INJURY MANAGEMENT & REHABILITATION

Transcription

1 OBJECTIVES To estblish systemtic pproch to injury mngement nd rehbilittion throughout the City immeditely following work relted illness, injury nd disbility. To estblish tht it is the responsibility of the City to ensure retrining options re vilble to employees who re identified s not being ble to return to pre-injury duties. For the City to identify person responsible for Injury Mngement Co-ordintion to oversee workplce bsed injury mngement nd rehbilittion progrms. To develop injury mngement nd rehbilittion bsed on best prctice inititives tht best serve the City. POLICY STATEMENT The City hs developed nd dopted n Injury Mngement nd Rehbilittion procedures ccording to the intention of the Workers Compenstion nd Injury Mngement Act 1981 nd in ccordnce with the Injury Mngement Policy nd Procedures Mnul issued by LGIS. Dte Adopted: 21 December 2004 Dte Amended: - Dte Reviewed: September 2011 Dte of Next Review: September 2016 Pge 1 of 15

2 GUIDELINES AND POLICY PROCEDURE FOR INJURY MANAGEMENT AND REHABILITATION - POLICY NO INJURY MANAGEMENT OVERVIEW Injury mngement nd rehbilittion is the plnned nd coordinted process of restoring the helth nd productivity of employees following the occurrence of work relted injury. The im of injury mngement nd rehbilittion is to chieve the best level of recovery nd return to the workforce for the injured employee. Components of such progrm my include: Injury mngement - Prompt medicl dignosis nd tretment to mximise the rte nd extent of recovery. Initil return to work guidelines estblished nd implemented between the employee, supervisor nd doctor. Rehbilittion - In cses where recovery nd return to work re not successful within two - four weeks from injury, n pproved rehbilittion provider my become involved in the process. Involvement from the employee, supervisor nd doctor remin essentil to the process. INJURY MANAGEMENT POLICY STATEMENT It is the policy of the City to mke provision for the injury mngement nd rehbilittion of ll employees who hve sustined n ccepted work relted illness, injury or disbility. In this context injury mngement is defined s: "A workplce mnged process incorporting the Locl Government nd medicl mngement from the time of injury to fcilitte where prcticble, efficient nd cost effective mintennce in or return to suitble employment within the Locl Government." - As required rehbilittion provider my lso be involved in the process. To ssist in the timely nd effective injury mngement of employees, the City injury mngement co-ordintor hs been identified to oversee the injury mngement nd rehbilittion prctices to ssist in the timely nd effective injury mngement of employees. Pge 2 of 15

3 PARTICIPANTS IN The role of the following key prticipnts in the injury mngement nd rehbilittion processes. 1. Injured Employee The following employees should be involved in injury mngement: Workers Compenstion - lost time - Employees with work relted injury whom re likely to sustin lost time from work. Workers Compenstion - no lost time - Injured employees who due to physicl/psychologicl problems re experiencing difficulty coping with their work. Responsibilities of Injured Employees undergoing Injury Mngement nd Rehbilittion: To report ny injury to supervisor/mnger s soon s prcticl. To seek workplce first id tretment until ble to ttend for medicl tretment of the condition. To obtin first medicl certificte nd complete workers compenstion clim form. To ttend for progress medicl certifictes s required (including inbility to ttend work) nd submit them to the pproprite supervisor no lter thn one working dy fter seeing the medicl prctitioner. To prticipte in injury mngement nd rehbilittion s recommended by the medicl prctitioner. To mintin regulr contct with the mnger/supervisor, treting medicl prctitioner nd the employer s injury mngement coordintor/pproved voctionl rehbilittion provider. Where possible to postpone ny leve due to be tken, so s to minimise disruption to the return to work process. If leve is to be tken nd requires trvel outside of WA, the employer nd selfinsurer re to be notified. To ttend exmintions by medicl specilists s rrnged by the treting medicl prctitioner, employer or self-insurer. To notify the employer of second job. On commencing return to work, the norml work procedures nd work performnce expecttions pply, unless otherwise stted. These include clocking on/off, rriving on time, dvising of inbility to ttend work nd reson for ny non-ttendnce. Pge 3 of 15

4 Rights of Injured Employees undergoing Injury Mngement nd Rehbilittion: To receive weekly pyments during periods of incpcity for work following workers compenstion injury. To be ctively involved in ll decisions regrding tretment nd injury mngement nd rehbilittion. To choose the treting medicl prctitioner nd pproved rehbilittion provider. To ccess medicl/rehbilittion reports regrding their cse. To hve individul injury mngement nd rehbilittion informtion restricted to relevnt prties i.e. members of the cse tem. To pply to the Workcover WA Concilition nd Review Directorte in cses where compenstion entitlements re disputed. 2. Cse Tem The Cse tem comprises of ll relevnt prties involved in the injury mngement nd rehbilittion of the injured employee. The tem ims towrd chieving the injury mngement nd rehbilittion gols s greed with the injured employee, with ech member utilising their re of expertise. The cse tem my comprise of: Supervisor/Mnger Mngement/supervisors hve key role in ensuring the success of injury mngement nd rehbilittion progrms. They re responsible for ctively supporting the injury mngement nd rehbilittion process by working closely with the doctor nd injured employee to provide meningful duties for the return-to-work progrm. Specific responsibilities re outlined in the "Injury Mngement nd Rehbilittion Procedures - Mnger/Supervisor." Injury Mngement Coordintor The Mnger Humn Resources hs been ppointed s the Injury Mngement Coordintor. The Injury Mngement Coordintor is responsible for supporting mngement nd injured employees by: ssisting nd supporting injured employees nd mngement in ll respects of compenstion, injury mngement nd rehbilittion. liising with nd developing suitble return to work pln in conjunction with the injured employee nd pproprite cse tem members. monitoring the progress of injury mngement nd rehbilittion. Pge 4 of 15

5 Medicl/Prmedicl Prctitioners Professionls involved in tretment prior to or during the injury mngement nd rehbilittion process my include: GP/ medicl specilist, occuptionl therpist, psychologist, physiotherpist nd exercise physiologist. If the need rises where lterntive duties/ positions need to be sought within the City, the Mnger Humn Resources my be involved in estblishing the vilbility of positions. Voctionl Rehbilittion Provider The rehbilittion provider's role is to deliver professionl rehbilittion progrm to those injured employees who my require ongoing ssistnce with their return to work. The pproved rehbilittion provider should deliver n pproprite progrm in timely nd cost effective mnner, working closely with the injured employee, treting medicl prctitioner nd cse tem. Approved rehbilittion providers must be ccredited by Workcover Western Austrli. 3. Self Insurer Scheme Clims Mnger The insurer for the City is the Locl Government Insurnce Service. The Clims Administrtor/Supervisor my be involved in cse tem meetings nd is ble to provide updted medicl nd clims informtion s required. Scheme Injury Mngement Coordintor The Coordintor oversees the injury mngement nd rehbilittion requirements of ll Scheme members. Specificlly the Scheme Injury Mngement Coordintor performs the following: Identifiction of clims requiring injury mngement nd rehbilittion ssistnce. Liison with relevnt cse tem members. Review of injury mngement nd rehbilittion progress. Provision of dvisory services to Scheme members. Provision of injury mngement nd rehbilittion services s required. Confidentility The injury mngement nd rehbilittion process is confidentil nd ll records relting to injured employees will only be vilble to uthorised persons. An informtion relese uthority must be signed by the employee nd is held by the Supervisor/Injury Mngement Coordintor s outlined in Appendix 1. Pge 5 of 15

6 Evlution of Injury Mngement & Rehbilittion Progrms The effectiveness of injury mngement nd rehbilittion progrms will be closely monitored by the Scheme Rehbilittion Coordintor. Feedbck will be provided to the City nd the Scheme mngement/bord. Injury Mngement & Rehbilittion Trining Trining of the City s representtives to ddress injury mngement nd rehbilittion functions will be crried out on n s-needs bsis by the Scheme Injury Mngement Coordintor. Sick Leve Injury Mngement Providing lternte duties or restricted norml duties for those injured employees recuperting from sick leve, ssists in reducing the humn nd economic costs of bsenteeism nd is encourged. Rehbilittion for sick leve employees is fully funded by the work re. Injured employees who should be considered for injury mngement nd rehbilittion include those who re ble to return to work on reduced hours nd/or modified duties. The City or the Scheme Injury Mngement Coordintor my be contcted for guidnce in the return to work process. PROCEDURES DEFINITIONS Locl Government Injury Mngement Co-ordintor is person ppointed by the City nd responsible for supporting mngement nd injured employees s outlined in the Injury Mngement nd Rehbilittion Procedures. Cse Tem tem of persons comprising ll relevnt prties involved in the injury mngement nd rehbilittion of the injured employee. Voctionl Rehbilittion Provider person(s) whose role is to deliver professionl rehbilittion progrm to those injured employees who my require ongoing ssistnce with their return to work. Scheme Clims Mnger is person employed by Locl Government Insurnce Service nd who my be involved in cse tem meetings. Scheme Injury Mngement Coordintor is person employed by Locl Government Insurnce Service nd who oversees the injury mngement nd rehbilittion requirements of ll scheme members. Pge 6 of 15

7 1. INJURY MANAGEMENT 1.1 Provision of First Aid The provision of pproprite on-site first id immeditely (within 30 minutes), following n injury cn significntly reduce the dmge nd long term effects ssocited with the injury. It is the responsibility of the injured employee nd/or supervisor to ensure tht first id tretment is sought. Once on-site first id ssessment nd tretment hs been given, referrl to medicl prctitioner cn be mde s required, by the supervisor/ mnger. 1.2 Mnger/Supervisor The role of the mnger/supervisor is to perform the following with the support nd follow up by the Locl Government Injury Mngement Coordintor. A checklist for use is given in Appendix Administrtion Once the employee reports n injury nd hs sought first id nd/or medicl tretment, the supervisor should discuss the procedures for mking compenstion clims. If the doctor provides workers compenstion first medicl certificte, the supervisor should ensure the employee fills out clim occurrence form nd ttch the first medicl certificte. These documents should then be forwrded to the Scheme vi the Pyroll/Insurnce Officer within five (5) working dys. 1.4 Informtion The supervisor should explin the procedure for clim cceptnce, py procedures nd the employer's commitment to injury mngement nd rehbilittion. The supervisor should issue 'Rehbilittion Informtion Pck' to the employee outlining injury mngement nd rehbilittion procedures. The supervisor should notify the mnger nd the Injury Mngement Coordintor if the employee is to incur ny lost time. 1.5 Estblish Return-to-Work Progrm The 'Rehbilittion Informtion Pck' lso contins letter to the treting doctor outlining the vilbility of lternte duties tht should be filled out t the time of issue of the Pck. In developing return-to-work progrms the supervisor/mnger should tke the following into considertion: 1. Mny work res within the City (including Prks nd Grdens, Librries, Swimming Pools nd Administrtion) should hve vilble duties tht my be suitble for injury mngement nd rehbilittion. Development of the return-to-work gol should occur in consulttion with the injured employee nd the treting doctor. Provision of meningful work duties my include pre-injury duties on prt time bsis, modified pre-injury duties (prt or full time), supernumerry (ssisting others) or different duties in the sme or different section. Pge 7 of 15

8 2. A return-to-work my only commence following pproprite certifiction by medicl prctitioner, clerly stting the pproprite work duties nd ny restrictions. If there re ny queries regrding the medicl certificte issued the supervisor/mnger my contct the GP to clrify detils. 3. A return-to-work pln should be completed nd copy held by the employee, supervisor nd injury mngement coordintor. The Estblishment of time frmes for monitoring progress including ongoing medicl reviews, upgrding of duties nd hours nd follow up times to ensure successful return to work. Documenttion of ll review meetings should occur with cse tem members being informed of progress s pproprite. 4. Provision of pproprite trining nd supervision for ny duties tht re unfmilir to the employee should occur. Ensuring the injured employee nd their direct supervisor nd co-employees clerly understnd the progrm detils nd tht pproprite feedbck is provided to the employee on regulr bsis is essentil. Norml performnce/ disciplinry procedures pply to employees undergoing injury mngement nd rehbilittion. 5. Injured employees re pid in the norml mnner by the City whilst on workers compenstion. The City is reimbursed for hours not worked by the self-insurer t lter stge. If necessry, supernumerry returnto-work progrms tht re funded by the insurer, my be negotited. The deprtment where the employee ws injured is responsible for the injury mngement nd rehbilittion nd ongoing pyment of wges, even when the employee is performing lternte duties in nother deprtment. 1.6 Contct nd Support The supervisor should dvise tht he/she will be in regulr contct with the employee to offer support nd ssistnce in the recovery process. 2. REHABILITATION ASSESSMENT 2.1 Cse tem meeting To commence the injury mngement nd rehbilittion process cse tem meeting my be implemented. The employee nd relevnt tem members my be invited to ttend by the Locl Government Injury Mngement Coordintor. Further cse tem meetings my be rrnged s required. Pge 8 of 15

9 2.2 Scheme Injury Mngement Coordintor/ Injury Mngement Coordintor If it is identified tht n employee hs or my lose 10 working dys or more following n injury, the Scheme Injury Mngement Coordintor will contct the Locl Government Injury Mngement Coordintor to discuss the progress of the employee. If required, the Scheme Injury Mngement Coordintor will contct the treting doctor to discuss the need for rehbilittion. If deemed pproprite, the Scheme Injury Mngement Coordintor will then rrnge to meet with the injured employee, supervisor, nd Injury Mngement Coordintor to discuss the ppointment of rehbilittion provider. 3. REHABILITATION PLAN After undertking n initil ssessment, the rehbilittion provider should present pln outlining the rehbilittion strtegy nd timefrmes. 3.1 Physicl/Psychologicl Conditioning These elements im to identify the employee s re of physicl/psychologicl limittions nd work towrds improving work cpcity: Functionl Cpcity Evlution (FCE) Determines physicl/psychologicl cpcity in reltion to work demnds. Work hrdening progrm Intensive physicl/ psychologicl progrm to improve res of limittion. Psychologicl mngement To ddress emotionl issues tht my be impcting on bility to return to work. Ongoing medicl/prmedicl mngement Includes physiotherpy, chiroprctic, mediction nd medicl mngement. 3.2 Return-to-Work Process The im of the return-to-work process is to return the employee to permnent pproprite duties s soon s possible. To chieve this, the following procedures my be undertken: Job Anlysis - A suitbly qulified person will ttend the work site to obtin detils of the employee's norml duties. If the employee cnnot return to these immeditely, job nlysis of lternte duties my lso be crried out. Pge 9 of 15

10 Modifiction of Duties/Equipment - Following the job nlysis, recommendtions my be mde concerning modifictions of duties/equipment to llow the employee to undertke the duties more sfely. Return-to-work progrm - A progrm incorporting grduted return to norml, selected or lterntive duties my be required for injured employees. Bsed on the job nlysis, discussion will occur with the employee nd treting doctor regrding the employee's grdul increse in hours nd duties. If n employee cnnot return to originl or similr duties, retrining my be required. This process involves: Voctionl ssessment - to determine voctionl options Counselling nd support - for the chnge in creer direction Work Tril - on the job tril to ensure suitbility for the new work. Job seeking skills - to ssist in permnent job plcement. The provision of lterntive duties will not be possible on n unlimited nd permnent bsis unless such duties constitute position within the orgnistion, the position is redily vilble nd the person meets the minimum employment stndrds of the position. Appointment for lterntive internl/externl permnent positions should follow norml recruitment nd selection procedures. However suitble trining should be provided to ensure tht the injured employee cn dequtely perform lterntive job requirements within resonble period of time, to provide them with competitive edge. Fesible work trils nd/or permnent work plcements my be negotited with other Locl Governments within the Scheme. This cn only occur once it hs been clerly demonstrted tht ll options within the City hve been exhusted. The City will remin lible for ongoing costs ssocited with the injury nd will remin responsible for wges until the injured employee is permnently plced within the new Locl Government. 4. OUTCOME The gol of injury mngement nd rehbilittion hs been chieved once the following permnent employment rrngements hve been reched nd sustined for up to three (3) months. Sme job with employing Locl Government Similr job with employing Locl Government New job with employing Locl Government New job within Locl Government New job outside of Locl Government Pge 10 of 15

11 If no return-to-work is chieved nd injury mngement nd rehbilittion is deemed unble to provide further ssistnce or the rehbilittion entitlement is exceeded, cse closure my occur. If further injury mngement nd rehbilittion is required t lter stge nd sufficient injury mngement nd rehbilittion funds re vilble, the cse file cn be re-opened by the employee or cse tem member. Options for the employee, once cse closure hs occurred, should be outlined by the rehbilittion provider/injury mngement coordintor. Pge 11 of 15

12 Authority to Obtin/Relese Informtion APPENDIX 1 Authority to Obtin/Relese Informtion I hereby uthorise the Injury Mngement Coordintor/Rehbilittion provider to: Communicte with the Locl Government; Relese relevnt informtion regrding my injury mngement nd rehbilittion; nd Obtin relevnt informtion regrding my injury mngement nd rehbilittion. From the following gencies nd/or individuls: 1. Supervisor/Mnger 2. Locl Government Insurnce Service 3. Treting Doctor 4. Others s nominted below: Signed: Dte: Witness: Dte: Pge 12 of 15

13 Following Injury: Injury Mngement Checklist nd Guidelines APPENDIX 2 Ensure first id/medicl tretment is sought immeditely. Once first medicl certificte received, issue clim form for the employee to complete. Send completed clim documents to the Locl Government Insurnce Service within three (3) working dys from time of receipt of documents. If the employee is Certified Unfit for Work: Issue Rehbilittion Informtion Pck to the employee. Discuss with the employee the vilbility of lternte duties nd outline in the Letter to the Doctor. Complete the Letter to Doctor in the Rehbilittion Informtion Pck. Bsed on doctor s recommendtions nd medicl certificte provided, rrnge return-to-work progrm with the employee. Advise the employee of importnce of keeping medicl certifictes up to dte by ttending doctor on regulr bsis. Contct the employee re progress every 1-2 weeks until fully fit for work. If the employee hs ny Difficulties: Advise them to see their doctor immeditely to be reviewed nd obtin medicl certificte. If doctor certifies further time off work, contct the Injury Mngement Coordintor (HR Officer) re ppointing n pproved rehbilittion provider. Contct the employee re progress every one to two weeks. Options for Alternte Duties Include: Pre-injury duties on prt time bsis Modified pre-injury duties (prt or full time) Supernumerry (ssisting others) Different duties in the sme or different section Guidelines for Identifying Alternte Duties: Bck Injuries No repetitive stooping, bending, hevy lifting (over 5-10kg) or twisting of bck Allow for regulr chnge of position eg- between sitting, stnding nd wlking Or otherwise dvised by medicl prctitioner Pge 13 of 15

14 Upper Limb Injuries No reching bove shoulder height No repetitive rm movements No forceful rm movements eg- pushing, pulling etc. Or otherwise dvised by medicl prctitioner Neck Injuries No repetitive movements eg- side to side nd up nd down Avoid extreme neck movements Avoid sttic neck postures Or otherwise dvised by medicl prctitioner Lower Limb Injuries Avoid climbing steps nd stirs nd Avoid crouching, kneeling, twisting Avoid repetitive foot ction Allow for seted duties where possible Or otherwise dvised by medicl prctitioner Pge 14 of 15

15 Letter to Doctor nd Alternte Duties Form To the Treting Medicl Prctitioner APPENDIX 3 Der Doctor, REHABILITATION The Locl Government employee hs suffered n injury/illness nd hs been referred to you for tretment. It is the policy of the Locl Government to mke provision for the occuptionl injury mngement nd rehbilittion of ll employees. Your ptient hs been given brochure on injury mngement nd rehbilittion services provided through the Locl Government, tht my be of interest to you. An essentil prt of the role in ssisting employees to return to work is liison with the treting doctor bout the suitbility of vilble work duties t the Locl Government. To ssist in this process, list of the employee s norml duties nd ny lternte duties tht re currently vilble re ttched for your considertion. It would be pprecited if you could provide to the Locl Government list of suitble duties, recommended hours, specil considertions nd list of possible lterntives bsed on the nture of the injury nd cpbilities of the employee. If the Locl Government cn be of ny further ssistnce or you hve ny queries plese do not hesitte to contct on Ph. Pge 15 of 15