As occupational health professionals, mastering the intricacies of OSHA recordable criteria ensures compliance and fosters a safe workplace. One of the core components of these criteria is “Days Away from Work” (DAFW), which plays a significant role in evaluating workplace safety and impacting financial and operational outcomes for employers. This article covers the specifics of DAFW, its implications, and how you, as an occupational health provider, can effectively manage and report such cases.
What Constitutes “Days Away from Work”?
“Days Away from Work” refers to the number of calendar days an employee is unable to work due to a work-related injury or illness. This period begins the day after the injury occurs and continues until the employee can safely resume normal duties.
Key Points to Consider:
- Partial Days: The day of the incident is not counted as a day away from work, even if the employee leaves work early.
- Calendar Days: OSHA counts all days away as calendar days, including weekends, holidays, and vacation days, irrespective of whether the employee would normally be working.
- common occurence: Today is Friday, a patient tells you to release them for Monday because they don’t work weekends. If you send a return to work note with Monday, you have just given them 2 days away from work. If they would be able to work Saturday, even if they wouldn’t normally work on Saturday, put Saturday as the return to work day.
- Temporary Assignments: If an employee is assigned to light or restricted duty, these days do not count as DAFW. Only complete absences from work are recorded in this category.
- either of these make it a recordable case
- Recurrence and Continuity: If an injury or illness results in days away, then later the employee returns and subsequently needs more time away due to the same condition, the subsequent days should also be counted.
- Physician Recommendations: The determination of days away should be based on a licensed healthcare professional’s recommendation regarding the employee’s ability to work safely.
Implications of DAFW for Employers
Compliance and Legal Obligations
- Accurate recording of DAFW is essential to remain compliant with OSHA regulations.
- Misreporting can lead to legal repercussions and fines, emphasizing the importance of precise documentation.
Financial Impact
- Statistics from DAFW influence workers’ compensation premiums and insurance rates.
- Reducing the incidence of DAFW can mitigate financial burdens on employers, underscoring the need for effective return-to-work strategies.
Safety Performance Metrics
- DAFW data feeds into key performance indicators of workplace safety.
- Companies often use this information to benchmark and enhance their safety programs.
Your Role as an Occupational Health Professional
Accurate Assessment
- Conduct thorough assessments to identify whether time away is medically necessary.
- Document all interactions and treatment recommendations meticulously to aid in accurate reporting.
Effective Communication
- Maintain open communication with both the employer and employee for clarity on the recovery timeline.
- Provide clear instructions regarding modified duties if applicable to facilitate quicker reintegration into the workforce.
Proactive Rehabilitation
- Collaborate with other healthcare providers to develop comprehensive return-to-work plans.
- Consider physical therapy and other rehabilitation modalities to expedite the recovery process.
- Most PT prescriptions are going to make the case OSHA recordable. If the patient can go back to full duty, consider a home exercise program. Check out a virtual option for this here
Education and Training
- Educate employers about the importance of DAFW data and how it reflects on workplace safety.
- Participate in safety meetings to discuss trends and potential improvements in workplace practices to minimize future incidents.
Conclusion
Mastering the nuances of “Days Away from Work” not only helps ensure compliance but also plays a crucial role in managing the financial health and safety culture of an organization. Occupational health professionals are vital allies in this endeavor, bringing expertise and insight to enhance safety, reduce unnecessary costs, and support employee well-being.
By understanding and effectively managing DAFW cases, you strengthen your value to employer clients, contributing to a safer and more cost-effective workplace. Future articles will continue exploring other OSHA recordable criteria, aiding you in becoming an indispensable resource for compliance and workplace safety improvement.
See the first article in the OSHA recordables series here
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