Summit Safety Group, Inc. – John Mundwiller, ASC

1. Summit Safety Group, Inc. – John Mundwiller, ASC The Importance of Return to Work Programs

2. Are you required to have a Return to Work Program? NO!

3. So then why have RTW? • The average injured / ill employee who is off work for an extended period could develop “other” problems: • Loss of self – esteem • Marital / family problems • Financial problems • Alcohol / substance / prescription abuse • Couch potato syndrome

4. Bureau of Labor Statistics • 50% chance that an employee off for six months will return to work. • 25% chance that an employee off for one year will return to work. • An employee off for two years, there is almost no chance of that employee returning to work.

5. Should I implement RTW?

6. What is a RTW Program? A written program that states the company’s guidelines and procedures for bringing employees back to work after an absence due to injury or illness that physically restricts the worker.

7. Benefits of a Written RTW Program • Spells out the exact procedures and expectations your company has regarding injured or ill employees’ return to work. • Helps you reduce workers’ compensation costs. • Improves morale in the workforce knowing that they are a valued asset to the company.

8. Benefits of a Written RTW Program (cont.) • Gets your employees off the couch and back to work sooner. • If implemented properly, can help prevent costly frivolous litigation. • Helps maintain communication with injured employee. • Consistency helps decrease confusion.

9. Other Names • Early Return to Work* • Temporary duty • Short – term restricted duty • Modified duty • Restricted duty* • Transitional work* • Medical – restricted duty

10. Term to Avoid • “Light Duty” is a term that you should avoid as it can be detrimental to the Return – to – Work process. • The term “Light Duty” can create confusion and misunderstanding.

11. How does it work? By assigning short-term, temporary restricted duty jobs that fall within the injured / ill employee’s functional capacities and medical restrictions.

12. How does it work? (cont.) It helps to inform the employee and lay a firm framework for action in Workers’ Compensation or other injury or illness cases.

13. How does it work? (cont.) You should not limit the application of your RTW Program to Workers’ Compensation employees only.

14. How does it work? (cont.) “Reasonable Accommodation” is consistent with the Americans with Disabilities Act, so by covering all employees, this will help prevent potential ADA issues.

15. Documented Case Retail giant Wal-Mart to pay $250,000.00 to settle disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission. Despite the employee’s successful job performance, the “employer declared” her incapable of performing her duties and denied her “reasonable accommodations”.

16. Written Return – to – Work Program • There are 4 recommended sections in a written RTW Program: • Purpose • Initial return – to – work • Periodic reassessments • Return to normal duty

17. Purpose • By placing an emphasis on the value of each employee and getting them back to work after an illness / injury, you are creating a win – win situation that the employee will be more apt to buy into.

18. Initial Return – to – Work • This section gives specific details about who the employee reports to when returning to work with a medical restriction, what types of “restricted duty” are available and who is responsible for placing the employee.

19. Periodic Reassessments • This section will define the frequency at which each medically restricted employee will be reassessed and what the reassessment will consist of. • Frequency should not exceed one month before reassessing.

20. Return to Normal Duty • This section will define how the employee will be transitioned back into their normal work activity once their medical restrictions have either expired or been lifted by a medical professional.

21. Job Descriptions • There is a significant benefit to having written job descriptions for each job in your facility. • Outlines the physical requirements of each job. • Provides the Healthcare Professional with a clear idea of what type of work is available within the proposed restrictions.

22. Considerations in placement • Must accommodate the medical restriction • Job is considered transitional • Job should be productive and meaningful • If possible, job should have previously existed. • Employee can be returned to normal job when restrictions are lifted.

23. Success of the Program • 4 Keys to the success of the Return – to – Work program • Management support • Employee involvement • Communication is key • Case manager involvement • Company Physician involvement

24. Management’s Role • Always respond positively to the employees’ first report of injury. • Take the time to handle it properly • Authorize medical attention immediately • Do NOT show cynicism even if you suspect fraud • Complete investigation and all applicable forms

25. Management’s Role (cont.) • Play important role in getting the injured employee back to work. • Contact the employee • Stay informed about employee’s progress • Reassure the employee that they are needed • Communicate to the employee the company’s desire to safely return them to work as soon as possible

26. Management’s Role (cont.) • Attitude determines altitude… • Management’s positive attitude influences the employee • Provide temporary modified duties within the restrictions issued by the physician • Explain the temporary duties clearly • Discuss with the employee that there is to be NO deviation from the specific restrictions.

27. Additional Resources • U.S. Equal Employment Opportunity Commission • Missouri Department of Labor & Industrial Relations • Your Workers’ Compensation Insurance Carrier

28. References • Americans with Disabilities Act 1990 • J.J. Keller & Associates • Occupational Health & Safety Magazine (June 2008)

29. Questions