I recently read an article by Chris Moranda on getting managers to buy-in to the concept of return to work and its benefits. He states the best measure of the effectiveness of any program is job placement which is accomplished through various tools such as…
up-to-date assessments of job descriptions and analysis with essential functions
evaluations
assessments including identifying adaptive equipment.
Most importantly is the understanding and support of managers. Though managers and supervisors may be highly trained there remains a great need for awareness of the requirements of the Americans with Disabilities Act (ADA) and the recent ADA Amendments.
In my role as a case manager I can further the company’s understanding to move managers and supervisors beyond an attitude of compliance to one of being a champion for those they represent. In order to accomplish this, the case manager must begin by forming relationships with those employers to gain their trust, hear their concerns and help pursue solutions. Creativity is the key. A case manager and manager working together can often make adaptations that benefit everyone.
One goal for case managers is to support the employer to become more comfortable in taking back an employee on light duty restrictions through a transitional work duty program. A manger who sees how accommodations work will more likely be willing in the future to consider hiring other people with restrictions and disabilities.
A case manager can forge these relationships with the human resource person. Through this relationship the case manager could attend managers meetings as a consultant to represent and inform about transitional work programs, the ADA and demystify reasonable accommodations.
With this in mind the case manager must understand the company’s attitude regarding return-to-work (RTW). If the employer is only focused on production the reduced work capacity of the individual will make fora difficult course. The company’s goal should be to champion employees on the job and working. If the concern is focused on decreased productivity, one option would be to have the patient to function as an extra staff and not impact the productivity of the department or even move them to a non-production position temporarily. The most important matter for managers to understand is the value the employee brings to the job through knowledge and experience.
As both a case manager and an ergonomics assessment specialist, VP Medical Consulting can provide employers with the assistance they need to develop cost effective transitional duty programs. This results in a win-win situation for the employer, the injured worker, and the carrier. Let us help you get started today.
I recently read an article by Chris Moranda on getting managers to buy-in to the concept of return to work and its benefits. He states the best measure of the effectiveness of any program is job placement which is accomplished through various tools such as…
Most importantly is the understanding and support of managers. Though managers and supervisors may be highly trained there remains a great need for awareness of the requirements of the Americans with Disabilities Act (ADA) and the recent ADA Amendments.
In my role as a case manager I can further the company’s understanding to move managers and supervisors beyond an attitude of compliance to one of being a champion for those they represent. In order to accomplish this, the case manager must begin by forming relationships with those employers to gain their trust, hear their concerns and help pursue solutions. Creativity is the key. A case manager and manager working together can often make adaptations that benefit everyone.
One goal for case managers is to support the employer to become more comfortable in taking back an employee on light duty restrictions through a transitional work duty program. A manger who sees how accommodations work will more likely be willing in the future to consider hiring other people with restrictions and disabilities.
A case manager can forge these relationships with the human resource person. Through this relationship the case manager could attend managers meetings as a consultant to represent and inform about transitional work programs, the ADA and demystify reasonable accommodations.
With this in mind the case manager must understand the company’s attitude regarding return-to-work (RTW). If the employer is only focused on production the reduced work capacity of the individual will make fora difficult course. The company’s goal should be to champion employees on the job and working. If the concern is focused on decreased productivity, one option would be to have the patient to function as an extra staff and not impact the productivity of the department or even move them to a non-production position temporarily. The most important matter for managers to understand is the value the employee brings to the job through knowledge and experience.
As both a case manager and an ergonomics assessment specialist, VP Medical Consulting can provide employers with the assistance they need to develop cost effective transitional duty programs. This results in a win-win situation for the employer, the injured worker, and the carrier. Let us help you get started today.