What Makes a Good Return-to-Work Program?
A return-to-work program is a legally mandated action plan detailing how the company and its stakeholders can help a recovering worker be integrated into the workplace again.
RTW is created with consideration of the worker’s medical certificate. RTW’s must ensure that the work initially assigned to the employee is appropriate with their level of recovery. The program can go on for weeks, even months until the worker is fully recovered and back to regular productivity.
An effective return-to-work program is beneficial for both the company and the employee. It’s good for the company because it avoids additional healthcare costs brought by any stress and injury the worker may endure on the job. The worker also gains from a well-constructed RTW because they can start their post injury tasks and earning again.
There many factors that make up a successful RTW– early contact with a work supervisor and efficient claims management being a few of these, according to Safe Work Australia. If you ask us, we think the following efforts are also essential.
Keep employees informed. You’ll need as much support for the RTW program as you can. The best way to gain this is to educate employees and rank leaders alike about its benefits for the company and the employee. You can do educational programs containing a copy of the RTW document and policies surrounding the program. Leaflets, flyers, and bulletin board advisories could also do the trick. If you want to go the extra mile, you can organise educational programs to your managers such as “work health and safety for managers and supervisors training” courses.
Support from leaders. Since managers and supervisors work closely with the recovering employee, they can ensure that the workers’ immediate environment is compliant with RTW guidelines. Leaders are also the trendsetters of organizational culture. With their support and cooperation in the program, they can provide an example for others to follow and consider as the norm.
Elect a health and safety representative. The person assigned as HSR could help you with tasks such as consultation with employees, assisting in compliance, assisting in identifying hazards that can cause injuries, and providing colleagues with information regarding RTW.
Create a temporary job description that’s at par with the employee’s skills. When planning for an RTW, keep the employee’s skills and knowledge in mind. It’s important that they remain motivated and interested in what to do despite their physical limitations. Motivation plays an important role in productivity and consistency. Give your employee the chance to feel driven.
Need help with your return-to-work programs? We got you covered. We can work together to train your managers to WHS for Managers and Supervisors and we can develop customised induction programs and help your organisation to improve mind set in safety culture.
Let’s discuss more of this in detail. Give us a call at 07 5499 2406 or visit our https://whsandtrainingcompliance.com.au/.