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Return-to-Work Program

Safety Training

Medical Case Mgmt.
Vocational Case Mgmt.
Legal Testimony
Job Placement
Primary Prevention
Early Intervention
Transitional Work
Worksite Assessment
Human Resources
Physical Therapy




One of the most important occupational health programs a business should have in place is a well-designed return-to-work program. Every business has idiosyncrasies, and that's why the Occupational Health Solutions' consultants take the extra time to understand the specific needs of our clients. In our opinion, there is no such thing as a "boilerplate" return-to-work program.

Our consultants initially meet with management to:

  • Clarify the services the insurance carrier supports and the employer's role to implement proactive post-injury programs
  • Identify appropriate occupational health services that reduce the probability of on-site injuries occurring
  • Consult with management to determine and document a written return-to-work protocol
  • Advise Third Party Administrators (TPAs) and insurance carriers of our goals

The consultation includes most if not all of the following:

  • Conduct thorough job analyses, collecting and examining how job duties are performed to prepare a job description and classification
  • Review and prepare written job descriptions detailing required duties, training, and skills
  • Facilitate job modification through discussion of job analyses and other documentation with employer and a physician, identifying physical tasks that the employee is unable or limited in ability to perform
  • Take a physical demands inventory, precisely measuring the activities required to perform specific job tasks. For example: measure the grasping and pinching force needed (in lbs. of pressure/inch2) to
  • Suggest job modification options, referring employer to available resources including technology or other devices to compensate for limitations
  • Identify alternative jobs within the employer's existing structure, review other jobs available and analyze these positions for appropriateness
  • Prepare a job site evaluation, reviewing and assessing the work environment by videotape and report methodology to determine the relative setting in which the employee is expected to perform
  • Develop procedures for transitional work programs utilizing the gathered information to document procedures including progression standards and target dates