After a disabling illness or accident, employees often need support during the return to work. At this time, a plan developed in consultation with the employee, relevant health care practitioners, a company representative, and any other individual deemed appropriate, can be a useful tool.

The following resources may be helpful when a return to work plan is being developed:

-Cornell University maintains a web page with accommodation recommendations for a number of health conditions.

-The Workplace Safety and Insurance Board of Ontario has a sample plan  available on its website. The site also contains links to Employment Supports for Persons with Disabilities and Services for Persons with Disabilities.

-Legal information is available on the Americans With Disabilities Act website.

-Along with providing other information, the US Equal Employment Opportunity Commission provides answers to questions related to performance management.

-The United States Department of Labor, Office of Disability Employment Policy provides back to work planning suggestions. 

-The Office of Disability Employment Policy, Job Accommodation Network (JAN) lists accommodations by topic or by disability. 

-DisabilityInfo.gov is another valuable resource.

When putting accommodations in place for an injured or disabled worker, the costs can be low; Scot Hoesman writes “The cost for most accommodations is less than $500 — according the figures from the U.S. Job Accommodation Network — which is paid back time and again in the retention cost savings.” Meanwhile, the benefits can be significant; Hoesman suggests “The diversification of the workforce turns into better diversification of the customer population.” Others point to the increased sense of loyalty demonstrated by employees who are accommodated at work during a challenging time in their lives.

Specific Articles Referenced:

Hoesman, Scott. “The Untapped Resource.” Talent Management [www.talentmgt.com]. September, 2008.