[MCIC Safety] Question for the groups: Light duty/volunteer work program
dick.dunmire at degussa.com
dick.dunmire at degussa.com
Tue Mar 4 14:42:31 EST 2008
Michelle: I am not familiar with the program but it does sound
interesting. I would be curious to find out what you hear from others in
the area.
Dick Dunmire CHCM
Safety, Health and Training Supervisor
ESHQ/Superabsorber
Phone +1 336 333 3634
Fax +1 336 335 3740
Cell +1 336 669 1860
dick.dunmire at evonik.com
Evonik Stockhausen, Inc
2401 Doyle Street
Greensboro, NC 27406, USA
http://www.evonik.com
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"Kareis,
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cc:
Subject: Question for the groups: Light duty/volunteer work program
Has anyone ever heard of/participated in a program where employees on light
duty were assigned to work for a local volunteer organization, within their
restrictions, until the restrictions were lifted? I was at a safety
conference in Indiana last week and a company representative was presenting
his program for doing this. I wanted to know if anyone else had experience
with a similar program they’d be willing to share.
Essentially, when an employee is returned to work with restrictions that
prevent them from conducting their normal work (the plant was a parts
manufacturer that works on a piece basis), the employer first verified the
local volunteer agencies could work within the restrictions, then sent the
employee to work there until the restrictions were lifted. Some examples
he gave were of individuals with lifting, bending, standing, or sitting
restrictions. The employees were assigned to things such as sorting books
and clothes for the charity store, working in the food kitchen, or, in one
extreme case, an employee who had one pound lifting restrictions in both
wrists was assigned to read to children in the preschool program. The
volunteer agency appreciated the employee work, and the employees were
returned to meaningful work much more quickly than they would have been
otherwise. Additionally, because the variety of work available was so
significant, the company was able to almost completely eliminate
restrictions resulting in lost time days. The volunteer agency provided
updates on employee time, attendance, and attitude (serious problems were
reported daily, other issues were dealt with in weekly email or face to
face communication between the safety person and the volunteer
coordinator). Employees were paid full salary. The employer was required
to provide a letter to the agency stating that the employees were covered
under the employer’s insurance and not the volunteer agency’s.
The overall result was positive. The employer received considerable
recognition from the press for providing paid labor for the volunteer
agencies, the employees appreciated being able to contribute in their
community, and the agencies were extremely appreciative of having people
there to help out.
If you’ve heard of or participated in something like this and have anything
to add (pitfalls to avoid, suggestions, etc.), please let me know. Feel
free to forward this around to others who may have input as well. I’m
intrigued by the idea.
Thanks for your help. Have a safe day!
Michelle
Michelle Kareis
EHS Manager
Vertellus Performance Materials Inc.
Greensboro, North Carolina
336-834-4903
mkareis at vertellus.com
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