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Everything you wanted to know about Return To Work… but were afraid to ask

This guide for supervisors and managers covers the value, goals, and costs of return-to-work programs, focusing on collaboration, productivity, and cost savings. Learn about the importance of RTW coordinators, interactive processes, and clear communication among key individuals to facilitate successful return-to-work outcomes.

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Everything you wanted to know about Return To Work… but were afraid to ask

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  1. Everything you wanted to know about Return ToWork…but were afraid to ask A Guide for Supervisors and Managers

  2. Agenda • Value of Return to Work Program • Goals of Return to Work Program • Who is involved

  3. Employee costs • Loss of daily routine and social support • Dealing with unfamiliar bureaucracy • Strained relationships • Delayed or reduced cash flow

  4. Costs to the Employer Costs • Estimated costs of sick leave or work injury leave is twice the employee’s daily rate of pay. • This includes direct cost (employee pay, compensation premiums) and indirect costs (staff replacement, lost productivity, supervisor time, impact on morale)

  5. Costs to the Employer • Results • Weakened competitive position

  6. Return-to-Work: What is it? • Coordination and service delivery • to employees and management, who are experiencing lost time due to medical conditions or injury

  7. Goals of Return-to-Work Programs • Seamless and effective collaboration among key individuals • Accountability for managing lost time and retentions • Increase productivity through the preservation of human capital

  8. R-T-W Programs Save Money Time – A few actions in the early stages of case build relationships, manage problems early, and streamline return to work Grief – long term problems are • Time consuming for the supervisor and team, • Damage morale when problems are not addressed, and • May lead to isolation and depression and loss of role for the employee

  9. Return to work coordinator • Is able to work with employee and supervisor to identify options/and or available resources for return to work • Confidentiality of medical information • Neutrality • One-stop access

  10. Supervisor • Listen to the employee • Work with them to identify duties • Check in regularly on how they are going • Ensure progress is being made, and if not, discuss early • Deal with co-worker concerns early, the employee needs their support • Seek assistance if it feels too hard

  11. Determining duties Employee, with advice from the treating doctor InteractiveProcess RTW Service Coordinator Supervisor/Department

  12. Roles Supervisors Employees Need clear advice about the system and processes to follow Do better when they are actively involved with their rehabilitation Should be advised of their rights and their responsibilities in return to work, in a clear and constructive manner. • Make an enormous difference to return to work outcomes • The supervisor’s response to the first report of injury sets the scene • Can identify if the employee is not making progress, and identify contributing factors early, eg • The job the employee is doing is not suitable • Lack of co-worker support • Fear of re injury • Other personal or home factors the employee is struggling with • Blame and resentment.

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