As employers, staffing firms should not only want an injured worker back to work, but in a meaningful and accommodating position. Employers run the risk of appearing insensitive and apathetic if they don’t value they’re injured workers. The job duties should not exceed medical restrictions.
Documentation should list the specific job duties and tasks for every position. A light duty position doesn’t mean that the employee can perform the task. Ignoring these details will make employers appear as if they don’t care whether the employee returns or not.
Return-to-work offers should be documented either electronically or in writing. This not only leaves a record, but truly shows that the employer wants the employee back. A phone call doesn’t leave a record, and if the employee doesn’t show up for work, it appears the employer didn’t value the employee’s contribution enough to send a written offer.
The position should also be productive and meaningful. If a light duty position is either distasteful or provides no benefit to the company, the employee may feel pressure to return to his old job, even though medical restrictions don’t allow it. It also appears that the employer is just trying to avoid paying temporary disability benefits.
These factors not only keep otherwise capable employees from returning to work but may result in higher workers’ comp costs because of the temporary total disability benefits employers will end up paying. LeastStaff has many workers’ comp and general insurance solutions to keep your insurance rates as low as possible.