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Creating a Return-to-Work Program

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Creating a Return-to-Work Program Powered By Docstoc
					                  Creating a
  Return-to-Work
                       Program

Adapted by Public Entity Risk Institute from a presentation by Florida Partnership for Safety and Health

PERI E-training                                                                   www.riskinstitute.org
What is a Return to Work Program?




                                     Section 1:

                                    What is a
                   Return-to-Work
                                    Program?
                                                                       3 of 64




A return to work (RTW) program is a proactive process used by an
employer to help employees who have suffered work related
injuries or illnesses return to their previous economic, social, and
vocational status.

An active return to work program minimizes the emotional and the
economic costs of workplace injury for both the employer and the
employee. The employer and the employee maintain workplace
ties, avoiding the alienation that can occur on both sides with a
prolonged absence from the workplace. An early return to work
reduces the chances that the employee will never return to the
workplace.
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The elements of a return to work program are:

•   Short-term modification of work schedule and/or job duties to
    accommodate restrictions imposed by the employee’s treating
    physician

•   Modifications that vary based on the type of injury, the employee’s
    present physical ability and limitations, skills, and pre-injury
    responsibilities

•   Progressive return to full duty.




                                                         Design of RTW Program
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The participants in a return to work program are:
•   The injured employee

•   The employee’s supervisor

•   The employee’s treating health care provider

•   The employer’s risk management office

•   The employer’s safety or human resources office

•   The union or worker representative for the employee




                                                      Organization of RTW Program
                                6 of 64




      Section 2:

Common Objections to
  Return-to-Work
     Programs

      Why Have a RTW Program?
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Common Reasons for not implementing RTW:
  1.   Early return-to-work results in unproductive employees.




  Injured employees, even with physical limitations, are extremely
  valuable assets if properly utilized to accomplish specific tasks.




                                               Common Arguments Against RTW
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Common Reasons for not implementing RTW:
2.   An employee can only work when fully recovered.

3.   Staying at home is the best medicine.




Early return to work enhances both psychological and physical
recovery. (according to the American Occupational Medical Association's
     Committee on Practice)




                                                    Common Arguments Against RTW
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  CHANCE OF
                   90%
    INJURED
  WORKER’S
                   70%
     RETURN
      TO JOB
                   50%


                   30%


                   10%



                                 2      4       6      8     10      12
                           MONTHS AWAY FROM WORK

An injured employee’s chances of ever returning to work decrease
                                                     work due to RTW
significantly with each month the employee is out of Common Arguments Againstan injury
                                                                           10 of 64




Common Reasons for not implementing RTW:
  4.   The injury is not as limiting as the employee/the physician
       say it is.




  Most physicians have the same goal as the employer: returning
  the employee to productivity as soon as medically possible, and
  a proactive return to work program will help expose the rare
  physician who does not.




                                            Common Arguments Against RTW
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Common Reasons for not implementing RTW:
  5.   Workers compensation/disability claims are way out of control.




  This is a general statement that does not have any relevance to an
  individual injured employee. Vigorous workers’ compensation
  management, including an active return to work program, effectively
  reduces employee lost time and associated costs. A proactive return to
  work program will also help identify an employee who is able to return to
  work and has been offered a modified duty position within the treating
  physician’s restrictions, but just doesn’t want to come back.
                                                     Common Arguments Against RTW
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Common Reasons for not implementing RTW:
  6. Accommodating injured workers is expensive.

  7. We don’t have time or money to implement a return-to-work
     program.

     TRUE OR FALSE?




                                      Common Arguments Against RTW
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Common Reasons for not implementing RTW
Costs of an injury in a workplace without RTW are likely to be higher
than are costs in a workplace with a RTW program:


Employee Costs                   Employer Costs
  Lost income                       Lost productivity
  Lost value and skills             Higher workers’ comp &
  Delayed recovery                  associated benefits
  Emotional isolation               No control in process
  & depression                      Salary indemnification
                                    exposure
                                    Permanent loss of worker
                                            Common Arguments Against RTW
                          14 of 64




    Section 3:

    How to
 Implement a
Return-to-Work
   Program?
     How to Implement a
     RTW Program
                                                         15 of 64




The Key Components of a RTW Program are:
  • Guiding Principles
  • Objectives
  • Process
  • Roles and Responsibilities
  • Measures of Success




                                 Key Components of RTW
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Key Components of RTW              Guiding Principles

Establish Guiding Principles for the Return to
Work Program that Will:

•   Combat inaccurate attitudes.

•   Characterize and establish all other components of the
    program.

•   Create a positive, productive atmosphere.




                                           Guiding Principles of RTW
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Key Components of RTW              Guiding Principles

An Example of Guiding Principles for a Return to
Work Program are:
•   All injured employees will be treated with respect and
    dignity.
•   Responsibilities and accountabilities for each element
    of the program will clearly established.
•   The injured/ill worker will participate in the
    development of his or her program.
•   Rehabilitation is the focus of the program.
•   The return to work program will focus on the worker's
    abilities and not disabilities.
                                  Guiding Principles of RTW
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Key Components of RTW           Objectives

Establish Objectives for the Return to Work Program that
are based on specific, measurable results.




                                     Objectives of RTW
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Key Components of RTW             Objectives

Examples of Objectives for a Return to Work Program are:

•   Follow up with treating physician at established
    regular intervals to confirm the employee’s
    restrictions and obtain approval of modified job duties

•   Return injured worker to job performing medically
    appropriate tasks and earning wages as soon as the
    treating physician allows

•   Progress employee to regular job duties and keep
    employee in the job for more than one year following
    the injury                                 Objectives of RTW
                                                              20 of 64




Key Components of RTW            Process

The return to work process is comprised of the action steps
the employer follows to implement the return to work
program




                                                RTW Process
RTW Process


                                                                 21 of 64




    Key Components of RTW                    Process   Process

    The return to work process includes the following elements:

    •         A Flow of Action to be Taken

    •         An Emergency Plan

    •         A Communication Plan

    •         A Transitional Employment Plan
                                                               22 of 64




Key Components of RTW            Process      Flow of Action

A flow of action describes how each step in the process relates
to the others. A flow chart of actions to be taken can be used to
visually identify each step in the process.




                                                 RTW Process
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 Key Components of RTW                    Process                Flow of Action

         Employee       Medical                     YES -
INJURY    notifies     treatment                                   MEDICAL
                                                  Supervisor
                       required?                                  TREATMENT
         supervisor                                 assists
                                                                              Continues
                                                 employee in
                                                  arranging
                                                 medical care,
                         NO - If no                 drives
                      medical treat-             employee to
                       ment beyond                  office
                      first aid or lost
                         work days


                         Incident
                                                notifies
                          Notice
                                           Risk Management
                           Only
                           FORM

                                          RTW Process
                                                                24 of 64




Key Components of RTW              Process      Flow of Action
   PHYSICIAN
   via Activity
     Analysis       NO - Time         HUMAN       Supervisor
Can employee RTW                    RESOURCES
                   off OR work                       calls    Continues
  immediately?
                   restrictions;                   together
                    supervisor                   Transitional
                      notifies                   Employment
                      human                          Team
                    resources
     YES -
   Return to
    work at
  regular job


    Regular
      Job


                                                RTW Process
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      Key Components of RTW                    Process        Flow of Action
      Transitional                       IF essential   Transition-
     Employment                           functions     al Employ-
  TEAM MEETING:                             can be         ment
  review medical                          performed       PLAN        Employee
    restrictions;                            with                       RTW;
    design plan                          restrictions                  partici-
                                                                       pates in
                      IF permanent                                    additional
                       restrictions                                   meetings
                        apply AND                                     as needed
                      no reasonable
                     accommodation
                       allowing full                                  BACK ON
                       productivity      Review
                                         vacant                       THE JOB!
                                        positions;
                                       locate new
                                           job

RTW Process
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    Key Components of RTW             Process      Emergency Plan

    Return to work begins with prompt and effective care after an
    accident. The steps to take to provide this care should be carefully
    planned and recorded in an emergency plan. It is useful to have the
    information in once concise printout available on the employer’s
    computer system, but up to date hard copies should also be
    maintained for use in a power or computer outage. Employees needs
    to know where they can find the plan and how to use it. Periodic
    exercises are useful. Be sure that the plan includes:

•   Clear and complete directions for reporting the injury – which forms to
    use – who to contact
•   Instructions for calling EMS; a list of hospitals where the employee can
    receive emergency care for serious injuries; and a list of the
    employer’s preferred physicians in different specialties for non-
                                                       RTW Process
    emergency care
•   Necessary phone numbers for all contacts
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       Key Components of RTW                             Process         Emergency Plan

              WHAT TO DO WHEN INJURY OCCURS
              WHAT TO DO WHEN INJURY OCCURS
                                     Medical Emergency
                                    Medical Emergency
                In medical emergency, transport the injured employee to the nearest
              In a a medical emergency, transport the injured employee to the nearest
                medical facility or call 911 for emergency assistance. Once done, call
              medical facility or call 911 for emergency assistance. Once done, call
                your 3rd party health administrator's emergency number: 1-800-555-
              your 3rd party health administrator's emergency number: 1-800-555-
                5555.
              5555.
                                       Non-Emergency
                                      Non-Emergency
              IfIf the injury requires non-emergency treatment, call your health
                 the injury requires non-emergency treatment, call your health
                administrator's non-emergency number immediately and prior to medical
              administrator's non-emergency number immediately and prior to medical
                treatment: 1-800-555-5555.
              treatment: 1-800-555-5555.


                                                1 of 2


RTW Process
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          Key Components of RTW                        Process          Emergency Plan

              WHAT TO DO WHEN INJURY OCCURS
              WHAT TO DO WHEN INJURY OCCURS
                                    Reporting Information
                                   Reporting Information
                Be prepared with the following information when reporting an injury:
               Be prepared with the following information when reporting an injury:

               » » Date/time of injury
                 Date/time of injury                   » 4-digit location code
                 » Employer address, phone,
               » Employer address, phone,              » Employee class title,
                       contact person
                     contact person                          code
               » » Location where injury
                 Location where injury                 » Date employer had
                       happened
                     happened                             knowledge of injury
               » » Employee’s full name,
                 Employee’s full name,                 » Description of injury
                       address, phone, DOB
                     address, phone, DOB               » Supervisor name, phone



                                              2 of 2


RTW Process
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 Key Components of RTW                     Process Communication Plan

 A communication plan keeps the employer in contact with the injured employee. Regular,
 appropriate contact ensures that the employee will not feel abandoned by the employer
 and that the employer will know about the employee’s progress toward return to work.
 The employee’s supervisor should communicate with the employee, but only if that
 supervisor can be relied upon to communicate in a direct, considerate and empathetic
 manner.


 The supervisor may not be the only employer representative to contact the injured
 employee. Other contacts may include risk management or human resources personnel
 who are handling the workers’ compensation claims, the insurer, pool or third party claims
 administrator, and a case manager assigned to oversee the employee’s medical care.


  In many cases, the employer also communicates with the treating physician, often
  through a claims administrator or a case manager, about the employee’s return to work
  status. The extent to which the employer and its representatives can directly contact a
  treating physician is a matter of state law, and there are often limitations.
RTW Process
                                                                                             30 of 64




  Key Components of RTW                     Process       Communication Plan
 Post accident communication includes:
 •        Expressing sincere concern for the injured worker's quick recovery and return to
          productive work.
 •        Promptly initiating benefits by processing documents and forms as soon as possible
          following an injury.
 •        Timely giving the employee information about workers' compensation.
 •        Appropriately communicating with the health care provider about functional
          abilities and temporary work assignment opportunities.
 •        Communicating with the injured worker about the importance of following physician
          instructions while off work and after returning to work.

 •        Communicating frequently and clearly with the worker about returning to work.

 •        Training employees and supervisors on being prepared when an injury occurs.

 •        Training supervisors about the benefits of the return-to-work program and
          explaining those benefits to both the injured worker and his or her coworkers.



RTW Process
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         Key Components of RTW                Process      Transitional
         Employment Plan

         The goal of a transitional employment plan is to progressively move
         an injured employee from restricted work status to full working
         capacity with as little time as possible away from the workplace. It
         is not a permanent accommodation of a disability.

         A transitional employment plan can include:
              •   Modified employment – the injured employee’s regular job changes
                  to accommodate current disabilities

              •   Alternate employment – an alternate job assignment that
                  accommodates current disabilities




RTW Process
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              Key Components of RTW          Process      Transitional
              Employment Plan

              Modified employment can include any of the employee’s usual
              tasks that are approved by the treating physician after
              reviewing the employee’s job description. The benefit of
              modified employment is that it keeps the employee in the
              accustomed work environment with the same co-workers. The
              challenge can be ensuring that the employee’s co-workers do
              not resent the temporary accommodation.




RTW Process
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              Key Components of RTW            Process       Transitional
              Employment Plan

              Modified Employment Guidelines:
          •     Establish a plan for progressive return to full duty.
          •     Get physician’s approval of modified duties.
          •     Make certain entire work unit understands the transitional
                work approach and the specific assignment.
          •     Be positive and supportive.
          •     Focus on what the employee can do, not what he or she
                cannot do.


RTW Process
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              Key Components of RTW     Process
              Transitional Employment Plan

              Alternate Employment Places the employee into an entirely
              different job during the recovery period. It can be a job that
              already exists but is vacant, or a temporary job assignment
              developed to accommodate employees that have temporary work
              restrictions.

              The advantage of alternate employment is that it will allow
              employers to accommodate employees whose jobs cannot be
              sufficiently modified to accommodate their restrictions.

              The disadvantage is that the alternate assignment may remove
              the employee from the normal work environment.


RTW Process
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              Key Components of RTW     Process
              Transitional Employment Plan

              Alternate Employment can include the following:
          •      Sedentary tasks
                 (phone answering, inspections, monitoring of public areas,
                 sorting, filing, limited lifting, etc.)

          •      Light-duty tasks
                 (inventory of supplies, delivery of lightweight parts, cleaning,
                 etc.)

          •      Medium-duty tasks
                 (operation of small tools, operation of floor cleaning equipment,
                 delivering small items, delivering messages, etc.)

RTW Process
                                                                                             36 of 64




          Key Components of RTW                       Process           Transitional
          Employment Plan

         Alternate Employment Guidelines:
         •    Establish a plan for progressive return to full duty at regular job.
         •    Get physician’s approval of alternate job duties.
         •    Make certain entire work unit understands the transitional work approach and
              the specific assignment.
         •    Look for work that is valuable to the team, department, and other employees.
         •    Look for work that is meaningful to the injured employee. Avoid "busy work."
              Be creative in finding work that accommodates the limitations
         •    Be positive and supportive.
         •    Focus on what the employee can do, not what he or she cannot do.
         •    Focus on tasks rather than jobs.
RTW Process
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          Key Components of RTW   Process                Transitional
          Employment Plan Activity Analysis

          An activity analysis sets the stage for identifying return to
          work opportunities for an injured employee. The activity
          analysis:
          •   Produces a brief, concise description of the employee’s job
              requirements.
          •   Provides the employee's physician a description of each of the
              employee’s tasks so the physician can make an informed
              decision about releasing the employee to work and what
              restrictions to apply.
          •   Communicates to all team members what the transitional
              employment plan is and documents the agreement of the
              employee's physician.
RTW Process
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         Key Components of RTW   Process                                                                    Transitional
         Employment Plan Activity Analysis
                                           ACTIVITY ANALYSIS
                                          ACTIVITY ANALYSIS
              Position Title: Automotive Fleet Service Attendant                                                     Date:
              Employee Name:                                             Agency/Location:
              1. Purpose of Position (describe in terms of reason the position exists)
              Services fleet of motor vehicles, generators, forklifts, and other heavy equip.
              2. Tasks                                                   3. Demands
              Describe each task, in order of frequency                  Primary physical, mental, environmental demands
              performed                                                  required to perform
              Perform routine motor vehicle servicing                                     ALL TASKS REQUIRE:
              duties, such as changing and adding oil,                   Occasional lifting up to 100 lbs. (e.g., tires)
              pumping gas, lubricating chassis, adding                   Frequent standing, walking, kneeling, crouching,
              transmission fluid, and changing air, fuel, oil            reaching, handling.
              filters.

                                                                        1 of 4

This sample activity analysis form appears on the next four slides. It includes the purpose of the assignment, a description of each task, its
frequency, and the primary physical, mental, and environmental demands of each task. It also describes the quantity and quality of work required,
and the requirements of the work schedule. Finally, it documents the physician's release.
                                                                                                                        39 of 64




              Key Components of RTW   Process                                               Transitional
              Employment Plan Activity Analysis
                                    ACTIVITY ANALYSIS
                                   ACTIVITY ANALYSIS
                2. Tasks (continued)                              3. Demands (continued)
                Describe each task, in order of frequency         Primary physical, mental, environmental demands
                performed                                         required to perform
                Check the operation of major automotive                     ALL TASKS REQUIRE (continued):
                equipment, such as headlight, brake lights,       Occasional fingering; frequent bending, twisting,
                windshield wipers, radios; replace as needed.     reaching, and overhead reaching.
                Perform routine motor vehicle repairs, and        Occasional hearing; frequent near visual acuity and
                respond to emergency calls.                       depth perception; average cognitive abilities.
                Clean and maintain shop equipment, shop,          All tasks performed in a shop environment with
                and grounds area.                                 occasional exposure to weather and wet or humid
                                                                  conditions; frequent exposure to atmospheric
                Assist mechanics in performing major              conditions, moving mechanical parts, toxic or
                mechanical repairs.                               caustic chemicals


                                                                2 of 4

RTW Process
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              Key Components of RTW   Process                                             Transitional
              Employment Plan Activity Analysis
                                      ACTIVITY ANALYSIS
                                     ACTIVITY ANALYSIS
               4. Required Productivity (describe production rate, quantity, quality of work required)
               Quantity and quality of work expectations identified in performance planning document. For this
               position, no “production rate” identified at this time.
               5. Work Schedule Requirements (describe shifts, hours, travel or overtime)
               Flexible work schedule. Any 8 hour shift that falls within normal business hours M-F 7am – 7 pm
               6. Physician Comments (complete appropriate box below; provide comments as necessary)
               I release_____________________________ to job above described.
               I release _____________________________ to job above described under the following conditions:



               The medical rationale is:


                                                             3 of 4



RTW Process
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        Key Components of RTW   Process                                               Transitional
        Employment Plan Activity Analysis
                                  ACTIVITY ANALYSIS
                                 ACTIVITY ANALYSIS
         Physician Comments (continued)
         I cannot release ____________________ to any part of this job at this time. The medical rationale
         is:




         Next appointment is scheduled for:

         6. Physician Signature
                                                                                   Date:



                                                         4 of 4



RTW Process
                                                                                   42 of 64




            Key Components of RTW: Roles and Responsibilities

                  That completes our discussion of the process of administering a
                  return to work program. But a return to work program will not
                  operate effectively unless everyone understands their role and
                  responsibilities in the process. A return to work program is a team
                  effort that involves many contributors. If the team is not clear
                  about what each person's function is, the program will not work
                  effectively. So the discussion now moves on to how an employer
                  can ensure that it has a team in place that will achieve the goals of
                  the program.

RTW Roles & Responsibilities
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          Key Components of RTW: Roles and Responsibilities
          The participants on the team may include:
          •   Injured worker
          •   Supervisor
          •   Union representative
          •   Health care professional(s)
          •   Risk management
          •   Safety or HR office
          •   Workers compensation claims manager

                   The next few slides will show an example of how responsibilities
                   may be allocated among these participants. Note that an
                   individual workplace may choose to assign these responsibilities
                   differently. The important thing is that everyone knows what
                   their rile requires them to do.

RTW Roles & Responsibilities
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          Key Components of RTW: Roles and Responsibilities

          Injured worker
          •   Reports injury in a timely manner
          •   Obtains medical treatment and follows the treating physician’s
              advice
          •   Maintains regular contact with employer
          •   Participates in development of own RTW plan
          •   Works safely




RTW Roles & Responsibilities
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          Key Components of RTW: Roles and Responsibilities

          Supervisor
          •  Provides health care professional accurate job task analysis
          •  Advises on work opportunities
          •  Communicates with all parties regularly
          •  Develops RTW plan with worker, union rep (if any), risk manager
             and health care professional
          •  Conducts follow-up once worker restored to pre-injury status




RTW Roles & Responsibilities
                                                                       46 of 64




         Key Components of RTW: Roles and Responsibilities

         Union representative
         •  Provides information on union requirements
         •  May participate in developing modified job duties
         •  Represents worker in matters of seniority and job assignments




RTW Roles & Responsibilities
                                                                         47 of 64




           Key Components of RTW: Roles and Responsibilities
           Health care professional
           •  Identifies nature and diagnosis of injury
           •  Provides prognosis for recovery and return to work
           •  Determines appropriate, effective treatment that facilitates
              recovery as soon as possible
           •  Participates in development of RTW plan
           •  Identifies and communicates any factors that may affect recovery
           •  Advises team when return to work is medically appropriate
           •  Releases employee to original, modified or alternate job




RTW Roles & Responsibilities
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       Key Components of RTW: Roles and Responsibilities

       Risk Manager
       •   Coordinates the overall workers’ compensation process,
           communicating regularly with all parties
       •   Develops and documents the workers’ compensation
           management process, including the return to work program
       •   Provides the injured employee with technical information about
           workers’ compensation and the benefits it provides
       •   Communicates job status information to the claims manager
       •   Determine when it is necessary to bring in a nurse case manager
           or an independent medical examiner
RTW Roles & Responsibilities


       •   Coordinates with human resources on coordination with other
           employee disability programs, such as sick leave, short term
           disability and family medical leave
       •   Obtains loss run from claims manager
                                                                           49 of 64




           Key Components of RTW: Roles and Responsibilities

           Safety or Human Resources officer
           •   Examines cause of accident
           •   Checks all tools, equipment, and procedures for safety compliance
           •   Assesses need for safety training and provides training
           •   Develops data to evaluate whether or not any unsafe trends are
               emerging
           •   Maintains OSHA records and compliance
           •   Review safety issues connected with injured employee’s return to
               work on modified/alternate duty



RTW Roles & Responsibilities
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       Key Components of RTW: Roles and Responsibilities

       Workers Compensation Claims Manager
       •         May be an employee, a third party claims administrator for a self
                 insured program, or an employee of the employer’s insurance
                 company or risk pool
       •         Pays benefits and medical expenses
       •         Maintains records of payments, physician’s reports
       •         Makes filings with the state industrial commission


RTW Roles & Responsibilities
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        Key Components of RTW: Roles and Responsibilities

        Additional detail on the role of the physician
                 The relationship of the team to the physician is vitally important.
                 The workers' compensation system is a physician driven system.
                 It is critically important that the physician has the information
                 needed to release the worker back to work in a clearly-defined
                 capacity. The physician will need an accurate and complete
                 analysis of the injured employee’s work assignment. The
                 physician is more likely to release an employee to return to work
                 in a modified or alternate capacity if the physician knows about
                 the employer’s return to work program and is comfortable that
                 the employee’s restrictions will be respected.




RTW Roles & Responsibilities
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          Key Components of RTW: Roles and Responsibilities

          Checklist for interaction with the physician:
                               Make sure the physician has the activity analysis on the employee’s first visit.

                               Make sure the employee keeps all appointments with the physician.

                               When the employee has returned in a modified/alternate capacity, make sure
                               each visit includes a new activity analysis. The employee may be rehabilitating
                               more quickly than expected.

                               Make sure the physician understands in advance your return-to-work goal and
                               process.

                               Make sure the physician knows in advance his or her role in your process.

                               Make sure the physician knows in advance that you take this responsibility
                               seriously and expect to get the injured worker back to pre-injury status.
RTW Roles & Responsibilities
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      Key Components of RTW: Roles and Responsibilities

      Advance planning for managing the physician – employer
      relationship

             The treating physician’s primary relationship is with the employee.
             If the employer wants the physician's support for returning the
             employee to work, it must educate the physician about its
             program and gain the physician’s trust. This can be difficult
             because most physicians are very busy, so it is difficult for
             employer’s to meet with the physician. The employer must
             develop a plan to make this work.
RTW Roles & Responsibilities
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     Key Components of RTW: Roles and Responsibilities

     Options for Educating the Physician

     In person appointments

                  Meet with the physician, independent of any individual injured
                  employee, to explain your return to work program. Make
                  appointments directly or using an intermediary, such as a health
                  insurance representative, workers’ compensation insurer, or
RTW Roles & Responsibilities
                  claims manager. Many programs have a physician kit that gives a
                  brief outline of the program and identifies the physician's role as
                  key to the entire process.
                                                                              55 of 64




          Key Components of RTW: Roles and Responsibilities

          Options for Educating the Physician

          Group physician meetings

                   Group meetings are held with more than one physician at a time.
                   This may be very difficult to arrange. Check with your health
                   insurance representative.

RTW Roles & Responsibilities
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          Key Components of RTW: Roles and Responsibilities

          Options for Educating the Physician

          Correspondence

                   When other methods fail, explain the return to work program in a
                   written letter, fax, e-mail, or personal note. Let the physician
                   know you are interested in a one-on-one meeting.
RTW Roles & Responsibilities
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           Key Components of RTW: Roles and Responsibilities

           Options for Educating the Physician

           Telephone call

                    Brief and to-the-point telephone calls on various aspects of the
                    physician's role are a good investment in the program's success.
                    The phone can also be used to say thank you for help in a
                    particularly complicated case.
RTW Roles & Responsibilities
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          Key Components of RTW: Roles and Responsibilities

          Options for Educating the Physician

          Newsletter

                   If the employer has a safety newsletter, it makes a great vehicle
                   for highlighting return-to-work accomplishments. Forward one to
                   the physician.




RTW Roles & Responsibilities
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         Key Components of RTW                   Measures of Success

                  A successful program should have many benefits, some of
                  which can be measured. For example, we expect to reduce
                  lost work time, costs, and the probability of injured
                  workers quitting their jobs. We need to ask ourselves the
                  question, “Do we have measurable objectives and are we
                  meeting those objectives?


RTW Measures of Success
RTW Measures of Success



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      Key Components of RTW                              Measures of Success

               Some objective measures of a successful return to work
               program include:
              •           A reduction in the average number of lost work days for
                          workers’ compensation claims

              •           A reduction in the percentage of workers’ compensation
                          claims that become lost-time claims

              •           A reduction in the average lost time (indemnity) benefits

              •           A reduction in the number of injured employees who
                          subsequently resign their jobs.
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   Section 4:

Taking Action




    Step 4: Taking Action
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Steps for Creating a RTW Program
1.   Get better acquainted with Workers’ Compensation.

2.   Get better acquainted with other organization’s return-
     to-work programs.

3.   Identify your guiding principles and secure upper
     management support.

4.   Identify your objectives.

5.   Identify any obstacles that must be overcome before you
     can meet the objectives and develop a strategy for
     overcoming them.

6.   Identify the team members.

7.   Define the process.
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 Steps for Creating a RTW Program
 (continued)

 8.   Identify the roles and responsibilities of each team
      member within the process.

 9.   Organize in a way that enables you to meet the
      objectives. Determine what you must change in your
      organization so you can meet your objectives.

 10. Identify the obstacles you are facing inside and outside
     your organization. Decide what changes in
     organizational policies and management practices would
     enable you to overcome these obstacles.

   11. Define the measures of success: you need to know
             when the program is successful – and what you need to
             improve.
Steps for Creating a RTW Program
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What Is Your Next Step?

				
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posted:4/30/2010
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