[MCIC Safety] Question for the groups: Light duty/volunteer workprogram

[Dick McDonald]

Michelle,

Now this is thinking outside the box!  I have passed it along to our HR
group for comment. I will let you know. This should get an interesting
discussion going.

 

Thanks,

Dick McDonald 
Shurtape Technologies, LLC            Environment, Health & Safety
Office: (828) 325 - 5228 
Fax: (828) 325 - 5387 



 

 

________________________________

From: safety-bounces at mcicnc.org [mailto:safety-bounces at mcicnc.org] On
Behalf Of Kareis, Michelle
Sent: Tuesday, March 04, 2008 2:29 PM
To: safety at mcicnc.org; Araujo, Edu (MomentivePerformance Materials); Ana
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Pipeline; K. Jones Guilford County; Kareis, Michelle; Mindy Lepard
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Lovelace Lorillard Tobacco; Bronwyn Morgan; Chris Studley Douglas
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kimplaster; Phil Walsh Tri City Mechanical; Sam Lewis
Subject: [MCIC Safety] Question for the groups: Light duty/volunteer
workprogram

 

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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