RESOLVE AT WORK. An early intervention model in the. Supporting individuals, Supporting managers, Supportive workplaces WHSQ WHSQ

Transcription

1 Workplace Health and Safety Queensland RESOLVE AT WORK Supporting individuals, Supporting managers, Supportive workplaces An early intervention model in the Qld Public Sector Steven Campbell Diane Schultz WHSQ WHSQ

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3 Direct Costs Workplace Health and Safety Queensland Workers Compensation Premium Statutory claim costs Investigation costs for grievances & complaints Indirect Costs Sick Leave Staff replacement Staff turnover Job dissatisfaction Poor morale Increased likelihood of injury Lost productivity it Increased conflict Training costs 4 to 7 times Direct Costs

4 RESOLVE AT WORK Supporting individuals, Supporting managers, Supportive workplaces A proactive intervention framework for the early identification, reporting, and timely and appropriate management of organisational and individual factors.

5 Scope Face-to-face intervention by health care professionals Integrated t organisational approach WHS, HR, injury management, return-to-work Physical and/or psychological injury Work or non-work related issues Response and support to individuals or teams

6 Framework 1. Referral 2. Assessment 3. Intervention and reporting 4. Action plan and case conference 5. Closure/outcomes 6. Implementation and evaluation of recommendations (Refer flowchart for further details)

7 Applications Human Resource matters offers options for resolution of complaints and investigations Early identification and resolution of individual and organisational factors impacting the workplace i.e. conflict Manager support having difficult conversations WHS risk management Complex case management Injury management and return-to-work t

8 What it s not.. The RESOLVE AT WORK Program is not: an employee assistance program dependent on workers compensation/qsuper acceptance a performance management tool a mechanism for individual medical assessment to ill health retirement.

9 SUPPORT for individuals: id Support for workers to stay at work or assist their recovery and return-to-work Program is voluntary agreement must be obtained from the worker prior to participation Worker may choose to obtain advice or support from Union representative or another support person at any stage during the process Any involvement is without prejudice

10 SUPPORT for managers: Skill development in the early identification and resolution of workplace issues or workers displaying signs of distress prior to absence from the workplace Access to tools and strategies to respond to the challenges of managing people i.e. resolving conflict, managing absence or performance, high work demands, role clarity Coaching and mentoring to better manage and respond to health and safety risks associated with physical and/or psychological l injury Access to health care professionals to assist with understanding and responding to complex medical conditions or injuries

11 SUPPORT for organisations: Identifies organisational factors contributing to workplace issues and recommendations for improvement Demonstrates organisational commitment to reporting and resolving workplace issues Promotes a culture of trust and positive communication E t bli h i t t f k f di t Establishes a consistent framework for responding to HR, WHS and injury management risks and responsibilities

12 Significant benefits Reduced absence/turnover Increased productivity/workplace morale Provides alternatives to resolve formal complaints and grievances reduction in investigation costs/resources Improved maintain-at-work and return-to-work outcomes Reduced workers compensation costs

13 Cost benefits $2310* $ $ Cost of investigation by external party 15 hour intervention *based on Q-Comp table of costs + $ Avg Statutory claim cost psychological injury

14 Findings Qld Public Sector 1 March February referrals 9 from 13 state government agencies participating i Psychological injury - 68% (n = 172) Physical injury 25.5% (n = 64)

15 Findings Qld Public Sector 1 March February (47%) referrals had no Workers Compensation claim lodged d at time of case closure Average intervention hours: Non Workers Compensation 12.4hrs (n=116) Workers Compensation 16.6hrs (n=41)

16 KEY ISSUES Workplace Health and Safety Queensland Discrimination/ Harassment, 22, 6% Grievance Investigation, 27, 7% Perceived Lack of Procedural Fairness, 51, 14% High Work Demands, 51, 14% Lack of Role Clarity, 37, 10% Performance Management, 44, 12% Conflict (Mgr/Worker), 87, 24% Conflict (Worker/Worker), 47, 13%

17 INTERVENTIONS EAP/EAS 9 Medical & Allied Health Assessments 53 HR/IR Interventions 31 Skills Development RTW Program Counselling Conflict Resolution 51 Mediation 19

18 Challenges Earlier identification of issues Increased awareness of program scope Not just a WHS risk management tool broader HR applications name change Implementation of recommendations and ongoing support (following case closure) Capacity building of stakeholders Funding

19 Making the program successful Management commitment and leadership Communication engaging with HR Integrated approach including HR, WHS, Finance and injury management Reporting and evaluation Roles and responsibilities Early identification of distressed workers

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21 Further information Visit Occupational stress tip sheets, Workplace harassment brochures, Prevention of Workplace Harassment Code of Practice 2004 and Risk Management Code of Practice Phone WHS Infoline Si f NEWS (f il b i ti Sign up for enews (free subscription service) at