Do You Have a Return-to-Work Plan for Workers’ Comp?

Even if you take all the safety precautions you can for your business, there’s still a chance that an employee will be injured or become sick on the job. So, it’s smart to have a return-to-work program in place for workers’ compensation before something happens. Having a clear plan can help returning employees get back to work and up to speed.

What Are the Benefits of a Return-to-Work Program?

According to the Job Accommodation Network, a return-to-work plan, or a stay-at-work plan, can help you and your business:

• Keep your experienced employees on staff.
• Minimize the negative impact of having employees on leave when they could be working.
• Lower workers’ compensation expenses.
• Comply with workers’ compensation laws and, in some cases, the Americans with Disabilities Act.

How Can You Implement a Return-to-Work Plan?

To start, it’s a good idea to have job descriptions in place for all your positions. That way, you know exactly what responsibilities need to be covered in your plan.

You should be prepared to document any accommodations you make to support an employee’s return to work in a form or letter that outlines:

• Whether the accommodation is on a trial basis.
• If so, when it will end.
• Who evaluates it for success.
• What happens at the end of the trial period.

You should have specific plans of action in place for employees with certain risks. These plans should outline what to do in case they have a medical emergency on the job, based on their health condition.

What Types of Roles Can You Assign?

Depending on the employee’s role and their illness or injury, there are different options you can consider. It’s a good idea to think about how these options might work for your business and your employees before you need to use them.

• Temporary accommodations: You might want to try certain job accommodations to see if they work or use accommodations for a short time while you are arranging services or buying equipment. You might need them in specific, temporary situations as well. For example, if you are repairing an elevator, you may need temporary accommodations for an employee who uses a wheelchair.
• Light duty: This term refers to work that’s not as physically or mentally challenging as the employee’s typical job. Light duty work could be temporary or permanent, depending on the situation.
• Transitional work: You may want to create a plan that supports an employee as they move from temporary accommodations or light duty back to their regular job requirements.
• Job restructuring: Job restructuring might involve taking away some of an employee's responsibilities or adjusting when or how an employee completes their tasks. You’re not required to make accommodations to an employee’s essential functions, but you can if you choose to.
• Reassignment: You can assign an employee to a new position if they are qualified and able to complete the job functions.
• Leave: In some cases, employees may need to take paid or unpaid leave to recover, go to appointments or get treatment.

Get Professional Advice on Worker’s Compensation

Your business needs coverage in place for worker’s compensation claims that could arise from injured employees. Connect with your local Farm Bureau agent to learn about your options and make sure you’re protected.