Light Duty Work Agreement

Returning to work can include easy tasks – tasks that differ from a worker`s normal tasks. Returning to work may include a partial or limited return to work – resuming essential tasks, but not all of a worker`s normal tasks. A partial return to work could cover all normal tasks of a worker, but for a limited number of hours. Returning to work benefits employers, not only by controlling the cost of compensation rights, but also by reducing or eliminating the costs of absenteeism, lost productivity or training a new worker. Employers must have a return to work program before they need it. The main advantage of a program is the ability to maintain trained and experienced staff. An effective return-to-work program increases work ethic while reducing the cost of absenteeism, lost productivity and training of new workers. Compensation laws vary from state to state, but laws protect employers from damage caused by workers` injuries, illnesses and deaths. They provide euthanasia assistance to workers` families when a worker is killed on the job. Workers` compensation covers the cost of medical treatment and results in a loss of wages for injured workers. The return to work coordinator must remain in contact with injured workers for several reasons, including: injured workers may be disconnected from work during their work. During treatment, rehabilitation and healing, they must care for health care providers, insurance companies, staff and others.

Some of these people will not have the interests of the employee and the employer able to be at the centre of the concerns. In a way, the “Back to Active Life” program intervenes as soon as a staff member is injured. Most return-to-work programs contain several common elements: companies should decide which manager is responsible for the return-to-work program, which is then empowered to make decisions about light or alternative tasks and work accommodations for aggrieved workers. A return to work programme must be part of a general framework of occupational health and safety, as well as workers` compensation. New recruits should receive contact information for the return-to-work coordinator. Ongoing contacts will help to better understand that workers are expected to return to physical work as soon as possible. Continuous contact can prevent workers from “falling through cracks” and never working again. Discussions should focus on the timing, scope and nature of an easy or questionable task. Checking the essential functions of all positions becomes inside the inventory. The return to work coordinator must be aware of the ADA, workplace discrimination, the FMLA and the Workers` Compensation Act. If the proposed position does not take into account the handicaps of a workforce, it nereds a “job task” defence if the worker refused the position and was dismissed. Employers should have a written “easy or back to work” policy before they need a policy.

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