Implement Return to Work Benefits Within Your Organization

A return to work (RTW) program allows employees to come back to a job while they are still injured. These employees aregiven a light or modified work instead of not working while they are injured. This workers’ comp cost control tactic has one of the best ROIs because it benefits the company as well as the employee.

Workers’ compensation costs can be expensive. Having a RTW program is a cost-effective way of returning employees to work sooner. Returning these employees to work allows for workers’ comp claims to close sooner. Closed workers’ comp claims help to lower experience modification numbers. Experience Modification Numbers directly affect insurance premium rates.

Benefits of a Return to Work Program

A return to work program benefits more than just the line employees. When implemented properly, a return to work program benefits the entire organization.

Employer benefits of a Return To Work Program:

A Return to Work Program opens the door to more insurance markets. Some insurers will not quote on accounts that do not have modified duty/light duty programs in place
Return to Work programs can significantly cut workers comp costs.
Alert employees that the organization will not tolerate malingering.
Reduce indirect injury costs, such as overtime, temporary workers, and production decreases
Boosts employee morale
Employers must provide meaningful work to employees to avoid incurring employment liability and potential class action litigation. This is in compliance with the Americans with Disabilities Act of 2008.

Employee benefits of a Return To Work Program:

Employees spend less time on short term disability
Employees recognize that their employer values them both as employees and as people.
Help employees avoid post-injury depression
Improved employee’s economic outlook
Employees retain valuable employment skills and remain a vital part of the workplace

Implementation of A Return To Work Program

Before implementing the RTW program, an evaluation of your company’s culture will determine the attitude towards workplace injuries and returning to work after the injury. Knowing your organization’s culture will determine how and when you implement a return to work program. A company culture that promotes employee wellness will have an easier time implementing a RTW program.

Having a strong RTW program culture is critical. To have a strong return to work culture, make sure everyone within your organization is on board. There can be problems with implementing a RTW program if the managers and the line employees do not agree. The program’s success is dependent on senior management (all the way up to the chief executive officer) embracing the return to work philosophy.

For example, if an employee is working in a particular division, they should be given light work within that division. However, if there is no light duty work available in that division, the organization should place the employee in a different division. This can only happen successfully with the support of senior management. When statistics demonstrate the shrinking costs when employees return to modified work, management’s support grows.

More Information

Organizations with strong safety records start each management meeting with a ‘safety’ meeting. At these meetings, they host a discussion of who is off of work and why. This conveys the message that returning employees to work with light duty work is supported and safety is paramount. As insurers withdraw from the excess workers’ compensation market, remaining insurers will tighten underwriting standards. A strong RTW program is one of the best defenses against rising workers’ comp costs.

Download our Return-To-Work Program Guide HERE. If you still need more information on implementing a RTW Program at your organization book a five-minute call with one of our RISK ADVISORS today or call 914.357.8444.