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Return to Work
101
The Basics
The content of this presentation is general in nature and provided to you for informational purposes only. The
information is derived from sources believed to be reliable and is offered as a resource to be used together
with guidance from your professional insurance, legal, and safety advisors in maintaining a loss prevention
program. ACUITY assumes no liability by reason of the information contained in this document. If you have a
specific concern, you should contact your professional insurance, legal, or safety advisors.
Senior Loss Control Representative
1) How RTW controls costs & helps employees
2) Elements of a program
3) Steps to implement - See part 2 for additional details
A system can keep things from
going off track.
“Malingerer”“Overachiever”
MOST
EMPLOYEES
ARE HERE
• Impact on the company
• Impact on employees
• Company culture
• Legal implications (WC, ADA)
• Reduces:
◦ Lost Productivity
Indirect Operating Costs
◦ Claims Cost
◦ Insurance Premiums
Claims Cost:
1) Managing Care / PPO Use
2) Appropriate Treatment
3) Employee Lost Time
Impact Your Experience
Mod
Impact Your Insurance Premium
• Improves:
◦ Management-employee relations
◦ Productivity
◦ Employee morale
◦ Consistency & efficiency in handling injured workers
• Reduces loss of income (WC waiting periods)
• Reinforces
◦ A sense of security and stability
◦ Management commitment to employee welfare
◦ A positive self-image for injured worker – feels valued
• Speeds recovery
• Maintains normal working relationships with others
• Reinforces the "going to work daily" habit
• Reduces risk of litigation
• Perceptions
• Complaints
• “Give him/her a break”
Good communication can combat this
See Part 2
• Company Culture
• Legal Implications (WC, ADA)
There are several important needs:
• Administer effective first aid
• Provide effective medical treatment
• Provide information and guidance to employee
• Support employee’s psychological needs
• Investigate and analyze the incident
• Control medical costs
• Return employee to work as soon as possible
Injury Healing Recovery
The sooner an injured worker is returned to active
employment, the greater the probability of full
recovery.
TRUST
• If they don’t trust you, they may get misguided
advice elsewhere from:
◦ Family members
◦ Co-workers
◦ Friends
◦ Attorneys TRUST
• Coordination
• Documentation
• Communication
Coordinate
Document
Communicate
1. Identify responsibilities
2. Document policies/procedures
3. Identify transitional/modified work
4. Communicate & educate
5. Work with medical providers/use PPO
6. Set a time limit
HR/WC Coordinator
Supervisor
Doctor
Claim Adjuster
Employee
• WC Coordinator
• Supervisor
• Employee
• Claim Adjuster
• Doctors
• Other Management
• Report injuries to ACUITY within 24 hours
• Keep abreast of status
• Keep in contact & show compassion
• Ensure documents are completed/kept
• Help identify tasks within restrictions
• Monitor emotional state
• Monitor timing of check-ups, etc.
• Provide updates to all involved
• Outline the steps/progression following injury◦ Purpose of program
◦ Your preferred medical provider(s)
◦ How we transport to medical facility
◦ Who goes with employee to medical facility
◦ Under what circumstances employee goes home vs.
back to work
◦ Documents to use & when
◦ Timing/duration/frequency of medical follow-ups
◦ Identification of modified/transitional duty
• Document responsibilities
• Letter to doctors informing them of your policies
• Work restriction form for doctors to complete
◦ No checkbox of “off work until…”
• Modified/transitional duty offer letter/agreement
• Start with brainstorming on common restrictions
◦ One-handed
◦ Sitting
◦ 10 pounds/20 pounds for lifting
• Document essential functions or job demands
• Policies in writing (handbook & separate)
• Education/information sharing
◦ Who?
Management team
Supervisors
All employees
◦ What?
Your policies & why
How Workers’ Comp works/state regulations
• Know your state’s WC Laws
◦ Employee or Employer choice?
• Identify providers within your WC PPO
• Meet with preferred provider(s) to share
expectations & philosophy
• Have information ready to share with other
providers when/if used
• Invite providers into facility/workplace
• Any assigned transitional/modified duty has an
end date
◦ Typically the next doctor appointment
◦ New/updated duties are identified following the re-
evaluation
• No more than a month should pass between
employee medical visits/evaluations
• If no progress in set number of days, then discuss
with adjuster regarding second opinion, why they
are not progressing and what to do
• Supervisor/WC Coordinator goes to medical facility while
someone else starts investigation/analysis
• Doctor provides clear restrictions/capabilities
• Employee/supervisor brings medical restriction
information back to work
• Modified/alternate work tasks are identified
• Supervisor & WC Coordinator frequently check on
employee’s progress & alter work tasks based on
progress
Employee feels
VALUED
• Maximum ACUITY Service for Healthcare =
FREE 24/7 Nurse Triage Hotline
• Medical advice for non-emergency injuries/pain
• Assistance in determining the need for a clinic visit
• Assistance in identifying nearest in-network clinic
or specialist
• Self-care advice
Part of a cost-containment strategy
1) How RTW controls costs & helps employees
2) Elements of a program
• Coordination
• Documentation
• Communication
3) Steps to implement
See part 2 of our RTW webinar series for details on
policies, sample documents, and procedures
• For further assistance
◦ Call your agent
◦ Contact ACUITY Loss Control at 800.242.7666
◦ Send an email to [email protected]
• “Like” us on Facebook
• Visit www.ACUITY.com