Method of Building your Programs for Light Duty and Return to Work
An employer gains by cutting the cost of employee non productivity while the employee gains more job security hence more financial freedom whenever you get the employee who has been away from work back to the workplace, making it a win-win endeavor. Return to work mostly includes light duty, which is work responsibilities that are different from the regular duties undertaken by the employee and you need a clear return to work and light duty policy to navigate the above requirements.
Communication procedures with the health providers, procedure of initiating the program, schedule of the review process of the entire program, policies set in place, handouts about the process, light duty positions assigned, and procedures of conducting the program are some of the most common return to work program’s elements.
Some of the people the injured employee will interact with, including health care providers, human resource personnel, and insurance companies may not have the return to work interest of the employee and employer in mind and this policy will assist in getting the employee to normalcy which may bring faster recovery and reduce the cost of absenteeism, training of new worker and reduced productivity for the employer making it a chance worth taking for the employer.
It is essential to inform the employees how their medical cover may be lost, how they may have a cut or lose their wages, the necessity of informing the employer on the recovery progress and ability to get back to work, lasting period of light duty tasks, and that light duty and return to work programs are not new employment contracts. At this stage on the side of the employer, they should find a person to fill in as the manager of the return to work and light duty program, who need to possess a strong understanding of the FMLA, ADA, short and long term disability coverage by the organization and the law on compensation of workers.
It is necessary for the employers to tell the employees the benefits they will gain or the losses they will avoid when they participate in the program, roll out job descriptions that meet the ADA requirements of people who have undergone physical body changes, table the discussions about the program often during the often safety policy discussions even before the injury has occurred, give employees forms to accept the program which is mandatory because rejecting would be like turning down the job, inform the employees on how prepared they should be and review the job description to find the essential services that will be filtered and included in the return to work and light duty program.

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