Return-To-Work Programs: The Key To Minimizing Lost Workdays
There are a number of ways to effectively manage employee injuries and illnesses, comply with associated OSHA recordkeeping/reporting requirements and satisfactorily meet all workers’ compensation requirements. And, one of the more successful approaches—especially from a cost and productivity perspective—is to implement a comprehensive return-to-work (RTW) program.
Companies that have RTW programs can reduce workers’ compensation costs, including temporary disability, medical, rehabilitation, and retraining, and get employees back to their assigned position more quickly, which typically results in cost savings in retraining and job performance efficiencies.
Setting up an effective RTW program requires a good deal of effort and commitment, but if done correctly, it will yield positive results to your company’s bottom line. For example, you could see significant decreases in lost-time and medical-only claims as well as a healthy reduction in the total number of days for which temporary total disability benefits are paid—along with total workers’ compensation expenses, including all medical, indemnity, and administrative costs.
Yet, despite the measurable benefits of having an effective RTW program, many companies do not have one in place for various reasons. Perhaps, they believe it’s too difficult to get off the ground, are worried that it will send the wrong message to employees, would be too hard to manage and track, or remember their program not working in the past. But, if you follow the tested process for developing an effective RTW program you can cast those reasons aside!
Join us when our presenters—one a seasoned safety consultant, the other a skilled healthcare business and clinical professional—will provide you with a proven approach for developing and implementing an effective RTW process.
Register to learn how to develop and implement an effective RTW process.
- Interpret OSHA recordkeeping reporting requirements as they relate to return to work (RTW) strategies
- Assess the relationship of RTW approaches to workers’ compensation, Americans with Disabilities Act, Family Medical Leave, OSHA, and other laws to assist you in complying with them all
- Identify and communicate the benefits of a comprehensive RTW program
- Evaluate your existing RTW program, and then consider and apply RTW program best practices to make it even better
- Prepare RTW policy for management’s consideration—and generate the commitment from senior management you need to ensure your RTW program’s success
- Identify the elements to include in your RTW program
- Determine who should be involved in the development and implementation of your RTW program, including safety, medical (in house and out sourced), legal, human resources, production, and maintenance staff
- Assess successful ways for working closely with your medical providers and treating physicians
- Document the requirements for permanent and transitional jobs (clear and useful job descriptions) to better work with medical staff
- Assure that supervisors understand and follow the RTW process, including complying with medical limitations
- Prepare successful and practical “individual return-to-work plans”
- Address employee and union concerns that may occur
- Identify strategies for finding and evaluating outside resources to help you in developing and implementing your RTW program
About Your Presenters:
Don Dressler of Don Dressler Consulting of Irvine, California, has been working with safety recordkeeping for over 15 years as the head of an agricultural trade association’s safety and loss control staff and since 2003 as a safety and human resources consultant and attorney. Dressler focuses on safety, employment and human resources issues, accident investigations, OSHA compliance, and workers’ compensation.
Dressler serves as the risk and safety consultant to the California Association of Nurseries and Garden Centers; Group Safety Manager for the 3,500 members of the Attorneys and Accountants Association safety group sponsored by the American Association of Attorney/Certified Public Accountants; and also legal advisor to the California Association of Agricultural Labor, an association of California farm labor contractors.
Judith Lindemann is a healthcare business and clinical professional with diverse patient care services leadership and family nurse practitioner expertise and extensive backgrounds in clinical, administrative, training and sales areas. Lindemann’s rare combination of clinical and business experience incorporates a proven track record of effectively delivering value to the organization through client and clinical solutions and services. Lindemann offers a collaborative relationship with physicians and clients. These skills enable Judith to oversee and direct policy changes, manage staff, train, and implement intricate client and company requirements.
Lindemann is licensed/certified as a Family Nurse-Practitioner in Arizona and California, a Nurse-Practitioner in Pharmacology in California, Registered Nurse in California and Arizona, and Public Health Nurse in California and Arizona. She holds a position of a Sigma Theta Tau in the Nursing Honor Society.
|Licenses / Designations / Educational Credits:||CSP|
All US States: 0.15
|About The Provider:
||BLR® is the leader in helping organizations, and their employees, reduce safety, environmental and employment compliance-related legal exposure, stay on the right side of law, and achieve their full potential. We offer best-in-class compliance product and services that includes news, information & analysis, best practice guidance, employee training and turn-key tools delivered in a wide range of formats from online applications, live events and websites to books, CD's, Video, Posters and newsletters geared to all sized organizations and industries.
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|Keywords For This Course:|
Return-To-work, Workers' Compensation, OSHA, Recordkeeping
|Currently Scheduled Dates For This Webcast|
|Return-To-Work Programs: The Key To Minimizing Lost Workdays||CD/On-Demand||$137.00||
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