One of the most common responses we hear from employers regarding their ability to offer modified duty is: "This is [insert industry here], we don't have modified duty!" You fill in the blank -- we've heard it from all types of employers-- construction, home health, temporary staffing, etc.
I then refer to my ever-growing list of employers in their particular industry who accommodate restrictions, And do so with great success, might I add.
There's a common thread among employers that offer modified duty -- it doesn't have to do with their size, industry, or annual sales. It has to do with their commitment to modified duty. Those organizations that fully understand and embrace the concept and the power of modified duty find a way to accommodate even the most challenging restrictions.
As humans, we learn through modeling behavior. No, I don't mean strutting around like you're on the catwalk; I mean observing and emulating the behaviors of others. Remember the time your child repeated an action (or worse, a phrase) that you weren't so proud in front of an audience? Guess where they learned it?
We're still pretty fresh into 2013 and some of you are likely still sticking to your New Year's resolutions. When trying to eat better but faced with temptations at a restaurant, experts recommend that you ask yourself, "What would a healthy person order?"
The same goes for RTW. Ask yourself, what do other successful companies do? While what works for them may not always be plausible for your organization, I'm sure you could pick up a few good ideas. Talk to your peers in the industry. Find out what they do in difficult RTW situations. Ask us! Ask your agent! Ask your risk management consultant or claim representative who have had the experience of resolving issues with organizations who face the same challenges that you do.
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