The Key Elements of Great

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. Return to work mostly includes light duty, which is work responsibilities that are different from the regular duties undertaken by the employee and you need a clear return to work and light duty policy to navigate the above requirements.
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.
Return to work is a program worth giving a try whenever a chance arises seeing that the people who the employee deal with while receiving health care like insurance companies, human resources and health care providers may not give them a state of normalcy and financial freedom unlike this program, which also benefits the employer by reducing or eliminating the cost of training new employees, cost of absenteeism, and cost of reduced productivity.
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. At this stage on the side of the employer, they should find a person to fill in as the manager of the return to work and light duty program, who need to possess a strong understanding of the FMLA, ADA, short and long term disability coverage by the organization and the law on compensation of workers.
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.

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