1 / 27

The Peer Resource Network Session Two: Return-to-Work 101

The Peer Resource Network Session Two: Return-to-Work 101. Updated: May 2017. The Peer Resource Network: Connecting Leaders, Sparking C hange. What is the Peer Resource Network?.

pedrop
Download Presentation

The Peer Resource Network Session Two: Return-to-Work 101

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. The Peer Resource NetworkSession Two: Return-to-Work 101 Updated: May 2017

  2. The Peer Resource Network: Connecting Leaders, Sparking Change • What is the Peer Resource Network? • Provide leadership teams with a non-judgemental environment to share and learn about occupational health and safety (OH&S) and return-to-work (RTW) best-practices • Connect leadership teams with external resources to support positive change in OH&S and RTW practices

  3. Return-to-Work 101 • Goal: understand the basics of return-to-work programs • Learning Outcomes for Return-to-Work / Recover-at-Work Program: • Have a general understanding of the purpose and understanding of the basic components • Identify opportunities in your workplace to improve your RTW process by learning from your peers • Understand the roles of various stakeholders in creating and implementing a RTW/ SAW program, including: Worker; Employer; WorkSafeBC; Health care professional; and Unions. • Have access to tools and resources to further your understanding of RTW/ SAW • Increase awareness of RTW trends and applicable data

  4. What is a Return-to-Work program? • What does return-to-work mean to you?

  5. Return-to-Work: Definitions Return-to-Workvs. GraduatedReturn-to-Work or Recover-at-Work

  6. Why have a RTW program? Benefits to Workers Benefits to Employers • Maintains ability to earn regular wages • Promotes well-being and recovery of injured workers • Improved mental well-being • Stay connected to the work environment • Stay on regular work schedule • Creates a sense of security and stability • Avoids dependence on a disability system • Increase employee retention • Increase likelihood of a successful return to work • Improved productivity and morale of employees • Reduced claims costs • Lessened risk of employees going on long-term disability • Minimize WorkSafeBC premiums (via better Experience Rating)

  7. Debunking GRTW myths… • Return-to-work programs are only for those who have been injured at work. • An employee can’t start a return-to-work program until their WorkSafeBC claim is approved. • There is no such thing as “light duties” for care staff. • There’s nothing we can have the person do, they’re too injured, they can’t do anything until they’re 100%. • If they come back, they’re going to disqualify themselves for disability benefits. • Coworkers think that other staff on graduated return to work programs are slackers. • Modified work continues forever (it never ends)

  8. How to Modify Duties: How to Modify/How to Help Employee Recover • Remove worker from position entirely. • Assign a helper for the full or part of their shift. • Provide appropriate equipment & tools: e.g. chairs, telescopic dusting wands, carts, wheelchair, etc. • Give breaks often: For example, one 5 min break every 30 min or 2-3 min micro-breaks as needed. • Move between several different time-assigned tasks throughout the shift: • E.g. dusting for 15 min, 24/7 training for 30 min, taking food temperatures for 15 min, filling condiments for 20 min, etc. • Assist worker with getting to and from work if medically supported; usually for lower body injuries.

  9. RTW: Keys to Success • For a successful RTW program, you need to: • Establish supportive workplace policies and climate, including: • Communication strategies • Physical environment • Ensure communication and cooperation between the: • Workers • Healthcare professionals • Union representatives (or worker representatives)

  10. RTW: Keys to Success Con’t • For a successful RTW program, you need to: • Provide offers of modified work • Implement or provide educational programs for managers/ supervisors • Conduct on-going evaluations of the program

  11. Roles of key stakeholders Q. How do these stakeholders contribute to a successful RTW program? • Employers and supervisors • Workers • Co-workers • Union representative (or worker representative) • Health care provider • WorkSafeBC • External Disability Management Organizations (if applicable) Q: in your current RTW program, which stakeholders are you not engaging, or could engage more?

  12. Reflection Recover at Work at your organization or care site: • What does your organization/care site have in place to support a RTW program? • What aspects are working well? • What aspects need improvement or might be missing?

  13. Summary • RTW program enables employees to return to work (or recover at work) safely and effectively. • Using best practices around RTW saves $$ and improve workplace culture. • The keys to success for a program include: • Having a culture that creates a supportive work environment • Effective communication between stakeholders, and cooperation between labour-management • Offering modified work • Ensuring managers, supervisors are trained in policies and procedures • Evaluating your program

  14. Designing & Implementing an Effective RTW Program • By the end of this session, you will: • Understand the roadmap associated with a return-to-work (RTW) or recover-at-work program, including the roles of various stakeholders in each step. • Identify strategies to streamline your care site/organization’s program, and understanding different implementation approaches to increase the effectiveness of a care site/organizations’ programs. • Be familiar with and have access to practical tools and resources to help reinvigorate your care site/organization’s program.

  15. RTW roadmap • See handout provided

  16. When an injury occurs – First steps • Think about your care site or organization: • Who do staff go to when someone is injured at work? • Who provides first aid? • What is the next step after worker receives first aid? • What links are there from this process to safety management systems? (hint: think prevention). • What role does WorkSafeBC have at this point?

  17. When an injury occurs – First steps • Discussion Question: • What are some examples of how your care site/ organization demonstrates asupportive culturewhen injuries first occur?

  18. When an injury occurs – First steps • Why report an injury early? • Investigate and correct the underlying cause for the injury • Early identification of an issue means an injury can be treated more effectively and successfully. • May make the difference between a time-loss claim and no time-loss claim (health care-only)

  19. When an injury occurs – First steps Take away Message: Wherever possible, begin a conversation with the worker to let them know about the possibility of modified duties, and encourage them to stay at work!

  20. When an injury occurs – More medical aid required • Think about your care site or organization: • What happens at your site if someone needs to see their health care provider, and how long does it typically take? • What info do you as the employer communicate to the healthcare provider? • What customized follow-up schedule (that you and the worker agree on) do you have? • How is information communicated to the staff member during this process?

  21. When an injury occurs – More medical aid required • Take Away Messages: • Staff member’s healthcare provider is an important member of the RTW team. • Provide RTW package to injured staff member which includes: • Letter to the healthcare provider • Healthcare provider RTW planning form • Letter to the staff member • Anything else? • Establish follow up meeting time with staff member & involve the staff member in the RTW planning process.

  22. When an injury occurs – Offer suitable modified duties • Think about a particular case where you modified the duties for an injured worker: • What modified duties did you have them do? • How do you identify them? • Who was involved in the conversation? • How would you describe the culture around modified duties at your care site?

  23. When an injury occurs – Offer suitable modified duties Benefit of Modified Duties: • Decrease the length and cost of the claim. • Increase the likelihood that an injured staff member will successfully recover from the injury. • More likely to result in a successful return* (*when developed with input from injured worker & union/worker representative)

  24. When an injury occurs - Staff who are on modified duties / monitoring progress Take Away Messages: • Supervisors and coworkers support injured staff in their modified duties. • Educate staff about care site/ organization’s policy on Recover at Work. • Appreciate the injured staff member’s contributions to the care site/ organization while they are on modified duties and check in regularly. • Engage the injured staff member as an equal partner in the process.

  25. What happens if…? • Think about a specific modified duty case at your organization that didn’t go smoothly… • How would you address this problem in the future?

  26. Summary • An effective RTW program involves elements of leadership, culture, proactive planning, and collaboration. • Effective programs have clear processes that are strategically -communicated. • Effective programs are a team effort.

  27. Conclusion • Thank-you • & • Questions?

More Related