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Learning The “Secrets” of

Method of Building your Programs for Light Duty and Return to Work
If an employee is away from workplace due to whatever reason, it is good to bring them back as this will benefit both the employer and the employee, whereby the employer will benefit by limiting the cost due to decreased productivity while the employee benefits by returning to normal situation and will be able to meet their financial and job security needs. Light duty is the main component of return to work and it entails responsibilities that differ from the regular duties that an employee undertakes and a clear, written policy is required to meet the above stated needs.
Among the most used return to work program elements include policies, schedule of the review of the entire return to work program, light duty positions assigned, schedule for monitoring the requirements and progress of employees who are away, communication procedure with the healthcare providers and steps to follow while initiating the program.
Return to work is a program worth giving a try whenever a chance arises seeing that the people who the employee deal with while receiving health care like insurance companies, human resources and health care providers may not give them a state of normalcy and financial freedom unlike this program, which also benefits the employer by reducing or eliminating the cost of training new employees, cost of absenteeism, and cost of reduced productivity.
While putting a light duty and return to work program in place, employees should be informed on how being away may lead to reduced or ended wages, how medical cover may be lost, necessity of informing back on progress and ability to get back to work, and that it is not a new contract. On the employers end, the company should decide who will be in charge of the return to work and light duty program and this person should have a thorough knowledge of FMLA, ADA, the short term and long term disability coverage of the company and the workers compensation law.
The employers need to review the job descriptions of employees and find out the essential services, develop forms which employees need to fill to accept the return to work program, inform the employees on how prepared they should be, failure of which should be considered abandonment of the job, communicate the policy during the safety policy discussions if done before the injuries occurs minimize the chances of the injury reoccurring due to the program, redesign the job descriptions to meet the ADA considerations in case of a permanent physical change, and tell the employees what they stand to gain when they participate in the program.

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