Ask the HR Expert — Strictly California, September 2017

on September 11, 2017

Q: We’re based in California and want to limit modified duty to a 90-day maximum. However, I want to ensure it’s rolled out correctly company-wide? Help!

Can you please advise me on how to implement a return to work program in California?

A: Implementing new policies and procedures, especially in California, requires communication and extra commitment from company leadership. Here is what I recommend you do.

  • Enlist your organization’s leadership to work with you or identify a program champion and a subject matter expert (SME) for the program.
  • Identify who needs to be trained on the new program and the depth of training they should receive.
  • Include managers in the training sessions so they fully understand the new process for work-related injuries, their responsibility as managers, and who their point of contact will be. Manager should also be given a plan of action on how to communicate this program to employees.
  • Front line managers should then hold meetings with employees to help hem fully understand the guidelines of the new program and their responsibility in the return to work program.
  • Post information about your new program in break areas or other high traffic areas to draw attention to the program.
  • Issue a brief survey once training has been completed to measure success and gauge employees’ knowledge retention.

Additional Resource:
California’s Practical Guidance on Return to Work Programs

Jill Schaefer

Jill Schaefer

Jill is the Content and Community Manager here at KPA. She breaks down complex regulations into why they matter and what they mean for clients. In short, she tries to make compliance easier and help employers do the right things.

In her spare time, she is equal parts crazy cat lady, triathlete, and pizza connoisseur.

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Jill SchaeferAsk the HR Expert — Strictly California, September 2017