Many employers have a return-to-work program for their injured employees because it cuts down on workers’ comp claims costs and lets the worker get back to feeling productive.
But more employers have also started returning employees to work who have been off duty due to non-job-related ailments.
The survey found that 49% of large employers have a return-to-work program for their disability programs, and another 22% of employers plan to add such programs in the near future.
Prudential noted that workers’ comp and non-occupational disability return-to-work programs should be similar in approach, and that both can save a company money.
While the cost/benefit numbers are more readily apparent in the workers’ comp arena, they may not be as easily identified in programs for non-work-related injuries or disabilities.
But, if you have an experienced staff member that is out of action, and work is not getting done or it’s being performed by someone with less experience and skill, it can hurt your operations and bottom line.
Setting it up
The worker and doctor should discuss recovery time, expected pain duration, need for drugs if any and options for returning to work.
- The worker should resume, if possible, work that meets restrictions and requirements outlined by the treating physician.
- Workplace guidelines should be written out and provided to the employee and employer.
- The doctor should be included in determining if the physical demands of a modified job are appropriate for the recovering worker.
- The doctor must understand the patient’s work tasks and create workplace guidelines for the worker and employer. The guidelines should be flexible and updated regularly to reflect the worker’s improving medical condition.
- Physical therapy can be used to simulate specific job demands so that the worker can eventually resume previous work duties without re-injury during the return-to-work phase.
The results of the study were a confirmation that underlying health problems will worsen outcomes. Only tobacco use seemed to have no discernable difference on claims outcomes.
Employers can encourage their employees to improve their health through company wellness plans and ensure that they have access to health insurance to treat their medical issues.
Claims management experts say that insurance company adjusters need to intervene early in cases where injured workers are saddled with these comorbidities.
LIFESTYLE HELP: Employers can encourage their workers to improve their health through wellness plans and ensure they have access to health insurance.