Client Access | Six Steps To A Successful Return-To-Work Program
Step 1 - Create a policy reflecting your company's dedication to Return-to-Work Program.
Develop a policy announcing your Return-to-Work Program and management’s commitment to the process.
Position the new policy as an employee benefit.
Sponsor an event to announce and communicate the policy to employees.
Conduct separate training sessions for supervisors.
Include the policy in personnel manuals and new employee orientation material.
Step 2 - Designate one person to manage the program.
When return to work is left to chance, staff may perceive a lack of appropriate duty for the injured employee and safety personnel.
Appoint an Injury Coordinator with appropriate authority to drive the program and coordinate the collection of physical demand job descriptions.
The process will run more smoothly with one person in charge of establishing transitional duty, communicating expectations and ensuring a win-win situation for everyone - including the injured employee and the employer.
Step 3 - Adopt an Empathy Program.
Studies show that frequent contact with injured workers increases early return to work and decreases the likelihood of claimants seeking legal assistance.
The immediate supervisor should contact the injured employee within 24 hours of the accident and at least once a week until the employee returns to work.
Injury Coordinator and/or HR representative should also make regular calls to injured workers.
Assure employees they are missed and explain workers' compensation benefits so employees know they will be taken care of.
These courtesies promote a rapid return to work and can counter negative messages or feelings the employee may experience.
Step 4 - Establish a guaranteed transitional duty period.
Guarantee transitional duty for a set period of time. Although 60 days is average, some employers use 120 days or more.
The length of time may be altered to conform to average diagnostic recovery time frames.
If an employee is unable to resume regular duties after transitional duty ends, enlist your personnel department's help to ensure compliance with the Americans with Disabilities Act (ADA).
Step 5 - Stipulate the goals of the transitional duty.
Transitional duty should have agreed-upon therapeutic goals.
Your medical panel physician can help outline the employee's abilities to ensure tasks are meaningful and promote recovery.
The employer and the employee must both adhere to any physical restrictions.
Your Return-to-Work Program is an employee benefit, a privilege. In return, expect employees to be productive during the process.
Step 6 - Evaluate and improve the program.
When the employee achieves full-duty status, take the time to hold a brief discussion with employee, the employee's supervisor, physician, and anyone else key to the program's success.
Find out how well your program worked.
Are there areas that could be improved?
Address actual and potential problems to make the next scenario even better.
