Return to Work Programs

1. Return to Work Programs Frequently Asked Questions

2. Return To Work Programs (RTW)Questions and Answers: • Why use RTW • Dealing with Resistance • Implementation issues

3. Return to Work Program: Why should I use it? • Controls post injury compensation costs. • Reduces negative impact on your experience modifier • Saves WC dollars • Helps injured employees stay productive

4. RTW Helps All Parties • Everyone Wins: • Employee: Returns to a safe and productive environment • Policyholder: Gains the use of productive employee, saves costs associated with accidents, and controls future premium costs • Insurer: Incurs fewer claims expenses

5. I understand RTW, but I have questions…

6. Question #1: With so many benefits, why is RTW resisted? • Typically, because it takes a little initial effort to arrange an injured person to come back to work. • The effort is worth it. Lack of proactive RTW can lead to increases in WC premiums, inefficient claims management, and could promote a culture for malingering.

7. Question #2: Do we need an RTW program if we have our WC costs under control? • YES. • RTW is a proactive program that helps contain claims costs. • One bad claim can impact your WC costs for three years. • A RTW program limits the financial impact of injuries while placing people in a productive environment.

8. Question #3: Can we afford to use RTW? We just don’t have the budget for a RTW program. • There will be costs incurred to companies when an injury occurs, regardless of who pays the claim. • If the budget is tight, then RTW is essential to contain costs. • The budget could be impacted for three years if claims costs spiral out of control. • An RTW program utilizes an experienced employee and saves costs associated with replacement and retraining.

9. Question #4 How do we find transitional work options? We’re small. We don’t have any options. • Can the employee perform any part of their original job? • Can they assist others in the department? • Can the employee assist another department or area? Can they free others from small or infrequent tasks? Is there a project you cannot seem to accomplish because of limited resources? • Be Creative: Brainstorm with department managers or others to think about tasks that can be done. There are usually plenty of options once all duties throughout the business are considered.

10. Question #4 Continued… • How would you treat your “star” employee? Would you find a task for them if they could return to work? • If yes, then perhaps there are options for others. • Be sure to treat employees equally.

11. Question #5: What if the injured employee aggravates their injury? • Transitional duty positions have restrictions placed by the physician. Injured employees can often recover more quickly at work than by staying at home in an “unrestricted” environment. • RTW provides a work routine which enables them to increase mobility at a level the physician approves.

12. Question #6: Will my RTW program send a negative message to others? • Communicate your policy. Staff will understand that temporary work will be provided to injured employees. • Communicate the Purpose: RTW conveys a caring attitude and a commitment to utilize all of the available workforce, even those who have been injured.

13. Question #7: Will workers take advantage of a RTW program? • RTW duties are temporary, usually lasting 6-8 weeks. If malingering is suspected, communicate with team members and an adjuster. • Proper education on the RTW program, tasks, and limitations can eliminate this concern.

14. Question #8: What if the injured employee refuses the transitional duty? • The physician has given the employee a medical release for RTW. If a transitional job is provided within the job restrictions, the employee should work. If they refuse: • Notify the claims adjuster immediately. Certain benefits could be terminated.

15. Question #9 Are there are legal implications to a RTW program? • A physician must approve the employee to return to work with restrictions listed in writing. • Like all employee policies, it is important that the RTW program be non-discriminatory. RTW programs must be consistently applied. • RTW is a program to benefit employees and facilitate their recovery.

16. Question #10: What if I don’t have anyone available to start this program or maintain it? • Much of the basic information to start a program is available through the insurance company or other outside agencies. • Who normally handles WC issues? This person will likely save time by working with a RTW program versus ongoing follow-up without RTW. • If your business plans to grow, a RTW program will enhance administrative efficiency when dealing with WC issues.

17. Other Information • 90% of litigated claims result in higher settlements (mainly to cover legal fees). • Statistics indicate that workers who retain an attorney see more doctors than those who do not have attorneys.

18. Conclusion: • RTW is as much a philosophy as it is a policy. • It is a great way to control costs, help the injured employee, and utilize experienced labor. • Please contact us at inspections@vvcompanies.com for additional information. • Thank you!