Your Employees with Non-Occupational Injuries Can Benefit from Return-to-Work
Return-to-Work (RTW) Programs are vital for employers to provide an accessible modified duty to their injured workforce. RTW programs are multifaceted and can help employees reintegrate faster into their work, decrease corporate expenses, and improve productivity. These programs can be customized to address a range of injuries or illnesses. This level of customization supports employee rehabilitation while sustaining productivity during the recovery process.
Traditionally, RTW programs commonly focus on occupational injuries; however, companies are realizing the expanded benefits of RTW programs for their workplace. Non-occupational injuries are often not incorporated into RTW, but by adding these injuries and disabilities, programs can more effectively support employees with various concerns.
Unlike occupational injuries, non-occupational injuries, illness, and disabilities are medical conditions unrelated to a person’s occupational duties. Non-occupational injuries are far-reaching and can include anything from mental disorders, accidents, cancers, circulatory issues, and more. Non-occupational injuries are accidental and do not arise out of the course of employment[1] but can still impact an individual’s ability to complete their work tasks. According to Study.com, non-occupational injuries are not eligible to be covered by workers’ compensation, and therefore, employers must find other ways to accommodate these injuries, illnesses, or disabilities [2].
Impact of Non-Occupational Injuries in the Workplace
Non-occupational injuries impact the workplace in various ways, including but not limited to lost work time, increased costs, and presenteeism [3]. An injured co-worker can also affect employee morale and workplace culture. It is imperative that employers do all that they can to mitigate these effects and directly support workers with non-occupational injuries. Companies are able to retain valuable workers by providing employees with non-occupational injuries the opportunity to recover while being presented with appropriately modified tasks. It is important for employers to provide the necessary support for their employees with an injury, illness, or disability. RTW programs are able to aid companies in providing needed accommodations for their workers.
Benefits of Incorporating Non-Occupational Injuries into Your RTW Program
Beyond the many benefits of RTW programs, ReEmployAbility’s Transition2Work® program can also accommodate workers with non-occupational injuries. This adds an extra layer of benefits to employers and corporations looking for ways to support their workforce.
Access Multiple Corporate Benefits with RTW:
- Legal Compliance: RTW programs allow employers to stay in compliance with ADA requirements for workers with injuries, illnesses, and disabilities.
- Culture & Morale: RTW programs can elevate company morale by assuring workers that their employers will take care of them during any difficulties. This also reverberates to other employees.
- Employee Retention: Instead of going through the process of finding new employees. Keep your employees and their skills by offering modified support for those with non-occupational illnesses or injuries.
- Cost-Savings: By providing employees with non-occupational concerns modifications in the workplace, employers are able to save money in the long run on insurance costs.
Transition2Work® Works for Non-Occupational Injuries
ReEmployAbility’s Transition2Work® program is a meaningful and safe option for your employees with non-occupational injuries. Setting up workplace modified-duty opportunities quickly is of the utmost importance, ensuring employees can be appropriately assisted. These light-duty options allow employees to recuperate faster and return to work more quickly. With these benefits, employers and corporations can provide the services needed for their employees as they recover.
Whether an employee was injured from an occupational or non-occupational incident, ReEmployAbility provides the extra resources needed to support your employee effectively. For employers, returning to work helps keep costs down and provides a supportive workplace. According to recent studies, per capita, the total health and wage replacement benefits paid for a non-occupational condition can be up to 10 times the cost associated with workers’ compensation[4]. Including non-occupational needs into your corporate return-to-work policy allows for equity and parity across all lines of disability in your workforce. The Transition2Work® program serves as an extension of your existing return to work program and aligns with reasonable accommodations as outlined by the ADA [5][6].
Despite the myriad benefits associated with using Return-to-Work programs for employees with non-occupational injuries, according to Mercer’s Survey on Absence and Disability Management 2015, less than 40% of employees have developed any form of structured RTW programs for these disabilities [7]. Marsh expands on this point, stating that “employers have not fully embraced RTW strategies for non-occupational injuries [due to] a lack of resources”[8]. ReEmployAbility is a great tool for your company to serve employees with non-occupational injuries or disabilities. By allowing employers to accommodate employees across multiple types of injuries and disabilities, ReEmployAbility can help companies bridge the gap between their current resources and appropriately supporting their workforce.
Benefits include supporting workers while recovering from an injury or illness and upholding ethical standards for your business. RTW programs are a win-win for employers and employees.
Partner with ReEmployAbility for Your Return-to-Work Needs
With over 48,000 Nonprofit Partners nationwide, ReEmployAbility can find appropriate and effective accommodations for your employees in any jurisdiction. For over 20 years, ReEmployAbility has been a leader in transitional work assignments and modified-duty opportunities for people with all types of injuries and disabilities. With our Transition2Work® program, we can quickly locate light-duty opportunities while offering flexible options as needed. Allow us to use our expertise to make your Return-to-Work process easier.
Follow this series to learn how ReEmployAbility can use its years of experience to meet your corporate needs.
Contact ReEmployAbility today to learn how Transition2Work can assist your employees with non-occupational injuries.
Resources:
- Law Insider. (n.d.). Non-occupational injury. Retrieved from https://www.lawinsider.com/dictionary/non-occupational-injury
- Study.com. (n.d.). Occupational vs. non-occupational insurance coverage: Claims & plans. Retrieved from https://study.com/learn/lesson/occupational-non-occupational-insurance-coverage-claims-plans.html
- Get The Rady. (n.d.). Non-work-related injuries and what they mean for employers. Retrieved from https://www.gettherady.com/blog/non-work-related-injuries-and-what-they-mean-for-employers#:~:text=For%20many%20employees%2C%20the%20aches,they%20participate%20in%20their%20work.
- Occupational Safety and Health Administration. (n.d.). Safety pays estimator. U.S. Department of Labor. https://www.osha.gov/safetypays/estimator
- Job Accommodation Network. (n.d.). Return to work. https://askjan.org/topics/return.cfm#:~:text=Another%20key%20benefit%20of%20SAW,faith%20effort%20to%20provide%20accommodations
- U.S. Equal Employment Opportunity Commission. (n.d.). Employer-provided leave and the Americans with Disabilities Act. https://www.eeoc.gov/laws/guidance/employer-provided-leave-and-americans-disabilities-act#:~:text=The%20purpose%20of%20the%20ADA’s,similar%20state%20or%20local%20laws
- Mercer. (2015). Survey on absence and disability management 2015.
- Marsh. (2016). Managing the costs of occupational and non-occupational absence and disability. Insights. Retrieved September 26, 202