#Workplace Safety
By Team Seaglass
Worker injuries can produce unbelievable costs to employers and life-shattering impacts on employees and families. In 2021, The Bureau of Labor Statistics (BLS) reported a staggering 2.6 million non-fatal workplace injuries and illnesses and nearly 43% of those nonfatal occupational injuries resulted in “days away from work”. Additionally, the National Safety Council reported over $167 billion in injury costs to American employers in 2021.
Studies have demonstrated that the longer an injured worker stays out of work, the more difficult it is for that employee to return. According to the Bureau of Labor Statistics, If employees are out of work for more than 6 months, their likelihood of returning drops by 50%. After one year, it drops even more, to 20%. There’s a lot of misconception around how Return-to-Work Programs can benefit injured employees and businesses. Let’s dispel some common myths:
Common Myths
#1- My employee needs to be able to do 100% of their job before returning to work
In reality, it’s usually not necessary for employees to complete “every” function of their job description in order to return to work. Communication with treating physicians will help the employer set restrictions that meet the employee’s current physical capabilities during recovery. As the recovery process progresses, the physician/employer will modify restrictions to meet the employee’s changing needs until he/she can return to full capacity.
#2- Injured employees heal faster if they can stay at home
Studies have shown that employees who are socially isolated in a home environment tend to recover more slowly. The physical impairments, confinement, and difficulty retaining their professional skill-sets can have a negative psychological effect on the employee’s quality of life and subsequent recovery time. The best medicine is helping the employee resume as close to normal life as possible while undergoing recovery. This opportunity helps to retain valuable employees and helps employees maintain their sense of purpose- All essential components of a healthy well-being.
#3- If my employees can’t do the job they were hired for, then I can’t use them
In general, most employees have varying skill-sets that an employer can tap into. Just because an injured employee may not be able to temporarily meet the needs of their current job description does not mean that the same employee can’t be utilized in a different capacity. As the employer, consider other job tasks that may need to be completed and consult with the employee/physician to determine if these alternative tasks can be achieved. Having a list of transitional job tasks available for temporary execution can result in a win-win for the employee as well as the employer. Some workers compensation carriers will also offer short-term volunteer service through a structured non-profit organization. In these cases you’re helping the employee and the community, while minimizing long-term claim costs.
Return to Work Programs can help
Investment in a Return-to-Work Program can help your organization maintain productivity and save Workers Compensation costs. To learn more about developing a successful Return-to-Work Program, tune in next week.
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