Division of Risk Management
State of Florida Loss Prevention Program
You will be able to:

Recognize the benefits of an effective return-towork (RTW) program.

Learn how to adopt the model RTW Program
Guidelines for your agency.

Share best practices regarding overcoming
obstacles in preventing the implementation of an
effective RTW program.

Questions can be posted during the training using
the chat feature or by simply asking the presenter.

Please have mute button ON unless asking a
question.

Please DO NOT place phone on hold during
training.

Respect each other at all times and ask questions
so we all can learn.
Prequiz:
How Much Do You Know?
The DWC-25 form should be
completed by the nurse case manager.
If your agency is having trouble with
OptaComp, you should contact the
Division of Risk Management.
If the physician doesn’t provide clear
functional limitations and restrictions,
you should contact the nurse case
manager.

It helps the employee adjust back to work.

It fulfills employee’s need to feel valued and
important.

It saves your agency money. Lost time claims
account for 10% of workers’ compensation claims,
but account for 80% of workers’ compensation
costs.

Research and
comparison of
previously
implemented RTW
programs were
conducted.

A set of guidelines that
all agencies could
adopt was then
developed.

Definitions.

Alternate duty or
modified duty tasks.

Roles and
responsibilities.


Policies and procedures.
Communications,
monitoring, and
coordination.

Employee Notification
Letter.

Exit process.

Recordkeeping.


Awareness and
accountability.
Loss Control
Committee.

Define terms that are
common to returning
employees, workers’
compensation, employee
injuries, and risk
management.

Alternate duty, authorized
treating physician, functional
restrictions and limitation,
and modified duty are a few
such terms.

Employee must attend
medical appointments,
agree to terms of
program, and perform
duties as assigned.

Agency or university
supervisor, risk
manager, and workers’
compensation
coordinator work as a
team to ensure program
success.
• Medical case management
provider assigns nurse case
manager to ensure proper
medical treatment and
proper documentation of
restrictions and limitations
on the DWC-25.
• Division of Risk
Management pays medical
bills for and indemnity to
injured employee.

Adopt official policies and procedures
through your internal agency process.

At a minimum, include definitions, roles
and responsibilities, and provisions for
program entry, performance, exit,
evaluation, and recordkeeping.

Training, training, and
more training. Train
when first hired and train
annually. Train
employees and
supervisors.

Feature return-to-work in
newsletters and e-mails
to all employees.

Conduct an annual
evaluation.

Form a new committee or combine loss control with the
Safety Committee.

Review weekly indemnity reports from Division to see who is
out and what they are costing.

Review individual claim cases to determine if employee can
return to work.

Where possible, get employees back to work.

Review data to see trends and where agency resources need
to be focused.

Develop and document
alternate duty tasks based on
the DWC-25 functional
limitations and restrictions.

Identify and document
modified duty tasks on a case
by case basis using the same
DWC-25 functional limitations
and restrictions.

Communications with and monitoring of the
employee are required to ensure the employee
returns to work as quickly as possible and
successfully participates in alternate duty or modified
duty work assignments.

Coordination is necessary with the nurse case
manager to ensure frequent updates on the
employee status, to clarify any medical information
provided, and to resolve any agency concerns about
medical services provided to employee.
• Return-to-Work Program
Notification Letter specifies
employee's obligations to
participate in the return-towork program, and the actual
alternate duty or modified duty
work.
• The employee should sign the
letter.

Document employee’s
exit from program.

Meet with employee to
discuss progress and
cover options for
resuming regular duty or
permanent disability.
• Establish a recordkeeping
system, including handling
of confidential information.
• Files must be maintained in
an orderly fashion and
confidential records must
be kept secure at all times.

An effective return-to-work program involves
a few key elements that are well worth the
investment.

The complete Model Return-to-Work
Program Guidelines can be downloaded from
this webinar training to your computer.

What is the best way to
handle poor employee
attitudes regarding RTW
programs?

What is the best way to
improve communication
between all interested
parties regarding RTW
programs?

Are there any questions
regarding the
implementation of a
RTW Program for your
company?

Return to work (RTW) programs are
essential to reducing claim costs.

The RTW Program Guidelines are a
resource, so be sure to use them.

Obstacles preventing an effective RTW
program can be overcome.
An effective return-to-work program involves a
few key elements that are well worth the
investment.
The complete Model Return-to-Work Program
Guidelines can be accessed through the Division
of Risk Management’s website at the
link: http://www.myfloridacfo.com/Risk/RiskSe
rvices/Agency%20Standards/index1.htm.
For more information on this subject, please contact:
Division of Risk Management
State of Florida Loss Prevention Program
StateLossPreventionProgram@myfloridacfo.com
(850)413-4756