Western Area Operations Injury Compensation

1. Western Area Operations Injury Compensation Jan Lonsdale & Mary Anne Walters February 2006

2. Western Area Injury CompensationInjured Worker ‘Before and After’

3. Western Area Injury CompensationInjured Worker Before MMI • Limited Duty Assignment • During COP & Recovery • We should keep limited duty employees in the workplace for the maximum hours defined by their medical restrictions – even if they are performing unnecessary or redundant tasks

4. WHY???????????? • Bringing injured workers back to work is therapeutic • Mentally • ‘Work Hardening’-prevents atrophy • Injured worker Confidence building • Work keeps injured workers cognizant that they will return to work again • Returning injured workers to work shows that they can work without being harmed • Keeping injured workers in the workplace ensures that they remain part of the organizational unit • Keeping injured workers in the workplace prevents them from developing a “disabled” mindset • Enhances supervisor/employee communication • Return to Work allows management to monitor recovery • Return to Work is time sensitive – with a distinct “Window of Opportunity”- cannot delay

5. WHY???????????? • If we do not return injured employees to workplace • Causes Resentment • Isolation • Frequently the cause of developing psychiatric disorders • Pain syndrome • Depression related to injury • “Somatoform Disorders” • Becomes Accustomed to not working • Learns to become more disabled • Staying home is great – collect 66-75% of salary tax free – why return?

6. WHY???????????? • Economics for USPS and unit • Long lead time to fill vacancy – if you will be permitted to do so • Replacement employee (if obtained) will need to be trained in job. We lose the company knowledge that the injured worker has • Employee must “prove” illness to stay off work. Result: Higher medical costs that the USPS pays • Replacement worker cost. (Overtime, Casuals, PTF) in addition to paying injured worker 66-75% of salary plus a 7% administrative fee to OWCP

7. Western Area Injury CompensationStages of Injured Worker After MMI • Maximum Medical Improvement – Defining Moment • Operations Develops Post Recovery Assignment • Choices: • Return to Pre-Injury job-no modifications needed • Modify Current job • USPS Job Offer using ‘Priority for Assignment’ based on Necessary Work/Time sensitive – • DOCUMENT, DOCUMENT, DOCUMENT- Who, What, When, Where • May result in: • Possible change of craft • Possible change of tour • Possible change of facility • Reasonable Accommodation (Interactive Discussion/Search for Vacant, Funded Position) • Vocational Rehabilitation Outplacement

8. EL-505 “Priority for Assignment”A.K.A. Pecking Order/Matrix

9. Vocational Rehabilitation Outplacement Not all injured workers can be vocationally rehabilitated - outplaced • Some employees fall under MSPB restoration rules. We MUST provide work for them - no exceptions. • We do not currently vocationally rehabilitate an employee who is currently working in a Rehabilitation Job Offer and has had no change in their physical condition or operational change – even if they are performing unnecessary/redundant tasks • They must have had an OJI and be at MMI • Must be able to work a minimum of 4 hours per day/20 hours per week • OWCP will not accept some claimants for VR • Operations must document that employees at MMI have no necessary work for the employee to perform

10. Western Area Injury CompensationStages of Injured Worker • So…. • We must find work for Limited Duty Assignments • We must find work for employees we cannot Voc Rehab • We must find work for Light Duty employees who are covered by LMOUs.

11. Western Area Injury Compensation Vocational Rehabilitation Outplacement Process • Injured workers who have reached MMI • Operations documents that they cannot find work that is necessary to the operation of the USPS • Injured Worker may be referred to OWCP for placement in a job outside the USPS. • Injured Worker receives Workers’ Compensation until placed in position with another employer. (If injured worker does not find a job within 90 days, OWCP proceeds with #4) • Injured Worker is placed and Workers’ Compensation payments are reduced or terminated. * • Injured Worker is separated from USPS. • *If Injured Worker refuses to cooperate or obstructs • placement, their Workers’ Compensation is suspended or terminated.

12. Discriminate between “productive” and “necessary to operations”. Understand the difference when developing limited duty assignments and job offers. Review every injured worker’s current medical status and work being performed, at least once a year, to ensure that their abilities are being maximized. When Operations can honestly say there is no necessary work within an injured employee’s (at MMI) restrictions – document so that the employee can be Vocationally Rehabilitated-Outplaced, with another employer Coming soon – Revised reassessment of current USPS Rehabilitation employees – with the new ‘after MMI’ steps, which will include change of craft and vocational rehabilitation. (Permanent & Stationary, P&S) What can Operations do to deal more constructively with injuredworkers?