Jansen Claims will monitor regular contact with your employee, the employee’s treatment providers and WorkSafe or the insurance companies. That way we can facilitate a return-to-work plan as soon as the employee is medically approved—improving your company’s overall productivity and lowering premiums.
The main objective of a disability management program is to return employees to productive work as quickly and safely as possible, while minimizing the financial impact of the leave. This is achieved by developing early detection and intervention strategies combined with a formal return-to-work program.
Our team focuses on the entire claims management process and develops programs to increase a claimant’s endurance and confidence and facilitate a safe return to work.
Jansen Claims Group’s Recover At Work programs for injured employees encompass innovation and collaboration with WorkSafeBC and employers.
These user-friendly programs provide employees with a list of tasks that correlate with a specific type of injury. The injured employee can have their physician review this task list and a formal letter outlining the Recover At Work program. The physician can then help the employee determine which tasks they can safely complete while rehabilitating.
Our Recover At Work programs are comprehensive and advanced—detailed evaluations determine what work is available according to injury type. For example, shoulder injuries would have a predetermined list of suitable tasks that would be different than a knee injury. This way we ensure no tasks are outside an employee’s physical limitations.
The Recover At Work programs allow injured workers to stay on the job—keeping the employee gainfully employed while they recover and providing the employer the continued skilled labour.
Offering workers an opportunity to be productive and remain engaged with the workplace, these programs are ideal for light injuries and not intended for serious injuries.
Studies have shown that the longer the leave of absence, the lower the probability that the employee will return to any form of employment. After six months away from the workplace the odds of an employee returning to work from a health-related leave of absence drops to 50%.
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 extended leave can often break an employee’s bond to their workplace and have a profound impact on the individual, the employer and society.
Absenteeism contributes to a substantial loss in productivity and revenue for Canadian organizations and the economy as a whole. It comes in many forms, ranging from casual absences—employees out 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 and reduce absenteeism.
With complex drivers and predictors, absenteeism is affected by organizational influences, personal characteristics, 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 absence management program. Other factors are more challenging. Organizations can 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 target to that audience or an organization may provide unique programs for workers with more physical jobs.
Absenteeism is more than a human resources issue—it 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 programs and policies in place to reduce absenteeism. Let us assist you in establishing an effective absence and disability management program.