How to get your employees to em-brace light duty!

One of the top questions we get from employers is about helping injured workers with recommendations for a return-to-work, light duty program. Research shows that it's better for the health and well being of the 

employee to return to work and this, of course, helps to reduce WC costs for businesses and organizations.

However, to carry out successful transitional work programs, risk managers must also help convince employees of the benefits of these programs.

When a worker is injured, the employer must maintain contact with the employee throughout the recovery period so he or she does not become "psychologically disemployed." The phenomenon of "psychological disemployment" occurs when employees are away from the work environment for an extended period. During this period, employees begin to perceive themselves as having become "distanced" from the company - the same company paying their workers compensation benefits.

To gain employees acceptance, transitional work programs must be carried out properly.

1. The company should publicize the program in a positive manner. This requires ensuring employees understand that transitional work programs will keep them productive during their convalescence.

2. A company must apply its return-to-work policy equally to all employees.

3. Employers should schedule weekly meetings with the injured employee throughout the convalescence period. These meetings are a good way to obtain an informal status report concerning the types of physical activities the employee is able to engage in, the treatments the employee's physician has prescribed or any problems the employee may be encountering.

This weekly contact underscores the company's expectation that the employee will return to work in some capacity as an active part of the work force.

Weekly progress meetings allow the company to demonstrate its concern about the continued welfare of the employee.

4. Send the employee "Get Well" cards and other remembrances throughout the convalescence.

5. Ensure that the company doctor or risk manager talks to the injured employees treating physician about initiating a return-to-work plan at the earliest possible juncture during the convalescence.

6. It is critically important return-to-work programs become part of the corporate culture supported 100% by management. Thus, it becomes part of employee's expectations that if they "go out on workers compensation," they will return to work shortly in some form of transitional work capacity.