Disability and Work Interruption Prevention Blog

Working despite illness and injury: Yes we can!

Physical and occupational therapists and case managers with expertise in the stay-at-work/return-to-work (SAW/RTW) process often bring a valuable perspective to the team effort required for successful continued employment.

Expert in transitional work therapies, Sandy Goldstein PT, CDMS, offers best practices for helping employees return to work – or continue working – by utilizing an effective return-to-work strategy.

Help employees retain employment despite illness or injury

By Sandy Goldstein PT, CDMS of Sandy Goldstein & Associates

Often, a communication gap exists between the medical office and the employer when an injury or illness prevents full-duty work reintegration. The medical office is typically juggling the ball presuming “the stay-at-work/return-to-work (SAW/RTW) process is not a medical issue.”

On the other hand, the employer is also juggling the ball presuming, “the SAW/RTW process is a medical issue.” The typical result is delay and uncertainty with subsequent needless work absence, job loss, and even permanent withdrawal from the workforce. 

Best practices in either keeping employees working or returning employees to work include utilizing an effective return-to-work strategy. This can have a win-win-win effect on all stakeholders as follows: 

1. For the employee prevents disruption of daily life, career, image.
2. For the employer prevents reduction in productivity and helps avoid unnecessary expense.
3. For the economy prevents waste, fraud, and corruption.

There are six basic steps to help an employee return to work after a work-related (or non-work related) injury or illness.

Step 1. Contact the employee and start the interactive process.

Step 2. Define the "essential functions" and usual duties of the employee's job.

Step 3. Obtain the employee's current "functional capacity" and compare to his/her current restrictions.

Step 4. Explore ways to accommodate the employee's injury or illness.

Step 5. Decide on a reasonable accommodation and make an offer of work.

Step 6. Once working, monitor and assess the employee's progress and reduce or remove restrictions as his/her condition improves.

Research shows that employers benefit from providing accommodations for employees with disabilities, far outweighing the costs.

Collaboration between physical and occupational therapists with expertise in occupational health, physicians, employers, employees, and case managers can facilitate effective ways to accommodate work- or non-work related injuries and illnesses. It will also contribute to the health, well-being, and equal opportunity in employment for our workforce and society.

Sandy Goldstein & Associates are experts at providing transitional work therapy services. The services primarily focus on using the injured worker's functional work tasks to progress the worker to a target job. Progressive conditioning, therapeutic exercises, training in safe work practices such as proper body mechanics and other work-site services may also be used as part of the therapeutic program developed for that injured worker.  For more information, contact Sandy Goldstein PT, CDMS @http://www.measurabilities.com/consulting/transitional-work-therapy-services/