RTW Programs:  The Cornerstone of Integrated Absence Management Programs

By Terri L. Rhodes, CLMS, CCMP, CPDM, MBA, CEO, DMEC

I have been talking about integrated absence management and the need for written or formalized return-to-work programs for more than 30 years. And I have frequently posed this question to colleagues: Why are we still talking about this and not just doing it?

Taking an integrated approach to absence and disability management supports employer compliance, streamlines operations, reduces cost, and enhances the employee experience. That is, in part, because it is hard to delineate between disability and leave journeys without an integrated process that helps employees access their benefits and return to work (RTW) in a timely manner.

On the occupational side, formalized RTW programs are common, and often mandated by states, some of which provide incentives for the programs. So why do employers support RTW programs for the occupational side but not for non-occupational illness/injury? It makes me scratch my head.

I previously worked with organizations in corporate America that had one RTW program for all employees regardless of how disabilities originated, and they were successful. Many DMEC member organizations have overcome the siloed and bifurcated programs of workers’ compensation and benefits. So why, 30 years later, haven’t more companies followed suit?

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