Controlling Workplace Injuries
EARLY RETURN TO WORK
PROGRAM
Socorro I.S.D.
Risk Management Department
The Socorro ISD Risk Management Department believes that the best approach
to controlling incidents and costs is to keep injuries and illnesses from occurring.
We are committed to utilizing our resources to provide a safe work environment
for everyone.
We have developed a plan and process designed to help injured employees
receive prompt medical attention and recovery assistance. This plan is called
the "Early Return to Work" injury management plan. It includes a team effort
involving the injured worker, the treating health provider, the district’s Workers’
Compensation insurance carrier and our internal company management.
When incidents do occur, it is in everyone's best interest that injuries are properly
managed. We will make every effort to provide modified work intended to
facilitate a return to regular work duties as soon as medically feasible. These
positions may be offered at any location or any department/shift as we can
accommodate.
Failure to report for work at any of the designated times or places may affect the
employee’s time loss compensation and/or re-employment rights. This policy
TABLE OF CONTENTS
Policy/Procedure for Early Return to Work Program …………………………….………………...4
Roles and Responsibilities of SISD Claims Officers ………………………………………...………5
Roles and Responsibilities of Campus Administrators & Department Supervisors………... 6
Role and Responsibility of Injured Employee………………………………………………….……7
Appendix …………………………………………………………………………………………………8
Offer of Employment Notice …………………………………………………………….....9
Letters to treating HCP………………………………………………………………..…….11
Division of Workers’ Compensation Work Status Report (DWC-73)…………..…...12
Glossary…………………………………………………………………………………….….14
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Policy/Procedures for Early Return to Work Program
Policy
Socorro ISD supports a policy that fosters early return to work for recovering employees.
Our plan is designed to provide injured workers with modified duty work during a predefined period of medical recovery, when unable to perform pre-injury duties without
risk. The extent of time will be based on the healthcare provider’s treatment plan and
prognosis for full recovery. Eligibility to be in the program is contingent on an approved
disabling workers’ compensation claim. The SISD Claims Officer will coordinate the
employee’s participation in the plan with their supervisor, the treating provider, the
employee, and the insurance carrier’s claim representative.
Procedures

If feasible, at the time of an injury, the injured worker will complete an
Accident/Incident form. The employee will submit this completed injury report to
the nurse or supervisor who, in turn, will submit the form to the Risk Management
department.

The SISD Claims Officer will contact the employee and review the employee’s
rights and responsibilities with the employee. Our designated PPO healthcare
provider will be contacted to advise them of our return to work program and
modified duty work availability. The Claims Officer will also request that the
provider complete and return the DWC 73 Work Status Report and, in some
instances, the “job demands/ functional capacities evaluation” forms. The
employee will report back to the Claims Officer with a completed DWC 73 form
after every healthcare provider visit, to stay updated on the recovery progress.
The Claims Officer will send a copy of a Return to Duty permit and, if applicable,
the “job demands/ functional capacity” form to the supervisor and to the
insurance carrier’s claims adjuster.

A Socorro ISD Claims Officer will review the DWC 73 and, if applicable, the job
demands/functional capacities evaluation forms. A Claims Officer will contact
the injured worker’s supervisor to determine whether modified work is available
within the capabilities of the employee, as prescribed by the provider. The
supervisor will identify potential jobs tasks and opportunities for transitional duty
work.

Modified duty is defined as any work within the employee’s physical and
cognitive capacity, and is to be designed to be temporary (there is a progressive
end to this position), and adapted to accommodate what the worker can do. All
modified positions must be approved by the Claims Officer and/or the director in
charge of the Risk Management department. Availability is subject to the
business needs of the school district at that time and with the recovery and
treatment plan in mind. The maximum length of time for transitional (modified)
duty is twelve (12) continuous weeks.
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
If, for any reason, the employee does not return the DWC 73 or any applicable
job demands/ functional capacities evaluation forms, the Claims Officer will
notify the supervisor and the third party administrator. A member of the claims
team or the district’s Claims Officer will contact the healthcare provider.

If an employee is not approved for transitional duty, a committee will conduct a
review of the employee’s job duties and the restrictions to make a final
determination.

The approved Return To Duty permit will be returned by the injured employee’s
supervisor to the Risk Management department. If not approved, the employee
will be notified of the decision.

Before the employee starts the modified duty job, the supervisor will meet with the
employee and review the restrictions and capabilities specified by the treating
provider. The supervisor must emphasize the need for the employee to perform
the job with the specific limits and parameters prescribed and outlined for them.

The employee’s modified duty status will end when the employee is:
1. Released to pre-injury job status
2. The WC claim is closed
3. The employee has accepted an alternative position

The supervisor is responsible for monitoring the employee’s participation and
progression in the transitional duty job, and keeping track of inconsistent behavior
or work practices that do not fulfill the intent of the treatment plan or modified
task. This detail must be communicated to the Claims Officer. Any problems
reported are to be discussed immediately with the employee and with the
insurance carrier. Any adjustments or modifications to the worker’s task will be
completed by the supervisor with direction and support from the Claims Officer.
Any changes to the transitional duty task must be approved by the treating
provider(s)
Role and Responsibilities of SISD Claims Officers
The SISD Claims Officers will assist the injured employee’s recovery by:

Helping supervisors and employees each fully understand their role and function
within our Return to Work plan and how each will be expected to perform when
needed.

Working with injured worker’s supervisor to find a suitable temporary assignment
within their recovering functional capabilities and limitations.
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
Monitoring the injured worker’s recovery progress by assigning target dates for
progress evaluations, reassessing job modifications, and working with our medical
providers and the insurance carrier representatives to achieve maximum medical
improvement (MMI) based on specific and pre-determined time frame
adjustments. A second review may be needed at that time but will require a
formal consensus with the worker, the provider, the school district’s Claim Officers
and/or the third party administrator claims department.

Coordinating efforts of department supervisors, the injured employee, treating
healthcare provider, and claim representative to identify permanent positions
and any restrictions.
Role and Responsibilities of Campus Administrators
and Department Supervisors
Following are some key responsibilities and a description of the role each department
supervisor will take to fulfill our commitment to our disability management plan. Each
person in our organization has a critical role, and each must be carried out effectively to
reach our ultimate goal--to return injured employees back to their pre-injury status as
soon as medically feasible. These are our expectations of campus administrators and
department supervisors:
Roles of the principals or supervisor include:

Provide a vital link to the success of our disability management program by
acting as a coach and liaison with YOUR recovering employee and the other
primary parties (healthcare professional, Claims Officers & the insurance carrier).

Act as a technical guide in the selection and delivery of workplace task
improvements or adjustments for the transitional work assigned the recovering
employee.

Fulfill our commitments to our workforce including a cost effective way of
providing quality medical treatment and preserving the productive output of our
school district.
Responsibilities of the principals or supervisor include:

Review the Return to Duty Permit after being sent to you by our Claims Officers to
determine whether transitional work is available within the capabilities of the
employee, as prescribed by the provider. Sign for any transitional position the
employee will be expected to fulfill.

Identify potential jobs or tasks for opportunities for transitional duty work. These
jobs will be submitted to our Claims Officers for approval, and will be forwarded
to the healthcare provider for review. If not approved, the supervisor will be
notified of the decision and the reason for the rejection so revisions and new
accommodations can be made. The supervisor will be involved in any new
revisions and collaborate with the SISD Claims Officers and the employee.
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
Meet with the employee to review the restrictions and capabilities specified by
the treating provider. Train and coach the injured employee about their new
tasks emphasizing safety and health precautions. Emphasize the need for the
employee to perform within the job limits and parameters prescribed.

Monitor the employee’s recovery progression during their work in the transitional
duty job. Keep track of inconsistent behavior or work practices that don’t fulfill the
intent of the treatment plan or task. Be sure to communicate your findings to our
Claims Officers.

Provide feedback to the injured employee regarding their recovery progress to
determine potential modifications based on that progress.

Implement adjustments or modifications to the worker’s task with input from our
Claims Officers, based also on any regression or progression in the recovery
process. Communicate closely with our Claims Officers since the medical
recovery and treatment plan can be seriously compromised, and the length of
disability potentially extended.
Role and Responsibilities of Injured Employees

Promptly report any physical changes with medical implications to their
immediate supervisor and our Claims Officers.

Follow all pertinent health and safety procedures identified during initial
orientation and weekly retraining.

Follow all medical treatment recommendations provided by the treating
provider. Do not seek additional treatment without discussing physical problems
with the department supervisor and our Claims Officer.

Arrange re-examination with the treating provider during the fourth week (or
sooner) of the first review point. Return the signed medical progress report (DWC
73) from the treating provider to our Claims Officer.
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APPENDIX
Bona Fide Offer of Employment Notice
DATE
Employee Name
City, State Zip
W/C Claim #: No.
Date of Injury: DATE
Injured Employee Name:
Your medical provider has released you for transitional duty work in our school district. We
have a suitable temporary position that your provider feels is consistent with your current
abilities. You will be regularly evaluated for your progress at periodic intervals to be
certain your recovery is improving. The job we are offering is: JOB TITLE.
You will be receiving $ AMT per hour week month. The Workers’ Compensation
insurance carrier will continue to pay appropriate medical payments.
Please report to work on:
Start date DATE
Time TIME
Duration of Job # OF DAYS days
Hours per Day/ Week NUMBER OF HOURS
(subject to 30 day progress and 90 day max)
Please report to PRINCIPAL OR OTHER SUPERVISOR
Location CAMPUS OR FACILITY
Phone PHONE NUMBER
Department DEPARTMENT
We are looking forward to seeing you back with us and hope we can help you towards a
prompt and smooth recovery.
Sincerely,
_______________________________
Lorena G. Rios
Director, Personnel Services/Risk Management
I have read and fully understand the above information and procedures: and I  accept
not accept this job assignment:
___________________________________
___________________
Employee Signature
Date
 do
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PLEASE SIGN AND RETURN THIS LETTER
ACCEPTING OR REJECTING
OUR TRANSITIONAL JOB OFFER PRIOR TO THE START DATE.
Mail to:
Socorro Independent School District
12300 Eastlake Dr.
El Paso, TX 79928
Attn: Risk Management Dept.
If you receive this letter on or after the report to work start date, please call (915) 9370250 within 24 hours. Failure to report to work could affect your Workers’ Compensation
benefits, work eligibility and/or re-employment rights with the school district.
----------------------------------------------------------------------------------------------------------------------------- ----
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DATE
To: Treating Healthcare Professional for
EMPLOYEE NAME of Socorro ISD
This is to notify you that Socorro ISD has a temporary “Transitional Duty” Return-to-Work
program for injuries resulting from job-related accidents.
Please complete the DWC 73 (Work Status Report) and return to us with the employee
after the employee has received treatment and you have had a chance to develop a
recovery plan. This will help us in finding transitional duty work within their limitations and
capabilities you have outlined.
Please feel free to contact me 915-937-0250 if you have any questions about our Returnto-Work program. Please note that our Workers’ Compensation Third Party Administrator
is Claims Administrative Services (C.A.S.)
Thank you very much for your cooperation. We look forward to working with you and
helping us promote a smooth recovery back to work.
Sincerely,
Claims Officer
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GLOSSARY
Bona Fide Offer: A formal, written offer of light duty employment made by employer to
an employee after a work-related injury.
Disability: Exists if the injured worker is not able to work as a result of the injury, or has
returned to work but is making less than pre-injury wages because of the injury.
Full Duty Release: A decision made by a doctor that an injured worker is able to return to
work with no medical restrictions.
Job: The duties and responsibilities assigned to an employee. (Also called a “position”)
Job Description: A list of the most important parts of a job, including the general
description, skill, effort, responsibility and working conditions of the work performed.
Job Modification: A change to an employee’s regular job, to meet medical restrictions.
Light Duty Assignment: Work that allows the injured worker (who has not fully recovered)
to remain safely on the job, but in modified or alternate duty. It allows the injured worker
to ease back into the workplace after an injury. (Also called “transitional duty”)
Modified Duty: The injured worker’s regular job but changed to meet medical
restrictions imposed by the doctor. (May include schedule changes, reduced hours,
reduced duties, or sharing parts of the work with others.)
Alternate Duty: A temporary work assignment, different from the injured worker’s
regular job, which meets medical restrictions.
Lost time: After the date of a work-related injury, any time missed (when an employee is
unable to report to work as scheduled) due to the injury.
Medical restrictions: The physical activities limited by a doctor related to a work-related
injury. (Also called “work restrictions”)
Regular job: An employee’s normal job prior to their work-related injury.
Return-to-Work Program: An employer’s plan, which encourages employees to return to
work as soon as possible following a work-related injury. As part of this program, the
employer attempts to find light duty work for the employee, which meets the doctor’s
restrictions.
Work Status Report: The form that a doctor fills out explaining an injured worker’s medical
restrictions or ability to work. (Also known as the DWC Form 73.)
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