The Benefits of Return to Work Programs

According to the Occupational Health and Safety Administration, over four million non-fatal workplace injuries and illnesses occur annually. These incidents cost businesses $60 billion dollars in lost productivity and have left hundreds of thousands of workers relying on State and Federal indemnity or disability benefits. Finding an alternative solution to help these employees is important both to their mental and physical well being, but also to the employer.

Beyond improving workplace safety to avoid injuries altogether, one of the most promising options is implementing a Return to Work program. The goal is to send injured employees back to work as soon as medically possible, by providing an opportunity of modified or light-duty work. This aims to limit the long term effects that workplace absenteeism can have on both the employee and the employer.

Benefits of a Timely Return to Work

From an employer’s standpoint, a well-executed Return to Work program can significantly reduce workers’ compensation expenses, including medical costs and temporary benefits for the employee. It can also help by reducing the cost associated with finding and training a replacement worker in the interim. The retention in trained labor and reduction in employee turnover helps demonstrate to your workforce that you are invested in their personal wellbeing and helps strengthen morale.

As an employee, the benefits are even more pronounced. Medical evidence suggests that maintaining productivity while in recovery can help you physically heal faster. It also reduces the chance that you experience a loss in physical strength or job skills. One of the most important benefits, that is often overlooked, is the effect on an employee’s mental health. There is a reduced chance of secondary complications such as depression that could further delay the healing process.

Creating an Effective Policy

One of the most important aspects of the Return to Work program is in shifting the mentality on workplace injuries from reactive to proactive. This can only be done by creating a well-documented plan of how to quickly and safely return an injured employee to work with clear expectations for all parties. It is critical that everyone involved, from employees and supervisors to treating physicians, be educated on the plan and understand the importance of the program. And, while each program is specifically designed based on the industry and the employer’s goals, the basic principles remain the same:

  • Begin by identifying potential light-duty opportunities. Locate a variety of positions by coordinating with department heads to will help reduce disability time. Coordination is vital to ensure a smooth transition into these roles and enhance interdepartmental utility of light-duty workers. Job availability should be monitored and updated weekly.

 

  • Create thorough job descriptions for all light-duty positions. It can be helpful to reference pre-injury job descriptions in order to find corresponding light-duty alternatives. This is useful both for physicians to find appropriate placements and supervisors to help properly utilize the injured employees.

 

  • Educate each of the employee’s treating physicians about the Return to Work program and the expectations of clear restrictions of light-duty positions. Pass along job descriptions for any healthcare provider to review and approve. Monitor these physicians to ensure that they adhere to the program and are not placing these injured employees off work inappropriately.

 

Work Task Analysis

One final tool in successfully and safely completing a Return to Work case is the Work Task Analysis. These assessments objectively and thoroughly measure the physical demands required by a job. The assessment is performed by professionals trained in on-site job analysis in compliance with legal codes and regulations and they provide the basis for matching the physical limits of an injured employee with an appropriate light-duty position. By cross-referencing the restrictions outlined by the employee’s physicians with the assessments of each position, the most appropriate match can be made to ensure both continued productivity and a fast recovery.

 

For more information and assistance in devising your own Return To Work plan, contact your claims administrator or broker to get started.