Aggressive vs. Passive Return-to-Work...one works and one does not!

TRANSITIONAL/MODIFIED-DUTY RETURN-TO-WORK PROGRAM

Transitional/Modified-Duty claims are straightforward in nature. The employee is placed in a volunteer role until full-duty is reached and returns to work at the insured. One vendor's placement process will not vary greatly from another. Not too much strategy needed and transitional RTW is what most RTW/Voc. vendors offer.

Where vendors DO differ, however, is simple customer service and communication. We are gaining space in the transitional market, and our current clients have had shared frustrating stories of other vendors. Are you experiencing?:

Lack of timely updates

Poor communication

Lack of diversity in placements

Slow placement times

Double-Billing

Workfinders USA strives on excellent customer service and communication. We find no excuse not to provide superior, on-time customer service, focusing on constant communication with all parties as soon as there is an update. No waiting until week's end to receive an update. You get it instantly. And we confirm all referrals within a 2 hour window. In the world of phones/tablets/computers, with email being accessible 24/7, there's no excuse not to get clients what they need when they need it.

Click here learn more about our Transitional/Modified-Duty RTW program

PERMANENTLY-RESTRICTED RETURN-TO-WORK PROGRAM

Much of the Return-to-Work/Voc. Rehab talk is about Transitional/Modified-Duty. Engage the claimant early. Keep tight communication. Find light duty. While very important, no one seems to talk about the claims that the insured will NOT bring back to work. It's these claims that are of highest exposure to employers, fighting to be PTD, and too often the claimant gets treated unfairly by a lackluster voc. counselor/expert/vendor.

Let's face it. A dark black cloud hovers over 'Return-to-Work' & 'Vocational Rehabilitation' within the workers' compensation industry. Why? Because it fails more often than not. What is the problem? It's the lack of attention and effort from vendors with regards to one of the most important aspects of Return to Work: Job sourcing!

Many vendors take the passive, lazy approach and as a result, claimants are not given a fair chance at reemployment while the carrier/employer suffers costly PTD outcomes from simply poor RTW services. We explain below:

How does your current vendor locate jobs for your claimants?

Many vendors take a hands-off approach by browsing online job sites, providing "job seeking skills" services, or finding work-from-home/subsidized positions that are at best busy-work. They then simply forward job leads to the worker, create mundane monthly reports and wait for a miracle. If your current vendor is not advocating on behalf of your workers to employers and making sure jobs are open and suitable, you're paying for a service that is ultimately dependant on the worker's success in getting a job. That is a losing proposition!

How is the vendor verifying those jobs are even suitable within the worker's restrictions?

If the vendor is supplying job leads, are they verifying with the employer the job is suitable? Are they making sure the job is open? There is little worse than the vendor sending your worker to jobs that are unsuitable and/or unavailable. Poor Voc./RTW = PTD outcomes.

Is the vendor following up with employers?

If not, then you are truly wasting money. Following up with employers to ascertain outcomes is critical in providing the worker the best chance at re-employment should the interview go well. The opportunity to further advocate for the worker is crucial. Just as crucial is obtaining feedback should the interview not go so well. Knowing what questions to ask is very important to every claim. Without that feedback, the worker nor the defense do not get a fair shake.

All of this takes a lot of work, time and effort. It's very easy to find jobs online and email them to the claimant, hoping for the best. It would be easy to bill useless hours to our clients and rarely see a result. Instead, we work tirelessly on your claims. From:

• Researching and sourcing jobs/employers
• Cold-calling each and every employer to find openings
• Direct claimant advocacy to employers
  
• Scheduling actual job interviews
• Following up

Workfinders USA does a lot more to ensure the best possible outcome. We are confident once you see our work, you won't look elsewhere.

Click here to learn more about our Permanently-Restricted RTW program

Work-from-Home jobs: AVOID THEM!

Sourcing work-from-home jobs is a terrible mistake. Not only is the vendor keeping the working at home, you are risking an arbitrator/judge ruling that such work-from-home jobs are not 'real' jobs and are 'make-shift.' We have seen court decisions where the vendor, who uses a subsidized work-from-home RTW program, was dwindled in court due to the work-from-home jobs they provide. Both instances, claimant was awarded PTD. More on why we frown upon Work-from-Home jobs.

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Workfinders USA takes each client claim seriously.  We contact employers directly. We advocate for your claimant, talking with the employer and ensuring accommodations for physical restrictions. Your claimants are given viable leads that have been screened for suitability and a Return-to-Work program best suited for them.

We work with your claimant, the potential employers, and you to deliver the best Return-to-Work experience in the industry. Our process includes following up on all interviews, providing you with valuable information that will help you save money on work comp claims.

Here’s how Workfinders USA differs from other Return-to-Work vendors:

	WORKFINDERSUSA	Our Competitors
	We source jobs by cold-calling employers directly	They tend to source jobs online with little to no employer contact
	We advocate for the worker, ensuring jobs we source are suitable and viable	By sourcing jobs online, there is no advocacy for the worker to employers
	We schedule in-person interviews for the worker to attend	Without employer contact, only job leads are being supplied, relying on the worker to gain interviews
	We follow up with employers post-interview to gain critical feedback. Did the claimant cooperate or sabotage? We find out the facts	By not following up with employers, compliance is never tested
	We document every detail and provide on-going communication	Tend to send mundane monthly reports that say the same thing