Despite all your organization’s safety efforts, an employee gets hurt while on the job. Luckily, you have Workers’ Compensation insurance to help pay for the employee’s medical care. However, there’s a period of time where your employee can’t work his or her regular job due to the injury. Some organizations decide not to accommodate injured employees. After all, what’s the point of having them work if they can’t do their normal job? However, not accommodating injured workers can have a negative impact on both the organization and the workers.
Bringing an injured worker back to the workplace and assigning modified duties is very beneficial for both the worker and the company. Key benefits include:
By facilitating an early return to work, you can reduce the financial burden on your organization.
Maintaining open communication and support strengthens relationships.
Injured employees feel valued and supported, and other employees see the company taking care of their coworkers, which boosts overall loyalty and morale.
Maintaining a routine helps alleviate anxiety and uncertainty.
Employees feel good about their contributions.
Retaining injured employees reduces the need for hiring and training new staff.
Keeping employees engaged in modified duties maintains productivity.
“We don’t have any light-duty jobs available.” This is a comment we frequently hear from employers. When it comes to light duty, an employer is only limited by his or her imagination. All businesses have the potential for light-duty jobs. Certain miscellaneous jobs need to be completed but are often neglected due to lack of time and higher priority work. Employers should keep a list of these jobs as the need arises because the day may come when they could be assigned to an injured worker.
Modified-duty work doesn’t have to occur at the employer’s place of business. An employer can temporarily place an injured worker in a nonprofit organization, such as Goodwill or St. Vincent De Paul. This is better than allowing the worker to stay home and watch television. Remember, the longer an employee is away from the job, the less likely it is they’ll ever return to work. Always ensure that modified-duty work is within the doctor’s restrictions.
Key to a successful early-return-to-work programs is identifying tasks that are useful to the organization and that employees can perform within their restrictions. Below are some categories of injured worker restrictions to consider. Furthermore, check out our list of sample tasks, which can be a useful starting point when brainstorming specific light-duty tasks for your organization.
Jobs that involve mostly sitting, with limited walking and standing, and lifting up to 10 pounds.
There are several categories of lifting restrictions:
Tasks that involve the use of only one hand, sometimes with light assist from the injured hand or arm.
If your organization doesn’t have an early-return-to-work program, West Bend offers our policyholders a comprehensive resource to guide them through the process of implementing one. This resource includes tips for developing your company’s program statement, completing injury assessment, and identifying light-duty tasks. It also includes sample letters for employees and medical providers and much more. West Bend policyholders can talk to their independent insurance agent about how to obtain a copy of this resource.