A very wise nurse once told me they had a saying in the hospital she worked at: "Discharge planning begins upon admission." The goal of any admission at a hospital is to discharge the patient, hopefully in a better, healthier state than they were when they arrived.
This same adage applies to workers' compensation claims. The goal of any claim representative should be to ensure the injured worker receives appropriate medical treatment that will help them recovery, return to work, and hopefully a state of wellness. This doesn't just miraculously happen! A well-thought plan is needed to coordinate a successful return to work, but particularly if we're aiming to help the injured worker get better.
What can you do to help plan for success?
Start having the return to work conversation as soon as possible. Employers should proclaim it to be their goal to return the injured worker to work whenever a claim is reported involving lost time. That means having return to work discussion in the absence of a modified duty release. You might be asking, how can we bring someone back to work if they don't have a work note allowing them to come back? Generally we have an idea as to why type of restrictions correspond with the type and severity of injury. For example, a rotator cuff strain/sprain may result in no overhead lifting, one handed restrictions, or lifting no greater than 2 lbs. over counter level. How can you plan for RTW when there is such a variance in possible restrictions? Plan for the worst, hope for the best. Anticipate the most restrictive work note and go from there. If they can lift 2 lbs. with their injured arm and you planned for, and found, one-handed work, then you have work available that fits restrictions!
When you have an injured worker with a note that totally disables them from working, it's never too early to try to identify a modified duty opportunity. Sending this modified duty option to the treating physician may facilitate an earlier release to return to work, or it may not, but it's worth an attempt.
Communicate your intentions to the injured worker as well. They are probably very concerned about their job, their income, and how they are going to pay their bills if they are taken out of work. Letting an injured worker know, at the appropriate time, that you will try to find work available will be one of the best things you can do to reassure them that you value them as an employee. Just be sure to do it in a sensitive manner at an appropriate time.
