CIRCULAR HEAD COUNCIL
|
|
- Madeline Crawford
- 8 years ago
- Views:
Transcription
1 CIRCULAR HEAD COUNCIL RETURN TO WORK AND REHABILITATION MANAGEMENT PLAN RETURN TO WORK & REHABILITATION MANAGEMENT PLAN 1
2 TABLE OF CONTENTS RETURN TO WORK & REHABILITATION POLICY... 3 DEFINITIONS... 4 REFERENCES... 5 THE ESSENTIAL ELEMENTS OF THE COUNCIL S REHABILITATION PROGRAM MANAGEMENT RESPONSIBILITIES EMPLOYEE RESPONSIBILITIES RESPONSIBILITIES OF THE REHABILITATION COORDINATOR RESPONSIBILITIES OF OUR OCCUPATIONAL HEALTH AND SAFETY SERVICE RESPONSIBILITIES OR OUR WORKPLACE HEALTH AND SAFETY SERVICE ALTERNATIVE/MODIFIED DUTIES TRAINING AND EDUCATION OF EMPLOYEES RECORDING AND MONITORING ACCREDITED REHABILITATION PROVIDERS PROGRAM SPECIAL REQUIREMENTS FOR BUILDING AND CONSTRUCTION SITES REFUSAL OR FAILURE TO PARTICIPATE CESSATION OF A REHABILITATION PROGRAM RETURN TO WORK PROGRAM AUTHORISATION FORM REVISION No. DATE DESCRIPTION Revised Revised C:\Documents and Settings\jodi\Local Settings\Temporary Internet Files\OLKAB\Return to work Rehabilitation Management Plan.doc
3 RETURN TO WORK & REHABILITATION POLICY Approved by General Manager: Amendment(s) (date): File Ref / Policy Cross reference: Return to Work and Rehabilitation Management Plan POLICY STATEMENT The Circular Head Council will aspire to provide a healthy and safe working environment and a commitment to Occupational Rehabilitation and primary care compensated under and in accordance with the Workers Rehabilitation and Compensation Act. PURPOSE The Aim of Rehabilitation is to encourage employees who have suffered workplace injury or illness to an early return to their normal duties as soon as medical, rehabilitation and insurance authorities will allow by a responsible system. The program provides for an alternative occupation where medically appropriate. RATIONALE/BACKGROUND To ensure that rehabilitation is the normal course of action following a work related injury or illness, the objective of which is to return the employee to the fullest physical, psychological and social status of which he/she is medically capable, by: i) initiating, as soon as possible, the rehabilitation process following a work related injury or illness, ensuring that participation in such a program will not of itself prejudice an injured or ill employee. ii) iii) assisting injured or ill employees to return to meaningful, productive work as soon as medically possible, through an individually planned rehabilitation program, which may involve internal and external services. maintaining a network of support to ensure that rehabilitation of injured or ill employees is initiated, monitored and progressed to a satisfactory conclusion. 3
4 DEFINITIONS Injury Management Is the process of management of an injured worker intended to provide the worker with a timely, safe and durable return to work following an injury. Rehabilitation Is the process by which an injured or ill employee is returned to a fit state for work. Where necessary, it can include the use of rehabilitation services and vocational services, including the use of a vocational rehabilitation provider. For injured workers, rehabilitation is part of the overall injury management process. Rehabilitation Program Any planned activities associated with the rehabilitation of an injured or ill employee, including, but not limited to, medical examinations, treatment or advice, physiotherapy, alternative forms of treatment, rehabilitation services, the involvement of a rehabilitation provider, alternative duties, a return-towork plan. Rehabilitation Services The Act Treatment, functional capacity assessments, training or other assistance provided to facilitate or assist an employee s rehabilitation. The supply of material or equipment in respect of any occupational therapy projects undertaken by the employee. Any necessary and reasonable modifications required to be made to the employee s workplace, place of residence, or motor vehicle. means the Workers Rehabilitation and Compensation Act The Insurer means the Circular Head Council s workers compensation insurer. Vocational Rehabilitation Provider a specialist in the provision of rehabilitation services and in the implementation of rehabilitation programs. 4
5 Workplace REFERENCES Any plant, building, premises, enclosed space or site owned, operated or controlled by the Council in, on or at which work is or may be carried out by Council employees or contractors to the Council; or Any public place or area under the control of the Council, either temporarily or otherwise, in or on which work is being carried out by Council employees or contractors to the Council; or Any vehicle owned, leased or operated by the Council being used for the purposes of Council business or by an employee whilst at work carrying out work for the Council. Workers Rehabilitation and Compensation Act
6 THE ESSENTIAL ELEMENTS OF THE COUNCIL S REHABILITATION PROGRAM 1. MANAGEMENT RESPONSIBILITIES In the context of this process the term management incorporates Senior Managers and Supervisors. Management responsibilities in respect of rehabilitation include: 1.1 Implement the Council s Policies on Occupational Health and Safety, which includes the investigation of any accident or injury that occurs at the workplace. 1.2 Monitor and manage the council s Rehabilitation Program and Procedures. 1.3 Ensure that workplace management of the Rehabilitation Program is undertaken and the employee nominated as the workplace contact/rehabilitation coordinator is give appropriate training. 1.4 Assist an injured or ill employee to return to his/her pre-injury job through individually planned rehabilitation, which may include the provision of alternative or modified duties. 1.5 Seek the involvement of employees through consultation either directly or through the Workplace Health and Safety Advisory committee to discuss the program and inform employees of their rights and responsibilities. 1.6 To assist the Rehabilitation Coordinator in the identification and provision of suitable alternative duties and in the development, implementation and review of rehabilitation programs and return-to-work plans. 1.7 To sign a return-to-work plan. 1.8 In consultation with the Rehabilitation Coordinator, to maintain supportive contact with the injured or ill employee and (where necessary) their family. 1.9 To encourage appropriate attitudes and behaviour of other employees towards the rehabilitation process and an injured or ill employee who is engaged in that process To manage and supervise any injured or ill employee and to monitor the work environment to ensure that any medical restrictions are observed, 6
7 rehabilitation programs and return-to-work plans are followed, the employee undertakes alternative duties provided and safe work practices are observed, and to immediately advise the Rehabilitation Coordinator when any of these things do not happen To discuss and assist in the resolution of any issue relating to rehabilitation To advise the Rehabilitation Coordinator of any emerging problems with a return-to-work plan, a rehabilitation program or alternative duties being undertaken by an employee under their direction To assist the Rehabilitation Coordinator as necessary in the cessation of a rehabilitation program. 2. EMPLOYEE RESPONSIBILITIES Employees responsibilities in respect to rehabilitation include: 7
8 2.1 Take reasonable care in the performance of work so as to prevent workrelated injuries and illnesses to themselves and others. 2.2 Adopt safe work practices consistent with their training, instruction and level of competence. 2.3 Report all hazards and injuries as soon as possible to their Supervisor. 2.4 To undertake appropriate treatment from the doctor of their choice to facilitate a safe and expeditious return to work. 2.5 To attend any medical examinations or appointments arranged in connection with their injury or illness. 2.6 To undertake or participate in a rehabilitation program implemented by the Council and Insurer and to do so willingly and cooperatively and to assist as required in the development of such programs. 2.7 To sign a return-to-work plan. 2.8 To willingly and cooperatively comply with a return-to-work plan and to assist as required in the development of such plans. 2.9 To undertake suitable alternative duties provided by the Council and to assist as required in the identification of such duties To abide by any medical advice. 3. RESPONSIBILITIES OF THE REHABILITATION COORDINATOR The role of the Rehabilitation Coordinator is to co-ordinate the rehabilitation function, develop, implement and manage individual programs. Responsibilities in respect of rehabilitation include: 8
9 3.1 To assess and determine the need for a rehabilitation program for an injured or ill employee, in consultation with the Claims Officer, the treating medical practitioner and the Insurer, and to develop the component elements of that program. 3.2 Where necessary consult with the injured or ill employee or their representative. 3.3 To advise an injured or ill employee of the rehabilitation procedures and the requirements of the Act in respect of rehabilitation, ensuring the rights and responsibilities are clearly understood. 3.4 To promote early referral to and cooperation with the treating medical services and to liaise with treatment providers as required. 3.5 To decide the involvement of a vocational rehabilitation provider in consultation with the Claims Officer and the Insurer and in consideration of any advice from the treating medical practitioner. 3.6 To develop, implement, review and revise return-to-work plans in consultation with Claims Officer, the Insurer, the treating medical practitioner and, as necessary, the injured or ill employee s manager and/or supervisor and the injured or ill employee. 3.7 To prepare return-to-work plans in the required format, to sign returnto-work plans and to provide a copy of any current return-to-work plan to the injured or ill employee and to their manager and/or supervisor. 3.8 To ensure that a copy of any return-to-work plan is retained on the employee s workers compensation file. 3.9 To identify suitable alternative duties for an injured or ill employee, in consultation with the employee s manager and/or supervisor and, as necessary, the employee For employees on alternative duties, to liaise with the employee s manager and/or supervisor and conduct regular worksite visits to ensure that employee is coping with their work In consultation with the injured or ill employee s manager and/or supervisor to maintain contact with the employee when they are absent 9
10 from work and assist with counselling and resolution of social problems related to the absence from the workplace Where necessary, to arrange for the provision of rehabilitation services such as functional capacity assessments, counselling, re-training, therapy, equipment To monitor and review the progress of the return-to-work plan, initiate corrective action as required and issue a revised plan Ensure these procedures are reviewed regularly and revised as necessary to comply with any changes in the relevant legislation or the organisation. 4. RESPONSIBILITIES OF OUR OCCUPATIONAL HEALTH AND SAFETY SERVICE 4.1 Regular liaison will take place with the injured/ill employee, management, the treating doctor and the Rehabilitation Coordinator, to keep in touch 10
11 with the injured employee s progress. Any transfer of medical information would be with written consent of the injured/ill employee. 4.2 As soon as possible after the injury, consideration shall be given to whether an employee may require a rehabilitation plan or program to assist their recovery. This may include provision of modified or alternative duties. 4.3 There should be an awareness that additional services may be required to assist the Rehabilitation Program such as the need for an interpreter, transport for the injured employee and the involvement of locally based resources in the community. 4.4 Following a lost time or serious injury, the Rehabilitation Coordinator should be advised to discuss the following points:- Name and occupation of the injured employee Nature and extent of the injury or illness Name of treating doctor/hospital Initial estimated period of incapacity What alternative/modified duties are available 4.5 The progress of each case shall re reviewed on a weekly basis with the injured/ill employee and the treating doctor whilst the injured/ill employee is away from work, and while alternative/modified duties are being undertaken. 4.6 This review may in certain cases, be in conjunction with the Rehabilitation Coordinator, External Rehabilitation Provider and when requested by an employee, his/her Union representative. 4.7 If the injured/ill employee has not resumed work with in 2 weeks of injury, the Assistant General Manager shall be notified. 5. RESPONSIBILITIES OR OUR WORKPLACE HEALTH AND SAFETY SERVICE When an injury occurs to an employee, the local Rehabilitation Coordinator will be informed. This officer will:- 11
12 5.1 Assist with assessing the severity of the injury/illness and determining how long the employee is likely to be off work and whether a Rehabilitation Program will be required. 5.2 Assist if necessary with the development of a rehabilitation plan including time frames. 5.3 Assist Management to maintain communication with the injured/ill employee and the treating doctor to ensure all are aware of the Council s Rehabilitation Policy and the availability of alternative/modified duties. 5.4 When an injured/ill employee is from a distant location monitor progress through regular workplace contact. 5.5 Assist the Workplace Rehabilitation Coordinator with regular reviews of an injured/ill employee s progress including the treating doctor and as necessary the External Rehabilitation Provider. 5.6 Advise on the provision of suitable alternative/modified duties when necessary. 12
13 6. ALTERNATIVE/MODIFIED DUTIES Providing suitable alternative/modified duties, where practicable, often a key part of getting an employee back to the job. 6.1 Each case will be individually assessed and duties matched to the employee s physical and mental capabilities after discussion with the employee, external rehabilitation provider and their treating doctor. 6.2 An individual rehabilitation plan will be developed for an injured employee with the agreement of the person and the treating doctor. The plan will state what alternative or modified duties are to be performed, the expected period of employment in these duties, the projected date of return t normal duties and the outcome of the program. 6.3 A staged progression of duties may be necessary to rehabilitate an employee back to his/her normal work, with time frames being nominated for each stage of his/her progression. The initial program may be modified if progress does not run according to plan. 6.4 Alternative or modified duties will be tasks that are productive, meaningful and promote the employee s rehabilitation. 6.5 Assessment of suitable alternative or modified duties should consider the maintenance of industry harmony. This will include prior consultation with local Union delegates when an employee is to undertake duties away from his/her normal work area. 6.6 Alternative or modified duties may take many different forms: Modification of an employee s own job, which may include modification of a work station and/or tools. Provision of a different, but already existing job Combination of several different suitable tasks to constitute a whole job Initial reduction of working hours to aid a severely injured employee back to the workforce. An opportunity to teach a person new skills 6.7 Alternative or modified duties will not be at cost of other jobs at the workplace. 13
14 7. TRAINING AND EDUCATION OF EMPLOYEES The success of a Rehabilitation Program depends on the co-operation of every employee within the Council; therefore employees must be made aware of their responsibilities to support rehabilitation. 7.1 Induction training of new employees will include a segment on occupational health, safety and rehabilitation where employee responsibilities are explained. 7.2 Management will be given assistance in fulfilling their roles and responsibilities. 7.3 Existing Employees will be made aware of their responsibilities in supporting the Rehabilitation Program. 7.4 On-site rehabilitation co-ordinators shall be given appropriate training to enable them to fulfil their responsibilities. 14
15 8. RECORDING AND MONITORING Records shall be kept of an injured employee s progress. 8.1 An individual Rehabilitation Plan will be prepared in consultation with the employee and his/her treating doctor. 8.2 Medical information appertaining to a rehabilitation case will be treated with strict confidence and only the outcome of such information ie; Fitness for work will be documented and shall not be made generally available. Please check with you Rehabilitation Coordinator regarding relevant regulations/guidelines regarding confidentiality of medical information. 8.3 Management and the Workplace Health and Safety Committee will review the rehabilitation experience in their work locations through the monthly injury and accident statistics. 8.4 Management and employees shall review the Rehabilitation Program six months after its introduction and annually thereafter. 15
16 9. ACCREDITED REHABILITATION PROVIDERS The following Rehabilitation Providers are available to assist employees who have sustained a work related injury/illness. Employees have the right to attend an accredited rehabilitation provider of their choice. NAME ADDRESS AREA OF EXPERTISE & PHONE Allianz Australia 93 Cameron Street Workers Compensation Insurance Ltd Launceston Insurance Claims (03) Solutions and Outcomes Injury Burnie Management Services This list of Rehabilitation Providers may be subject to review by the Council and its employees. The selection of additional or alternative providers can be considered by the Council, an injured or ill employee and if necessary, his/her relevant Union. 16
17 10. PROGRAM 10.1 The case will be assessed by: Contacting the treating doctor to discuss prognosis and the possible need for rehabilitation. Obtain permission from the employee to carry this out Liaising with our Rehabilitation Coordinator 10.2 Weekly assessment of the case shall be made If the injured employee has not resumed work with 2 weeks the Rehabilitation Coordinator must be notified When, in the opinion of the treating doctor, the injured employee is able to resume working performing alternative, modified or full duties, suitable duties will be identified with the assistance of the Rehabilitation Coordinator if necessary A Rehabilitation Program will be formulated following consultation with the injured employee, the treating doctor and other health professionals; local management and if appropriate an External Rehabilitation Provider Rehabilitation Program will set out: What type of work is suitable How many hours are to be worked each day? This may include overtime providing there has been agreement by employee, treating doctor and external rehabilitation provider. Whether time off for continuing treatment is required. When the employee is to see the treating doctor or specialist. The date for reviewing the program A copy of the Rehabilitation Program will be given to : The employee The treating doctor Other health professionals involved The supervisor and manager 10.8 In the event that an employee shall reject the concept of rehabilitation, the employee has an obligation to consult with the treating doctor, the Rehabilitation Co-ordinator, rehabilitation provider or other appropriate health professional involved and if applicable, the relevant Union. 17
18 10.9 Weekly assessment of the employee s progress will be made while he/she is undertaking a Rehabilitation Program When an employee is certified fit to return to normal duties following an injury, the Rehabilitation Coordinator and the Insurer shall be informed Any disputes over Occupational Rehabilitation should be discussed within the work location and Council. These discussions should involve management, the employee, treating medical practitioners and where applicable, the workplace Health and Safety Committee and any industrial Union representing the employee. If the resolution at this level cannot be achieved, then the matter should be referred to the Insurer. 11. SPECIAL REQUIREMENTS FOR BUILDING AND CONSTRUCTION SITES. In regard to construction sites, the Council acknowledges and accepts the existence of a standard Industry Rehabilitation Policy, and accepts that in any particular regard where this Council Policy may be different and inappropriate, Council shall implement the Policy in that instance. 18
19 12. REFUSAL OR FAILURE TO PARTICIPATE. Refusal or Failure to Undertake or Participate in a Rehabilitation Program or Suitable Alternative Duties Section 86 of the Act provides for an employee s weekly payments of workers compensation to be reduced or terminated where the employee has failed or refused to undertake or participate in a rehabilitation program or suitable alternative duties recommended by the employer (s86(1)(d) of the Act). For the purpose of this procedure the terms failure, participate in, refusal, undertake and suitable will be applied according to their ordinary meaning. Amongst other things employees will be required to attend events or activities scheduled as part of a rehabilitation program. Where it is apparent that an employee has refused or failed to undertake or participate in or is refusing or failing to undertake or participate in a rehabilitation program or suitable alternative duties recommended by the Council, the following procedural steps will be followed: 12.1 The Rehabilitation Coordinator will consult with the employee to establish the reason(s) for the employee s actions The Rehabilitation Coordinator, in consultation with the Insurer, shall determine whether the employee has genuine, reasonable and justifiable reasons for their action Where the employee does have reasons that are considered genuine, reasonable and justified, the Rehabilitation Coordinator will take the necessary steps to rectify the situation. This may require consultation with the rehabilitation provider, where one has been appointed Where the employee is unable to provide a satisfactory reason or reasons for their action, the Rehabilitation Coordinator will counsel the employee about their responsibility under the Act with respect to the rehabilitation program or the alternative duties and ensure the employee has a clear understanding of the possible consequences of the continuation of their actions Where there is a continuation of the action by the employee or a subsequent occasion of the action, the Rehabilitation Coordinator will notify the Insurer and request that formal action to reduce or terminate the employee s weekly payments of workers compensation in accordance with Section 86 of the Act The employee will be provided with written advice to this effect. 19
20 13. CESSATION OF A REHABILITATION PROGRAM Cessation of a rehabilitation program will occur in any of the following circumstances: 13.1 There are clear indications that continuation of rehabilitation is inappropriate; or 13.2 There is no further incapacity and the employee has returned to their full, normal pre-injury or illness duties; or 13.3 The employee is unable or not likely to be able to return to their pre-injury or illness duties but has taken up an alternative role on an ongoing basis; or 13.4 The employee s disability is no longer compensable; or 13.5 The employee has failed or refused to undertake or participate in a rehabilitation program (see s86(1)(d) of the Act); or 13.6 The injured employee is willing, but no longer able to undertake rehabilitation due to factors not related to a compensable disability Where medical evidence is provided that indicates that a return to work is unrealistic in the foreseeable future. In such cases this shall be determined by the Rehabilitation Coordinator in consultation with the Claims Officer and the Insurer, the treating medical practitioner and, as necessary, the employee s manager and/or supervisor. Cessation of a rehabilitation program will be implemented only when there is sufficient documentary evidence to support the cessation. The Rehabilitation Coordinator, in consultation with the Insurer, shall be responsible for determining and implementing a decision to cease a rehabilitation program. The employee will be notified in writing of the cessation of a rehabilitation program and a copy of the notification will be placed on the employee s rehabilitation file. Please quote our ref: 20
21 Your ref: Enquires to: Assistant General Manager Date Dr Address Address Dear Dr (Name) Mr. Mrs, Ms, Miss (Name) is employed by this Council. Our policy is to encourage early return of our employees to full employment as soon as practicable following an injury or illness. Where possible they are returned to their usual work or some alternative/modified work within their capacity. We would appreciate your help in formulating a rehabilitation program to ensure (name) employed as (job title) can return safely to (his/her) usual work or is provided with appropriate alternative/modified work if possible. Any information you could provide on the attached checklist would be most useful. Additional information about the job can be provided if you require. We look forward to your contribution to our rehabilitation team effort. Yours Sincerely Name Title RETURN TO WORK PROGRAM 21
22 ALTERNATIVE/MODIFIED DUTIES Your Name...Date... Department:... Injury:... Aim of Program:... Program Supervisor:... Special Considerations: Work Plans: (Include: work times, descriptions of tasks, review dates and by whom): Signed:...Date... (Employee) Signed...Date... (Supervisor) Signed:...Date... (Treating Doctor) AUTHORISATION FORM 22
23 I, hereby give permission for the workplace Rehabilitation Coordinator,.. from SOLUTIONS AND OUTCOMES INJURY MANAGEMENT SERVICES of the Circular Head Council to discuss my injury/illness. I understand this consent is required to assist with my return to work/rehabilitation and that all information obtained is treated in confidence. Signed:... Date:... 23
Workers Compensation Return-to-Work-Program
1. Purpose Workers Compensation Return-to-Work-Program 1.1 Under workplace/occupational health and safety and workers compensation legislation, Education Centre of Australia Pty Ltd ( ECA ) is required
More informationRehabilitation of employees back to work after illness or injury Policy and Procedure
Rehabilitation of employees back to work after illness or injury Policy and Procedure Document reference number HSAG 2011/3 Document developed by Revision number 4.13 Document approved by Approval date
More informationRehabilitation and Return to Work Policy. Overview. Purpose. Scope. Policy
Rehabilitation and Return to Work Policy Overview At NBN Co we are safe, disciplined and reliable. We act on our responsibilities to identify and remove potential and recognised risk to a healthy and safe
More informationReturn to Work/Injury Management Plan
Return to Work/Injury Management Plan (Incorporating initial assessment and subsequent reviews of RTW or IM Plans) Type of plan please 4 Return to Work Plan (RTWP) Injury Management Plan (IMP) Worker details
More informationRETURN TO WORK PROGRAM
RETURN TO WORK PROGRAM CONTENTS Contents... 1 1 Introduction... 2 2 Aim... 2 3 Overview... 2 4 What is workplace injury management?... 3 5 Guiding principles... 3 5.1 Contacts... 4 5.2 Workplace Rehabilitation
More informationINJURY MANAGEMENT POLICY FOR DIOCESAN SYSTEMIC SCHOOLS
Catholic Schools Office INJURY MANAGEMENT POLICY FOR DIOCESAN SYSTEMIC SCHOOLS OPERATIONAL POLICY May 2015 Injury Management Policy Page 1 PURPOSE The purpose of this policy is to provide all employees
More informationPolicy Number: 022 Injury Management and Return to Work
Policy Number: 022 Injury Management and Return to Work July 2015 Policy Details 1. Owner Manager, Business Operations 2. Compliance is required by Staff, contractors and volunteers 3. Approved by The
More informationThis policy applies to job applicants, Bargaining Unit Staff, Management / Excluded Staff, Casual Staff and Contractors at Yukon College.
INTRODUCTION This policy applies to job applicants, Bargaining Unit Staff, Management / Excluded Staff, Casual Staff and Contractors at Yukon College. DUTY TO ACCOMMODATE: The Yukon Human Rights Act requires
More informationINJURY MANAGEMENT AND RETURN-TO-WORK PROGRAMS
INJURY MANAGEMENT AND RETURN-TO-WORK PROGRAMS WHAT IS INJURY MANAGEMENT? Injury management is about ensuring the prompt, safe and durable return-towork of an injured worker. It includes treatment of the
More informationWorkplace Injury Management Procedure
Version No: 2.0 Workplace Injury Management Procedure Issued: 18/11/2013 Next Review: 15/11/2018 The process outlined by this Procedure will meet the minimum requirements to assist the Local Government
More informationRETURN TO WORK HANDBOOK
RETURN TO WORK HANDBOOK CONTENTS Occupational Rehabilitation Programs..P3 What is injury management?...p3 Responsibilities of employer to Injury management...p4 What is a Return to Work Program?...P5 Injured
More informationGuidelines for Employers. Return-to-Work. April 2003. WorkCover. Watching out for you.
Guidelines for Employers Return-to-Work Programs April 2003 WorkCover. Watching out for you. Published by WorkCover NSW First published November 1987 Revised November 1993, December 1994, May 1997, March
More informationEmployers have certain obligations under the Workplace Injury Management and Workers Compensation Act 1998. These include:
INFORMATION FOR EMPLOYERS Employer s Obligations Employers have certain obligations under the Workplace Injury Management and Workers Compensation Act 1998. These include: o Forwarding claims to CMI 48
More informationEmployer s Guide to. Best Practice Return to Work for a Stress Injury
Employer s Guide to Best Practice Return to Work for a Stress Injury Employers Guide to Best Practice Return to Work for a Stress Injury 1. Early Intervention 2. Claim Lodged 3. Claim Acceptance 4. Return
More informationINJURY AND ILLNESS MANAGEMENT POLICY 2015
INJURY AND ILLNESS MANAGEMENT POLICY 2015 The Vice-Principal (Operations), as delegate of the Senate of the University of Sydney, adopts the following policy. Dated: 16 December 2014 Position: Vice-Principal
More informationWork Health Safety & Injury Management Procedure
Date of Adoption: 09 / 07 / 2013 The process outlined by this Procedure will meet the minimum requirements to assist you and the Local Government Association Workers Compensation Scheme (LGAWCS) meet legislative
More informationDECS REHABILITATION RETURN TO WORK POLICY PROCEDURES
DECS REHABILITATION & RETURN TO WORK POLICY & PROCEDURES FOREWORD The Department of Education and Children s Services (DECS) is committed to safe work practices that support the wellbeing of all employees.
More informationWorkcover Guidelines on Injury Management Consultants
4210 SPECIAL SUPPLEMENT 28 September 2012 Workcover Guidelines on Injury Management Consultants Workplace Injury Management and Workers Compensation Act 1998 I, Julie Newman, the Acting Chief Executive
More informationInjured Worker s Guide to. Best Practice Return to Work for a Stress Injury
Injured Worker s Guide to Best Practice Return to Work for a Stress Injury The best practice return to work guidelines for a stress injury were developed by the Australian Services Union with the support
More informationOctober, 2013. Executive Director Human Resources Approved by
Return to Work of Injured Employees Minimum Standard October, 2013 Contents 1 Executive Summary... 2 2 More Information... 2 3 Using this Standard... 2 4 Standard Provisions... 2 4.1 Identification of
More informationManaging injury and return to work policy
Managing injury and return to work policy Description: This is a precedent workplace policy governing the management of injury and return to work. Author: Brooke Pendlebury Principal Lawyer, Pendlebury
More informationUNISA INJURY/ILLNESS MANAGEMENT HANDBOOK A GUIDE FOR UNISA EMPLOYEES AND THEIR MANAGERS
Introduction The University of South Australia, a self insured employer under the Return to Work Act 2014 (the Act), is committed to providing a sound injury/illness management program for all employees.
More informationGuidelines. for developing an Injury Management Program. Licensed Insurers and Self-Insurers:
Licensed Insurers and Self-Insurers: Guidelines for developing an Injury Management Program VERSION 2 Effective 1 July 2014 and to apply to all injury management activities regardless of when the injury
More informationWORKPLACE RETURN TO WORK PROCEDURE
Date of Adoption: 25/6/2015 The process outlined by this Procedure will meet the minimum requirements to assist the Local Government Association Workers Compensation Scheme (LGAWCS) meet legislative compliance.
More informationWelcome to Your WorkReady Program Pack
Employee Pack WorkReady is a voluntary program designed to make sure Australia Post employees who report a work-related injury or illness receive early, quality medical treatment and a safe transition
More informationWORKPLACE REHABILITATION & RETURN TO WORK QUEENSLAND
WORKPLACE REHABILITATION & RETURN TO WORK QUEENSLAND POLICY STATEMENT Kelly Services is committed to the prevention of work-related injuries and illnesses by providing a safe working environment through
More informationThe MEDICAL PROFESSION and the TREATMENT of WORK RELATED INJURY and ILLNESS. Endorsed by:
The MEDICAL PROFESSION and the TREATMENT of WORK RELATED INJURY and ILLNESS Endorsed by: The Australian Medical Association Royal Australian College of General Practitioners Division of General Practice
More informationCHEMSKILL RETURN TO WORK AND RISK MANAGEMENT PROTOCOL (This document can be found under the Contractor s Section at www.chemskill.com.au.
CHEMSKILL RETURN TO WORK AND RISK MANAGEMENT PROTOCOL (This document can be found under the Contractor s Section at www.chemskill.com.au.) ChemSkill is committed to providing a safe and healthy work environment
More informationCompulsory Third Party Work Training Guidelines
Compulsory Third Party Work Training Guidelines Compulsory Third Party Work Training Guidelines March 2014 Compulsory Third Party Work Training Guidelines These guidelines aim to assist licensed Compulsory
More informationACC AUDIT GUIDELINES - INJURY MANAGEMENT PRACTICES
ACC AUDIT GUIDELINES - INJURY MANAGEMENT PRACTICES Guidelines to understanding the audit standards for the Injury Management Section of the ACC Partnership Programme Please note: There is a separate guideline
More informationWorkers guide to workers compensation Guide
Workers guide to workers compensation Guide www.worksafe.nt.gov.au Disclaimer This publication contains information regarding workers rehabilitation and compensation. It includes some of your obligations
More informationPolicy and Procedure. Managing Attendance. Policy and Procedure
Managing Attendance Policy and Procedure Agreed at CNG on 25 th April 2007 Managing Attendance Policy and Procedure Table of contents: TABLE OF CONTENTS Section 1 The Policy 3 Aim of the Process 3 Key
More informationGIO Workers Compensation Australian Capital Territory
GIO Workers Compensation Australian Capital Territory Injury Management Program ACT Injury Management Program This document is a guide for employers and workers to understand the framework of Injury Management
More informationInjury Management and Return to Work
Policy Directive Injury Management and Return to Work Document Number PD2013_006 Publication date 08-Apr-2013 Functional Sub group Personnel/Workforce - Occupational Health & Safety Personnel/Workforce
More informationWORKERS COMPENSATION INFORMATION KIT - NSW
We have received notification of an injury that you have recently sustained. Please find enclosed the relevant paperwork and information that will help you during your claim for Workers Compensation. You
More informationDEECD Corporate WorkSafe policy guide January 2013
DEECD Corporate WorkSafe policy guide January 2013 Published by the Communications Division for Human Resources Division Department of Education and Early Childhood Development Melbourne January 2013 State
More informationREHABILITATION and RETURN TO WORK
REHABILITATION and RETURN TO WORK POLICY Approval to Publish This policy is approved for publication by the Concordia Lutheran College Council having considered relevant legislation dates and/or implementation
More informationCONTENTS. What is long term sickness? Page 2. Keeping in Contact during Absence Page 2. Medical Certificates Page 2
CONTENTS What is long term sickness? Page 2 Keeping in Contact during Absence Page 2 Medical Certificates Page 2 The Role of the Occupational Health Service Page 2 Access to Health Records Act (1990) Page
More informationBlue Care Income Protection Claim Form
Blue Care Income Protection Claim Form INCOME PROTECTION CLAIMS In order to alleviate any delay in the processing time of your claim, please ensure the following: The claim form is returned with all fields
More informationPolicy and Procedures Date: May 21, 2010
Virginia Polytechnic Institute and State University No. 4420 Rev.: 3 Policy and Procedures Date: May 21, 2010 Subject: Return to Work Policy 1. Purpose... 1 2. Policy... 1 2.1 Occupational Injuries or
More informationA guide for injured workers. Returning to work. April 2011
A guide for injured workers Returning to work April 2011 Contents 1. Getting back to work 1 Ideas to help you return to work 2 Staying positive 2 Your employer s legal obligations 3 Anti-discrimination
More informationContents. Before you begin. How to work through this learner guide Assessment
Contents Contents Before you begin How to work through this learner guide Assessment Introduction: Assisting with claims management, rehabilitation and return-to-work programs v v vi 1 Chapter 1: Assisting
More informationThe Role of the Workplace Rehabilitation Provider
The Role of the Workplace Rehabilitation Provider The Role of the Workplace Rehabilitation Provider 1 Please note This information is for guidance only and is not to be taken as an expression of the law.
More informationGUIDANCE NOTE FOR BEST PRACTICE REHABILITATION MANAGEMENT OF OCCUPATIONAL INJURIES AND DISEASE [NOHSC:3021(1995)]
GUIDANCE NOTE FOR BEST PRACTICE REHABILITATION MANAGEMENT OF OCCUPATIONAL INJURIES AND DISEASE [NOHSC:3021(1995)] APRIL 1995 The National Occupational Health and Safety Commission has adopted a Guidance
More informationSickness Management Policy
Sickness Management Policy Human Resources UpdatedSept 2012 AJR/HR/Sickness Management Policy 1.0 PURPOSE 1.1 The University is committed to promoting the health, safety and welfare of its employees. The
More informationSELF-INSURANCE OF WORKERS COMPENSATION
SELF-INSURANCE OF WORKERS COMPENSATION Information for: STAFF Page 2 SUPERVISORS & MANAGERS Page 5 TREATING DOCTORS Page 7 REPORTING PROCEDURE Page 8 Self-Insurance of Workers Compensation Revised February
More informationNOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY. Documentation Control
NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY Documentation Control Reference HR/P&C/003 Date approved 4 Approving Body Trust Board
More informationModified Duty/Return to Work (RTW) Program
Modified Duty/Return to Work (RTW) Program Client Name: Effective Date: PROGRAM OUTLINE 1. Accident Reporting and Return to Work Process 2. Modified Duty/Return to Work (RTW) Program 3. Employee Responsibility
More information28/08/2014. The Structure Workplace Injury Rehabilitation and Compensation Act 2013 Act of Parliament
Janis Veldwyk At the end of the workshop participants should: Be more familiar with the Workplace Injury Rehabilitation and Compensation Act 2013 Know Employer and employee obligations with relation to
More informationContents. Union Representatives Workers Compensation Handbook
Contents Introduction......................................................... 4 Union Representative s role........................................ 4 Workers Compensation a new approach................................
More informationGuidelines for workplace return to work programs
Guidelines for workplace return to work programs These guidelines are made under section 52 of the Workplace Injury Management and Workers Compensation Act 1998. These guidelines commence on 1 January
More informationMANAGING ILL OR INJURED WORKERS BEST PRACTICE GUIDE
MANAGING ILL OR INJURED WORKERS BEST PRACTICE GUIDE Australia An employee has been absent on a number of occasions. The medical certificates state that the employee is suffering from a medical condition.
More informationLIMESTONE DISTRICT SCHOOL BOARD ACCESSIBILITY & DISABILITY MANAGEMENT PROGRAM
LIMESTONE DISTRICT SCHOOL BOARD ACCESSIBILITY & DISABILITY MANAGEMENT PROGRAM TABLE OF CONTENTS INTRODUCTION... 1 1.0 PURPOSE OF THE PROGRAM... 1 2.0 TYPES OF DISABILITY... 1 3.0 RESPONSIBILITIES... 2
More informationin line with the worker s capacity for work meaningful provided for the purpose of increasing a worker s capacity for work.
1 Questions and answers for employers 17 October 2012 Return to work 1. What are employers return to work obligations? Employers have an obligation to provide suitable employment (where reasonably practicable)
More informationSICKNESS ABSENCE MANAGEMENT POLICY. Guidance for managers
SICKNESS ABSENCE MANAGEMENT POLICY Content Policy statement 1. Principles 2. Sickness absence procedure 3. Sick pay 4. Handling absence 5. Frequent short term absences 6. Long term sickness 7. Appeals
More informationProcedure SO:1.28 Rehabilitation
SO:1.28 Policy Workplace Health and Safety Document Control Responsible Officer: Chief Operations Officer Contact Officer: Workplace health and safety officer Effective Date: 8 June 2012 Procedure Number:
More informationWORKERS COMPENSATION AND REHABILITATION QUESTIONS AND ANSWERS
WORKERS COMPENSATION AND REHABILITATION QUESTIONS AND ANSWERS The Work Health & Safety Unit has responsibility for the management of workers compensation claims and the rehabilitation of injured employees.
More informationA guide for injured workers. Introducing WorkSafe
A guide for injured workers Introducing WorkSafe September July 2013 2011 Contents 1. About us 1 2. Weekly payments (income entitlements) 2 3. Services to help you get better 4 4. Getting back to work
More informationINFORMATION SHEET 1: Leave Matters for the NSW Health Service - Better Practice Guidelines for Sick Leave Management
INFORMATION SHEET 1: Leave Matters for the NSW Health Service - Better Practice Guidelines for Sick Leave Management Sick leave must be managed in accordance with the Policy Directive Leave Matters for
More informationHazard/Incident Recording, Reporting and Investigation
Hazard/Incident Recording, Reporting and Investigation Power and Water Corporation Procedure 1 Purpose... 1 2 Scope... 1 3 References... 2 4 Roles and Responsibilities... 2 5 Definitions... 6 6 Records...
More informationSICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES
SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES 1. INTRODUCTION 11. The Dublin Institute of Technology (hereinafter called the Institute ) recognises that regular attendance is an essential part of the
More informationSouth Australia Police POSITION INFORMATION DOCUMENT
South Australia Police POSITION INFORMATION DOCUMENT Stream : Administrative Services Career Group : Consultancy and Information Discipline : Classification : ASO3 Command : Human Resources Service Position
More informationPOLICY FOR MANAGING SICKNESS ABSENCE
Summary POLICY FOR MANAGING SICKNESS ABSENCE This policy sets out the standards for dealing with sickness absence in a fair, sensitive and supportive way, whilst at the same time recognising the needs
More informationHEALTH AND SAFETY POLICY AND PROCEDURES
HEALTH AND SAFETY POLICY AND PROCEDURES 1 Introduction 1. The Health and Safety at Work etc. Act 1974 places a legal duty on the University to prepare and revise as often as may be appropriate, a written
More informationRehabilitation Guidelines for Employers. Issued under section 41 of the Safety, Rehabilitation and Compensation Act 1988
Rehabilitation Guidelines for Employers Issued under section 41 of the Safety, Rehabilitation and Compensation Act 1988 Publication details These guidelines are issued under section 41 of the Safety, Rehabilitation
More informationPsychological Wellbeing and the Avoidance and Management of Stress Policy; Alcohol and drugs policy; Dignity within the University policy.
Sickness Absence Management Policy Version 1.0 Last amended: August 2014 SICKNESS ABSENCE MANAGEMENT POLICY 1. INTRODUCTION The University recognises and accepts its obligations in respect of employees
More informationA glossary for injured workers Who s who in the claims process
A glossary for injured workers Who s who in the July 2013 Who s who in the A glossary for injured workers About us 1 Talking your language service 2 Key contacts during the 3 About the roles in the 4 Allied
More informationinjury management practices
audit guidelines injury management practices guidelines to understanding the audit standards for the injury management section of the acc partnership programme ACC2465 Printed September 2006 These guidelines
More informationSOLIHULL METROPOLITAN BOROUGH COUNCIL. Sickness Absence Management
SOLIHULL METROPOLITAN BOROUGH COUNCIL Sickness Absence Management 1 SICKNESS ABSENCE MANAGEMENT What does this procedure cover? Page 1. Introduction 3 2. Scope of Policy 3 3. Policy Statement 3 4. Principles
More informationManaging Sickness Absence Procedure. Management Guidance
Managing Sickness Absence Procedure. Management Guidance Related Documents: Absence Policy 1. Purpose 1.1. The aim of this procedure is to ensure Tees Valley YMCA adopts a fair and effective approach to
More informationAbout us. Your injured worker s recovery and return to work is a team effort. It involves you, your WorkSafe Agent, your worker and their doctor.
1. About us Your injured worker s recovery and return to work is a team effort. It involves you, your WorkSafe Agent, your worker and their doctor. About WorkSafe Victoria WorkSafe Victoria (WorkSafe)
More informationThe County of Scotland Transitional Duty Policy
The County of Scotland Transitional Duty Policy A. PURPOSE This policy defines the County of Scotland s Transitional Duty Program for employees who are injured on the job. B. POLICY/MISSION STATEMENT It
More informationCorporate Health and Safety Policy
Corporate Health and Safety Policy November 2013 Ref: HSP/V01/13 EALING COUNCIL Table of Contents PART 1: POLICY STATEMENT... 3 PART 2: ORGANISATION... 4 2.1 THE COUNCIL:... 4 2.2 ALLOCATION OF RESPONSIBILITY...
More informationIf a worker has an accepted claim with WorkCover, they may access a range of entitlements including:
Support for injured and ill employees The Queensland Health Workplace Rehabilitation Policy commits to consistent support of workplace rehabilitation and return to work programs for all employees in the
More informationThe Role of the Primary Treating Medical Practitioner
The Role of the Primary Treating Medical Practitioner The Role of the Primary Treating medical Officer 1 Please note This information is for guidance only and is not to be taken as an expression of the
More informationSOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets
SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK Staff in Grant Aided Schools with Fully Delegated Budgets POLICY STATEMENT The Southern Education and Library Board is committed to promoting
More informationEmployee Injury/Illness Reporting and Managed Return to Work. April 15, 2011 HR 23. Human Resources Responsible Key Business
Managed Return to Work Date Effective April 15, 2011 City Manager Revision Date Effective Code Number HR 23 Human Resources Responsible Key Business Objective: The City of Charlotte seeks to ensure the
More informationGUIDELINES FOR WORKERS COMPENSATION & INJURY MANAGEMENT
GUIDELINES FOR WORKERS COMPENSATION & INJURY MANAGEMENT The purpose of this document is to describe the University s procedures in relation to the management of staff injury and illness and workers compensation
More informationManaging Sickness Absence Policy HR022
Managing Sickness Absence Policy HR022 To be read in conjunction with section 14 of the NHS Terms and Conditions of Service Handbook Date Drafted: Oct 2008 Review Date: Oct 2010 Version: V1.0 Author of
More informationHow To Manage A Return To Work
Policy Number: CS-1302-2013 Policy Title: Return to Work Occupational & Non-Occupational Absences due to Medical Reasons Policy Policy Owner: Chief Human Resources Officer Effective Date: March 27, 2013
More informationWesley Mission Income Protection Claim Form
Wesley Mission Income Protection Claim Form INCOME PROTECTION CLAIMS In order to alleviate any delay in the processing time of your claim, please ensure the following: The claim form is returned with all
More informationEmployers guide to workers compensation Guide
Employers guide to workers compensation Guide www.worksafe.nt.gov.au Disclaimer This publication contains information regarding workers rehabilitation and compensation. It includes some of your obligations
More informationSECTION 2: Support to Employees HEALTH AND SAFETY POLICY: WORKPLACE SAFETY AND INSURANCE BOARD (WSIB)
Page 1 of 5 POLICY 1. Community Living Quinte West shall take all reasonable precautions to protect all employees from illness and injury. 2. The employer shall work cooperatively with employees, the bargaining
More informationWORKERS' COM PEN SATION (CSST) REPORTIN G, RETURN TO WORK AND TEM PORARY WORK ASSI GN M EN T
Effective Date: October 20, 2004 Supersedes /Amends: VRS-43/October 1, 1997 Originating Office: Office of the Vice-President, Services Policy Number: VPS-43 SCOPE This Policy applies to all full and part-time
More informationAbout injury management and staying at or returning to work
About injury management and staying at or returning to work Returning to work after an injury is an essential part of rehabilitation and can help you improve the health and wellbeing of staff. It can also
More informationPart 1 To be filled in by the worker. The following information is provided as guidance to workers filling in Part 1.
Form Workers compensation claim form Part 1 To be filled in by the worker. The following information is provided as guidance to workers filling in Part 1. Notify your employer of your injury or disease
More informationDEECD schools WorkSafe management manual A guide for principals, return to work coordinators and business managers
DEECD schools WorkSafe management manual A guide for principals, return to work coordinators and business managers Published by the Human Resources Division Department of Education and Early Childhood
More informationInternational Students House Health and Absence Management Policy
International Students House Health and Absence Management Policy PURPOSE International Students House accepts that employees will, on occasions, find themselves unable to attend work due to sickness.
More informationAppendix S ATTENDANCE MANAGEMENT POLICY
Appendix S ATTENDANCE MANAGEMENT POLICY This Policy sets out the Council's expectations of both managers and employees in the management of attendance at work, particularly with regard to sickness absence.
More informationWorkplace rehabilitation providers and WorkCover
Workplace rehabilitation providers and WorkCover What to expect from your workplace rehabilitation provider This guide aims to provide workers and employers with information regarding the role of WorkCover
More informationin the Northern Territory
23 JUNE 2011 WORKERS COMPENSATION BEST PRACTICE GUIDELINES for APPROVED INSURERS and SELF INSURERS in the Northern Territory Workers Compensation NT WorkSafe is the administrative arm of the Work Health
More informationCHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY
CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY KirkleesEdnet/Management/HumanResources APRIL 2008 Prepared by: Human Resources Strategy Unit Revised: November
More informationWorkplace Rehabilitation and Return to Work Policy and Procedures
Workplace Rehabilitation and Return to Work Policy and Procedures For Synod services*, Presbyteries and Congregations Document no. Version 2.0 Status Current Effective date 1 June 2012 Review by date 1
More informationUpdated: 13 th June 2014
WORKERS COMPENSATION Date Approved by Board: 1 st December 2006 Updated: 13 th June 2014 Policy Overview of Workers Compensation & Injury Management The College supports the appropriate workers compensation
More informationHealth and Safety Management Standards
Health and Safety Management Standards Health and Safety Curtin University APR 2012 PAGE LEFT INTENTIONALLY BLANK Page 2 of 15 CONTENTS 1. Introduction... 4 1.1 Hierarchy of Health and Safety Documents...
More informationSAFETY and HEALTH MANAGEMENT STANDARDS
SAFETY and HEALTH STANDARDS The Verve Energy Occupational Safety and Health Management Standards have been designed to: Meet the Recognised Industry Practices & Standards and AS/NZS 4801 Table of Contents
More informationAccident And/Or Sickness Claim Form
Accident And/Or Sickness Claim Form Please forward this completed form to: Claims Department JUA Underwriting Agency Pty Ltd Locked Bag 11 ROYAL EXCHANGE POST OFFICE NSW 1225 Policy underwritten by certain
More informationProcedure for Managing Sickness Absence and Promoting Attendance for Teachers and Associated Professionals
1 Procedure for Managing Sickness Absence and Promoting Attendance for Teachers and Associated Professionals December 2013 2 Contents Pages Introduction and Dundee City Council Corporate Policy 3-4 Absence
More information