Hurt on the job in Colorado? Here is exactly how it works.

In Colorado your employer or its insurer gives you a written list of designated medical providers, and you select your treating physician from that list. If no list was ever given to you, you may have the right to choose your own provider — ask us and we will walk you through it.

Your employer’s workers’ compensation insurance pays for all authorized medical care related to the work injury. You should never receive a bill for treatment on an approved claim. If one reaches you by mistake, call us before you pay it.

If your injury keeps you off work beyond the short waiting period, you may qualify for temporary disability benefits — generally a percentage of your average weekly wage, paid by the insurer up to a state maximum.

Care does not have to stop. You have the right to dispute a denial through the Colorado Division of Workers’ Compensation. ICA documents the medical side and provides the records your adjuster or attorney needs; for the legal process itself, contact the Division or a workers’ comp attorney.

Colorado law protects you from retaliation for filing a legitimate workers’ compensation claim. If you believe you were terminated because of a claim, contact the Colorado Division of Workers’ Compensation.

Most claims don’t require one. ICA handles medical billing and reporting directly with the insurer. If your claim is denied or disputed, or if you are being pressured about restrictions, consulting a workers’ comp attorney is a reasonable step.

Repetitive strain, hearing loss and exposure illnesses are covered too — they are handled as occupational disease rather than a single traumatic injury. Report it as soon as you connect the symptoms to your work, and bring what you know about the tasks or exposures involved.

Photo ID, your employer’s name and your supervisor or HR contact, the designated provider list if you were given one, and a claim number if one has been assigned. You do not need your health insurance card for a work injury.

Colorado requires a written list of at least four providers or corporate medical entities, delivered to the injured employee within seven business days of notice, with rules about distance and independence between the options. If the list is missing or non-compliant, the employee may choose their own physician — which is how employers lose control of a claim. We will help you build and maintain one.

Same day. Work status and written restrictions go out the day the employee is seen, described against real job tasks rather than generic limits, so your supervisors can act on them immediately.

Yes. Authorize through the employer portal or by phone and the employee is treated on arrival instead of waiting at the front desk while we track someone down.

Report it to your carrier anyway and let the insurer file the contest. Refusing care or delaying the report does not protect you — it adds penalties and makes the claim more expensive if it is later admitted.

Wage benefits generally do not start until lost time passes the waiting period. A valid modified-duty offer that fits the written restrictions keeps the employee on payroll and productive, shortens the claim, and limits the mod impact.

Our physician-led claims review looks at every ongoing claim against the Medical Treatment Guidelines — validating restrictions, flagging over-treatment, and identifying claims ready to close.

Colorado requires specific workers’ compensation notices at every job site, including designated provider information. Our compliant poster pack is free for ICA clients — ask your account contact.

Yes. Federally insured workers, including USPS employees, fall under FECA rather than Colorado law. ICA is OWCP-credentialed and bills through ECOMP directly.