RTW Strategies that Successfully Return Injured Workers to Employment Peggy J. Huntsinger, ARM,CPDM, WCCA

History  1995 Injury Management Program – including Temporary Modified Duty Accommodations  96/97 Fiscal Year Introduced WC Cost Allocation to Departments Based on Loss History

Background  Stanislaus County is a local area government located in the heart of California. We have over 30 departments ranging from Law Enforcement, Health Care, Social services, Public Works, Financial, etc., with over 86 physical locations. A total area of 1,520 square miles, with population of approx 469,512. Our average number of employees is 4,429 – number is fluid.

History…  1997 Job Task Analysis followed by Post Offer Pre Placement Physical Abilities Testing and Post Hire Ergonomics screening and education  1998 Formed Task Force to explore DM concept including Union participation

History…  1999 Implemented formalized Disability Management Program

Opportunities  Culture shift  Philosophy change

Return to Work Considerations  Temporary Modified Duty  Permanent Accommodation in Current Job Assignment or Classification  Permanent Accommodation in an Alternate Job Assignment or Classification

Recommendation  Implement a Temporary Modified Duty Program  Make Exploration of Permanent Job Assignments an Automatic Event  Share Success Stories

Keys to Success  Job Task Analysis (identify essential functions and physical demands)  Designated Occupational Physicians or Approved MPN  Department Accountability  Education

Temporary Modified Duty  Modify current job assignment to accommodate: Reduce hours Transfer some duties Provide asistive devices  Identify a bank of alternate job assignments  Use Work Restriction Agreements

Permanent Accommodation  Permanent Accommodation in Current Job Assignment or Classification  Permanent Accommodation in an Alternate Job Assignment or Classification  Make Exploration of Permanent Job Assignments an Automatic Event

Communicate Success  Management Reports  Safety Meetings  Newsletters

Realized Savings  In the fiscal year 94/95 we had a total paid lost days (TD & 4850) of 18,156  In the fiscal year 0405 we had a total of paid lost days (TD & 4850) of 8,064  That is a reduction of 10,092 paid lost days

11 Year History Paid Lost Days

Permanent Accommodation  We have permanently accommodated more then 91 people over the past six years.

Permanent Accommodation

Edison International and Sedgwick CMS Deke Lightholder, CRC Sherri Stevens, M.S., CDMS, CPDM

Edison International  Second Largest Utility in CA Power to 12 million customers 50,000 square mile service area 14,300 employees working in service centers, hydro plants, substations, power plants, call centers, nuclear power plant and administrative office  Return to Work Workers’ Compensation – Law Department Disability Management – Human Resources

Workers’ Compensation Self-Insured, Self Administered 35 Employees 1 Early Intervention Representative Claims having lost time Return to work with modifications 1 Vocational Rehabilitation Counselor Vocational Rehabilitation RTWP (closed, denied, post 1/1/04 DOI) Job Analyses Ergonomic Evaluations

Disability Management  Human Resource Department Corporate Medical Services/Disability Management DM administers corporate disability benefits and leave laws, non-occupational disabilities, accommodations, and corporate Return to Work Program Absence Management TPA – Sedgwick CMS

Sedgwick CMS  Overview  Workers’ Compensation  Claims Management

Workers’ Compensation Early Intervention  Edison EI Explores and coordinates Light Duty Inquires about potential for modified work and alternate jobs Provides employee’s medical status to work location May perform a Job Analysis and send to doctor to obtain approval for RTW via light/modified/alternate work  Sedgwick CMS EI

Return to Work Program  W.C. Vocational Rehabilitation  D.M. RTWP - Old School VR Approach Applies to Non-Occupational and Occupational  Internal VRCs and outside VRCs Vocational Evaluations Training/educational opportunities Job placement assistance Temporary Assignments Supplemental pay (inside Edison only) Bonus  Accommodations

Accommodations  Schedule flexibility, leave, step-up programs  Tools promoting safety, comfort, & productivity Chairs Foot rests Wrist rests Mouse/keyboard selection Computer monitors Headsets Work station adjustments/positioning Sit/Stand stations  Technology – Voice Recognition Technology

What Works  Workers’ Compensation Early Intervention Corporate Commitment-Partnering with business units to develop a rapport, build their trust Job Modifications/Accommodations  Vocational Rehab./Return to Work Program Comprehensive services Union buy-in Temporary Assignments – OJT Employees develop new skills/transition back to work Supervisors can evaluate worker skills/traits

Absence Management 2005  Negotiated with unions  New TPA selected  Absence Management Program  Greatest Challenges Change Management Systems

Partnership New Program Planning  Opportunities for process improvements Share Best Practices Process Flow Development Staff Selection Staff Training

RTW  Occupational/Non-Occupational RTW  Returning to Work Reduces costs/lost work days Retains talent Right thing to do Mitigates lawsuits/grievances Compliance ADA/FEHA Claims

Questions  ???????????