Some employees may never be able to resume their regular jobs, in which case alternate-duty work should be offered. Among the advantages of such a program, which should help convince management of its value, are smaller drops in worker productivity and the fact that modified-duty positions can accomplish tasks that otherwise never seem to get done. Workers themselves also benefit, because they remain productive while recovering and the psychological effects of extended absences are minimized. In setting up your program, you should identify why the program is being implemented, who has responsibility, what the process is, and what is expected. Your policy should be consistent with other company policies and should reflect management commitment.
Communication is vital.
The HR department should notify employees of any benefit information and keep in touch with employees remaining off work by mailing them any company newsletters and other company information. Track employees progress. Act as liaison with all members of program team. Facilitate ongoing program training and communication. Offer encouragement through regular contact with the injured employee and employees supervisor.