Convincing employers, insurers and other stakeholders to implement employer subsidy and incentive programs could be helped by providing examples of successful programs that offer evidence of improvements in return to work outcomes. For example, Oregon’s Preferred Worker Program (PWP), for workers who are unable to return to work because of permanent work restrictions or disability from an on-the-job injury, is considered ...more »
Topic 2: Employer Subsidies and Incentives - closed
What would it take to implement employer subsidies and incentives in your state?
It can be a huge loss to lose an employee and it may become necessary to reassign duties to other workers or even bring in a replacement. Offering employers wage subsidies for workers or for accommodations is a promising strategy for facilitating return-to-work.
Financial incentives, in combination with employer education, can go a long way to convincing employers of the value of facilitating return to work for workers who may not be able to return to their former productivity, or who require accommodations that may cost more than the employer wishes to pay.
A wide range of federal, state, and local agencies and policymakers have a clear interest in RTW, which, from their perspective, is of overall benefit to society. Providing subsidies and incentives to employers can be a cost-effective way to ensure that skilled and trained workers remain in the workforce or return to work as soon as possible.
If you have been injured, your first instinct or at least it should be, is to get better and get back to work. So you feel like you can go back to work and tell the Doc who releases you, only to find that you are struggling to get through the day. So you went back to work too early. Now what? Workers comp will not continue benefits because you went back unless you file a new claim for a new injury. Good intentioned Workers ...more »
On growing trend is the offer to delivery of groceries to home for a fee, and often that fee is smaller than what it would take in gas to go pick up the groceries. These things are life-savers for the homebound. In the particular case of the temporarily disabled, employers could definitely partner with local groceries that also carry pharmacies, and have necessary drugs delivered as a benefit to the employee. ...more »
Right now, I'm thinking very specifically of self-driving cars, because transportation is such a critical component in getting employment, and keeping it. Many times, workers suffer injuries that preclude them from driving. This is especially a difficult situation in areas where public transportation is lacking. Uber and Lyft, as well as standard taxis, are available, but expensive. "If" government agencies can ...more »
Navigating and maintaining enrollment in work related Medicaid buy-in programs is no easy task. Many state programs provide great incentives for certain types of disabilities and low income earners, but too often those with most severe disabilities and those looking to advance in a particular career find more disincentives than incentives. Strict resource and earned income limits force enrollees to choose between work ...more »
Voc Rehab will help employers with grants to make modifications to the disabled persons work area so that they can continue to work. Or Voc Rehab can show the employer a possible other job the employee might be able to do when the employee is able to return. Voc Rehab might be able to help on several different avenues.
Incentives that are complicated and have been difficult to track as to how effective they may be could be part of the reason for creating new ways to create incentives for partial RTW. Have we thought about the incentive of providing new Technology and Accredited Training to employers as to how their organizations could reach their productivity goals with returning to work (part-time) employees? Perhaps including ...more »
Employers ask during the prescreening or the interview process for those returning to work to provide initial explanation for loss of work experience. Does the answer the applicant provides create bias that the person doesn't want to work or may be a liability because of chronic conditions? Is this where the employer 'moves on' because they anticipate long delays to having the applicant 'ramp up' after hire? The decision ...more »