Small Businesses Yield Big Opportunities for RTW

Initially, one may think that developing modified duty jobs for small businesses is extremely challenging, if not impossible.  It's not as daunting as you may think.  We've seen many small businesses successfully implement modified duty jobs to reduce and help control their claims costs.

That is not to say that small businesses do not have their challenges.  Often times it is the owner who has to play multiple roles in the organization, wearing the Human Resources hat one hour and the Accounts Payable hat the next.  Typically, smaller companies have less experience with losses or work accidents.  Just like many other businesses, small business owners are faced with budget constraints, creating the perception that they cannot "afford" to offer modified duty work.  From a WC cost savings perspective, employers cannot "afford" to not offer modified duty work.  Pardon the double negative.

Research has shown that smaller companies have many unique attributes that they can leverage to achieve successful return to wellness outcomes (Andersen, Kines & Hasle, 2007):

· Employees are often responsible for multiple tasks that may be outside of their "normal" job description.  They pick up and fill in as needed to ensure that things get done.  Maybe there isn't a designated person to clean the break room, but one person naturally takes care of it.  These "extra" duties are often a trove for modified duty opportunities.  Make a list of these duties and start your modified duty tasks bank.

· Similarly, employees of smaller operations are often cross-trained or know more than one aspect of the business.  In this case, you're dealing with more experienced workers who can do the lighter tasks of more than one job with very little training or re-training.  This also presents an opportunity for the injured employee to help train another employee.  The more knowledge and skills an employees possess, the more value they add to the organization.

· As opposed to larger organizations, small business owners typically have closer social relationships.  This has been demonstrated to assist in developing more potential work options.  Closer relationships foster loyalty in the employer-employee relationship which is a catalyst for a successful return to wellness.

Due to the unique social structure and dynamics of small businesses, it is sometimes best to allow small businesses to develop their own return to wellness plans.  As their partners, we should allow them to chart their own course, but provide insight, encouragement and our expertise as indicated.  While our role may be to provide guidance and direction, we are cognizant of the different opportunities and challenges that small businesses present.

Source:  Andersen, L. P., Kines, P. & Hasle, P. (2007). Owner attitudes and self reported behavior towards modified work after occupational injury absence in small enterprises:  A qualitative study.  Journal of Occupational Rehabilitation, 17, 107-121.  doi: 10.1007/s10926-007-9064-5.