Four key components of
successful Return-to-Work
1. Modified Duties
Develop a list of modified duties – meaningful work that needs to
be done –and keep on file. This should not be done at the time of
the injury, but reviewed, modified and added to over time. Supervisors play
a key role in developing the list. For example, a construction contractor’s
RTW program includes security work, safety inspections, training in the
field and inventory control.
2. Supervisor Training
One of the biggest indicators if a claim will go bad is the relationship
between the employee and supervisor. Knowing how to treat an injured employee
is not as obvious as one might think. Pressures to get the job done when
short-staffed can convey a message of anger rather than encouragement. Supervisors
must understand that RTW has a positive effect on the bottom line. Successful
employers hold supervisors accountable by tying in bonuses and performance
reviews.
3. Communication with Employees
Share information about the RTW program with employees at the time of hiring,
during staff meetings and throughout the course of employment. Be sure they
understand that the goal is to facilitate recovery – RTW is transitional
only and not intended to be permanent. When an injured employee returns
to work have them sign a return to work agreement. This agreement should
clearly delineate the work restrictions that have been specified by the
physician and state that the employee is not required, nor expected to perform
any tasks beyond those restrictions. Give some idea of how long you expect
the employee to be in the position. Establish clear expectations. An analogy
many can understand is that of a baseball pitcher. After the injury is treated,
he returns to the minor leagues for rehabilitation. There is a clear idea
as to the steps he must take to return to the rotation in the major leagues.
4. Work with the treating physician
Doctors tend to trust employers more than they do insurance carriers. Send
an introductory letter that provides information to help doctors understand
the employee’s regular job, the return to work program, and available
alternative assignments. Adopt the approach – “Tell us what
they can and cannot do and we will accommodate.” With the exception
of the following conditions, an employee should return to work:
• Hospitalization
• Confined to bed rest
• Medication that impairs the ability to work
• Contagious |