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Catherine Gillespie & Kim Byers - Resolving issues that can arise in the RTW process
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Catherine Gillespie & Kim Byers - Resolving issues that can arise in the RTW process

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Catherine Gillespie & Kim Byers delivered the presentation at the 2014 Return to Work Forum. …

Catherine Gillespie & Kim Byers delivered the presentation at the 2014 Return to Work Forum.

The 2014 Return to Work Forum brought together speakers from multiple sectors to share best practice in return to work, injury management and rehabilitation.

For more information about the event, please visit: http://bit.ly/returntowork14

Published in: Recruiting & HR
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  • 1. Resolving issues that can arise in the RTW ProcessRTW Process Return to Work Forum 2014
  • 2. Types of issues that can impact • Strictly RTW issues • Jargon and confusing process • Time frames • Poor communications and making of assumptions • Manager and co-workers not wanting IW at work or making assumptions about restrictions and validity of claim • IW wanting to keep restricted duties as normal job • IW feels doesn’t belong, not valued – doesn’t want to come to work • IW making decisions about capabilities • Performance issues • Behavioural issues • Financial issues • Personal issues
  • 3. Strictly RTW issues • ‘Steps to resolving return to work issues’ April 2011 WorkSafe Vic • Ministerial Direction, RTW Direction NO. 1 of 2010, Accident Compensation Act 1985 (Vic) • Provide guidelines for developing own RTW Issue Resolution Procedure • Procedure should set out:• Procedure should set out: - Procedure for reporting incidents (what type of issue, who can report, how, by when, to whom) - Procedure for resolving issues (who has what responsibilities, , meetings, documentation) (Where the issue is not about Worksafe, the authorised agent, claim liability, payment of benefit/entitlement/expenses, termination/suspension of claim, conciliation or general matters that apply across the workplace not directly RTW)
  • 4. Strictly RTW issues • employer unreasonably delays or refuses to plan a worker’s RTW • employer inadequately plans a worker’s return to work • worker does not agree with the employer’s proposed suitable employment and/or return to work arrangements • employer refuses to offer worker suitable employment • employer refuses to provide or provides inadequate return to work• employer refuses to provide or provides inadequate return to work related documentation to a worker • RTW Coordinator is not nominated and appointed within the required timeframe or not considered to have adequate knowledge or seniority to perform function • employer breaches the confidentiality of a worker’s personal information as it relates to return to work • employer refuses to consult or consults inadequately with other parties about the return to work of a worker.
  • 5. Strictly RTW issues - resolution • Must convene a meeting as soon as possible but within 20 days after issue reported • Discussions – reasonable, respectful, only relevant issues, options generated and discussed, aim is resolution • Documentation – RTW Co-ord provides written summary to all• Documentation – RTW Co-ord provides written summary to all parties present at meeting within 14 days of final meeting • Suspension of meeting – meeting can be delayed, reconvened or suspended for Occupational Rehab to facilitate meeting • No outcomes – assistance from Insurer or Worksafe Advisory Service
  • 6. Impacts • These types of issues impact significantly on RTW and should be addressed immediately • Strained relationships • Secondary psych injuries to IW • Frustration by Managers and/or co-workers• Frustration by Managers and/or co-workers • Increase in time frames • Poor claims outcomes with financial impacts
  • 7. Prevention • Preference is to use effective case management to avoid issues arising • Sell the benefits of RTW to all – engage, over communicate, motivate, be positive • Overcome challenges of poor ‘buy-in’ by leaders, managers• Overcome challenges of poor ‘buy-in’ by leaders, managers and IW
  • 8. Types of issues that can impact • Strictly RTW issues • Jargon and confusing process • Time frames • Poor communications and making of assumptions • Manager and co-workers not wanting IW at work or making assumptions about restrictions and validity of claim • IW wanting to keep restricted duties as normal job • IW feels doesn’t belong, not valued – doesn’t want to come to work • IW making decisions about capabilities • Performance issues • Behavioural issues • IW Financial issues • IW Personal issues
  • 9. A need to build respectful workplaces • Constructive workplaces – respectful, affiliative, positive, outcome and achievement focused • Safe workplaces – put focus on physical and psychological safety and employee well being • Abide by legislation• Abide by legislation • Have detailed and supportive policies already in place • Have values statements and ensure these are embedded in culture • Care about efficiency & productivity and worker engagement & satisfaction • Address conflict and complaints early
  • 10. Case Studies
  • 11. Workplace Conflict Resolution • 1300 227 901 • enquiries@wpcr.com.au • www.WorkplaceConflictResolution.com.au

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