Injured Workers With Permanent Restrictions?
Posted by Katrina Paglierani on Thu, Nov 12, 2009 @ 08:59 AM
What options do you have for Injured Workers with Permanent Restrictions?
If an Employer is unable or unwilling to offer light duty positions? what are your options?
What if the employer does not offer a return to work, RTW program?
Below, are some options available.
- Volunteer or charity jobs- insurer still pays wage-loss benefits
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Training programs- insurer still pays wage-loss benefits
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Work at home -in many cases not accepted as true "employment".
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Employment positions with new employer
What have you used, and what have been the results?
In my opinion, in comes down to the particulars of each case. when I posed this question on a public forum there was quite a bit of interest.
In general, the responses expressed that offering light duty or transitional positions should be the first choice. I would agree that if such positions are open, they are the best option for employers.
Most agree that returning an injured employee to some sort of work quickly is the best policy. I think the particulars of the case often determine what that option should be.
Another point was made that training etc is very helpful. And, I agree with this as well. Oftentimes, it is beneficial to get these injured workers additional training to make them more marketable and employable.
Lastly, quick settlement was suggested. Again, a good idea when possible.
These are all good ideas.
Lets look at each option:
Light duty or transitional duty: Many companies do not have light duty positions available. Especially companies in Construction, transportation, manufacturing and the like. Many of these companies to not have office staff employed or an office at all for that matter.
Training: This is a good option, and voc rehab is mandatory in some states. It is a good way to increase the employability of an injured worker. But, it does cost, and does not guarantee that the person will be better able to find a job. It also does not mean they will use the training to their benefit. They will still need to aggressively and consistently look for work.
Settlement: This assumes that you can get the claimant to settle. The longer a case drags on, the more expensive it is.
Employment with a new employer. Re-employment ends (or at least immediately reduces) wage-loss or indemnity payments. Workers Comp claimaints are required to look for and accept employment that is within their restrictions.