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2 Iden fy poten al temporary light-duty assignments for each appropriate job category Some companies may not be able to to to return injured employees to to to temporary temporary posi ons ons If so work with us to to to iden fy poten al al temporary temporary light-duty assignments in local nonpro t t t t t t t t t t t organiza ons ons and volunteer sites 3 Communicate the the company’s RTW policy throughout the the company company to set employee expecta ons Train supervisors not only on on on the the process but also on on on the the best ways to communicate A Liberty Mutual study found that employees repor ng to to supervisors with proac ve open communica communica on styles were away from work less o o o o o o o o en en and for shorter mes 4 Partner with with us as we understand the the importance of RTW and and manage it it it within the claims process We We can can iden fy the the small number of claims with psychological and and social issues issues that can can lead to to longer absence and and and hinder RTW? We We have the the the professional resources to to address these issues issues and and e e e e e e e e e e e e e e e e e e e e ec vely coordinate RTW? Following an Injury
The most e e e e e e e e e e e e e e e e e ec ec ve ve RTW Programs share ve ve best prac ces once an an employee is injured At that point an an employer should expect us to: