Assigning an employee with a disability to a light-duty program can be a reasonable accommodation or a way to avoid long-term workers’ compensation benefits. Here are some tips on the fundamental components to an effective light-duty return-to-work program.
Follow these seven guidelines, recommended Christine Gerbasi, vice president of client services for Keenan in Redondo Beach, Calif.:
- Make sure the program has a champion—someone within the organization who is responsible for the it.
- Establish a policy to ensure consistency and communicate the light-duty policy to employees prior to and at the time of an injury.
