Editor's Note: This article has been provided by Kevin Ring, Director of Community Growth for the Institute of WorkComp Professionals.
By lowering the length and duration of time away from work due to injuries and illnesses on or off the job, Return-to-Work (RTW) programs have reduced workers' compensation, disability and medical insurance costs as well as strengthened morale and productivity. More recently, RTW programs have helped protect employers from lawsuits regarding regulatory non-compliance, particularly related to the ADAAA.
Traditionally, employers focused on helping employees who were injured at work get back to work early with RTW. Recognizing the value of a healthy workforce, the commonalities of recovering from on and off the job injuries, the efficiencies of coordinating RTW efforts, and the greater risk exposure to discrimination claims when workers are treated differently depending on the reason for their absence, some employers are moving toward integrating occupational and non-occupational cases to reduce absences and lower claims costs.
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