If RTW vendors are being used to help injured workers return to work, much needs to be investigated as to the vendor's processes and procedures. To truly help injured workers find jobs, the vendor needs to do more in terms of job sourcing and advocacy FOR the claimant. Too often, not enough is done in terms of actual job placement strategies that leaves claims hanging and RTW ending up not being a success.
If a worker has physical restrictions, whether temporary or permanent, it's up to the vendor to communicate as such to employers. Not doing so, and possibly sending workers to jobs that are not suitable, is one of the worst mistakes that can be made from a RTW standpoint, and really puts the carrier/defense in a bad situation from an exposure standpoint. To do so effectively takes a phone call to the hiring manager and verbally advocating. By looking online and only providing job leads to claimants, it's simply too passive of a RTW strategy. To simply ask workers to apply for jobs and wait for a phone call is a waste of your time and resources.
How is your vendor finding jobs for your injured workers? Are they finding interviews or just providing internet job leads? Are they advocating on behalf of the worker to employers? Are they following up with employers after the injured worker interviews or submits a resume'/application? Are they familiar with altering strategies?
These are questions that should be asked to make sure injured workers are being supplied with a viable RTW program.
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