11/11/2009

A return-to-work program means lower workers' comp costs for employers, as well as the ability to retain the use of a valuable employee with training and experience. The employee also benefits because the negative financial, physical, and psychological consequences of a long-term absence are reduced.

Not sure how to get your injured employees back on the job? Join us on Dec. 15 for an in-depth webinar all about how to make the right choices when formulating and implementing your return-to-work program.

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When implementing a return-to-work program, here are some key points to consider:

• Advertise your program. Make sure your employees, supervisors, managers, and the health care providers treating your injured workers are aware of your return-to-work program and the benefits it provides to employees.


• Communication is key. When an employee enters your return-to-work program, ensure that the person complies with both the physician's instructions and your paperwork rules. Also, stay in touch with health care providers regarding the employee's work and what specific information you need in order to return the employee to work.


• Work should be meaningful. While an employee may not be able to function at full capacity, he or she can still provide value. Offering work that is not meaningful dilutes the benefit of the program and can generate negative feelings about the return-to-work program among employees (both those participating in the program and co-workers who may incorrectly assume that loafing is taking place) and supervisors.


• Train supervisors. Supervisors are pivotal to the success of a return-to-work program. They supervise the employees' day-to-day work and are responsible for ensuring compliance. Supervisors must be well-trained about what they can and cannot do when supervising an employee in your return-to-work program, as well as the need for timeliness and accuracy with related paperwork.


• Monitor employee progress. Especially with injuries that require long recovery periods, it is important to monitor the employee's progress. As an employee proceeds through recovery, evaluate the work the employee is doing and adjust to accommodate improved physical condition. This is especially important if employees' regular work requires heavy activity; they will gradually need to ramp up so that they don't reinjure themselves when they return to full duty. This process requires close communication with health care providers.

How to Get Workers' Comp Claimants Back on the Job and Avoid Costly Lawsuits

When Sears told a disabled employee returning from workers' comp leave that it had no way to accommodate him, the EEOC sued Sears for violating the Americans with Disabilities Act. The lawsuit was recently settled—for a record $6.2 million.

Navigating return-to-work issues isn't always easy, but it's crucially important for your workers, your productivity, and your bottom line. Join us on Dec. 15 for an in-depth webinar all about how to make the right choices when formulating and implementing your return-to-work program. You'll learn:

• How to cost-effectively address overlapping leave and disability laws to achieve successful return-to-work outcomes


• Proven strategies for getting injured workers back to work


• How to implement a modified work program in partnership with medical providers, vocational rehabilitation specialists, and claims professionals


• How to make sure your return-to-work program is in compliance with overlapping FMLA/CFRA, ADA/FEHA, and workers' comp laws


• Why blanket policies, such as "no modified duty after 6 months," can land your business in court


• How to prepare and document your job restoration actions and efforts


• The techniques to avoid costly litigation


• How flexibility on your part may actually motivate employees to get back to work faster and protect you against lawsuits

Register Now»

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