Yesterday we reviewed the benefits of returning injured workers back to the job as quickly as possible. Today we look at one company’s innovative return-to-work (RTW) strategy and invite you to an audio conference that will show you how your RTW program can boost retention, reduce costs, and avoid lawsuits.
Intracorp, a subsidiary of Cigna, provides case management and workers’ comp services (not actual coverage). In an interview in BLR’s OSHA Compliance Advisor newsletter, Tammy Bradly, director of case and RTW project management, says Intracorp helps clients plan for an employee’s return to the job before an injury even occurs.
“We plan with employers to help them put their program together before day one. On the first day short-term disability or a comp claim is filed, we have a contingency plan for RTW,” she explains.
According to Bradly, the first step in building such a proactive program is to review what’s already in place, including current RTW and absence policies. “We interview different people on the staff, sometimes down to the employee level and in various levels of management. We want to know who the decision makers are and what type of RTW philosophy and procedures they have.”
Learn what you need to know to bring an injured worker back to the job quickly and legally at BLR’s special February 25 audio conference on the subject. Can’t attend? Preorder the CD. Read more.
The process also includes an analysis of claims data to learn, among other things, which positions have the highest incidence of absence. Jobs found to be linked to absence are further studied, including for transitional-work alternatives. These are the alternative positions/tasks an injured worker can perform before regaining a permanent position.
Once the information is compiled, Intracorp writes a plan that outlines recommendations and opportunities for improvement. Also included is a communication plan for ensuring that employees understand the policies and procedures and what’s expected of them.
Among suggestions for employers, Bradly offers:
- Limit a transition program to avoid a “black hole” from which a worker never emerges. Some employers set 90 days as the limit for transitional work.
- Ask a physician as soon as possible for a prognosis for an employee’s eventual return to full employment.
- Develop RTW policies and procedures that are consistent among sites. “If employees see that everyone’s treated the same, they respond much more positively to the program.”
- Consider an integrated approach in which workers’ compensation (job-related) and disability (non-work-related) cases are handled together. “Absence is absence, so it’s smart to be consistent across the board.”
- Establish an early-intervention program that involves clinical personnel, such as RNs and doctors. Intracorp provides its clients with RTW specialists who begin talking to injured employees early in the process, sometimes by phone and sometimes in person.
- If transitional work is not available, consider placing employees in local not-for-profit organizations (such as United Way) while they heal. Provide vacations and benefits during this period.
Bradly and other experts know that the longer an injured worker stays out of work, the less likely he or she is to return—and the more likely your company will get slapped with a lawsuit. Not only are you dealing with the expense and hassle of replacing that worker, but you’re also looking at increased workers’ comp costs.
Need to know more about safe and legal return-to-work? Attend BLR’s February 25 audio conference. Can’t attend? Preorder the CD. Satisfaction assured.
Companies that maintain a competitive edge know the value of getting injured employees back to work as quickly as possible. In order for your RTW program to be effective, you need a well-communicated written policy. You also need a plan for working with returning employees, whether they’re released to work with restrictions or given the all-clear from their doctors.
We invite you to join us February 25 for an in-depth audio conference on establishing and maintaining a successful RTW program. You’ll learn:
- The components of a successful RTW program
- How to be proactive in getting employees back on the job—and why this is so important
- Why it’s a mistake to keep a released-with-restrictions employee home rather than working to accommodate the person on the job
- Effective RTW strategies—and common pitfalls to avoid
- How a strong RTW program can save you serious time and money
- First steps if you’re starting your RTW program from scratch
- How to achieve success in both union and nonunion environments
Our speaker will be Joseph Baldwin, director of business development for Safety Resources, Inc., in Zionsville, Indiana. He has experience in the electrical power generation industry, corporate safety leadership, and safety consulting. Baldwin served as corporate safety and health manager for The Dannon Yogurt Company in Fort Worth, Texas, for a number of years, working in all four North American plants. He was instrumental in forming Dannon’s North American Safety Team and implemented both an RTW program and a computer-based training program. He standardized safety across the enterprise using such tools as Kaizen, 5S, and Six Sigma.
For more information, click any of the ordering links on this page.