This document provides guidance on injury management for Charles Sturt University managers and supervisors. It outlines the university's injury management process, including accident reporting, investigations, ergonomic assessments, workers' compensation claims management, and return to work programs. The roles and responsibilities of managers, supervisors, and the injury management unit are described. Resources for injury prevention and management are also listed.

1. Injury Management
A Guide for Managers and
Supervisors of Staff at
Charles Sturt University

2. Division of Human Resources
 Attract employees
 Maintain employees
 Retain employees
The aim of the Division of Human Resources
is to:

3.  Employee Relations
 Personnel Administration
 Equal Employment Opportunities
 Staff Development
 Environment Health and Safety
Maintaining Employees
is managed in the following key areas
within the Division of Human Resources

4. Environment Health and Safety
• Accident and Incident Reporting
• Accident and Incident Investigations
• Ergonomic Assessments
• Special Needs Equipment
• Workers Compensation Claims Management
• Return to Work Programs
Injury Management
The Injury Management Unit falls under the
EHS section and is responsible for:

5. Accident and Incident Reporting
• For every accident/incident, a report form should be completed.
• This form can be located at
http://www.csu.edu.au/division/healsafe/textdocs/forms/AccIncRep.doc
or from your campus Human Resources office.
• Supply as much detail as possible when
completing an Accident/Incident Report Form.
• This form should be forwarded to the Human
Resources office at Wagga Wagga within 24 hours
of an accident or injury occurring.

6. Accident and Incident
Investigations
Once the injury management staff receive a report, they
will determine whether that particular accident/incident
requires an investigation.
You will be notified if an investigation is required. It is
important that you consult with and include the injured
employee when completing the investigation.
All investigations should be completed by the due date
stated and returned to Human Resources.
You do not have to wait for an investigation to be requested.
You can elect to do your own investigation.

7. Ergonomic Assessments
There is a presentation available
for staff on how they can best
set up their workstation by
following the link below -
Office ergonomics involves providing adequate
equipment such as desks, chairs, computing, lighting
and storage facilities.
Presentations

8. Ergonomic Assessments
Self Assessment
Staff can, in the first instance, assess their own workstations. There is
a checklist available at the following link: Ergonomic Assessment
Supervisors are to sign off on the completed checklist and ensure a
copy has been forwarded to EHS, Division of Human Resources Wagga
Wagga.
One-on-One Assessment
If a self assessment does not satisfy the needs of a staff
member, or if a self assessment has proved there is a need,
a one-on-one assessment can be conducted with an
Environment Health and Safety representative.

9. Special Needs Equipment
The equipment is available to any staff member
who may wish to:
• Trial equipment prior to purchase.
• Borrow equipment whilst awaiting the delivery of similar
equipment on order.
• Borrow equipment pending Workcover Authority’s approval of a
Section 53 application.
There is a small pool of special needs equipment through each Human
Resource Office to ensure that frequently required special needs items
are readily accessible to staff members, in a timely fashion.

10. Special Needs Equipment
Equipment includes document holders, wrist rests,
keyboards and much more.
While all staff may request to borrow equipment, priority
will be given to staff members with an injury or illness. As
such, equipment that has been issued for trial purposes
only, may be recovered by the campus Return to Work
Coordinator at a date earlier than that agreed to.
For a complete listing of equipment, visit the Environment Health and
Safety Website and search for Special Needs Equipment under ‘S’.

11. Workers Compensation
Claims Management
The Injury Management Unit handles the administration and management
of all workers compensation claims. They will:
 Establish an Injury Management File.
 Review all medical certificates and medical advice as it comes to hand.
 Coordinate return to work plans, as required.
 Engage the services of a rehabilitation provider, as required.
 Administer and manage all workers compensation claims.
 Forward all workers compensation documentation to the University’s
workers compensation insurer.

12. Return to Work Programs
Return to Work Programs are not limited to staff
who have injured themselves at work.
They can also be developed to assist staff members
who are returning to work from a non work related
injury or illness.

13. Return to Work Goals
 to the same job, same employer
 to a different job, same employer
 to a different job, different employer
The purpose of a return to work plan is to
return the injured or ill worker:

14. Return to Work Strategies
 Return to reduced hours, suitable duties
 Return to reduced hours, normal duties
 Return to full hours, suitable duties
 Return to full hours, normal duties
 Skills assessment for different job, same employer
 Vocational training for different job, different employer

15. Key Participants
 Injured Worker
 Return to Work Coordinator (Human Resources)
 Insurer (Workers Compensation)
 Treating Doctor
 Rehabilitation Provider
 Union and/or Legal Representative
The key participants in the Return to Work
Program are:

16. Injury Management
Service Providers
• Return to Work Coordinator
• Employee Assistance Program
• Rehabilitation Provider
• Workcover Authority of NSW
• Workers Compensation Insurer
• Doctors
• Physiotherapists
• Other Medical Providers
• Supervisors and Managers
• Co-workers

17. The Function of the
Supervisor or Manager
Supervisors and Managers play an important role in the
Injury Management Process.
We have outlined some ways in which you can assist the
injury management process to be more time and cost
effective.

18. What is Your Role in
Injury Management?
• Ensure all accidents and incidents have been reported and any
investigations are completed within timeframes
• Contact your campus Human Resources office to request an
ergonomic assessment for staff who have identified problems with their
work environment.
• Ensure staff are adequately skilled to operate equipment.
• Think about stocking/providing some basic equipment aids such as foot
rests, wrist rests, document holders or a spare monitor arm.
• Offer support. Sustaining an injury or illness can be as psychologically
devastating as it is physical.
• Be actively involved in Return to Work Programs.

19. Finding Suitable Duties
• Establish a Suitable Duties Register.
• Know the inherent requirements of the job and be familiar with the
Duty Statement.
• Dissect core tasks - in many cases some functions within the task
are suitable, but the description of the whole task itself, is not.
• Identify the duties that may be suitable, based on medical advice
and at each Return to Work Program Review.

20. What Will Managing an
Injury Cost You?
• Additional time required to manage an injured worker and to
organise and provide necessary assistance.
• Time required to manage the impact on other staff.
• Equipment and aids, as recommended by appropriate providers.
• Initial time lost through injury.
• Training replacement/casual staff.
• The longer the period between date of injury and date of return to
work, the more likely the cost of a workers compensation claim will
increase through rehabilitation, wage reimbursement, legal fees,
lump sum payments.

21. How Will Managing an
Injury Benefit You?
Managing an injury has many benefits:
• Reduces costs to the organisation and increases staff productivity.
• Staff member feels valued as an employee
– Staff who feel their contribution to the organisation is valued, are
likely to be more productive.
• Reduces lost time
– Reducing the amount of time lost through injury in turn reduces the
costs to the University in terms of productivity and workers
compensation premiums.

22. How Will Managing an
Injury Benefit You?
• Ensures that necessary work is done
– Close monitoring of an injured worker’s recovery ensures return
to work plans are reviewed in a timely manner, consistent with
medical advice.
• The opportunity to multi-skill employees who may be:
– Unable to return to their normal duties, due to injury.
– Required to assist an injured co-worker by undertaking some of
their duties.
• Ensures that the University is complying with legislative
requirements.

23. Resources
 Employee Self Assessment
 Ergonomic and Manual Handling
Presentations
 Guidelines
 Special Needs Equipment
Please visit our injury management web page for
information and tools including :
Alternatively, contact an injury management staff
member on your campus

24. Injury Management Contacts
Albury-Wodonga, Canberra, Goulburn, Manly, North Parramatta, Wagga Wagga
Annette Combs, Human Resources Office (EHS)
Lower Floor, Graham Building, Locked Bag 588, WAGGA WAGGA NSW 2678
Telephone: (02) 6933 2884
Facsimile: (02) 6933 4005
Email: acombs@csu.edu.au
•
Bathurst, Canada, Dubbo, Orange
To be advised, Human Resources Officer (EHS)
Upper Floor, Phillips Building, Private Mail Bag 29, BATHURST NSW 2795
Telephone: (02) 6338 4338
Facsimile: (02) 6338 4406
Email:
• Libbie Tyburski
Administration Assistant (Injury Management)
Upper Floor, Phillips Building, Private Mail Bag 29, BATHURST NSW 2795
Telephone: (02) 6338 4998
Facsimile: (02) 6338 4406
Email : ltyburski@csu.edu.au