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Early Return to Work. Remain at Work Services Transitional Work Vocational Rehabilitation. Question…. Which type of injury is most costly to an employer? A severe traumatic injury to an employee involving multiple fractures; or,

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early return to work
Early Return to Work
  • Remain at Work Services
  • Transitional Work
  • Vocational Rehabilitation
question
Question…..

Which type of injury is most costly to an employer?

  • A severe traumatic injury to an employee involving multiple fractures; or,
  • A mild injury to an employee diagnosed as a low back sprain/strain.
the importance of early return to work
The Importance of Early Return to Work

“…medical care costs correlate not with the severity of diagnosis, as might be predicted, but the length of time workers remain out on disability.”

Disability Management

Akabas, Galvin and Gates

The American Management Association

slide4
Indirect Cost Of Lost Time

Is Four Times the Direct Cost

Direct

Cost

Indirect

Cost

vs.

direct vs indirect costs
Direct vs.Indirect Costs
  • Medical costs
  • Compensation costs (insured costs)
  • BWC claim reserves
  • Hiring replacements
  • Training replacements
  • Overtime (lost work)
  • Legal expenses
  • Product/tool damage
  • Production delays
  • Loss of business (customer good will)
cost impact of early return to work
Cost Impact of Early Return to Work

Reduce payment of lost-time compensation

  • Direct impact on reserves
  • Indirect impact on premiums
  • Helps improve your safety and financial goals
  • Benefits employer and employee
benefits of early return to work programs
Reduces costs

Reinforces management’s commitment to employee welfare

Improves morale/company loyalty

Maintains quality/production

Enhances ADA compliance

Increases safety and prevents future injuries (i.e. ergonomic improvements)

Benefits Of Early Return to Work Programs
benefits to the injured worker
Benefits to the Injured Worker
  • Recovers more quickly
  • Experiences a smoother transition back to regular duty
  • Receives a full, regular paycheck
  • Jobs skills stay current
  • Maintains work relationships
  • Problems related to inactivity decrease
eligibility
Injured Worker has a Medical Only Claim.

Injured Worker is experiencing difficulty at work due to the allowed condition.

The employer, injured worker or physician has identified the difficulty.

Eligibility
what is transitional work
What is Transitional Work?
  • Work-site program for workers with physical restrictions
  • Focus on progressing the worker to a specific job
  • Program is time limited and individualized
transitional work program
Transitional Work Program
  • May include progressive conditioning, on-site work activities, and education for safe work practices.
  • May include job modification or alternative work assignments.
light duty
Light duty is opened ended

No therapeutic goals defined

Transitional work has a starting and ending date

Offers work hardening or other therapeutic benefits

Light Duty

Transitional Work

light duty1
Responsibilities of employer or employee are not outlined

No alternative plan if light duty fails

Responsibilities are clearly defined in writing

Alternative plan will be developed

Transitional Work

Light Duty
philosophy needed
Buy-in by top management

Labor/employee involvement

Commitment for openness

Confidentiality

Policy that is logical and fair

Philosophy needed
transitional work program basic elements
Transitional Work Program Basic Elements
  • Corporate analysis
  • Labor/employee involvement
  • Policy / Procedure
  • Functional job analyses
  • Program evaluation mechanism
bwc s transitional work employer grant programs
BWC’s Transitional Work Employer Grant Programs
  • Transitional WorkGRANT$for employers with 50 or more employees
  • Transitional WorkGRANT$ EZ for employers with 1-49 employees
information on bwc s transitional work grant programs
Information on BWC’s Transitional Work Grant Programs
  • www.ohiobwc.com >Ohio employers >Transitional WorkGRANT$
vocational rehab eligibility
Vocational Rehab Eligibility
  • Lost time claim
  • Continued physical restrictions
  • IW is not working and on compensation on date of referral such as TT, NWWL, PTD, Salary continuation in lieu of TT
vocational rehab eligibility cont d
Vocational Rehab Eligibility-cont’d
  • IW at MMI or received a PPI award and not on comp (lost time claim, continued physical restrictions)
  • Job Retention-IW is working but has a previous lost time claim, continued problems related to allowed condition(s) of claim documented by POR and employer
the return to work hierarchy oac 4123 18 05
The Return to Work Hierarchy (OAC 4123-18-05)

Injured workers return to work as follows:

  • Same job, same employer
  • Different job, same employer
  • Same job, different employer
  • Different job, different employer
  • Skill enhancement, short-term training may help at any step in return to work.
what strategies do we use at each step of the hierarchy
What strategies do we use at each step of the hierarchy?
  • If returning to same job, same employer?
  • If returning to a different job, same employer?
  • If returning to same job, different employer?
  • If returning to a different job, different employer?
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