Managing a Workers’ Compensation claim can be overwhelming. Trying to find a way to get employees back to work with physical restrictions can seem impossible. In this Meith Minute, we will discuss the importance and benefits of getting employees back to work on Modified Duty.
When an employee is injured on the job and seen by your Designated Medical Provider, the provider may issue temporary restrictions for the employee until they recover from their injury and can return to their normal work tasks.
A provider issuing restrictions should not be seen as a negative. Yes, it would be better if the employee did not have an injury and did not have an injury that required work restrictions. But restrictions do not mean that they cannot work.
One of the biggest benefits of finding tasks that can be performed within the restrictions, is that the employee can see that you are invested in their recovery. That you are taking an active role in getting them back to work and that you will continue to work with them and the provider to resolve their claim.
Another positive of having an employee return to work on Modified Duty is that you are helping the employee stay active. By returning to work, an employee will be moving more, staying as close to their normal routine as possible, and maintaining interactions with people and coworkers. Staying home, perhaps spending long periods of time in a static position, and not interacting with others may prolong the recovery. Returning to work helps their mental health as well as keeping them active while promoting continued movement and recovery.
Having an employee return to work on Modified Duty also allows for continued supervision of the employee to ensure restrictions are being followed and the injury is not being aggravated. It also holds the employee more accountable to themselves in following the providers instructions, because they have more people working within those restrictions to help the employee recover.
Supervision is also helpful if there may be suspicions on the legitimacy of a claim, or on the prolonged continuation of the claim. Sadly, there are those who may abuse the system. Being able to observe them and ensure company policies and procedures are being followed is a huge benefit in questionable claims.
There are many benefits to having an injured employee that has work restrictions returning to work on Modified Duty. To make your Return-to-Work Policy most effective – communicate with the Designated Medical Provider and all employees that you have a Return-to-Work Policy, and that you intend to bring all injured employees back to work on Modified Duty. This lets everyone know that you are actively participating in and managing the claim. That you will be closely monitoring the claim and helping employees recover more quickly. It will improve your working relationship with your Designated Medical Providers. It will also reduce the likelihood of false claims or exaggerated and prolonged claims.