When an employee is receiving salary continuation in lieu of temporary disability, which notice must be given to the DWC?

When an employee is receiving salary continuation in lieu of temporary disability, which notice must be given to the DWC?

• A. No, a separate notice is not required.
• B. Yes, a regular DWC notice.
• C. Yes, a DWC notice with an explanation of the salary continuation plan with the initial notice.
• D. No, but an explanation of the salary continuation plan is required.

Answer: (C)

When an employee is paid through salary continuation in place of temporary disability, the Division of Workers’ Compensation must be notified, and that notice should include an explanation of the salary continuation plan with the initial notice. The reason this matters is that the DWC needs to know about any wage-replacement arrangement from the start to properly coordinate benefits, avoid duplicating disability payments, and understand how the plan affects the employee’s eligibility, duration of benefits, and return-to-work status. The explanation should describe how much of the wages are continued, for how long, and how the plan interacts with any temporary disability rights. Simply sending a regular DWC notice without details about the salary continuation plan isn’t enough, and providing only an explanation later or in a separate communication wouldn’t satisfy the requirement. Therefore, the correct approach is to include an explanation of the salary continuation plan in the initial notice to the DWC.

When an employee is paid through salary continuation in place of temporary disability, the Division of Workers’ Compensation must be notified, and that notice should include an explanation of the salary continuation plan with the initial notice. The reason this matters is that the DWC needs to know about any wage-replacement arrangement from the start to properly coordinate benefits, avoid duplicating disability payments, and understand how the plan affects the employee’s eligibility, duration of benefits, and return-to-work status. The explanation should describe how much of the wages are continued, for how long, and how the plan interacts with any temporary disability rights. Simply sending a regular DWC notice without details about the salary continuation plan isn’t enough, and providing only an explanation later or in a separate communication wouldn’t satisfy the requirement. Therefore, the correct approach is to include an explanation of the salary continuation plan in the initial notice to the DWC.