Workers' Comp: 3 Return-to-Work Strategies with ReboundPro

When you think about workers’ comp and “employee accommodations,” you might only be thinking about how you can prepare for an injured employee to come back. Tweaks like adding a handicap accessible ramp, buying an ergonomic chair or larger screen, setting aside a reserved parking spot, minimizing weight lift requirements, etc.

But workplace or job modifications aren’t the only way to handle return-to-work initiatives. As a matter of fact, they can even be the last step of an effective process.

If you want the best outcomes and retention for your injured employees, a one-size-fits-all approach to return-to-work programming isn’t going to get it done. Employers can see up to a 35% reduction in total claim costs when they support their employees throughout recovery.

Helping Your Employees Through Their Recovery

ReboundPro, our return-to-work program, acts as an employer-employee bridge to help injured workers remain engaged during rehabilitation while also maintaining a connection with their workplace.

Early and meaningful contact with injured employees is instrumental in returning the employee to work and reducing claims costs. Within 24 hours of receiving a new claim from a client, our team assigns an adjuster who contacts the individual to walk them through the claims process, discuss their incident/injury, provide guidance on medical treatments and benefits, and overall ensure they feel supported.

Keeping the Employee Connected Throughout the Claims Process

The DaviesConnect Injured Worker Portal is a user-friendly tool that enables your employee to securely view their claim details 24/7, upload documents, access a resource library, and send secure messages to their adjuster and claims team.

Their adjuster will be working regularly in collaboration with the employee, employer, medical provider/s and one of our in-house nurse case managers to determine options for when and how the employee can be engaged at work again.

Depending on the outcomes of those conversations, here are 3 ways we might transition an employee back to work.

#1. Employer-Supported Job Fit Accommodations

Special work accommodation or modified duties are the most well-known return-to-work strategies.

Our team does look at multiple areas and opportunities in this area, as well as builds in education to help injured employees avoid additional (and avoidable) setbacks to their health.

• Job Analysis/Physical Demand Analysis. We assess the employee’s job tasks and physical demands for the position, both on-site or
• Return-to-Work Job Coaching. Our rehabilitation professionals help with reintegration by coaching healthy body mechanics, ergonomics, and self-care.
• Ergonomic Evaluation. We assess and make recommendations to reduce any ergonomic factors that can aggravate health conditions and cause relapse.

Client Example: For one of our governmental partners, we successfully facilitated accommodations for an injured employee with modified duty restrictions. By reassigning the individual to a different department that aligned with their physical limitations, we not only met the goal of providing suitable work but also delivered added value to the employer.

This strategic placement helped cover upcoming vacation schedules for regular staff, ensuring the unit remained fully staffed with no downtime. The outcome was twofold: compliance with work restrictions, and a boost in employee morale and team camaraderie as the organization avoided periods of short staffing.

#2. Transitional Return-to-Work Assignment

If it’s determined the employer cannot meet an employee’s current work restrictions, our team helps place them in a transitional assignment. To ensure their work is meaningful, we match them with a non-profit so they can continue being of service to a local organization in their community.

Client Example: For one of our largest clients, we explored every possible accommodation at the employer’s location but there wasn’t a fit. We partnered with the employer and a local charity to create a temporary solution that met the employee’s restrictions. This arrangement kept the employee actively engaged in their recovery and connected to their community until their restrictions changed and the employer could provide permanent accommodation.

#3. Vocational Assessment & Training

Toward the end of recovery or rehabilitation, our team assesses the employee’s ability to perform his/her job as it existed previously or as it would need to be modified long-term. If the employer can’t accommodate the changes, we have vocational coaches to help the employee find alternative employment.

Client Example: One of our clients had an injured employee who previously worked in construction but, due to permanent restrictions, could no longer perform those duties. Unfortunately, the employer was unable to accommodate these permanent restrictions. However, during discussions, the employee shared a lifelong goal of becoming a barber. Embracing the spirit of advocacy, our client partnered with the employee to enroll them in cosmetology school, enabling them to earn a barber’s license. This proactive approach not only supported the employee’s career transition but also prevented the claim from escalating to litigation.

Read more about our ReboundPro program and get in touch with our team if you want to learn more!