Sanchez, January 31, 2007

WorkGRANT$-EZ Transitional For small business - Its easy Transitional Work-EZ program
policies and procedures 2 Transitional Work-EZ: Meeting the needs of the small business Table of contents Page I. What is transitional work? Company description.4
Employee union buy-in.....5
Developing a policies and procedures manual..5
Mission statement..6
Program objectives6 II. Participants roles and functions Coordinator7
Worker...7
Physician8
Managed care organizations......8
BWC..9
Supervisor..9
Labor representative..9
On-site therapist...10
Case manager...10 III. Transitional work policies and procedures Program eligibility...11
Referral process...11
Entrance requirements.12
Program time frames...........12
Placement of workers in permanent Modified-duty work...12
Compensation/salary continuation..12
Exit requirements....14 IV. How the program operates Work-site options15
Criteria for assigning work..15
Alternative work options.16
Non-profit agency...16 Flow chart for medical-only claims.17 Flow chart for lost-time claims......18-19 V. Transitional work on-site therapy Rehabilitation-planning process..20
On-site monitoring of workers20 3 I. What is transitional Work? Transitional work The Ohio Bureau of Workers Compensation (BWC) defines transitional work as: A progressive and individualized program. Its an interim step in the physical
conditioning and recovery of an injured worker with restrictions. The goal is to
return the injured worker to his/her original job. Transitional work helps the
employer protect the employability of the worker with restrictions, while reducing
the employers and employees financial liability associated with time lost from
work. Transitional work allows an employee to resume work functions and lifestyles sooner with
minimal time off from his/her job. It allows the worker with restrictions to remain and/or return to
work quickly and safely in an environment that permits the worker to gradually transition back to
performing an expanded range of work tasks. The program assists the worker until he/she fully
recovers from the workplace injury and/or occupational disease. A transitional work program may include: Progressive conditioning and on-site work activities; Education for safe work practices; Work re-adjustments or changes in work tasks; Job modifications. Transitional work: a win-win situation The program helps employers reduce workers compensation and disability costs. The program reduces and often eliminates the number of days injured workers are away from work. The program decreases the injured workers projected claims costs. The worker returns to work at 100 percent of the workers wages as compared to a percentage of the workers wages from workers compensation payments. Physician benefits from having an experienced therapist on the job site. Union benefits from the employment of a contributing member. Employer will have adequate staff to perform services. Employers retraining and hiring costs may be reduced. Employer may report enhanced productivity. Everyone benefits from safety recommendations. Program may help the company comply with the Americans with Disabilities Act. Transitional work can be offered as: Remain-at-work (RAW) services; A risk charge for a lost-time claim; A vocational rehabilitation plan for lost-time claims where aggressive case management
is required. 4 Remain-at-work services Transitional work is a part of BWCs remain-at-work services. The programs goal is to assist
injured workers to remain at work after an injury and provide needed rehabilitation services for
workers with medical-only claims (seven or fewer days of missed work). The services are
designed to assist workers who have returned to work, but are experiencing difficulties and are in
jeopardy of going off work again. The program helps injured workers stay on their jobs and keeps
medical-only claims from becoming lost-time claims. Other remain-at-work services could include, but are not limited to: Ergonomic study; Job analyses; On-site therapy; Job modifications; Injured workers tools and equipment. Company description A joint meeting will be held with BWC and your managed care organization (MCO) to discuss
your companys workers compensation program. What to expect in your discussion with BWC: An overview of BWC services Assistance with establishing an e-business account Information on current claims Explanation of a transitional work program and its financial impact Description of BWCs role in a transitional work program Access to BWCs accredited transitional work developer list What to expect in your discussion with your MCO: Description of your MCOs role in your transitional work program List of services and reports that your MCO provides MCO contact names and telephone numbers BWCs customer care team and your MCO will educate you on how a transitional work program
can benefit your companys workers compensation bottom line. As part of a proactive disability management program, BWCs customer care team and your
MCO, will provide you with a comprehensive picture of a transitional work programs benefits. 5 Employee and union buy-in For small, non-union companies, the employer will select a labor representative to provide input
and act on the employees behalf. Unionized companies should select a representative to obtain union buy-in. If needed, BWCs re-
employment advisor can put you in touch with the Ohio Labor-Management Cooperation
program. OLMCP is a network of neutral, not-for-profit organizations located throughout Ohio and is
partially funded by the Ohio Department of Development. Each organization has a proven track
record of helping labor and management find common interests, and build solutions acceptable to
everyone, as well as being innovative and flexible to meet the demands of your organization. Developing a policies and procedures manual The Transitional Work Procedure Manual establishes the programs guidelines and working
format. Generally, the transitional work manual explains how the program will operate and
defines time frames, eligibility and discharge. It helps ensure the programs success. Components of the policies and written procedures may be different for each company.
However, the following components must be included: Program coordinator Identify workers eligibility for participating in the program Entrance requirements; Program time frames; Exit requirements and procedures; Process of how the program operates; Definition of participants roles and functions. Rules of the program that may need to be addressed: Where will transitional work activities occur? (Employees work stations, in the field,
etc.) How will this program mesh with the union contract? Job-retention rights (Will the original job be held open until the worker can resume full
duty?) What if the worker is still unable to perform all essential tasks of the job at the end of the
program? Other topics to address might include: overtime, incentive work/pay, payment of workers
while in the program and production standards. Program coordinator The coordinator will be responsible for the overall administration of the transitional work
program. The coordinator will serve as a liaison to the injured worker, the union representative,
the physician of record, the workers supervisor, MCO, BWC, case manager, therapist and all
other persons directly or indirectly involved in the program 6 Mission statement Its our companys mission to make every reasonable effort to provide suitable alternate work
options, or make reasonable accommodations, for an employee who is unable to perform his/her
normal job duties that result from a work-related or nonwork-related accident, injury or illness. While promoting the best interests and employability of our employees, the transitional work
programs goal is to reduce costs associated with injuries and illnesses. Program objective Our transitional work program benefits our employees by providing an opportunity for injured
workers to build their strength and stamina needed for them to return to their regular job duties.
Program participants will be paid at their regular rate for the hours they have worked. If needed,
workstation accommodations and occupational/physical therapy may be provided at the work site. An important program goal is to promote our employees recovery and return to work. At the
same time, the program is intended to reduce costs associated with work-related injuries and
illnesses by decreasing the injured workers lost-time days and promoting their speedy recovery
to full physical and work capacities. Transitional work allows our employees to continue working
a productive lifestyle, while receiving the support of co-workers and supervisors. The programs success will depend on the company owner, employee, supervisor, physician of
record, union representative, managed care organization (MCO), BWC, therapist and case
managers. 7 II. Participants roles and functions Coordinator The coordinator will be accountable for the overall administration of the transitional work
program and will be responsible for the following: Serving as a liaison with the physician, supervisor, union representative, therapist, case manager, MCO, BWC, and all other persons directly, or indirectly, involved in the
transitional work programs administration; Identifying work tasks using job analyses; Participating in implementing work assignments; Monitoring employees performance performing work tasks in terms of the appropriateness of such assignments, the need for additional training, safety, and changes
in productivity; Monitoring services performed by the on-site therapist that should include date and duration of services provided and the injured workers progress; Scheduling a weekly case staffing with the worker and all other appropriate persons; Educating co-workers about the reasons for work assignments and how these accommodations may impact their jobs; Providing recommendations regarding program extensions, modifications, or leaving the program. Worker The worker participating in the transitional work program will be responsible for the following: Maintaining regular program attendance; Performing only those work tasks recommended by the physician, coordinator, or physical/occupational therapists while observing safe work practices; Notifying the coordinator, supervisor, physician and/or therapist when a worker is experiencing acute pain or discomfort so appropriate modifications or accommodations
can be made; Providing input and actively participating in the design of his/her individualized transitional work programs; Facilitating the identification of accommodated work tasks. 8 Physician The physician participating in the transitional work program will be responsible for the following: Approving all transitional work program participants in accordance with the policies governing workers who return to work following illnesses or accidents; Indicating whether the employee can realistically expect to return to his/her original job within 90 days; Consulting with the worker regarding medical-management issues. Consulting with the coordinator, work supervisor, and therapist regarding the assignment of appropriate accommodated work tasks; Identifying work restrictions/limitations; Making decisions regarding program extensions, terminations and/or interruptions. MCO The MCO participating in the transitional work program will be responsible for the following: Designating an employer contact person for transitional work; Helping to identify and determine the need for Remain at Work services; Managing the claims medical portion that includes vocational rehabilitations case management services, medical costs and the timeframes; Assisting in obtaining prescriptions and restrictions from the physician; Authorizing or denying services ordered by the physician; Developing a case-management plan for workers participating in a Remain at Work program; Documenting and implementing a case-management plan that addresses return- to-work planning on all lost-time claims where the worker has not returned to work; Determining the injured workers initial eligibility for vocational rehabilitation services; Notifying BWC to assist the bureau in verifying eligibility; Determining the injured workers feasibility for vocational-rehabilitation services; Submitting a First Report of Injury (FROI) to BWC if a worker is injured while participating in a rehabilitation program; Identifying safety/injury concerns based on the types and frequency of injuries and communicates these concerns with the employer; Notifying BWCs Division of Safety & Hygiene when the employer needs safety and
injury-prevention services. 9 BWC BWC staff members who are participating in a transitional work program will be responsible for
the following: Designating important contact persons for risk management and injury management. Educating the employer in workers compensation strategies to reduce claims, reduce the severity of their claims and control premium costs; Determining the allowance of the initial claim, processing claims and making referrals to the Industrial Commission; Staffing the claim after the worker has received 45 days of Remain at Work services to assure appropriateness of case direction; Verifying the MCOs initial identification of an injured workers eligibility for vocational rehabilitation services in a lost-time claim; Determining and issuing workers compensation payments, such as living maintenance, temporary total compensation and living maintenance wage loss; Reviewing the appropriateness of rehabilitation services and making recommendations to the MCO (role of BWCs disability management coordinator); Staffing claims with the MCO and other parties, as needed, 30 days after the injured workers optimal return-to-work date; Providing a safety and hygiene program to educate the employer on injury prevention and creation of a safe work environment. Supervisor The supervisor participating in the transitional work program will be responsible for the following: Taking an active role by identifying transitional job tasks and non-traditional work options; Informing the employer of the programs progress as well as potential obstacles to the programs successful operation; Monitoring the safe work practices of program participants; Ensuring the injured worker is utilizing safe work practices and is performing only those tasks allowed in the program; Meeting with the on-site therapist weekly to identify potential obstacles and program successes. Labor representative The labor or union representative participating in the transitional work program will be responsible for the following: Assisting in the communication of the transitional work programs goals, benefits and objectives to the employee of a collective bargaining unit; Informing workers of their rights and responsibilities associated with voluntary program participation; Informing workers of any adverse consequences for not participating in the program; Notifying the employer of any unresolved issues or problems associated with workers concerns or workers resistance to program participation. 10 On-site therapist The on-site therapist participating in the transitional work program will be responsible for the following: Performing functional capacity evaluations as requested by the physician to determine the injured workers readiness to participate in a transitional work
program; Completing a compatibility analysis form by indicating the relationship between the workers job demands and his/her functional capacity to perform the jobs essential
work duties; Developing a written transitional work plan outlining an appropriate progression of tasks, conditioning activities, safe work practices education for the worker, program
objectives, and timeframes for the injured worker to make the transition to full
employment; Establishing a schedule of on-site sessions to provide therapeutic conditioning, worker education, and ongoing evaluation services to the injured worker in the
transitional work program; Providing instruction and supervision to the employer to ensure safe work practices that are consistent with the workers functional capacities; Communicating the injured workers weekly progress to the worker, employer, physician of record and any person directly involved with the transitional work
programs administration; Developing a home program appropriate for the injured worker to use that expedites recovery and pain management. Case manager The vocational case manager participating in the transitional work program will be responsible for the following: Writing vocational rehabilitation plans to be submitted to BWC for services approval; Establishing communication among key program participants, including the injured worker, the coordinator, the physician, the supervisor, MCO, BWC and the union
representative. Assisting in obtaining prescriptions and restrictions/limitations from the physician; Meeting with the injured worker to explain program activities and to help identify work tasks; Monitoring the injured workers progress and providing details of program outcomes to the employer and the physician of record; Coordinating the workers discharge from the transitional work program; Providing follow-up on the injured workers adjustment to his/her original job or a non- traditional job and coordinating additional interventions on as needed. 11 II. Transitional work policies and procedures Program eligibility Transitional work program participation is voluntary. Benefits of active participation in a program are available to any employee who sustains a work-related injury, occupational disease or illness,
and is having difficulty performing his/her works tasks that may result in missed work days.
Similarly, employees who sustain nonwork-related illnesses and injuries that prevent them from
engaging in full employment, are eligible to participate in the program. Injuries/illnesses that are eligible for a transitional work program will be classified as either
medical-only claims or lost-time claims. Each of these classifications will require different
program entrance criteria and varying levels of service to ensure a successful transition of the
injured worker to full employment. If an injured worker is deemed eligible and feasible for transitional work and refuses to
participate in the program, the coordinator will schedule a meeting with the worker. The
coordinator will explain that the workers physician has approved the injured workers outlined
job duties as medically appropriate within the workers limitations. The coordinator should obtain
the workers input and reason for not wanting to participate in the program. If appropriate, the coordinator will share the injured workers concerns with the workers
physician. If the physician continues to approve the plan, the employee is advised by registered
mail that refusal to return to work may jeopardize the injured workers workers compensation
benefits. The injured worker is then referred to a BWC claims services specialist. The coordinator will
submit the written plan with the physicians approval to the claims services specialist and advise
BWC that the injured worker has refused to return to work. The claims services specialist will
take the necessary action. Referral process The employer or the workers physician will initiate referrals into the transitional work program
at any time, provided there is reasonable expectation the worker will return to the job or another
job the employer may identify. In cases of new injuries, the worker will be given an illness/accident report form to be completed
by the workers physician or employer. The worker who is released to return to work by their physician with restrictions/limitations may
be directly referred into the transitional work program. The program coordinator will review the
physicians restrictions/limitations and identify work activities that are compatible with these
restrictions. The program coordinator will monitor the workers progress while participating in
the program. The worker, who has missed more than seven days of work for a lost-time claim, may be referred
to a vocational case manager to help develop a formal rehabilitation plan. This plan may include a
functional capacity evaluation, transitional work and on-site therapy services. 12 Entrance requirements Workers referred to a transitional work program will be evaluated to determine their readiness to
safely and productively participate in the program. All program participants must have the consent and approval of their physician (s). When appropriate, workers will participate in a physical capacity evaluation under the
physicians prescription that is conducted by a licensed therapist, to determine the workers
physical restrictions, work capacities and readiness to enter the program. Program time frames The expected duration of the transitional work program is 90 days. Under extenuating
circumstances, the program may be extended to a maximum of 120 days, pending review with the
physician. In considering a program extension, the physician may consider information obtained
from the coordinator, on-site therapist, work supervisor, and case manager. Criteria for program
extension beyond 90 days may include the following: The worker has demonstrated significant progress with respect to strength and endurance, and is expected to make a successful transition to work within the
additional 30 days. The nature and severity of the workers disability requires a maximum transitional period that is expected to exceed 90 days, but no longer than the maximum 120 day
period. Due to an aggravation of the workers impairment, the workers program participation is temporarily disrupted, limited or modified. Workers must be able to participate in the program a minimum of 12 hours weekly, but not less than three hours daily. Placement of workers in permanent modified-duty work In the event the worker is unable to return to his/her original job (full-duty) after completing 90
days in a transitional work program, the injured worker may be offered permanent modified-duty
work. During a workers participation in a transitional work program, vacations and other non-
emergency days off must be minimized to facilitate the programs success. Compensation/salary continuation All workers who participate in a transitional work program will be compensated at the rate of
their primary job prior to injury and will accrue full benefits to which theyre entitled. Salary continuation occurs when the employer continues an employees regular wages at the
onset of a work-related injury. The injured worker has the option to elect workers compensation
benefits if he or she so chooses unless a collective bargaining unit contract exists. Salary
continuation will continue until the injured worker or employer terminates it. At that time,
workers compensation benefits may take effect if appropriate. 13 If BWC discovers at any time that the injured worker is not receiving his/her regular full wages as
part of the salary continuation agreement, BWC will begin paying temporary total compensation
and begin reserving the claim. An overview of the injured workers and employers responsibilities and rights follow below.
(NOTE: This list is not inclusive.) Injured workers responsibilities and rights for salary continuation The injured worker is not required to accept salary continuation in lieu of temporary total compensation. A collective bargaining contract may supercede this policy. The injured worker is not entitled to both temporary total compensation and salary continuation, and should notify the employer and BWC if this occurs. When salary continuation is paid by the employer, the injured worker will not experience a break in service that impacts seniority or other benefits. Unless there is a collective bargaining agreement that states otherwise, the injured worker can not be forced to use sick days. Employers responsibilities and rights for salary continuation The injured worker must receive a full check at the next scheduled time after the injury or illness occurs. The payment of salary continuation cant wait until a BWC or Industrial
Commission of Ohio determination is made. If a scheduled payment is missed, the
employer forfeits salary-continuation rights on the claim and temporary total
compensation will begin. Within seven days of filing the claim, the employer must advise BWC if the company will pay salary continuation. The employer is required to submit the salary history and
the amount of the employees salary continuation payment. While no reserve will be set,
it will be used in cases where there is a discrepancy for future compensation. If an injured worker is employed by more that one employer, the incident employer may pay the wages from the other jobs. However, the incident employer is not required to do
so. If the incident employer chooses not to pay wages for the other jobs, BWC will pay
the difference and a reserve will be established against the incident employer. If the injured worker continues to work for he incident employer, yet has restrictions/limitations regarding his physical capacity and agrees to work in a different
position, the employer has the option to continue salary continuation at the regular (full)
salary/wages of the original employment position. The employer must notify BWC when the payment of salary continuation is discontinued and/or when the injured worker returns to work. The employer must report the return to
work within 72 hours. Failure to do so may impact the employers eligibility to
participate in the salary continuation program. Under salary continuation, the employer is entitled to schedule an independent medical exam. However, salary continuation is not construed as temporary total compensation for
the purposes of scheduling a 90-day exam. 14 Exit requirements The transitional work program is not a permanent reassignment of job duties. An employee is no
longer eligible for transitional work if: The worker no longer has work restrictions/limitations and he/she is able to perform full- time job duties. The nature and severity of the workers injury indicates the worker will never be able to return to regular work duties or will not be able to return to regular job duties within 90
days. Due to aggravating the workers symptoms, program participation is temporarily disrupted or limited. The worker is not making progress toward resuming regular job duties. The worker is not complying with the companys transitional work policies. The employer can no longer accommodate restrictions/limitations. In the above circumstances, the worker will be discharged from the transitional work program. 15 IV. How the program operates Work-site options The program should occur at the work site as much as possible. A major transitional work
program benefit is the worker is back in his or her work environment. Use of the work site and
equipment are available to the therapist to incorporate into the injured workers therapy program.
If it isnt feasible for on-site therapy to occur at the work site, therapy may still occur at an off-
site therapy clinic. Ideally, the employer will establish an on-site transitional work therapy program. This program
might contain components of a work conditioning/work simulation program, physical or
occupational therapy and physical reconditioning. While on-site is the preferred method, off-site
services can be included as necessary. Criteria for assigning work This can be accomplished in a number of ways: Return the worker to his/her job with no restrictions for the workers particular job. (The restrictions dont limit the workers ability to perform his/her job.) Return the worker is his/her regular job with restrictions as specified by the physician. This may involve assistance from another employee such as when the employee is lifting
objects. Modify the worksite in a manner that reduces the impairments impact. This may involve purchasing equipment or modifying the work area. Modification may also include more
frequent change of position, or reducing the amount of walking, lifting or bending. Modify the work schedule to allow the injured worker to work and participate in rehabilitation services. The worker may also return to work in a gradual return-to- work
program which is on a graduated basis building up from four hours daily to full-time
work status within 13 weeks. If this is a lost-time claim, this may occur in a vocational
rehabilitation plan and may be included in an employer incentive contract. Establish the work tasks that are within the workers functional capacities. The jobs demands and the workers capacities can be reviewed to determine the
elements of the job that can be performed during the transitional work period. Regular
job duties can be intermixed with transitional work duties. An increase in work tasks
occur as the workers restrictions/limitations decrease. These increases may include
doing a task more often or for a longer time period, increasing work intensity or adding
work tasks. 16 Alternative work options Alternative work options include returning the injured worker to alternative work which may or
may not be considered regular work duties. These options are within the scope of the workers
specified limitations and the job tasks will exist for a definite time period.
Alternative work options to consider are: The worker may be transferred to another job which he/she may be able to perform without restrictions/limitations. The worker may be transferred to another job which he/she may be able to perform with restrictions/limitations or with assistance. This may involve assistance from another
employee in lifting, tightening, carrying, etc. Employers having several related small businesses with different policy numbers may send their workers out to perform a temporary job at a related business. Similar businesses or groups that are related or unrelated companies may form an association or group and share transitional work tasks. Helper jobs/apprentice jobs should be considered. For example, a plumber on work restrictions can be a helper to a plumber on a temporary basis. Non-profit agencies Send your injured worker to a non-profit agency for a temporary work assignment that is within
the workers capabilities. This will require monitoring of the workers assigned tasks to assure
that the work tasks are within the workers capabilities. Time frames and a plan must be
developed to determine when it is appropriate for the worker to return to his/her work site and
resume their own job functions. 17 Injury occurs Injured worker seeks medical treatment from physician, urgent care center or an emergency room FROI submitted to MCO Company gives physician a description of the program with job analyses. Physician releases worker
to full duty without
restrictions Case closed Physician releases injured worker with restrictions and orders transitional work on a C-9. Injured worker offered transitional work. Injured worker accepts transitional work. Rehabilitation plan by therapist On-Site monitoring by therapist Injured worker recheck by physician Transitional work program starts Work assigned by coordinator. Modified work, alternative work options No restrictions Injured worker is rechecked. No restrictions Full duty Employee completes incident report BWC assigns a claim number & allows the claim Physician may prescribe therapy services Therapy intervention is prescribed Follow up by POR Company certifies the claim Transitional Work Flow Chart Medical-only Claims Remain at Work Services 18 Transitional Work Flow Chart Lost-time Claim Return to Work Claim referred to Voc Case Manager by MCO Injury occurs Injured worker seeks health care from physician, urgent care or emergency room Employee completes an incident report. Company certifies claim BWC assigns a claim
number & allows the claim FROI submitted to MCO by provider Physician may prescribe therapy services and diagnostic testing; worker is unable to return to work. Test for diagnosis
(Health-care services
geared to early, safe
return to work/
transitional work BWC begins paying compensation unless employer pays salary continuation. Diagnosis determined and medical care rendered. Company gives physician a description of the program with job analyses. Physician prescribes transitional work on C-9. MCO determines if the
worker is eligible for
vocational services
verified by BWC. MCO determines feasibility for vocational rehab plan Employee completes an incident report. 19 Voc rehab plan by voc
case manager has
transitional
work/employer
incentive contract Plan approved by BWC. Injured worker is offered transitional work. Worker accepts
transitional work. Therapist may do a functional capacity eval for abilities. Coordinator, worker and supervisor identify work tasks based on restrictions of workers capabilities. Therapist develops transitional work plan & establishes a rehab schedule. Monitoring of on-site therapy by coordinator & supervisor Weekly staffing with all appropriate persons. Recommend modifications, extensions or termination. Program ends when the physician has released the injured worker without restrictions or 90 days have passed. Implements work options Coordinator & supervisor monitor workers performance Weekly staffing with worker to identify obstacles & safe work practices Provide recommendations regarding program extensions, modifications. MCO can assist in obtaining work restrictions. Case manager monitors workers progress. Case manager provides follow up and coordinates additional interventions. Full duty 20 V. Transitional work on-site therapy Workers referred for transitional work on-site therapy services will be properly evaluated to
determine their readiness to safely and productively participate in the program. The following
procedures will be used for all workers participating in the transitional work program: All workers participating in transitional work on-site therapy must have a prescription from their physician of record. When appropriate, the injured worker will participate in a functional capacity evaluation (under the prescription of the attending physician), conducted by a
licensed physical therapist or occupational therapist. This evaluation will help
determine the workers physical restrictions, work capacities, and readiness to
enter the transitional work program. Rehabilitation-planning process An evaluation will be completed by the therapist, indicating the relationship between the workers
job demands and his/her functional capacity to perform the jobs essential duties. The therapist will develop a written transitional work plan that outlines conditioning activities,
safe-work practices education for the worker, program objectives, and timeframes for making a
transition to full employment. The transitional work plan will be reviewed by the worker, therapist, the treating physician and
the employer. On-site monitoring of workers The therapist will establish a schedule of on-site sessions to provide therapeutic conditioning,
injured-worker education, and ongoing evaluation services for the injured worker in the
transitional work program. The therapist will provide instruction and supervision to the employer to ensure safe work
practices are consistent with the workers functional capacities. The employers coordinator will monitor services performed by the on-site therapist to include
date of services provided, duration of services and the workers progress.

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