Streamlining Return to Work: An Employer's Guide to Supporting Employees' Reintegration

1. Return To Work An Employer’s Perspective

2. 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.

3. Return To Work • History • Evolution • Current Program

4. Return To WorkHistory • 100 % Required • Pass Through Costs • Cash Flow Advantage

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

6. Return To WorkThe Current Program • A Formal Process • Medical Facility • Modified Duty Program • Reasonable Accommodation • Medical Provider Relations • Union Involvement

7. Return To WorkThe Current Program • A Formal Process • A Written Policy • Defined Roles & Responsibilities

8. 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

9. 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 • Don’t Take No For An Answer

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

11. Return To WorkThe Cost Of Lost Time Example at $12.50/Hr You Always Pay Your Losses

12. Return To WorkThe Cost Of Lost Time Example at $20.00/Hr You Always Pay Your Losses

13. 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

14. 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

15. 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

16. 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

17. 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

18. Return To WorkThe Current Program • Work Accommodation Committee • Representatives From • Employee Relations • Medical Services • Legal • Safety • Employee’s Management • Union (If Represented) • Employee Benefits

19. Return To WorkThe Current Program • Work Accommodation Committee • Chaired By Manager Of EEO Programs • Convened At Director’s Request • Reviews Accommodation & Placement Efforts • Explores Possible Placement Alternatives • Documents Good Faith Effort To Provide Reasonable Accommodation

20. Return To WorkProgram Results Cost Per Employee

21. 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

22. Any Questions?