16 Steps for Implementing a Transitional Duty Checklist Transitional duty programs are put in place to get your injured employee back to work as soon as possible. This is good for both the company and the employee. Even in a limited capacity, the sooner you can get your injured employee back to work the better. It maintains a stable workforce and helps the employee recover more quickly. Important things a company should do to implement an effective transitional duty program include:
1. Knowing about your states’ law in regard to returning an employee to work.
2. Making sure all employees receive the workers’ comp policy.
3. Explaining employee rights, roles and responsibilities.
4. Informing treating physicians about your transitional duty policy.
5. Getting treating physicians to approve transitional duty jobs.
6. Hold weekly meetings with the injured employee returning to work for a transitional duty position. During this time therapy and treatment may still continue.
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As the employee heals, do the following:
1. Remind supervisors of the employee’s physical limitations so they do not push him or her to exceed said limitations.
2. Identify transitional duty jobs creatively. Make a wish list of things you’d like to have done but don’t have time to do. Consider off-site, work-hardening modified duty programs if you do not have any positions at your workplace.
3. Visit worksites to determine tasks similar to the employee’s existing job.
4. Jobs should be meaningful and not demeaning, demoralizing or punitive for the injured employee.
5. Be sure to train the employee in the new position, if needed.
6. Send the transitional duty job offers first class, certified mail with confirmation receipt and enclose a stamped envelope.
7. Be sure not to violate union contracts; work with the unions. For more information, read this article aobut light duty and the unions: http://reduceyourworkerscomp.com//Return-to-Work-Programs-Unionized-Companies.php.
8. Get medical restrictions from the employee’s doctor even if the employee isn’t quite ready to return to the workforce.
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9. Continue to pay the injured employee at their same rate. Consider doing so even if the employee works partial hours to avoid paying lost wage benefits; in many states (e.g. NY) this will reduce future settlements. Be sure to advise your third-party administrator of this. Consult with your insurance broker’s claim analyst about this also.
10. Ask the employee for feedback on the transitional duty position – this should begin three to five days after you send the transitional duty offer letter.
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers’ Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-786-8286.
http://www.reduceyourworkerscomp.com/workers-comp-books-manuals.php WC Calculator: www.reduceyourworkerscomp.com/calculator.php
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker about workers’ comp issues.
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