Western Area Operations Injury Compensation

Jan Lonsdale & Mary Anne WaltersFebruary 2006

Western Area Injury CompensationInjured Worker ‘Before and After’

Before After

Limited Duty Assignment   "Permanent" Assignment

Temporary/Transitional  

During COP & Recovery  

We should keep limited duty employees in the workplace for the maximum hours defined by their medical restrictions – even if they are performing unnecessary or redundant tasks MMI

Operations Develops Post Recovery Assignment

Western Area Injury Compensation Injured Worker Before MMI

Limited Duty Assignment During COP & Recovery We should keep limited duty employees

in the workplace for the maximum hours defined by their medical restrictions – even if they are performing unnecessary or redundant tasks

WHY????????????

Bringing injured workers back to work is therapeutic Mentally ‘Work Hardening’-prevents atrophy Injured worker Confidence building

Work keeps injured workers cognizant that they will return to work again

Returning injured workers to work shows that they can work without being harmed

Keeping injured workers in the workplace ensures that they remain part of the organizational unit

Keeping injured workers in the workplace prevents them from developing a “disabled” mindset

Enhances supervisor/employee communication Return to Work allows management to monitor recovery Return to Work is time sensitive – with a distinct “Window

of Opportunity”- cannot delay

WHY???????????? If we do not return injured employees to workplace

Causes Resentment Isolation Frequently the cause of developing psychiatric

disorders Pain syndrome Depression related to injury “Somatoform Disorders”

Becomes Accustomed to not working Learns to become more disabled

Staying home is great – collect 66-75% of salary tax free – why return?

WHY???????????? Economics for USPS and unit

Long lead time to fill vacancy – if you will be permitted to do so

Replacement employee (if obtained) will need to be trained in job. We lose the company knowledge that the injured worker has

Employee must “prove” illness to stay off work. Result: Higher medical costs that the USPS pays

Replacement worker cost. (Overtime, Casuals, PTF) in addition to paying injured worker 66-75% of salary plus a 7% administrative fee to OWCP

Western Area Injury Compensation Stages of Injured Worker After MMI

Maximum Medical Improvement – Defining Moment Operations Develops Post Recovery Assignment

Choices:1. Return to Pre-Injury job-no modifications needed2. Modify Current job3. USPS Job Offer using ‘Priority for Assignment’ based on

Necessary Work/Time sensitive – 1. DOCUMENT, DOCUMENT, DOCUMENT-

Who, What, When, Where2. May result in:

Possible change of craft Possible change of tour Possible change of facility

4. Reasonable Accommodation (Interactive Discussion/Search for Vacant, Funded Position)

5. Vocational Rehabilitation Outplacement

EL-505 “Priority for Assignment”A.K.A. Pecking Order/Matrix

Priority of Choice Regular Craft Regular Tour Regular Facility

1st Within Within Within

2nd Outside Within Within

3rd Within Outside Within

4th Outside Outside Within

5th Within Within Outside

6th Outside Within Outside

7th Within Outside Outside

8th Outside Outside Outside

Vocational Rehabilitation OutplacementNot all injured workers can be vocationally

rehabilitated - outplaced • Some employees fall under MSPB restoration rules. We

MUST provide work for them - no exceptions.

• We do not currently vocationally rehabilitate an employee who is currently working in a Rehabilitation Job Offer and has had no change in their physical condition or operational change – even if they are performing unnecessary/redundant tasks

• They must have had an OJI and be at MMI• Must be able to work a minimum of 4 hours per day/20

hours per week• OWCP will not accept some claimants for VR• Operations must document that employees at MMI have

no necessary work for the employee to perform

Western Area Injury Compensation Stages of Injured Worker

So…. We must find work for Limited Duty

Assignments We must find work for employees we

cannot Voc Rehab We must find work for Light Duty

employees who are covered by LMOUs.

Western Area Injury CompensationVocational Rehabilitation Outplacement Process

Injured workers who have reached MMI

1. Operations documents that they cannot find work that is necessary to the operation of the USPS

2. Injured Worker may be referred to OWCP for placement in a job outside the USPS.

3. Injured Worker receives Workers’ Compensation until placed in position with another employer. (If injured worker does not find a job within 90 days, OWCP proceeds with #4)

4. Injured Worker is placed and Workers’ Compensation payments are reduced or terminated. *

5. Injured Worker is separated from USPS.

*If Injured Worker refuses to cooperate or obstructs placement, their Workers’ Compensation is suspended or

terminated.

What can Operations do to deal more constructively with injured workers?

Discriminate between “productive” and “necessary to operations”. Understand the difference when developing limited duty assignments and job offers.

Review every injured worker’s current medical status and work being performed, at least once a year, to ensure that their abilities are being maximized.

When Operations can honestly say there is no necessary work within an injured employee’s (at MMI) restrictions – document so that the employee can be Vocationally Rehabilitated-Outplaced, with another employer

Coming soon – Revised reassessment of current USPS Rehabilitation employees – with the new ‘after MMI’ steps, which will include change of craft and vocational rehabilitation.

(Permanent & Stationary, P&S)