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Home > Supervisor & Manager Resources > Safety Leadership and Injury Response > Injury Response > When Should I Contact Medcor, and What Is My Role as a Supervisor?
When Should I Contact Medcor, and What Is My Role as a Supervisor?
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Quick Answer

Supervisors must ensure Medcor is contacted for all non-life-threatening work-related injuries. Medcor provides licensed nurse triage, care guidance, and documentation support.

 

Why This Matters

Using Medcor ensures injuries are handled consistently, medically appropriately, and in alignment with workers’ compensation and safety requirements.

 

Supervisor Responsibilities

  • Contact Medcor promptly for non-emergency work injuries.

  • Use the Medcor Nurse Hotline poster displayed at every location.

  • Provide accurate information about the incident and symptoms.

  • Follow Medcor guidance regarding care or referral.

  • Ensure the Medcor interaction is documented.

  • Notify HR within required timelines.

 

What Supervisors Must NOT Do

Supervisors must not:

  • Diagnose injuries or provide medical opinions.

  • Decide whether an injury is “serious enough” to report.

  • Delay Medcor contact to “wait and see.”

  • Discourage reporting or suggest working through pain.

  • Send a team member to a medical provider without Medcor guidance (except emergencies).

  • Tell a team member to use personal health insurance for a work injury.

  • Promise outcomes related to claims, care, pay, or return-to-work status.

 

Partner With HR Early

Supervisors should involve HR as soon as questions arise regarding Medcor guidance, medical referrals, or next steps.

 

Refer to the LWG Workplace Injury Guide and LWG Safety Manual for required Medcor usage and medical response procedures.

 

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Disclaimer:
This article provides general information and guidance and may not address every situation or state-specific requirement. It does not create a contract, guarantee, or promise of any specific outcome. Company policies, practices, and legal requirements may vary by state and may change over time. This article does not replace or supersede applicable laws or official Company policies, handbooks, manuals, or training materials.

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