REWARD Report Make return-to-work plans before an injury occurs. It will pay dividends.

Effective Return-to-Work Programs: Tips to Get Started

Developing a return-to-work program can seem to be an enormous task for human resources specialists and safety officials. Smaller companies may not have a designated return-to-work coordinator, and it may be the owner. The first step is determining who the return-to-work coordinator will be. This coordinator will be the point of contact at the employer who works with the employee, physician, and case manager (if assigned) to coordinate a successful transitional and ultimately full duty return to work. There can be concerns by both employer and employee during recovery and return to work. Clear communication is key to success.

Some key thoughts for employers:

• Have a return-to-work program in place before an injury occurs
• If you do not have sedentary and light duty jobs, develop a relationship with a non-profit organization for potential work
• Involve the injured worker in individualizing their return-to-work plan
• Consider a graduated return to work, part-time, to build stamina
• Let the individual use the light duty return-to-work time to gain skills, such as typing skills or using online programs, many of which are free of charge
• When the employee is not expected to return to work permanently, provide information about the Next Step Program and the State's Division of Rehabilitation Services to begin the process of planning for a new career
• Use the REWARD Toolkit to get started
• Reach out for help from experts to help with job descriptions, etc., if needed.

Prep Work

It is always easier to have a program in place prior to an injury. The REWARD Toolkit has valuable advice and tips to aid an employer with the development of a successful return-to-work program. It is advisable that employees be educated about the program prior to any injuries occurring. By doing so the employer ensures it is not a surprise and concerning to the injured worker. Having a program in place ahead of time will help the injured worker transition back to work more quickly and safely.

Identify Sedentary Jobs

It is important that employers identify jobs that can be performed at a sedentary and a light work level (less physically demanding job levels) that would be easier for someone to transitionally return to work performing. The Dictionary of Occupational Titles (DOT) and Revised Handbook for Analyzing Jobs (RHAJ) outline the US Department of Labor (DOL) definitions.

There may still need to be further individualization and accommodations on a case-by-case basis, as each injury, the injured worker and return-to-work restrictions are unique.

In addition, consider jobs where someone can alternate sitting and standing. Are there accommodations that can be made? There may be equipment already onsite or available at a minimal cost, such as an adjustable desk, standing desk converter, a chair, a foot stool, etc. Physicians use terms such as sedentary or light and often are familiar with the US DOL definitions. However, the employer is encouraged to reach out to the physician if clarification is needed. In the REWARD Toolkit there is a suggested restriction form to use with a physician, if needed. If possible, have detailed job descriptions of the light duty jobs designated for transitional return to work for the physician’s consideration.

Tap into Untapped Talent

In considering return to work in transitional duty, ask the injured worker if they have any specialized skills. An employer may find the injured worker has a specialized skill-set that will be helpful to the organization and allow them to return to transitional duty. An injured worker may have trained in graphic design classes, computer skills, etc. that can be used in a lighter capacity while still recovering from an injury. Each case does not have to be “cookie cutter.” If the person can use specialized skills, they will feel of value.

If there are not lighter options, the employer may need to think outside the box. If the employer does not have sedentary or light-duty options for return to work, the employer may consider partnering with a local non-profit that understands the return-to-work program and is willing to confirm the work assigned is within the physical restrictions outlined by the injured worker’s physician. The work at the non-profit is paid light duty by the employee’s employer. The non-profit agency would need to verify hours worked, and alert the employer to any concerns. The benefit is that since this is considered return to work, the employer can pay the employee, this decreases their lost time, while providing the injured worker their salary, versus the temporary total disability benefits, which are two-thirds of their average weekly wage.

Ask for input

In considering volunteer opportunities, ask the employee if they have a non-profit agency or know of a volunteer opportunity they would enjoy. Just as when returning to work onsite at the employer, the return-to-work coordinator needs to confirm the volunteer job is within the physician’s assigned work restrictions.

Giving the individual the ability to offer input in their transitional duty can often lead to a meaningful transition to their regular duty job.

The injured worker often feels powerless during a work injury. Collaboration gives them some control in their care/return to work.

A Nurse's police background

An example case was a nurse who could not return to work. However, in a former career this individual was a police officer. He was aware that the police agency in his county staffed the telephone operators with Retired Senior Volunteer Program volunteers. It was a perfect match for him; with his background, he was able to direct callers, calm callers, etc. The agency was happy to have him and he felt he was making an important contribution.

Level Up their (next) career

Another positive return-to-work program suggestion is to allow that person to gain skills that might help them in their job. In some instances, the injury is severe, and the employer realizes the injured worker expected permanent restrictions will not be able to be accommodated permanently. A suggestion is to have the individual start investigating their next career and use the return-to-work time positively. If a physician can give projected restrictions for maximum medical improvement (MMI), all parties involved can determine if the injured worker will be expected to ultimately return to the pre-injury employer. If permanent return to work is not expected, they may be able to initiate work with the Next Step Program through the State of Tennessee Bureau of Workers’ Compensation or start gaining skills while at work. There are many programs that are at a minimal fee or free that can help with future job search or training. Examples include gaining computer skills, typing skills, or job seeking skills training. There are many resources in local markets and online. An example is that Goodwill has over 200 online courses, free of charge.

About Michelle

Michelle McBroom Weiss MA, CRC, CCM, NCC, MSCC, ABVE/D, IPEC began her career in vocational rehabilitation. Michelle Achieved a Master’s Degree in Rehabilitation Counseling from the University of Alabama. Michelle holds several certifications to include: Certified Rehabilitation Counselor, Certified Case Manager, Nationally Certified Counselor, Medicare Set-Aside Consultant, and the International Psychometric Evaluation Certification. In addition, Michelle is a Diplomat to the American Board of Vocational Experts. Michelle has thirty years of experience. She has consulted with employers regarding return-to-work programs for their organizations and for specific individual cases. Michelle has served in several leadership roles for the International Association of Rehabilitation Professionals (IARP) over the years and is currently serving on the Board of Directors. Michelle currently serves on the Tennessee Bureau of Workers’ Compensation Next Step Committee and the REWARD Task Force. Ms. Weiss serves on the IARP Editorial Board and is published. She speaks locally and nationally regarding vocational rehabilitation and forensic vocational topics.

R.E.W.A.R.D. Program: Return Employees to Work And Reduce Disabilities

The REWARD Program provides resources to improve the recovery process and return employees to work within their physical restrictions as early as possible, which benefits employers and employees. To get started, download the toolkit.

MEET WITH LIKE-MINDED EMPLOYERS

The REWARD Employer Group Meetings provide employers the opportunity to learn from one another by sharing experiences and successes. The next REWARD Employer Group Meeting is scheduled for May 12, 2022, at 9:30 AM (CDT). Michelle McBroom Weiss will be one of the speakers. Be notified via email.