* Development of strength and endurance of the individual in relation to the return to work goal;
* Equipment and methods that quantify and measure strength and conditioning levels, i.e., ergometers, dynamometers, treadmills, measured walking tolerances;
* Commercial strength and exercise devices, free weights, and circuit training. Goals for each worker are dependent on the demands of their respective jobs;
* Simulation of the critical work demands, the tasks, and the environment of the job to which the worker will return. Job simulation tasks that provide for progression in frequency, load, and duration are essential. They must be related to the work goal and include a variety of work stations that offer opportunities to practice work related positions and motions, i.e., clerical, plumbing, electrical;
* Education that stresses body mechanics, work pacing, safety and injury prevention, and that promotes worker responsibility and self-management. The education component requires direct therapist and worker interaction;
* Assessment of the need for job modifications. Focus on whether the worker can return to the stated job goal but only with changes, i.e., added equipment, changes in work position or ergonomics, changes at the work site;
* An individualized written plan that identifies observable and measurable goals, the methodology being used to reach these goals, the projected time necessary to accomplish the goal, and the expected outcomes. This plan must be signed by both the provider and the patient;
* This plan needs to be based on a functional capacity (baseline) evaluation and must be completed within the first two (2) days of the program and compared to the critical demands as stated on the job analysis. A comparative analysis (re-evaluation) is done prior to discharge to determine job readiness;
* A reporting system that includes:
- Documentation of the initial plan;
- Documentation of progress or lack of progress and future goals;
- A discharge summary that includes an assessment of the functional capacity level and the achievement of the individual's program goals; and
- A record of the worker's daily attendance including number of days and number of hours per day in the program.
* A documented specific job to which the patient can return, along with a specific job analysis;
* A return to work goal agreed to by the employer and the patient/employee;
* The facts must show how the worker must be able to benefit from the program; and
* The facts must show the worker is motivated to return to work. A worker whose primary limitation is psychological or clouded by significant illness behavior (i.e., significant self-imitation on F.C.E.) is typically not going to be motivated and will not likely benefit.
* The worker has reached the goal stated in the plan;
* The worker has not progressed according to the program plan;
* The worker has not reached interim goals and is not benefitting from the program; or,
* Number of absences exceeds those allowed by the program (a maximum of two (2) absences is recommended);
* Worker does not adhere to the schedule;
* Completion of the program (the program should take two (2) to four (4) weeks to complete);
* The previously identified job is no longer available.
20 Miss. Code. R. 2-III