Injury Management Process Early Return-to-Work Value Features & Bottom-Line Savings.
Early Return to Work
description
Transcript of Early Return to Work
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Early Return to Work
Remain at Work Services
Transitional Work
Vocational Rehabilitation
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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.
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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
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DirectCost
IndirectCost
vs.
Indirect Cost Of Lost Time Is Four Times the Direct Cost
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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)
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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
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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)
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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
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Remain at Work
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Goal of Remain at Work
Services to injured workers
with Medical Only Claims to
prevent Lost Time
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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.
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Transitional Work
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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
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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.
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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
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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
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Philosophy needed
Buy-in by top management
Labor/employee involvement
Commitment for openness
Confidentiality
Policy that is logical and fair
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Transitional Work Program Basic Elements
Corporate analysis Labor/employee involvement Policy / Procedure Functional job analyses Program evaluation mechanism
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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
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Information on BWC’s Transitional Work Grant Programs
www.ohiobwc.com >Ohio employers >Transitional WorkGRANT$
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Vocational Rehabilitation
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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
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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
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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.
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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?
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Questions about early return to work and remain at work programs?