When an employee is injured on the job, everyone’s first concern is ensuring they get immediate treatment. A close second is ensuring the best recovery. But how much influence do employers have over the recovery? More than you might think.
For example, implementing a return-to-work program can aid in the recovery process and save money for the employer – all while ensuring that employee keeps their full wages as well. It truly is a win-win when implemented properly. A return-to-work program is simply a formal program that sets the expectations for employees in terms of returning to work after an injury.
“A return to work program keeps the injured worker in gainful, productive and rewarding employment within their work restrictions as identified by a treating physician.” Don Dressler explained in a recent CER webinar. Let’s take a look at how each group benefits.
Return to work programs: Benefits for the employee
There are actually quite a few benefits for the employee in returning to work as quickly as possible after an injury, not the least of which is the ability to earn their full pay instead of only the two-thirds pay they would earn under most temporarily disability or workers’ compensation regulations.
“Under almost all state systems, the employee, if he comes back to work, is going to get his full pay. But if he’s not at work, he’s going to get two-thirds of his pay. So he is better off at work than off work.” Dressler confirmed.
And the opposite is also true: if you offer for the employee to come back and he says no even though he’s able to come back, then he gets nothing. But if you don’t offer, you’re liable for the workers’ compensation benefit costs, which are higher in the long term.
Besides financial benefits, there are other employee benefits to returning to work quickly:
- Contact with coworkers maintains morale and helps avoid depression. “Mental illness is a significant component of the delay of recovery.” Dressler noted. This is true for any injury.
- It answers concerns about the possible loss of the job.
- It speeds the recovery process. The mental aspects of being at work help (as opposed to sitting at home feeling frustrated).
- It helps the employee avoid using sick pay benefits or other disability benefits, and those can be saved for other times.
Return to work programs: Benefits for the employer
The employer has several incentives to get the employee back to work quickly as well. Again, one of the primary ones is financial. Even though the employee is paid less when on workers’ compensation leave, the long-term costs for the employer are higher this way.
“For the employer, the cost of the temporary disability is charged in their experience rating system for 3 years. So, normally, that one person getting two-thirds pay on a temporary disability benefit is going to cost you 2 to 3 times his pay.” Dressler explained. Obviously, paying him full pay while he’s working is a better option for everyone.
“If you put someone back to work the next day you’re always going to save money, even if you just put them in a job where they’re unproductive. But one hopes that you find some way to use them in a productive capacity.” Dressler continued.
Besides this, there are other employer benefits as well:
- The employer saves the value of a lost earning capacity claim
- The employer has an experienced employee on the job
- The injured workers recover faster when they’re at work – this is a benefit for everyone
- The longer an employee is off work, the greater cost of a workers’ compensation claim, and vice versa
- The longer an employee is off work, the greater the likelihood the employee will never return to work
Return to work programs: Benefits for the manager or supervisor
Finally, there are also benefits for the employee’s manager/supervisor:
- Retains trained/experience worker, not just during the interim process, but hopefully long-term
- Reduces potential for fraud and abuse of the workers’ compensation system
- Reduces the need to shift production or train others
- Reduces costs associated with production loss and absenteeism
- If done well and with respect and care, it will fosters better communication with the employee and with coworkers
Make your return to work program work
With all of these benefits, it’s easy to see why to implement a return-to-work program. But what if you simply don’t have a role that can accommodate the employee’s physical restrictions?
If you can’t find a role that fits within their work restrictions, you can even let them work for someone else, such as a local charity. You get a tax deduction for the value of their labor. The employee gets to work. And you save money in the long run even though you’re paying the employee to work for someone else temporarily.
There are also medical facilities that can fill this role. They offer physical therapy and safety and health training over the course of the day. Typically they charge a daily fee, but it’s affordable and beneficial for everyone. The employee learns a lot and also stays productive.
The above information is excerpted from the webinar “Return to Work: Building an Effective Program That Gets Injured Employees Back to Work Quickly.” To register for a future webinar, visit CER webinars.
Don Dressler of Irvine-based Don Dressler Consulting has been working with safety recordkeeping for over 15 years as the head of an agricultural trade association’s safety and loss control staff and since 2003 as a safety and human resources consultant and attorney. Dressler focuses on safety, employment and human resources issues, accident investigations, OSHA compliance and workers’ compensation.