Returning to Work after an Injury or Illness
Early return to work results in many benefits for the injured or ill employee, including the prevention of de-conditioning and the psychological sequels of prolonged time off work. Employers also realized benefits through substantial reductions in disability payments, medical treatment costs, absence from work, insurance premiums, and overall Workers' Compensation costs.
- Benefits to departments when employees return to work early
Increased efficiency as staff resume pre-injury or illness work assignments.
Increased moral as staffing levels return to pre-injury/illness levels.
Increased effectiveness as staff resume assignments for which they have developed expertise.
- Released to work with no restrictions
If the employee is released to return to work without restrictions, the employee must obtain from the treating physician, a written release to return to full duty and give the release to his/her manager or supervisor upon returning to work. The manager or supervisor should fax a copy of the release to the Total Wellness Office, 657-278-1556.
- Released to modified or light duty
If the physician releases the employee to "modified" or "light" duty work, the employee's supervisor and the Workers' Compensation Program Manager will review the work restrictions and determine if temporary modified or alternate work is available to assist in transitioning the employee back to their full job duties.
If a temporary transitional assignment is feasible, the employee's supervisor and the Workers' Compensation Program Manager will meet with the employee to review the transitional assignment and the work restrictions prescribed by the physician. The temporary assignment will be reviewed at regular intervals to ensure that the employee is continuing to improve. Changes will be made as appropriate.
If a temporary transitional assignment is not available, the Workers' Compensation Program Manager will contact the employee to discuss the available benefit options. The employee's supervisor should not allow the employee to return to work without a written release.