1) Employers operate disability management programs because it gives them a structured way to manage workplace costs associated with workplace illness and injury. Costs can be controlled through maintaining skilled workers and limiting absences to maintain a productive workforce. The program is also thought to “prevent workplace injury and illness and to accommodate workers in a manner that facilitates early and safe return to work.” (Management of Occupational Health and Safety, 2011, 329) I also feel that employers operate disability management programs as a way to keep themselves out of financial hardship and legal issues which could stem from a workplace injury or illness. The goal of a disability management program is for employers to have a set of proactive practices to “prevent or reduce workplace disability; to intervene early in the event of risk or injury; and to provide coordinated management and rehabilitation functions that promote workers’ recovery and safe and timely return to work.” (Management of Occupational Health and Safety, 2011, 329) I believe a common problem with disability management is that employers are focused on lowering the financial impact of injury or illness in the workplace. Due to this fact, the disability management practices tend to focus more on returning employees to work following an injury, rather than preventing the injury before it happens. I also think that the programs fall short following return to work because it is common for employers to focus on the return to work plan but lose sight of the employee following their return. At my workplace, after an employee returns to a modified schedule, there is no process to follow-up with the employee or manager to check on the status or progress of the return to work plan. This can cause employees to re-injure themselves causing further injury and another period of time