The Key Elements of Great

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. To meet the above stated needs, it is essential to have a written clear light duty, which is a component of return to work which offer work responsibility that are different from the normal ones to the employee, and return to work plan.
Communication procedures with the health providers, procedure of initiating the program, schedule of the review process of the entire program, policies set in place, handouts about the process, light duty positions assigned, and procedures of conducting the program are some of the most common return to work program’s elements.
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.
It is necessary for the employers to tell the employees the benefits they will gain or the losses they will avoid when they participate in the program, roll out job descriptions that meet the ADA requirements of people who have undergone physical body changes, table the discussions about the program often during the often safety policy discussions even before the injury has occurred, give employees forms to accept the program which is mandatory because rejecting would be like turning down the job, inform the employees on how prepared they should be and review the job description to find the essential services that will be filtered and included in the return to work and light duty program.

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