Return To Work

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Return To Work

• An Employers Perspective

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Return To WorkRoles Responsibilities

• Medical Provider
• Provide Clear, Easily Understood Restrictions
• Case Manager
• Ensure Medical Treatment Is Focused On RTW
• Adjuster
• Provide Education Assistance As Needed To
  Employers In Returning Employees To Work
• Employers
• Be Flexible In Accommodating Employee Restrictions

Only An Employer Can Return An Employee To Work.
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Return To Work

• History
• Evolution
• Current Program

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Return To WorkHistory

• 100 Required
• Pass Through Costs
• Cash Flow Advantage

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Return To WorkEvolution

• Government Contract Administrators Began To Take
  An Interest In Comp Costs
• Product Cost Became A Factor
• Fixed Cost Contracts

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Return To WorkThe Current Program

• A Formal Process
• Medical Facility
• Modified Duty Program
• Reasonable Accommodation
• Medical Provider Relations
• Union Involvement

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Return To WorkThe Current Program

• A Formal Process
• A Written Policy
• Defined Roles Responsibilities

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Return To WorkThe Current Program

• Medical Facility
• Prompt Evaluation Establishes The Nature Extent
  Of The Injury
• Appropriate Treatment
• Aggressive Timing
• Direct Employees To Quality Care

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Return To WorkThe Current Program

• Make Sure Employees Knows What You Expect Of Them
• Follow The Medical Status
• Communicate With The Doctors
• Educate Your Management
• Dont Take No For An Answer

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Return To WorkThe Current Program

• Modified Duty Program
• Prevent The First Day Out
• Early Return To Work
• Reasonable Accommodation
• Documented Process

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Return To WorkThe Cost Of Lost Time
Example at 12.50/Hr
You Always Pay Your Losses
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Return To WorkThe Cost Of Lost Time
Example at 20.00/Hr
You Always Pay Your Losses
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Return To WorkThe Current Program

• Temporary Restrictions
• Standard Is Eight Hours Productive Work
• Restrictions Have Definite Duration of Six Months
  Or Less
• Home Department Responsible For Task Assignments
  With Voc Rehab Assistance
• May Require Reasonable Accommodation
• Documentation Is Required

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Return To WorkThe Current Program

• Temporary Restrictions
• Union Included If Employee Represented
• Transitional Duty Available
• Work Accommodation Committee Meets On Employees
  Not Placed
• Employee Sent Home If Placement Within
  Restrictions Not Reasonable

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Return To WorkThe Current Program

• Transitional Duty
• Maximum Of 60 Days With One 30 Day Extension With
  Medical Department Approval
• Employee Must Demonstrate Improvement To Continue
  In Program

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Return To WorkThe Current Program

• Transitional Duty
• Time Charged To Special Account
• Director Must Approve Transitional Duty Charging
• Maximum Of 40 Hours Per Week
• No Overtime While In Transitional Duty
• Department Manager Responsible For Implementation

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Return To WorkThe Current Program

• Permanent Restrictions
• Standard Is Eight Hours Of Productive Work
• Home Department Responsible For Task Assignments
• May Require Reasonable Accommodation
• Documentation Is Required
• Union Included If Employee Represented

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Return To WorkThe Current Program

• Work Accommodation Committee
• Representatives From
• Employee Relations
• Medical Services
• Legal
• Safety
• Employees Management
• Union (If Represented)
• Employee Benefits

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Return To WorkThe Current Program

• Work Accommodation Committee
• Chaired By Manager Of EEO Programs
• Convened At Directors Request
• Reviews Accommodation Placement Efforts
• Explores Possible Placement Alternatives
• Documents Good Faith Effort To Provide Reasonable
  Accommodation

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Return To WorkProgram Results
Cost Per Employee
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Return To WorkAdditional Words Of Wisdom

• Watch For New Regulations, Evaluate Their Effect
  On Your Business
• Comment On Proposed Regulations
• Written Is OK
• In Person Is Better
• Work With Business Associations

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Any Questions?