STAY AT WORK: A PRACTICAL SOLUTION FOR WORKERS’ COMPENSATION
Myra Keleher, DNP, RN, NEA-BC, CDMS, CHCQM, LHRM
Branch Manager, Genex Services, LLC
In workers’ compensation claims, the main objective for an employer is to return injured employees to work as quickly and safely as possible within their functional limitations through transitional work. Stay at Work (SAW) programs allow this to happen.
For the employer, states offer financial incentives to facilitate transitional duty by reimbursing part of the employee’s salary. For the employee, SAW programs enhance self-esteem and promote healing. These medical best practice programs help workers with on-the-job injuries recover faster and for employers to maintain skilled, injured workers in a difficult job market and reduce workers’ comp premium costs.
Offering a physician-approved transitional duty position can improve the employee’s life as well as the company’s bottom line along with enhancing employee morale in the workplace. SAW programs allow the employer to retain a valued employee, thereby, not incurring recruitment and new-hire training costs. Such initiatives are designed to keep the injured worker connected to the workplace, allowing him to maintain a productive mindset as well as avoiding dependence on a disability system. SAW programs provide a sense of security and stability for the employee and the employer.
Getting Everyone On Board
Transitional duty can consist of any temporary change in work tasks or functions. Modified workstations and equipment allow injured workers to perform work functions while recovering from an injury, and reduced time/work schedules and providing different jobs are examples of actions employers may take to facilitate the return of an injured worker to the workplace. Successful SAW programs significantly reduce the duration of injury absences from 15 weeks to 3-4 weeks.
Of course, to be successful, these initiatives require “buy in” from all parties. An SAW program benefits the employer financially by:
- anticipating and controlling hidden costs
- reducing financial impact of workplace injuries
- providing a proactive approach to cost containment
- improving the company’s ability to manage an injury claim and any restrictions
- getting experienced employees back to work, resulting in less time and money spent on recruiting and hiring
Research tells us that SAW programs result in a significant early return to work, helping to prevent long-term disability and improve the likelihood of the employee continuing to work once released to full duty (also known as sustainable RTW).
It should be no surprise that a simple workers’ compensation case may result in expensive litigation if not handled correctly. Well-executed SAW programs will provide clear expectations and guidelines for employees injured on the job and have proven to reduce litigation. Employees feel valued, and providing a well-documented program shows prospective insurance companies that the employer takes risk management seriously.
Easy to Establish
Establishing a SAW policy is not difficult. Clear guidelines and specific, consistent policies must be established in writing. A payroll gatekeeper is a must if the injured worker will receive partial compensation for hours worked. There is usually a cap on the SAW eligibility of 90 days. This typically gives the injured employee ample time to be released to full duty. All parties involved in the program need to be educated as to how it works and why it is important to adhere to the guidelines.
Statistics show employers who make these programs available are highly effective at reducing the duration of absence associated with work-related injuries, with an average 3.6-week reduction in the median time away from work. For workers with a permanent disability, SAW programs reduce the median number of weeks out of work by 12.6 weeks.
By: Dr. Myra P. Keleher
Branch Manager, Genex Services, LLC
Summary of Qualifications
Dr. Keleher is a branch manager for case management for Genex Services, a Disability & Case Management Company. She is a highly experienced nurse case manager, has lectured on nurse case management, and has worked in the past for AonHewitt, Publix Supermarkets, Inc., Sedgwick, and CorVel. Dr. Keleher received her BSN & MSN from the University of Central Florida and her Doctor of Nursing Practice from The University of Alabama. As an adjunct professor, she has taught classes in Leadership and Management, Nursing Theory, and Business of Health Care in Complex Systems. She is an industry leader in utilization management/telephonic case management for workers’ compensation.
Responsibilities
In her role as branch manager at Genex Services, LLC, Dr. Myra Keleher's responsibilities include operational management for the Lake Mary branch for telephonic nurse case management for multiple regional and national clients.
Professional Affiliations
American Nurses Association, Florida Nurses Association, American Organization of Nurse Executives, Central Florida Organization of Nurse Executives, Association of Rehabilitation Nurses, and Case Management Society of America
Education
The University of Alabama, Doctor of Nursing Program, Emphasis in Executive Leadership, 2015
University of Central Florida, Master of Science in Nursing, Leadership and Management, 2011
LA in Landscape Architecture & Educational Psychology, University of Minnesota
