There hasn’t been too many times in my 30 year career in disability management where I’ve met an employee that has been too eager to return to work, but they do pose a big problem when you do have one.

disAbility claims management seems to focus on the continuous effort of case managers to move the employees along to a return to work on transitional duties and eventually to full duties. We all know that his can be exhausting with some employees. You feel that you are constantly coaxing some to come back to work while others manage to take the appropriate amount of time off and are back in a reasonable timeframe. Yet others are ‘pushing’ to come back to work too early – when they really aren’t ready.

Too Eager

As a case manager you need to know when to say no! Now this may be hard for some of you out there but to be perfectly honest, not everyone should be back to work, yesterday. We don’t do the employee or the organization any favors to ‘coerce’ an employee back to work, and definitely there is no success in returning an employee back too early.

I’ve met those over eager employees – not quite physically or mentally able to return to work but nevertheless convince their doctor they can do it. That’s when you get the paperwork – fit for full duties. You can’t possibly have recovered from a fractured arm in 6 weeks so that you can come back to work on the plant floor hand bombing skids! I’m sorry. As much as I love the dedication, that’s plain stupidity.

Too Eager

Sometimes I just shake my head and then I pick up the phone to speak with the doctor. He/she tells me quite honestly that they were ‘convinced’ to write the note – the employee insisted on returning to work which is when I explain why it isn’t possible. Usually the return to work gets delayed, as I had hoped it would, so that the employee can heal and return to work a few weeks later, on lighter duties.

As much as our job is to contain costs and absenteeism as case managers, we need to be diligent in the return to work process. Sometimes the employees take too long, and sometimes they are too quick to go back to work. It’s up to you as the experienced and responsible professional to make a decision that is good for both the employee and organization as to whether this should happen. It is well understood that the doctors do NOT make the decision regarding a return to work but instead help an organization by providing limitations necessary. It is up to the employer and employee to decide whether or not a return to work is feasible with the restrictions provided. In the end, we all want to reach the same goal – healthy employees at work on a regular basis doing their respective roles.

pic-of-lucie

Lucie M.H. Fournier RN, COHN(C), BA (Psych)
Founder/Workplace Health Strategist

With over 30 years of experience in disability management, and a return on investment on average of 1:7, Fournier disAbility & Health provides customized and results oriented services in Absenteeism Management including Attendance, Sick Time/Short, Long Term Disability, and WSIB claims for employers across Ontario.

Expertise in 5 distinct niches of disAbility management include:
1. Complex claims management resolution
2. Mental health claim return to work & accommodations
3. Advanced level training for internal claims manager to make a significant impact on the health of the employee and wealth of the organization
4. Transitional Leadership when moving to & from a 3rd party disAbility Management company
5. Sensitive claims & disAbility management of professional staff, such as HR, health team, and/or executives such as supervisors, managers, directors