The last thing you want is an employee who has been out on disability returning to work too soon. While you may think it can save you money on disability or workers’ compensation costs, it may actually cause long-term damage.
Employees may reinjure themselves, become ill or resent you for not caring about their recovery. Your staff may take exception to your shortsightedness, and morale may suffer as a result.
The good news is there are ways to help employees return to work safely while still being mindful of your business goals. Here are some items you need to consider when getting employees back to work safely.
Return-to-work advocates
Return-to-work (RTW) advocates or coordinators can help facilitate the process of getting your employees back to work. These individuals can be employees of your company, or you may choose to work with an outside vendor.
RTW advocates work with you, the employee and any medical providers to create a program that meets everyone’s needs. For example, an advocate can create a rehabilitation plan with an occupational health provider, verify pain management strategies with the employee’s physician, clarify work duties with a supervisor and collaborate with all parties to ensure clearance is given for the employee to return to work.
You no longer have to act as the middleman and can rely on an expert to ensure the process goes smoothly. You can provide a single resource to answer employee questions. This goes a long way in easing any concerns the individual may have about returning to work after an extended absence.
Light-duty work programs
Light-duty work programs can also benefit employees who may have been out of work due to illness or injury. These programs enable employees to remain productive and maintain skills even when they are unable to perform their original job duties.
You can implement one or more of these programs:
- Light duty: The employee is excused from performing certain tasks but works a regular schedule. For example, an employee who normally works in the stockroom may not be able to lift more than 5 pounds but can complete inventory, run the cash register and perform other tasks that don’t require lifting.
- Limited duty: The employee works a limited number of hours but performs all their normal job responsibilities. For example, an employee who normally works eight hours a day, five days a week may only be able to work four hours a day, three days a week.
- Modified duty: The employee receives new tasks to replace those they cannot perform and works a regular schedule. For example, an employee who normally drives a bus may now handle dispatch.
For more information
If you have questions about hiring an RTW advocate or implementing a light-duty program, talk to your benefits advisor. They can help you determine what programs are right for you and help your employees get back to work safely.
