Our return to work program is simple. We provide light duty work no matter what the doctors restrictions are. If they need to be sitting 100% then they will be brought into the office to sit and fold flyers etc. They will be brought in to work before that particular states waiting period is up. I have gone as far as to advise the insurance company to contact me before any weekly benefit is paid to an injured worker with restrictions in case one should fall through the cracks on my end. As far as training, they get a light duty agreement from me for that worker explaining how many hours and what to pay along with the date they are to report to work.
Hello Jery, I've been involved with RTW for the last 25 plus years. Do you have a writen program for your current RTW program? If you don't I have one and would be more than happy to share with you. Take care.
Hi - and thanks for your responses. In a smaller company (<50 ees), light duty may be easier to track, but I would assume that the number and availability of light duty tasks is significantly smaller. As the company size is larger, so are more light duty jobs available, but the tracking becomes more difficult. My question then, is for the larger type companies, how do you communicate with the area supervisors and what training (if any) do you provide to them to ensure there is adequate communication? How involved must the payroll person (who codes the time off in the payroll system) be with the program? And (last but certainly not least) what and how do you communicate and work all this out with the insurance carrier? I am happy to share training programs and materials that I have for supervisory training/information, as well as our written program. I am always looking for ways to improve my programs, so if anyone wants to share theirs, please e-mail me
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Started by David Green. Last reply by Jen McDade Nov 17, 2018.
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