RETURN TO WORK WILL SAVE MONEY AND ITS THE RIGHT THING TO DO FOR THE EMPLOYEES

2 7 REASONS FOR IMPLEMENTING A RTW PROGRAM 1.RTW ENSURES THAT DISABILITY COSTS STAY UNDER CONTROL How? By being proactive rather than reactive provides a buffer to escalating lost work time costs. A single disability can turn into a six figure financial loss for an employer based on Direct (i.e., Workers Compensation) and Indirect (i.e., decreased productivity, deterioration in morale, retraining/new hire expenses). Statistically, 9% of the Gross Payroll is spent on Disability Related Costs.

3 2. You Cant Afford Not To Implement A RTW Program By having injured/ill employees performing modified work, the existing workforce would be more efficiently managed resulting in increased productivity – no waste of time and resources.By having injured/ill employees performing modified work, the existing workforce would be more efficiently managed resulting in increased productivity – no waste of time and resources. A Strong RTW Program = Financial Savings, and will ultimately make money rather than cost money by minimizing Workers Compensation and Disability costs.A Strong RTW Program = Financial Savings, and will ultimately make money rather than cost money by minimizing Workers Compensation and Disability costs.

4 3. A Good RTW Program Is One Of The Most Cost Effective Investments A Business Can Make Returning injured/ill employees to work as soon as possible dramatically reduces temporary disability and medical expenses because active employees recover faster and tend not to utilize medical services as frequently.Returning injured/ill employees to work as soon as possible dramatically reduces temporary disability and medical expenses because active employees recover faster and tend not to utilize medical services as frequently. RTW documents compliance with ADA regulations and documents the Countys commitment to returning injured/ill employees to work, thus, reducing litigation costs in the long run and human costs in the short run.RTW documents compliance with ADA regulations and documents the Countys commitment to returning injured/ill employees to work, thus, reducing litigation costs in the long run and human costs in the short run.

5 4. We Are In The Business of Providing Services Not In The Business of Paying Employees To Be Absent When employees are absent from work, productivity is negatively impacted.When employees are absent from work, productivity is negatively impacted. Remaining at home encourages employees to be inactive both physically and psychologically. Psychological problems, loss of skills and physical conditioning is minimized by an effective RTW Program.Remaining at home encourages employees to be inactive both physically and psychologically. Psychological problems, loss of skills and physical conditioning is minimized by an effective RTW Program. RTW provides the employee with the physical conditioning necessary to a full recovery.RTW provides the employee with the physical conditioning necessary to a full recovery.

6 5. RTW Program Gives Managers And Supervisors More Control Since transitional duty assignments are only temporary assignments, management can alter the time frames.Since transitional duty assignments are only temporary assignments, management can alter the time frames. Since a physician must approve every work restriction, there is little room for abuse as RTW can build a strong working relationship between the employer and physician.Since a physician must approve every work restriction, there is little room for abuse as RTW can build a strong working relationship between the employer and physician. Physicians will cooperate with a system that carefully documents transitional duty and offers appropriate choices to the patient.Physicians will cooperate with a system that carefully documents transitional duty and offers appropriate choices to the patient. A disabled employee attempting to work the system may resent RTW efforts, however, the majority of employees want to be productive members of society and will appreciate their managers and supervisors efforts, and look forward to being employed in a temporary modified position.A disabled employee attempting to work the system may resent RTW efforts, however, the majority of employees want to be productive members of society and will appreciate their managers and supervisors efforts, and look forward to being employed in a temporary modified position.

7 6. Unions Recognize The Psychological And Physiological Benefits of RTW RTW does not assign employees to a job – they are assigned to a task.RTW does not assign employees to a job – they are assigned to a task. Unions are receptive because full employment of their membership is their primary goal.Unions are receptive because full employment of their membership is their primary goal. RTW does not change employees job classifications or rate of pay.RTW does not change employees job classifications or rate of pay.

8 7. RTW CAN ACCOMPLISH PROJECTS THAT YOU NEVER HAVE TIME TO PERFORM RTW coordinates efforts in a centralized function and uses all available resources, including Risk Management Safety Personnel.RTW coordinates efforts in a centralized function and uses all available resources, including Risk Management Safety Personnel. Transitional Duty frees up time to devote to more important activities (i.e., incomplete projects or wish lists).Transitional Duty frees up time to devote to more important activities (i.e., incomplete projects or wish lists).

9 WHATS NEXT? Begin to implement our Return to Work Program through the collaborative efforts of County Agencies/Departments for injured/ill employees when medically feasible for both Occupational and Non-Occupational incidences.Begin to implement our Return to Work Program through the collaborative efforts of County Agencies/Departments for injured/ill employees when medically feasible for both Occupational and Non-Occupational incidences. Begin early intervention with employees to lessen the financial and emotional impact of their injury or illness and safely return them to work.Begin early intervention with employees to lessen the financial and emotional impact of their injury or illness and safely return them to work. Develop job data base/analysis for transitional assignmentsDevelop job data base/analysis for transitional assignments Adhere to 90 Day Rule, temporary assignments are reevaluated every 30 days within a 90 day period which may be extended based on medical necessity, and approved by Agency/Department Human Resources Manager and County Return To Work Manager.Adhere to 90 Day Rule, temporary assignments are reevaluated every 30 days within a 90 day period which may be extended based on medical necessity, and approved by Agency/Department Human Resources Manager and County Return To Work Manager. Establish the Return To Work Committee as an advisory group, chaired by the County Return to Work Manager, to address means to improve unnecessary employee absences in order to minimize the number of days lost to injury or illness.Establish the Return To Work Committee as an advisory group, chaired by the County Return to Work Manager, to address means to improve unnecessary employee absences in order to minimize the number of days lost to injury or illness. Educate employees on the Countys Return to Work Program.Educate employees on the Countys Return to Work Program.

INTEGRATED DISABILITY MANAGEMENT ENSURES AN EFFECTIVE RTW PROGRAM

11 ORANGE COUNTY RETURN TO WORK PROGRAM QUESTIONS ?