?
- When should we test?
- When should we not test?
- Reasonable suspicion behavioral checklist
If you're unsure of whether to drug test an employee, please get a second opinion.
When should we not test?
- Equipment malfunction not caused by the employee
- Circumstances beyond employee's control (with reasonable preventative actions taken by employee)
Follow up process
Immediately after the inital form is submitted, the employee, employee's supervisor, Safety & HR representatives at the mill will get an email with the form in PDF format attached. The email also contains a link to access the information through the app. Additionally, the supervisor will be notified by email that the Task in Outlook/ToDo "Make sure employee completes physical discomfort form follow up" has been assigned to him/her.
Upon Arrival
At the healthcare facility, refer to "Guidance for Assisting Injured Employees..." document.This document outlines the proper steps to take while waiting for and interacting with medical personnel. It also clarifies which treatments are considered first-aid versus recordable medical treatments. The goal is to ensure the injured employee receives appropriate care, while avoiding over-treatment and maintaining compliance with OSHA and company standards.
Injury Management Packet
Injury management packets have been placed at strategic locations around the site. These packets contain everything you will need to assist an injured employee. We've also included a checklist in the packet to review to ensure you're following best practices for the employee, and for the organization. This should take any guesswork out of the process and give you clear instructions to follow in the event of an injury.
Questions for Provider
If treatment exceeds what is listed in Step 7, the following questions may be asked of the Provider to determine if they potentially over-treated:
Prescription medications
If prescription pain medicine is given
Lost time / Restrictions
Vague restrictions
Lost time over a weekend
Braces and splints
***If there are questions about this process, ask for help as needed (Safety, Plant, HR Manager).
Next
Speaking with physician
Speaking with the physician during, or immediately after, treatment greatly improves chances of minimizing over-treatment.
Avoiding unnecessary recordable incidents and getting appropriate care for the employee is our priority.
If possible, have your Safety or Plant Manager or HR representative meet you at the facility. Moments of injury can be nerve-racking and having support will ensure the situation is handled calmly, safely and with care for the employee.
Inside the Injury Management packet is the "Preferred Healthcare Facility" document. This document contains our preferred providers to use in the event of an injury and all of their contact info, (address, phone numbers, hours of operation.) Each packet will have the preferred providers for your specific site.
Preferred Healthcare Facility
When should we test?
- Employee observed behaving or performing in a clearly unusual and unsafe manner
- Employee's actions are unsafe or unexplainable
- Employee fails to follow work safety rules (LOTO violation, not following SOP, etc.)
Return to Work form
Following a work-related injury or illness, a healthcare provider will need to determine when the employee can return to work, and if there are any restrictions or limitations required.This document ensures we have clear documentation for legal records, and ensures the employee doesn't worsen their condition upon their return.
Clear, specific restrictions are required. Vague restrictions may cause a recordable incident. Use the Restriction Table for guidance.
Why do we test?
Drug tests may be conducted to eliminate or confirm the influence of drugs or alcohol as a contributing cause of an incident.
Supervisor
When a follow-up form is submitted
The employee, supervisor, safety manager and HR representative at the mill receive an email with the form and the supervisor's Outlook/ToDo follow-up task will be closed automatically. Then, the supervisor will get an approval flow email asking him/her if the physical discomfort process needs to be continued or closed. Based on the supervisor's response, the process will continue, or go on to HR/Safety to approve or reject.
Safety / HR
Employee Suspension
When employees are tested for incidents in the previous step, they will be suspended pending the test results. Team leaders should confirm testing decisions with Safety, HR or Plant Manager. In the event one of these can't be reached, team leader will have to consider the reasonable suspicion behaviors in the list below to decide if a drug test should be administered.
Info
Non-recordable treatments
You can click on the image below to see what are acceptable as non-recordable treatments
There are certain treatments that can be given to an employee post-injury. These treatments range from consumable medications, immunizations, to applications like bandaging. The important thing here is that the line between recordable and non-recordable treatments is very specific. Referring to your Injury Management packet to see what these guidelines are will help you in speaking with the physician to eliminate over treatment.
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Transcript
Injury Management Training
Start
Click to proceed
10
Why does Injury Management matter?
Having an all-encompassing procedure for leads to follow in the event of an emergency..- Protects employees
- Reduces injury severity
- Prevents OSHA recordables
- Protects our organization
Next
10
If an incident occurs during normal operating hours, you should immediately contact:
- Site Safety Manager
If Safety Manager is unavailable, contact:Normal operating hours
If an incident occurs outside normal operating hours, you should, first:
- Make every effort to contact Safety, Plant or HR Manager
After attempting to make contact you should do the following...After hours
Next
10
First Steps
Assess the injury
Physical Discomfort Form (app or paper)
Administer First Aid
Yes
Can the injury be treated on site?
No
Click to continue
10
Step 3
Step 1
Step 2
Upon Arrival
Preferred Healthcare Provider
Injury Management Packet
Info
Info
Info
Next
Step 5
Step 6
Step 4
Call for Backup
Drug Testing Protocol
Work Release
Info
Info
Info
10
Guidelines for taking employees to healthcare facilities
1. Employee must be accompanied to the healthcare facility 2. Remain in the waiting room 3. Do not accompany the employee to exam room 4. Use the "Drug Testing Protocol" to determine if a drug test should be administered 5. Inform the nurse that you would like to speak with the physician after treatment is rendered
Info
If treatment exceeds what is listed in Step 7...
6. Review all release documentation before leaving 7. If the treatment is not on the following list, then the injury will be recordable, unless further clarification is asked for.
Read more
Info
10
Drug Testing
Drug testing after an incident is not mandatory. Click each section to identify what constitutes a drug test.
after an incident, near miss or injury
Why do we test?
When should we test?
When should we not test?
Suspension
Read more
Next
10
Physical Discomfort Form
Next
10
Step 5
Step 3
Step 1
Click 'Sign Form' and have employee sign. Add pictures if applicable.
Complete information in first section
Open Safety Suite, click Physical Discomfort App
Step 6
Step 4
Step 2
Click on 'New form'
Select area and discomfort level, add any additional info
Review form and click 'Submit' at top of form
Next
10
Follow up Completion
Follow up process
Completing follow up to original form
Immediate steps after submitting Physical Discomfort Form
Subsequent Follow ups
Knowledge Check
After submitting 2nd and subsequent forms
10
Question 3
Reveal
Question 2
Reveal
Question 1
Reveal
Question 4
Question 5
Question 6
Reveal
Reveal
Reveal
10
Thank you for completing this training
10
Open Safety Suite and click on the Physical Discomfort App
Select 'Existing Forms Follow-Ups'
Find correct form by using filter options at top of page, then select 'Follow-up'
Lorem ipsum
Complete, have employee sign and click 'Submit'
Lorem ipsum
Drug Testing Protocol
Next, inside the Injury Management packet is our 'Drug Testing after an Incident/Near Miss/Injury' protocol.Following this document ensures we're eliminating or confirming alcohol or drug use as a contributing cause of an incident.It also specifies when we should not test, or when there's no reason to. These are times where there's no reasonable suspicion, and the incident is due to circumstances beyond the employees' control.
Subjects covered in document
If you're unsure of whether to drug test an employee, please get a second opinion.
When should we not test?
Follow up process
Immediately after the inital form is submitted, the employee, employee's supervisor, Safety & HR representatives at the mill will get an email with the form in PDF format attached. The email also contains a link to access the information through the app. Additionally, the supervisor will be notified by email that the Task in Outlook/ToDo "Make sure employee completes physical discomfort form follow up" has been assigned to him/her.
Upon Arrival
At the healthcare facility, refer to "Guidance for Assisting Injured Employees..." document.This document outlines the proper steps to take while waiting for and interacting with medical personnel. It also clarifies which treatments are considered first-aid versus recordable medical treatments. The goal is to ensure the injured employee receives appropriate care, while avoiding over-treatment and maintaining compliance with OSHA and company standards.
Injury Management Packet
Injury management packets have been placed at strategic locations around the site. These packets contain everything you will need to assist an injured employee. We've also included a checklist in the packet to review to ensure you're following best practices for the employee, and for the organization. This should take any guesswork out of the process and give you clear instructions to follow in the event of an injury.
Questions for Provider
If treatment exceeds what is listed in Step 7, the following questions may be asked of the Provider to determine if they potentially over-treated:
Prescription medications
If prescription pain medicine is given
Lost time / Restrictions
Vague restrictions
Lost time over a weekend
Braces and splints
***If there are questions about this process, ask for help as needed (Safety, Plant, HR Manager).
Next
Speaking with physician
Speaking with the physician during, or immediately after, treatment greatly improves chances of minimizing over-treatment.
Avoiding unnecessary recordable incidents and getting appropriate care for the employee is our priority.
If possible, have your Safety or Plant Manager or HR representative meet you at the facility. Moments of injury can be nerve-racking and having support will ensure the situation is handled calmly, safely and with care for the employee.
Inside the Injury Management packet is the "Preferred Healthcare Facility" document. This document contains our preferred providers to use in the event of an injury and all of their contact info, (address, phone numbers, hours of operation.) Each packet will have the preferred providers for your specific site.
Preferred Healthcare Facility
When should we test?
Return to Work form
Following a work-related injury or illness, a healthcare provider will need to determine when the employee can return to work, and if there are any restrictions or limitations required.This document ensures we have clear documentation for legal records, and ensures the employee doesn't worsen their condition upon their return.
Clear, specific restrictions are required. Vague restrictions may cause a recordable incident. Use the Restriction Table for guidance.
Why do we test?
Drug tests may be conducted to eliminate or confirm the influence of drugs or alcohol as a contributing cause of an incident.
Supervisor
When a follow-up form is submitted
The employee, supervisor, safety manager and HR representative at the mill receive an email with the form and the supervisor's Outlook/ToDo follow-up task will be closed automatically. Then, the supervisor will get an approval flow email asking him/her if the physical discomfort process needs to be continued or closed. Based on the supervisor's response, the process will continue, or go on to HR/Safety to approve or reject.
Safety / HR
Employee Suspension
When employees are tested for incidents in the previous step, they will be suspended pending the test results. Team leaders should confirm testing decisions with Safety, HR or Plant Manager. In the event one of these can't be reached, team leader will have to consider the reasonable suspicion behaviors in the list below to decide if a drug test should be administered.
Info
Non-recordable treatments
You can click on the image below to see what are acceptable as non-recordable treatments
There are certain treatments that can be given to an employee post-injury. These treatments range from consumable medications, immunizations, to applications like bandaging. The important thing here is that the line between recordable and non-recordable treatments is very specific. Referring to your Injury Management packet to see what these guidelines are will help you in speaking with the physician to eliminate over treatment.