TO WORK: BUILDING DING A A SUCCESSFU CESSFUL L RETU TURN RN - - PowerPoint PPT Presentation

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TO WORK: BUILDING DING A A SUCCESSFU CESSFUL L RETU TURN RN - - PowerPoint PPT Presentation

Oct 23, 2023 169 likes •686 views

THE ROAD BACK TO WORK: BUILDING DING A A SUCCESSFU CESSFUL L RETU TURN RN TO TO WO WORK PROGRA GRAM OUR PRESENTATION WILL BE BEGIN IN SHORTLY THE ROAD BACK TO WORK: BUILDING DING A A SUCCESSFU CESSFUL L RETU TURN RN TO TO

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THE ROAD BACK

BUILDING DING A A SUCCESSFU CESSFUL L RETU TURN RN TO TO WO WORK PROGRA GRAM

OUR PRESENTATION WILL BE BEGIN IN SHORTLY

TO WORK:

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THE ROAD BACK

BUILDING DING A A SUCCESSFU CESSFUL L RETU TURN RN TO TO WO WORK PROGRA GRAM

RISK MANAGEMENT SERVIC ICES

TO WORK:

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Pam Mclntire, ARM

  • Sr. Risk Management Consultant

Risk Management

TODAY’S SPEAKERS

Sherrie Doughtie

Claims Service Consultant Workers’ Compensation

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Today’s Topics

  • Purpose of RTW programs
  • Why RTW is good business
  • Guidelines to succeed
  • Important steps for transitional duty
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Without Return to Work programs… The average employee is

  • ut of work for 79 days!
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Medical Only Claim

  • Generally minor injuries
  • No lost time / employee

remains working in some capacity

  • Costs are for medical

treatment only

The 2 Basic Types

  • f Claims
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Indemnity Claim (Lost Time)

  • Generally more severe injuries
  • Off work for statutory number
  • f days
  • Much more costly – lost wages,

more advanced treatments, potential legal issues

The 2 Basic Types

  • f Claims
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  • Educate management – sooner

employee is active, the better

  • Develop RTW plans / tasks

before injuries occur

  • Work with injured workers and

medical providers

Returning Injured Workers

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BENEFITS

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The Benefits…

  • 1. Financial
  • 2. Employee
  • 3. Organizational
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The Benefits…

  • 1. Financial
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  • Medical costs
  • Worker is paid for lost time (indemnity)
  • Mileage, prescriptions, etc.
  • 1. Financial Benefits

Direct Costs

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“Indirect cost” anywhere from 1 to 20 times more than direct costs

  • 1. Financial Benefits

Medical Costs Lost Wages

Lost Production Re-hiring Re-training Overtime OSHA fines Litigation Costs Lost Wages Poor Morale E-Mod Impact Admin time

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  • 1. Financial Benefits
  • After 12 weeks off job

following injury, ~ 50% of workers don’t return!

  • After 1 year, likelihood

decreases to < 2%

Reduced Time Lost

20 40 60 80 100 12 24 36 48

% workers returning to job

Weeks away from work

50%

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  • 1. Financial Benefits
  • Record follows 3 years!
  • Most recent loss year isn’t

counted

Experience Modification 2018 2016 2015 2014 2017

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  • 1. Financial Benefits
  • Culture of wellness vs.

focus on disability

  • Faster claims close, less

likely litigation

Reduced Litigation

Litigation Rate

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  • 1. Financial Benefits
  • Cost of lost time

Temporary Disability Payments

RTW: No lost time No TD RTW Part-Time @ 8 weeks Paid Wage Loss Off work 8 weeks Paid Full TD Warehouse Worker

  • Avg. Weekly Wage: $771.75

TD @ $514.50 per week $ 0.00 $ 2,249.25 (@ $350 wk) $ 4,116.00

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  • 1. Financial Benefits
  • Studies show reduced length and cost of disability
  • Accommodations cost nothing
  • Develop a “creative” approach

Reduced Disability Expense

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  • 1. Financial Benefits
  • Workers return to regular duty faster
  • Can attain maximum medical recovery 3x faster!

Maximum Medical Improvement Faster

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The Benefits…

  • 2. Employee
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  • 2. Employee Benefits
  • Demonstrates trust in employee
  • Part of the essential team
  • We’re in “this” together!

Shows You Care

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  • 2. Employee Benefits
  • Wellness vs. disability environment
  • Continued activity & motion
  • Incentive to return to normal work

Faster Recovery

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  • 2. Employee Benefits
  • Take care of the family
  • Most modified duty positions pay regular wages
  • Reduces concerns about losing job

Income Stability

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  • 2. Employee Benefits

Wellness Environment

  • Focus on what employee can do
  • Interact with friends and

coworkers

  • Monitor adherence to

restrictions

Focus on “Can Do” vs. “Can’t Do”

Disability Environment

  • Focus on what employee can’t do
  • Concern of what others are

thinking

  • Fear of losing job
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The Benefits…

  • 3. Organizational
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  • 3. Organizational Benefits
  • Parts inventory
  • Facility inspection
  • Maintenance
  • Filing
  • Assist dispatch
  • Update safety manuals
  • Work for employer’s charity

Optional Job Tasks for RTW

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  • 3. Organizational Benefits

Being injured is hard on the employee! Being supportive….

  • Shows commitment to workers
  • Pays off in reduced litigation

Litigation drives expense in CA workers compensation!

Demonstrate Compassion

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  • 3. Organizational Benefits

Demonstrates WC benefits likely just medical:

  • Reduced settlements
  • Reduced disability
  • Injured employees at work instead of home

Deter Fraud

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How a RTW Program helps YOU!

  • Designed plan in place
  • Employer knows process
  • Employee knows process
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Additional Benefits

  • Lower insurance costs
  • Reduce re-injury potential
  • Maintain productivity
  • Decrease fraud potential
  • Reduce litigation costs
  • Promote healing process
  • Increase sense of job security
  • Boost employee morale
  • Improve labor relations
  • Management involved
  • Good business sense
  • And more!
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WHEN INJURIES OCCUR

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Reminde nder! ! Wh When Injurie uries s Oc Occur ur

Management Should Always:

  • Stay composed
  • Demonstrate concern
  • Consider the employee

Think to yourself: What if this was my family member?

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Reminde nder! ! Wh When Injurie uries s Oc Occur ur

 Employee must report it to supervisor  Always Provide the employee with care  Contact Work Comp coordinator  Communicate with medical provider  Stay in contact with employee  Report as appropriate - OSHA  Investigate  Start RTW when applicable!

What Needs to Happen:

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6 KEY COMPONENTS

OF A SUCCESSFUL RETURN TO WORK PROGRAM

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Roadmap to Return To Work Success

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  • Emphasize positive response to accidents and injuries
  • Early & ongoing communication
  • Involve labor & management
  • Create a RTW coordinator role
  • Identify temporary, transitional RTW options / tasks
  • Provide strong commitment & leadership

MANAGEMENT SUPPORT & DIRECTION

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  • Objective & has the respect of union & management
  • Familiar with different jobs
  • Able to coordinate RTW activities & work in a collaborative

manner

WORKPLACE RTW COORDINATOR

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  • Policy statement
  • Goals & objectives
  • Roles & responsibilities
  • Program administration details / procedures
  • Forms & other tools for managing process

CHOOSING A WORKPLACE RTW COORDINATOR

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  • Examine each job & provide info about physical job

requirements

  • Identify potential temporary, transitional work tasks
  • Develop task list based on individual RTW restrictions

ANALYSIS OF JOB TASKS & PHYSICAL DEMANDS

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  • Assign productive & meaningful work
  • Placement should be transitional, directed towards a

full return

  • Emphasize capabilities, not limitations

IDENTIFY RTW OPTIONS

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Help everyone understand process & benefits:

  • Impact on accident costs & healing process
  • Benefits of a RTW program
  • Roles & responsibilities at all levels
  • Assistance employee may require
  • Name of RTW contact person
  • Expectation of returning to full duty quickly

AWARNESS, TRAINING & COMMUNICATION

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Successful RTW Integration Achieved!

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TWO CASE STUDIES

S

Which do you want to be?

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Joe suffers an injury at work. While he does receive work restrictions, the employer states that they do not have work for him unless he can perform his regular work duties. As time progresses, Joe in some physical pain and his family is just getting by on a reduced income, he begins to feel more and more separated from his work crew. Joe knows that due to his extended leave, the employer moved someone into his position. Now he fears he may not have a job to return to when he feels better. With little to no contact from his employer, Joe gets “advice” from a friend that he should be talking to a lawyer and now the claim becomes litigated.

CASE STUDY COMPARISON #1

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John suffers an injury at work. John receives work restrictions, and while the employer has to get creative, they find tasks that he can perform for 4 hours a day. This keeps John

  • n a regular schedule of reporting to work and stays connected with his work crew.

The carrier makes up the difference in his wage. After 2 weeks and another visit to the doctor, his restrictions are fewer. Now the employer can find a full day’s worth of work and John is receiving his full pay while he works towards getting stronger. Johns co-workers encourage his progress and managers are supportive of his transitions toward regular duties.

CASE STUDY COMPARISON #2

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YOUR SAFETY RESOURCES

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Policyh icyhold

  • lder

er We Websit ite

icwgroup.com/pc

RESOURCES:

  • Claims
  • Payroll Reporting
  • Injured Worker Resources
  • Risk Management
  • RTW Materials
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Policyh icyhold

  • lder

er We Websit ite

icwgroup.com/pc

RETURN TO WORK MATERIALS:

  • RTW Policy
  • Modified Job Description
  • Medical Provider Forms
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QUESTIONS?

riskmanagement@icwgroup.com

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THANK YOU!

Webinar materials: icwgroup.com/pc