Jansen Claims Group Inc. will monitor regular contact with your employee, the employee’s treatment providers and WorkSafe or the insurance companies. This provides us with the opportunity to facilitate a return to work plan once the employee is medically approved. This improves the company’s overall productivity and lowers premiums.
The main objective of a successful disability management program is to return him or her to productive work as quickly and safely as possible, whilst minimizing the financial impact of the leave..
These objectives are achieved by developing early detection and intervention strategies combined with a formal return-to-work program.
Early Intervention Benefits
20-30% reduction in work days lost per claim
25-30% reduction in repeat short term absence
40-60% reduction in long term disability conversion
50% of employees who are absent for 6 months never return to gainful employment and 90% of employees who are absent for a year never return to gainful employment.
We have a proven track record of reducing claims costs for our clients by millions of dollars.
Employer Management Services
- Injury Reporting
- Protest and appeal representation
- Liaison with workers and medical practitioners
- Claims Cost Statement analysis and review
- Aggressive relief of cost recoveries
- Detailed injury reporting and statistics
- Management of short term and long term disability absences
- Return-to-work planning and facilitation
- Job Accommodation Management and ongoing review.
- Absence Management
Recover At Work Programs
Jansen Claims Group Inc’s Recover At Work programs for injured employees encompass innovation and collaboration with WorkSafe BC and employers.
These programs are user friendly for employees which utilize a list of tasks that can be undertaken by an individual with a specific type of injury. When an injured employee seeks treatment from his or her physician, that employee can take the Jansen Claims Group Inc. job list coupled with a formal letter outlining the Recover At Work Program.. In discussion with the physician, the employee can determine which duties he or she is able to perform safely whilst rehabilitating the injury. Jansen Claims Group Inc’s Recover At Work programs are very comprehensive and advanced. A detailed evaluation is undertaken to determine what work is available according to the type of injury. For example, shoulder injuries have predetermined list of suitable tasks as would knee injuries, etc. This ensures that no tasks are outside of a worker’s physical limitations while they are recovering from an injury.
These Recover At Work programs allow injured workers to stay on the job and in turn, keeps the employee gainfully employed during his or her injury. This also provides the employer the continued skilled labour.
These programs are ideal for lighter injuries and are not intended for serious injuries. These programs provide injured workers an opportunity to be productive and remain engaged with the workplace.
Why Implement a Modified duties program?
Studies have shown that the longer the leave of absence, the lower the probability that the absent employee will return to any form of employment. The odds of an employee returning to work from a health related leave of absence drops to 50% after six months away from the workplace.
One study at a high-profile U.S. manufacturing company even found that the probability of a worker’s return to work decreased to 50% after just 12 weeks of absence. An employee’s bond to his or her workplace can be broken during a leave of absence. This can have a profound impact on the individual, the employer and society.
Absenteeism in the workplace
- The average absenteeism rate in 2011 was 9.3 days per full-time employee
- The estimated direct cost of absenteeism to the Canadian economy was $16.6 billion in 2012.
- Despite the enormous cost of absenteeism, less than half of the Canadian organizations (46 per cent) currently track employee absences.
Absenteeism contributes to a substantial amount of lost productivity and revenue for Canadian organizations and the economy as a whole. It presents itself in many forms, ranging from casual absences-employees off with minor illnesses lasting one or a few days-to longer-term leaves of absence. By analyzing absenteeism patterns and employee health risks, organizations will be better situated to address the root causes of absences and reduce absenteeism.
The drivers and predictors of absenteeism are complex. Absenteeism is affected by organizational influences, personal characteristics of the employee, and societal influences. There are certain drivers of absenteeism that an employer can control, such as an unhealthy work environment and lack of a structured absent management program. Other factors are more challenging for the employers to address. What organizations can do is look at organizational influences, employee characteristics, societal influences, and their absence patterns, and use the information to determine the best way to approach absenteeism in their organization. For example, an organization with an older workforce may want to put in place health and wellness programs geared to this audience. Similarly, an organization may target unique programs at workers whose jobs are more physical in nature.
Moving Forward: Reducing Absenteeism
Absenteeism is more than a human resources issue. Its costs the Canadian economy billions of dollars each year. Unless organizations start proactively addressing absenteeism-beginning with better tracking of the number of absences and reasons for absences-this number will most likely increase as the workforce ages. By looking at absence patterns and identifying the causes of absences, organizations can put in place programs and policies to reduce absenteeism.
Jansen Claims Group Inc. is here to assist in establishing an effective absence and disability management program.