Do not let workers’ compensation system be a “Silent Killer”
The four commonly designated “silent killers” are heart disease, prostate cancer, diabetes, and hypertension. The one silent killer that is not listed is the failure to return to work after an industrial accident. Failure to return to work has been generally associated with reduced life expectancy and could be a financial catastrophe for injured workers and their families. When someone collapses in front of you, it is a life-threatening event that requires immediate action. Call 911 and start CPR immediately. Employers and many claims adjusters do not treat the potential loss of a job/occupation from an industrial accident with the same sense of urgency as we do a heart attack. We should.
Studies have shown that every single day delay in returning to work increases the likelihood of permanent loss of the job and the occupation. On a positive note, studies have shown that after an industrial accident early return to work significantly improves the speed and scope of recovery. Light and modified duties are the key to faster recovery as well as significantly reducing the cost of workers’ compensation. One of the biggest barriers for injured workers to return to work is the fear of reinjury. It is interesting to note that many employers have the same fear, and this is why many do not want the injured worker to return unless the doctor has released the patient to full duties.
Overcoming the barriers of returning to work
There are several ways for employers to help overcome the barriers that injured workers experience when they face returning to work.
- The first is to let the treating doctor and claims examiner have an accurate physical job description of the injured worker’s job. It is always better when everyone knows the ultimate recovery goals.
- The second is to inform the injured worker, the doctor, and the claims adjuster that there are light or modified duties available. Provide accurate information on which duties are available, or get the restrictions from the doctor, and then design the job within those restrictions.
- The third is to have the front-line supervisor keep in touch with the injured worker and provide gentle encouragement for getting back to work.
- The fourth is to make sure that the employee is complying with the limitations. Many times, the employee does not want to be singled out or wants to keep the production line going, so they go beyond their limitations. The front-line supervisor needs to assure the employee that the limitations will not last and that they should always follow the doctor's instructions.
As usual with all things workers’ compensation, communication and encouragement are the keys to success.
R.E.W.A.R.D. PROGRAM: RETURN EMPLOYEES TO WORK AND REDUCE DISABILITIES
A job description describes the work performed; a job demand analysis determines the force, repetition, and continuation of movements associated with a job, in addition to the body positions and movements associated with a job, in addition to the body positions and movements required and the conditions of the surrounding environment. To learn more about a job description and a job demand analysis, download the REWARD Toolkit (tn.gov).
MEET WITH LIKE-MINDED EMPLOYEES
Do you want to network with more people and groups within Tennessee's Workers' Compensation Industry? We have a great opportunity for those interested in Tennessee Workers' Compensation at our annual conference in June. Before the conference starts, please join Ms. Debra Livingston, CEO/Founder of ReEmployAbililty, Inc. who will discuss Return to Work: Recovering the Worker. The conversation will include how return-to-work programs are vital to employee engagement and retention. Ms. Livingston will address a new approach to the return-to-work process that creates a greater sense of connection to the employer and community. Employers are encouraged to attend this in-person only REWARD Employer Group meeting in Murfreesboro at 1200 Conference Center Blvd, Murfreesboro, TN 37129 on June 14th at 9:45 AM (Central). Brunch is included. No fee is required to attend this pre-conference employer meeting though a reservation is required
DISCLAIMER
Views expressed in the REWARD Report are solely those of the authors and may not reflect the official policy or position of the Tennessee Bureau of Workers’ Compensation, the Tennessee Court of Workers’ Compensation Claims, the Tennessee Workers’ Compensation Appeals Board, or any other public, private, or nonprofit organization. Information contained in the REWARD Report is for educational purposes only.