While it is common knowledge that prevention of workplaceaccidents or illness is the most effective way to lower the cost ofa workers' compensation program, the goal is not just about savingmoney–it's about creating a safe work environment foremployees.

Communicating this commitment to workers is an importantcomponent to managing a business and to the well-being ofemployees. Yet even with the very best safety programs in place anda well-communicated commitment to employees, on-the-job injuriesand illnesses will still occur.

In fact, the National SafetyCouncil estimates there are more than 80 million lost workdays dueto occupational injuries or illness each year. Meanwhile, theBureau of Labor Statistics estimates that 1.2 million employeeslose an average of seven days because of injury or illness.

Additional research shows that the longer an injured employeeremains out of work, the less likely they are to return towork.

Establishing a managed care system designed to return injuredemployees to their original job as quickly as medically appropriateis a proven approach that delivers better outcomes to injuredemployees, their families, communities and their companies.

Because employees are a company's most valued asset, providingthem with appropriate medical treatment to help them return to workas soon as possible is an investment in the company. It shows theirhealth and well-being are valued.

Implementing a transitional duty program, or TDP, benefitseveryone and can be an integral part of a retention strategy whileimproving company morale.

Transitional duty occurs when an employee can no longer performtheir usual and customary job because of medical restrictions. Theemployee is given temporary transitional tasks based on theirphysical capabilities until they are able to return to theirregular job.

Having well-defined TDP policies and procedures in place canensure that an employee successfully returns to work.

Transitional duty pays off for everyone. Promoting the recoveryof an injured employee through a TDP can accelerate the recoveryprocess, reduce the chance of permanent disability and decrease thechance of re-injury.

A TDP focuses on progressively increasing work-specific activitylevels in a supervised setting. This allows the employee to regainstrength and endurance, while improving activity tolerances.

Employees performing transitional duty work until they return totheir regular jobs are far more likely to regain a sense ofwell-being and real productivity more quickly. The TDP philosophyis to concentrate on the employee's ability, not on thedisability.

KEY IS COMMUNICATION

Each employer, employee and injury is different and requires aunique approach, but the application of a TDP should be consistent.Communication is critical to an employee's successful transitionalprogram.

How an injured employee is treated at the time of the injury,dur-ing rehabilitation and when they return to work cansignificantly minimize the human and financial impact of theinjury.

Maintaining a relationship with the injured employee should takeplace throughout the rehabilitation process. The key to asuccessful TDP is a strong commitment to a consistent, fairimplementation process, which can be demonstrated by assigningspecific roles, responsibili-ties and accountabilities.

TDPs should be carefully designed to fit the skills, knowledgeand capabilities of the re-covering employee so that the work canbe accomplished safely. Good communication is essential and sends aclear message to the entire workforce about the value of acompany's TDP.

Communication between the employer, employee and medical careprovider is necessary to ensure that the TDP is an appropriate fitfor the injured employee's needs. Any confusion or misunderstandingincreases the potential of creating barriers or delays to theprocess.

To create a successful TDP, several steps are involved. Theyinclude:

o Clearly defining and communicating the goal of theprogram.

Create a written policy for the organization's TDP and establishgoals to measure the success of the pro-gram.

Demonstrate a strong commitment to the program and communicatethis dedication to all employees. Make sure employees understandthe company's commitment to their safety, not just the dollarsavings.

Be active and positive about the recovery process and work withmedical care providers so they understand the benefits of theprogram. All communication should convey that the program is apriority for the com-pany as well as establish expectations ofemployees.

o Appoint a program coordinator and develop ateam.

Assign a team member to take ownership of the TDP and activelypromote the program through facilitating team meetings and handlingcommunication between management and the transi-tional dutyteam.

o Educate all employees on the goals of theprogram.

Include employees in the functions of the program and theirimportance throughout the process. Train all new hires on theimportance of the program and what to expect. Each em-ployee shouldbe aware of their specific responsibility.

o Train managers on TDP goals.

Ensure that managers understand their role in the overallprocess and how to integrate the goals into their departmentalpri-orities. Managers should be held accountable to set a positiveattitude throughout the process.

Managers should be responsible for identifying transitionaltasks, as well as developing “wish lists” of tasks that areimportant to the organization but may have a low priority.

Managers also should create detailed job descriptions for allavailable jobs–including the physical, mental and environmentaldemands required of each task. Job descriptions should be updatedperiodically.

o Educate medical providers.

Let medical providers know the organization's commitment toreturn injured workers to transitional employment. Medicalproviders should work with the team and understand the workenvironment.

o Evaluate the success of the TDP.

Compare results against previously established workers' comprisk management goals. Continually look for areas to improve theTDP, while communicating positive results to all employees.Rein-force the importance of your employees and their safetythrough your daily actions.

Implementing a TDP is practical and worth the effort. It is aneffective disability management tool, which helps in avoidingunnecessary increases in workers' comp premiums.

Although everyone benefits from an employee's early and safereturn to productive work, it is especially important to employees,their families and the community. A TDP creates a win-win situationfor everyone.

Joseph J. Abriola, AIC, is vice president ofclaims and managed care for Key Risk, working out of itsheadquarters in Greensboro, N.C.