A 34-year-old dishwasher who worked for a small restaurant injured his non-dominant shoulder when lifting a trash can. He continued to work at regular job duties for more than nine months before having surgery to his shoulder.

After the surgery, the doctor released the employee to work with limited use of his left arm. Initially, the employer did not think they could provide any type of transitional work assignment. Follow-up contact was made by the Zenith RTW Specialist to help the employer identify specific tasks that the employee could accomplish within the restriction provided. A detailed description of the tasks were developed and submitted to the physician, who immediately released the employee to work.

Shortly after he returned to work, the employee began to experience problems with his shoulder and expressed his concerns to the RTW specialist. She contacted the employer immediately to better understand the situation and address the employee’s concerns. The employer noted that the employee might be feeling rushed in his work and overdoing it. They had asked the employee to slow down but he continued to overwork his arm.

The Result: The RTW Specialist discussed the situation with the employee, went over the mechanics of the tasks, encouraged him to slow down and take one thing at a time. The employee needed to know that his employer was supportive of his recovery process and wanted him to work safely and within work restrictions. He adjusted his pace at work and continued to perform successfully; he was soon released to his regular job duties.

An employee at a signage company worked as a human sign, standing on busy intersections or streetsides to attract potential customers. While carrying an advertising sign he tripped and sustained an ankle fracture.

Zenith's RTW team maintained ongoing contact with the injured employee throughout his treatment. They assisted the employer in developing a transitional work assignment, as well as arranged for transportation for the injured worker who was unable to drive due to injury.

Cost Savings: $1,250 in disability pay due to early return to work; $16,000 in potential vocational rehabilitation.

A 35-year-old production worker at a large commercial bakery suffered carpal tunnel syndrome in both wrists due to the repetitive nature of her job duties.

Her doctor would not release her to return to any type of transitional work assignment. She did not speak English, so she could only perform certain types of work. Zenith's team (a claims examiner, vocational specialist and nurse) helped the employer manage the return-to-work issues throughout the claim. Once everyone understood that the worker could not return to her original job, they developed and documented a permanent alternative position that her doctor approved.

Cost Savings: $16,000 in potential vocational rehabilitation.

A machinist hurt his neck and shoulder after slipping and falling on the job.

After starting transitional work right away, the employee began to complain of increased pain. Zenith's vocational specialist worked with the employer to evaluate the worker's job tasks. As a result, the worker's job duties were revised and the treating physician approved a written description of the transitional assignment. Within three months of the injury, the doctor released this worker from medical treatment and allowed him to return to his usual and customary job.

But that's not the whole story. The worker had a history of workplace injuries and litigation with prior employers; sure enough, it became clear early in the claim that he was not especially eager to return to work. As his treatment concluded, he hired an attorney who had him start treatment with a new doctor and file a claim with the state. The fact that the employer had wisely provided appropriate transitional work that was documented and approved by the treating physician makes it easier for Zenith to defend the case, which will probably settle for between $3,000 and $5,000. Because the employer informed the doctor of the worker's job duties early on and the doctor declared the worker ineligible for vocational rehabilitation, there's no liability for this benefit.

Cost Savings: $16,000 in potential vocational rehabilitation, at least $2,000 in temporary disability payments.