Early Return to Work

Remain at Work Services

Transitional Work

Vocational Rehabilitation

Question…..

Which type of injury is most costly to an employer?

A severe traumatic injury to an employee involving multiple fractures; or,

A mild injury to an employee diagnosed as a low back sprain/strain.

The Importance of Early Return to Work

“…medical care costs correlate not with the severity of diagnosis, as might be predicted, but the length of time workers remain out on disability.”

Disability ManagementAkabas, Galvin and GatesThe American Management Association

DirectCost

IndirectCost

vs.

Indirect Cost Of Lost Time Is Four Times the Direct Cost

Direct vs. Indirect Costs

•Medical costs

•Compensation costs (insured costs)

•BWC claim reserves

•Hiring replacements

•Training replacements

•Overtime (lost work)

•Legal expenses

•Product/tool damage

•Production delays

•Loss of business (customer good will)

Cost Impact of Early Return to Work

Reduce payment of lost-time Reduce payment of lost-time compensationcompensation

• Direct impact on reservesDirect impact on reserves

• Indirect impact on premiumsIndirect impact on premiums

• Helps improve your safety and financial Helps improve your safety and financial goalsgoals

• Benefits employer and employeeBenefits employer and employee

Benefits Of Early Return to Work Programs

Reduces costs Reinforces management’s commitment

to employee welfare Improves morale/company loyalty Maintains quality/production Enhances ADA compliance Increases safety and prevents future

injuries (i.e. ergonomic improvements)

Benefits to the Injured Worker

Recovers more quickly Experiences a smoother transition

back to regular duty Receives a full, regular paycheck Jobs skills stay current Maintains work relationships Problems related to inactivity

decrease

Remain at Work

Goal of Remain at Work

Services to injured workers

with Medical Only Claims to

prevent Lost Time

Eligibility

Injured Worker has a Medical Only Claim.

Injured Worker is experiencing difficulty

at work due to the allowed condition.

The employer, injured worker or physician

has identified the difficulty.

Transitional Work

What is Transitional Work?

• Work-site program for workers with

physical restrictions

• Focus on progressing the worker to a

specific job

• Program is time limited and

individualized

Transitional Work Program

May include progressive

conditioning, on-site work activities,

and education for safe work

practices.

May include job modification or

alternative work assignments.

Light Duty

Light duty is opened ended

No therapeutic goals defined

Transitional work

has a starting and ending date

Offers work hardening or other therapeutic benefits

Transitional Work

Responsibilities of employer or employee are not outlined

No alternative plan if light duty fails

Responsibilities are clearly defined in writing

Alternative plan will be developed

Light Duty Transitional Work

Philosophy needed

Buy-in by top management

Labor/employee involvement

Commitment for openness

Confidentiality

Policy that is logical and fair

Transitional Work Program Basic Elements

Corporate analysis Labor/employee involvement Policy / Procedure Functional job analyses Program evaluation mechanism

BWC’s Transitional Work Employer Grant Programs

Transitional WorkGRANT$for employers with 50 or more employees

Transitional WorkGRANT$ EZ for employers with 1-49 employees

Information on BWC’s Transitional Work Grant Programs

www.ohiobwc.com >Ohio employers >Transitional WorkGRANT$

Vocational Rehabilitation

Vocational Rehab Eligibility

Lost time claim Continued physical restrictions IW is not working and on

compensation on date of referral such as TT, NWWL, PTD, Salary continuation in lieu of TT

Vocational Rehab Eligibility-cont’d

IW at MMI or received a PPI award and not on comp (lost time claim, continued physical restrictions)

Job Retention-IW is working but has a previous lost time claim, continued problems related to allowed condition(s) of claim documented by POR and employer

The Return to Work Hierarchy (OAC 4123-18-05)

Injured workers return to work as follows:

Same job, same employer Different job, same employer Same job, different employer Different job, different employer Skill enhancement, short-term

training may help at any step in return to work.

What strategies do we use at each step of the hierarchy?

If returning to same job, same employer?

If returning to a different job, same employer?

If returning to same job, different employer?

If returning to a different job, different employer?

Questions about early return to work and remain at work programs?