A Brief History of

Method of Building your Programs for Light Duty and Return to Work
An employer gains by cutting the cost of employee non productivity while the employee gains more job security hence more financial freedom whenever you get the employee who has been away from work back to the workplace, making it a win-win endeavor. Light duty is the main component of return to work and it entails responsibilities that differ from the regular duties that an employee undertakes and a clear, written policy is required to meet the above stated needs.
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.
This program is worth taking due to its benefits in taking the employee back to normalcy which cannot be done by people he or she interacts with while receiving treatment and is also beneficial to the employer who cut down the costs of training new employees, reduced productivity and absenteeism.
Employers should have a well written policy in place which should explain to employees how being away reduces or cuts wages, how workers may lose their medical cover, how they should inform the employer on their progress and suitability to return to work how long light duty tasks will last and that this is not a new employment 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.
As the employers implement this program, they need to ensure that they find out the essential services in the job description of the employees, give the employees the return to work and light duty program form to fill whereby the failure of filling or rejecting is considered rejecting employment, inform the employees on how prepared they should be, communicate the policy to the employees during the safety policy conversations, redesign the job to meet the ADA regulations if there has been any physical changes on the body of the employee, and should also tell the employees what they stand to gain when they are effective participants of the program.

If You Read One Article About , Read This One

Getting Creative With Advice