When an injured worker receives permanent restrictions that prevents them from returning to his/her pre-injury position a few things may happen. The employer may modify the injured worker's pre-injury job to accommodate the restrictions. The employer may offer the injured worker a different position within the organization. Unfortunately, sometimes an employer is either unable or refuses to do so and the injured worker is without a job to return to. While many of us would say, well I'd just go out and find another job. As research has shown, if you're a married male, younger than 50 years in age, who has a solid education, not attorney represented for your claim, and who participates in a vocational rehabilitation program -- yes, you most likely will (Blackwell, Leierer, Haupt & Kampitsi, 2003). That's because individuals who fit this demographic profile have been found to have the best return to work outcomes after a claim. That is not to say that other injured workers won't benefit from vocational rehabilitation services such as retraining or on-the-job-training. Generally speaking, the more transferrable skills and individual possesses, the more likely they are to find work in another setting. A lower education level and being over the age of 50 may limit an individual in their job search.
It also makes sense that the less "employable" an injured worker is, the more it increases the exposure of the claim -- thereby increasing the value of the claim. The goal of any vocational rehabilitation plan is to assess an injured worker's employment history, transferrable skills, education, and provide services (re-training, job search tools) to identify employment opportunities. The more dismal the re-employment picture is, the greater the challenge it is to return the injured worker to gainful employment.
Employers can take steps to avoid this process by identifying employment opportunities within their company, looking at potential modifications (see our post on AskJAN.org) or any cross-training opportunities within their organization. When you can control or influence the outcome, your results will usually be better than when you let an injured worker's future be subject to the employment market.
Employers who have injured workers that are given permanent restrictions should think long and hard about providing modified duty, on a permanent basis to their injured workers. It is not a decision to be taken lightly. An unrestricted person may have a difficult time finding work, let alone adding in physical restrictions and a period of unemployment due to a work injury.
References: Blackwell, T. L., Leierer, S. J., Haupt, S. & Kampitsis, A. (2003). Predictors of vocational rehabilitation return-to-work outcomes in workers' compensation. Rehabilitation Counseling Bulletin, 46(2), 108.
