Things to include in return to work documentation: |
  
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Things to include in return to work documentation: |
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Relationships and communication are the key drivers.
Addressing these issues first in a return to work plan helps build success.
Things to include in return to work documentation:
The aim of rehabilitation is to return the person to their pre injury situation - both at work and at home.
Modifying the usual job
| • | RTW works best when the person returns to their usual work environment with familiar work colleagues. |
| • | Modifying the usual job, where appropriate, assists the employee to remain with their usual team and is a priority for return to work duties. |
| • | Supervisors who are willing and able to work with the employee should modify the usual job in partnership with the employee if possible. |
| • | Job modifications should be temporary, unless there are unusual circumstances, and reviewed on a regular basis. |
Who is responsible at the workplace
| • | The supervisor and the employee should be jointly responsible for the return to work duties. Concerns about the duties, or changes in the planned duties, should be discussed with the supervisor. |
| • | The return to work coordinator should be involved if there are problems that cannot been resolved by the supervisor and/or the employee, e.g. changing an appointment with an independent medical assessor. |
| • | Human resources oversee work disability management and become involved if company policy and procedures need to be updated. |
Company policy
| • | The organisation should have a proactive policy to return employees to work, including for both work and non work-related conditions. Include this in the documentation. |
Expectations
The employee can expect from the organisation |
The organisation expects from the employee |
A supportive workplace environment Concerns about work duties to be addressed quickly A commitment to support employee back to health and normal duties A commitment to a shared approach to return to work Support with accessing quality health care in a timely manner |
Early reporting of injuries and concerns A commitment to return to work Openness in discussing concerns A commitment to a shared approach to return to work Take personal responsibility for health problem management |
Structures to review and revise duties
A weekly meeting will be held between the employee and supervisor if appropriate, to review work duties and progress.
A monthly meeting will be held with the return to work coordinator if appropriate, to address outstanding concerns and discuss progress.
Further assistance
A company policy that includes an Employee Assistance Program that can be accessed on a confidential basis. One that is designed to assist with management of work or non work related problems impacting the employee's well being
Next Step:
Writing up a transitional job description