Should You Support a Transitional Work Program?

Ask any business owner and they will tell you that a worker losing employment time to an injury not only impacts the worker, but also the business.

 

According to estimates from the Survey of Occupational Injuries and Illnesses (SOII) run through the U.S. Bureau of Labor Statistics, close to 3.0 million non-fatal workplace injuries and illnesses were recorded and turned in from private industry employers in 2012. That led to an incidence rate of 3.4 cases per 100 equivalent full-time employees.

 

The figure reported for 2012 continues a pattern of statistically major drops that, minus the year 2011, occurred regularly over the last decade.

 

Pros of Transitional Return to Employment

 

With those figures in mind, the thought then turns to the option of a transitional return to work for those employees that are capable of such. While some workers will obviously not be able to come back part-time, perhaps maybe ever again, others will find that working a few hours will help ease them into a more normal work routine down the road. Not only does this help the employee in getting his or her life back to some normalcy, but it also over time will prove cost-effective for the business owner. Keep in mind, however, that each and every absence and disability program needs to be integrated within the requirements of the Family and Medical Leave Act and the Americans with Disabilities Act.

 

Reluctance To Return-To-Work Programs

 

Given it probably sounds like a good idea to at least get some workers back to their jobs on a part-time basis following a workplace injury, it is certainly not an across- the-board acceptable idea. So why would business owners be apprehensive about the idea of transitionally bringing injured employees back into the office fold?

 

Among the reasons for possible concern:

 

1. Some employee unions may not go along with the idea;
2. The programs in some instances may prove not to be both time and financially effective;
3. There might be some coworkers that will take exception to others only working a few hours a day while they put in eight or more hours;
4. The returning injured worker may decide over the long-term that they would only rather work part-time hours, hence they could up and leave your employment altogether at some point.

That said, other evidence shows that having injured workers come back to their respective jobs via a transitional program can be beneficial.

 

Among The Reasons It Is Beneficial:

 

1. Business owners offering/running a transitional work program can actively be involved in the recovery and return to work of injured employees. This can lead to a better/stronger bond between employee and employer;
2. Injured works can reintegrate themselves into the workplace, allowing them to come back at a pace that is best for them, ultimately proving to very well be best for the business owner;
3. Over time, expense benefits can include a lowering of compensation payments and also a dip in claims reserves.

 

Do They Return to Their Exact Job?

 

Last but not least, some business owners may be hesitant to return an injured worker to a transitional program if the worker’s previous job involved anything that may hamper their recovery efforts. In such cases, employers oftentimes have the option of asking the employee if they would be okay with taking on lighter tasks for the time being, allowing them to go back to their regular positions (if doable) when they are close to or fully recovered. By allowing them to take on lighter duties (assuming they can handle and/or are qualified for such tasks), it allows the employee to reinvigorate themselves back into the workplace.

 

 

 

Author Michael B. Stack, CPA, Principal, Amaxx Risk Solutions, Inc. is an expert in employer communication systems and part of the Amaxx team helping companies reduce their workers compensation costs by 20% to 50%. He is a writer, speaker, and website publisher. www.reduceyourworkerscomp.com. Contact: [email protected].

 

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Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.