Featured Blogger – Margaret Spence on What Are the Essential Components of a Successful Return-to-Work Program?
President and CEO, Douglas Claims & Risk Consultants, Inc.
A return-to-work program is designed to facilitate the return of injured employees to work as soon as he or she is able to perform meaningful, productive work within the restrictions imposed by the treating physician. Guess what most employers don’t know where to start – here is our blueprint for getting injured employees back to work successfully:
Before the Injury:
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Create a written return-to-work policy
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Review the policy with new employees during their new-hire orientation or with existing employees during their annual review.
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Write a detailed job demand evaluation that identifies the specific tasks and physical demands associated with each job within the company.
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Create a detailed job description for every position.
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Establish a working relationship with a walk-in clinic or occupational medical center.
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Assign a specific person in your organization that will be responsible for administering the return-to-work program. This person should have a thorough knowledge of the Americans with Disabilities Act (ADA), the Family Medical Leave Act (FMLA) and the Workers’ Compensation Statutes.
One of the complaints I hear from employers is, “I tried to bring the employee back to work but they complained the whole time they were here. Finally, in frustration we let the employee go home and they never returned to work.” The question asked by most employers is, how do I avoid this scenario?
To eliminate or reduce the employee’s ability to manipulate the return to work process, you should implement the following post accident procedures:
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Identify tasks that can be grouped together to accommodate the injured employee’s restrictions. Focus on matching the employee’s ability to do the job versus focusing on what they cannot do.
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Send a copy of the proposed modified-duty job description to the treating physician, and ask him or her to approve the position. You are asking the physician to acknowledge that the employee can complete the tasks based on the restrictions imposed. This avoids the “I’m in too much pain to do this job” scenario.
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Notify the injured employee by phone and in writing that you can accommodate their restriction. Ask them to come back to work.
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When the employee returns to work review the position and inform the employee that the treating physician confirmed their ability to perform the modified tasks.
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Educate your supervisors so they can effectively manage the injured employee.
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Communicate the job offer to your insurance carrier.
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Continue to monitor the employee until they are released to work full-duty or until they are at Maximum Medical Improvement. Review the final work status and any permanent restriction in compliance with the provisions set forth in the Americans with Disabilities Act (ADA).
Conclusion – Injured Employee’s Can Return to Work Successfully!
Workers' compensation return to work programs, have to be an integral part of your retention policy or strategy. Your employees—are your most valued asset. If employees are your most valued asset, then you should recognize the importance of implementing a comprehensive return-to-work program. Your obligation as the employer does not end when the injury begins. Returning an employee to work is an investment in your company, and it shows that you still value your employees after they are injured.
The answer to getting injured employees back to work starts before you hire them and definitely before they are injured. Having well defined return to work policies and procedures that can be implemented immediate will insure that the employee returns to work - successfully.