Return the employee to work

Unfortunately, too many employers view a transitional work program, also known as a return-to-work program, as a “get the job done” situation for both the employer and the injured employee. This approach to a return to work program often ends in frustration for both employer and employee.

A successful return to work program is so much more. Having the right return-to-work attitude as well as understanding the various transitional work programs are the first steps to a successful program.

Alternative or Light Duty Programs

Alternative or light duty programs allow employees to work at less demanding jobs until they are physically able to resume their original job duties. For example, an employee who normally does a physically demanding job might work in a more sedentary capacity, such as answering phones, marketing campaigns, or helping young or new employees.

Modified Service Program

Here, the original jobs of injured employees are modified through engineering alterations of the workstation. Employers use these programs to prevent the injury from escalating. For example, an employer might install a raised desk. This could be used for an employee who is unable to sit for long periods of time or an employee with a back injury by adding seats with additional back supports and footrests to alleviate discomfort.

work hardening

“Work hardening” is the third type of transitional work program. In these programs, employees perform their usual job-related tasks in steps of increasing difficulty until they regain the physical ability to perform their original jobs. This allows the injured employee to remain on the job, albeit on reduced hours. This type of reassignment allows the employee to perform simulated assignments close to the task that he would perform in his regular job duties.

Note: Design your return to work program to benefit both the employer and the employee. Try to provide a position that can function as a transition position even if the employee may not be able to return to exactly the same tasks quickly. The employee will be working and the company will be providing a service. Try to make return work win-win.

During the return-to-work process, companies must consider the physical limitations of the employee. If injured workers exceed their physical capabilities, they may experience a recurrence of the injury causing unnecessary pain and suffering for the employee and unnecessary additional workers’ compensation costs for their employers. Additionally, while employers may use transitional work programs for temporary illnesses and injuries, it is important to remember that all leave and disability programs must be integrated with the requirements of the Family and Medical Leave Act and the Americans with Disabilities Act. .