 Unions can play a vital role in developing organisational policies and procedures.
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When it comes to injury management, unions and other employee representatives can influence the overall organisational approach, as well as the outcomes of individual cases. The manner in which an organisation handles its relationships with relevant unions and employee representatives can have a huge impact on return to work outcomes.
It is important to remember that employee advocacy is not necessarily adversarial. The partnership approach is again best practice, for several reasons:
| • | Unions can assist individual employees to return to work, but will only do so when they consider it to be in an employee’s best interest. If they do not trust the organisation they are unlikely to be helpful in return to work matters. |
| • | Unions can make a valuable contribution to the development of an organisation's policies and procedures, and encourage employees to comply with the system once it is established.
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In an ideal injury management relationship unions will:
| • | Provide support and commitment to the return to work program. |
| • | Assist employees to report injuries early, and voice any concerns about the return to work program. |
| • | Support employee in return to work endeavours, such as identifying appropriate duties. |
| • | Foster co-worker support. |
| • | Provide feedback to the RTW coordinator about any aspects of the organisation's work disability program that are not functioning appropriately. |
| • | Ensure that policy documents are relevant, used and responsive to the site's needs. |
| • | Facilitate information transfer. Some unions produce documents for their members, outlining important return to work issues. |
| • | Assist in discussions / negotiations around complex cases. This is important because: |
| • | Employees may have a greater level of trust in a union representative; |
| • | The union representative may be more experienced in negotiating and be able to suggest alternatives or different duties; |
| • | Union representatives are often aware of employee and employer barriers to return to work, and can suggest ways of overcoming those barriers; and |
| • | When engaged in a partnership approach an employee representative can play a key role. An employee who sees their representative and employer working together to achieve a good outcome for them will gain confidence and motivation. |
| • | Provide the system with ‘checks and balances’. Line managers not supporting staff will be given clear feedback, along with constructive suggestions about what may assist the situation. |
Trust is a prerequisite of the partnership approach. An organisation that works with unions goes a long way to winning the trust of its employees – and this is vital in best practice injury management and prevention.
