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    Another key component of your internal process is the implementation of a quality stay at work program.  This involves keeping injured employees at work in a reduced capacity that is appropriate given their injury.  It helps to have a “job bank,” which is essentially a list of jobs suitable for an injured employee to perform while they are still under a doctor’s care and approved for to work in a light-duty capacity.  Why do this?  There are a number of reasons.

    First, an injured employee who stays at home and collects worker’s comp benefits will cost the company 200% of their pay, on average.  Second, an injured employee will only collect a fraction of their total salary while on worker’s compensation benefits.  Yet again, a stay at work program is another example of a win-win situation for employees and employers.  Such programs save the company money and headaches while allowing the employee to continue earning their regular pay.  These programs boost employee morale, reduce turnover, and usually get workers back on the job more quickly.

    This stay at work program has to be well constructed and part of a coordinated loss management program.  The position you offer your injured employee needs to be suited to the best medical information you have available.  They must agree to the position.  Working with specific medical providers and employing the services of a third party claims management processing company can further facilitate an employee’s return to work.  As mentioned before, getting your employees back to work, even in a reduced capacity is beneficial to them and to the company. 


Written by Ross Amato & Nickalas Oates

Work Comp Specialists

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