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Return To Work Case Management. WSIB Safety Group Element. Step 1 - Written standard Contact with injured worker Frequency of contact Contact log Regular meetings scheduled Reporting requirements to WSIB that specifies reporting of : Wage changes Changes in duties/duration of program
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WSIB Safety Group Element Step 1 - Written standard • Contact with injured worker • Frequency of contact • Contact log • Regular meetings scheduled • Reporting requirements to WSIB that specifies reporting of : • Wage changes • Changes in duties/duration of program • Failure to cooperate • End of program
Step 2 – Communication • Documented method, type and date Step 3 – Training • Person(s) responsible for managing your return to work program attend a formal or informal training course/seminar providing basic information and ‘how to’ manage the RTW cases Step 4 – Evaluation • Documented method, type and date Step 5 – Acknowledge Success/Make Improvements • Documented method, type and date
New 2008 WSIB Safety Group Element RTW Case Management Policy
WSIA RTW Legislation Law-WSIA Duty to co-operate in return to work Part V-Sec.40. 1) The employer of an injured worker shall co-operate in an early and safe return to work of the worker by, a) contacting the worker as soon as possible after the injury occurs and maintaining communication throughout the period of the worker’s recovery and impairment; b) attempting to provide suitable employment that is available and consistent with the worker’s functional abilities and that, when possible, restores the worker’s pre-injury earnings; c) giving the Board such information as the Board may request concerning the worker’s return to work; and d) doing such other things as may be prescribed.
Same, worker (Law WSIA) 2) the worker shall co-operate in his or her early and safe return to work by, (a) contacting his or her employer as soon as possible after the injury occurs and maintaining communication throughout the period of the worker’s recovery and impairment; (b) assisting the employer, as may be required or requested, to identify suitable employment that is available and consistent with the worker’s functional abilities and that, when possible, restores his or her pre-injury earnings; (c) giving the Board such information as the Board may request concerning the worker’s return to work; and (d) doing such other things as may be prescribed
Standard Samuel, Son & Co., Limited is committed to making reasonable efforts to provide suitable employment to an employee who is unable to perform their regular duties as the result of an occupational or non-occupational injury or illness The RTW Case Management process begins immediately after the injury or illness occurs. The intent is to provide the employee with suitable, meaningful work with the anticipation of returning the employee to their regular duties as their condition improves. Red = Employer’s responsibility Blue = Workers responsibility
Procedure 1) The injured/ill worker will have a Functional Abilities Form (FAF) WSIB or Samuel Treatment Memorandum (non-occ) Form completed by their treating physician as soon as possible. 2) Either the Plant Manager, Plant Coordinator, or Occupational Health Nurse or Modified Work Committee will review the worker’s abilities and limitations to determine if suitable, modified work is available. 3) If suitable modified work is available the injured/ill worker can begin to participate in a modified work program within their capabilities. 4) A meeting should be scheduled (as required) to review the injured/ill worker’s progress as outlined in the RTW plan.
Responsibilities Worker 1)The worker is to provide the Company with updated Functional Abilities Form (FAF) or Samuel Treatment Memorandum documenting their current abilities and limitations in order to continue active participation in their rehabilitation program. 2)The worker is to immediately report any difficulties that he/she may be experiencing due to his/her participation in the modified work program. 3)The worker must actively participate in the rehabilitation program
Responsibilities Supervisor 1)The Supervisor/Foreman is to monitor the progress of the worker; Any difficulties that the worker may be having should be reported to either the Plant Manager, Plant Coordinator, and Occupational Health Nurse or Modified Work Committee. 2) The Supervisor is to actively participate and support the terms of the worker’s rehabilitation program. Document, Document, Document!
Plant Manager, Plant Coordinator, Occupational Health Nurse, Modified Work Committee 1) Are responsible for communication with the injured/ill employee to ensure that any concerns are addressed. Initial contact will be made ASAP after the injured worker’s lay off from work, ideally within 48 hours. Ongoing contact will be made on a regular basis based on the individual claims data. 2) Are responsible to ensure that updated medical information is received documenting current abilities and limitations. Contact will be made with the treatment facility as necessary to obtain the FAF/treatment memo in a timely manner. 3) Are responsible for ensuring that modified work offered is suitable to the worker’s current abilities and limitations.
4) Changes to the workers wages, duties, length of program, level of co-operation and when the program completes will be reported to WSIB as required. 5) Beyond the regular meetings to document progress through the RTW program any of the above parties may be involved in a meeting with the injured/ill worker to talk about RTW after a prolonged absence. 6) A log will be kept of all contact with the employee, the treating agency and the WSIB/Insurance Company regarding current status for RTW, participating in the RTW program and completion of the program.(can this log be made available to all of the parties listed above? And only them?)
