Disability Management: Return to Work Plans

Introduction

When an employee is injured and can no longer work, it can cost an organization both in lost time and compensation. What the organization does to aid the employee determines not only when the employee will return to work but also whether they will return at all. Workers often are hesitant to return to work due to various reasons; pain, fear of re-injury, prolonged activity, job performance anxiety, lack of communication, and job dissatisfaction. An organizations Return-to-Work (RTW) team is crucial in getting an injured employee back as quickly as possible.

The Importance of Returning to Work

It is important for the employee to return to work as quickly as possible. Returning to work helps the employee both financially and psychologically. An employee away from work for an extended period of time can lose their job skills and may feel alienated from their coworkers. People need to feel productive and like they are contributing to society, working is linked to self worth. The longer an injured employee is away from work the lower their self esteem can become. Another benefit of returning to work is that the employee will typically heal faster than an employee that remains at home. The length of time away from work also affects their likelihood of return.

It is important for the organization to get injured employees back to work as quickly as possible. It affects not only the organizations bottom line but their culture as well. A speedy return to work also lowers the costs associated with injuries, minimizes the disruption, retains organizational knowledge and improves morale and employee relations.

Facilitating the Return-to-Work Plan

Contact the employee.

The injured employee should be contacted by a member of the RTW Team within 24 hours of the injury. A quick response shows the employers concern for their employees and sets the tone for future communication.

Communicate with the Employee’s Doctor.

Establishing a working relationship with the employee’s physician is critical to the RTW Plan. Most decisions made by the doctor in regards to returning to work are based on information they receive from the employee. Communicating with the doctor can help you clear up misconceptions about what the job actually entails, and show the organization’s willingness to bring back the employee, on modified duties if necessary. This would be a good time to send the doctor a written job description that lists the job’s essential functions, where it’s performed and its physical requirements. Describing potential alternative task the employee could take on is very beneficial at this point.

Communicate regularly with the employee.

Regular communication with the employee can dramatically increase the chances that they will return to work. This will show the employee that their work really does care about them and they do want them to return to work. This can result in the employee feeing less unsure and stressed about returning to work. Regular communication also helps the RTW Team; they stay up to date on the recovery process. A member of the RTW Team should try and call once a week. They need to convey to the employee that they are missed and that the organization is willing to make accommodations that will speed their return. Always remain positive and friendly.

Focus on Abilities not Disabilities.

Many doctors will give the go-ahead for an employee to return to work with temporary restrictions while an injury is healing to do modified tasks. The RTW Team should discuss with both the employee and their doctor what activities they can perform.

Barriers to Return-to-Work

There can be many barriers facing an employee returning to work following an injury. The more of these barriers present the harder it is for the employee to return and the less likely that they will return at all.

The Health Care Provider.

Many times it can seem as if the health care provider is not cooperating with the return-to-work