CASI supports a strong Return to Work Program. Employers benefit when they have a stable, productive and experienced workforce. CASI knows this workforce cannot sustain much disruption, so minimizing out-of-work periods and final disabilities to return recovered workers back to the job are key to the prosperity of the associates.
The legislative and economic landscape of return to work has set all associates on notice of the need to prepare a coherent Return to Work Program, which complies with the Americans with Disabilities Act Amendment Act (ADAAA) and the acting monitors of the Employment Equality Opportunity Commission (EEOC). CASI respects each client’s individual preference of complying with this legislation and any work restrictions will be communicated within seven days to comply with ongoing interactive processes between the employer and injured worker to discuss a return to work.
The evidence of a requirement of return to full duty is statistically disadvantageous to the associates and this drives CASI’s passion to return the injured worker to their employer. The requirement of return to full duty work only increases workers’ compensation costs and has cost many employers multi-million dollar verdicts. Transitioning injured workers back to full duty with modifications and alternative works avoid the injured worker becoming invested in a disability syndrome, wherein the injured worker may become deconditioned. CASI works to return previously injured workers to the workplace through its dialogue with physicians, to create short-term modified work, maximizing the potential of return to full duty. CASI works with our clients’ counsel, and participants in the interactive process, ensuring the required information is available to explore the ability of the employee to perform the essential functions of their job within the limitations of any disability.