As a successful workers’ compensation agent or broker, you knowthe value of return to work (RTW) programs in better managing thetotal cost of workplace injuries for your clients, and the benefitsthey provide injured workers.

But what can you do for clients who can’t bring some, or all,injured employees back on temporary light duty?

Quite a bit. In fact, these companies can get all the benefitsof RTW, provided you and your clients partner with a TPA or insurerwith a network of local nonprofit organizations and volunteer sitesthat welcome the talents of injured workers while providingmeaningful temporary transitional employment opportunities througha formal Temporary Transitional Employment (TTE) program.

And those benefits are significant. Workers’ compensationclaimants placed at TTE by Liberty Mutual or its HelmsmanManagement Services third-party administrator retuned to work onaverage 67 days sooner than those who were not placed in suchpositions or who returned to light duty at their employers.

As an added benefit, if the injured worker is placed at a501(c)(3) nonprofit organization, the employer may qualify for acharitable deduction, depending on its tax situation.

Best practices for a successful TTE program

Here are the best practices of this approach:

• Work with an insurer or TPA that has a national network ofpre-qualified nonprofit organizations and volunteer sites.
• Have a formal TTE program as part of the workers’ compensationinsurance or TPA service agreement.
• Include the TTE in all communications to employees on theemployer’s RTW program and expectations.
• As workers’ compensation claims are filed, the insurer or TPAshould identify those individuals who work for employers with TTEprograms.
• The TPA or insurer should review the TTE program with theclaimant.
• The TPA or insurer should place an injured worker in a localnonprofit requiring a commute of less than 30 miles or 15minutes.
• The specific position should reflect the injured worker’sabilities, physical capabilities and medical restrictions.
• That placement should happen after the injured worker receivesa pre-Medical Maximum Improvement modified duty release andrestrictions that are expected to last for a least four weeks, andusually with 24-hours of receiving the injured employee’s wageinformation from the employer.
• TTE is no different than returning an employee to onsite lightduty.
• Injured workers participating in the TTE are still employees ofthe company and expected to abide by all employer policies.
• The TPA or insurer monitors and verifies the hours worked eachweek, and checks in with the injured worker and local nonprofit toidentify and discuss any performance issues.
• The TPA or insurer continues to manage the claim and informsthe treating physician of the injured worker’s participation in theTTE program.
• The TTE program ends as the injured employee is given afull-duty release, reaches Maximum Medical Improvement, orrestrictions improve enough for the employer to accommodateonsite.