return to work programs frequently asked questions

Return to Work Programs

Frequently Asked Questions

Vincent & Vincent Companies(Dept. of Loss Control Engineering)P.O. Box 304Freeland, PA 18224

Return To Work Programs (RTW)Questions and Answers:

Why use RTWDealing with

Resistance Implementation

issues


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


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


I understand RTW, but I have questions…


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.


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.


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.


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.


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.


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.


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.


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.


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.


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.


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.


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.


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 [email protected] for additional information.

Thank you!

return to work programs frequently asked questions

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