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Workers’ Compensation Regulator
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Anita Johnston15 April 2015
Workers’ Compensation Regulator
Effective Return to Work CoordinationOpinions and Best Practice
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Webinar help
Connecting to Audio:1. Open the Audio Conference dialog from the Quick Start, if it does not appear automatically.
3. In the Audio Conference dialog box, select ‘Call Using Computer’
4. A headset icon appears next to your name to indicate that you are using your computer in the audio conference, and a mute icon appears next to this.
5. You can switch from using your computer as your audio device to using your telephone at any time during the audio conference.
If you continue to have audio problems, please use the chat feature on the right hand side and we will be able to assist you.
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Presenter: Anita Johnston
Anita is a national Human Resources Manager with 18 years' experience in the construction, retail, hospitality and financial services sectors.
She has worked for the Vac Group since2008, Australia's leading subsurface utilityinvestigation, locating and mapping provider.
Anita is studying a Masters of HumanResource Management, and received theWorkers' Compensation Regulator Return toWork Coordinator Achievement Award in2014.
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Overview
1.Effective Return to Work Environments
2.Successful strategies and tools
3. Interactive Q&A time
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Poll Question 1 – Industry profile
Q: What industry do you work in? (please use Poll on your right)
• Accommodation and Food Services• Administration and Support
Services• Agriculture, Forestry and Fishing• Construction• Education and Training• Electricity, Gas, Water and Waste
Services• Financial and Insurance Services• Healthcare and Social Assistance• Information Media and
Telecommunications
• Manufacturing• Mining• Other Services• Professional Scientific and Technical
Services• Public Administration and Safety• Rental, Hiring and Real-estate• Retails Trade• Transport, Postal and Warehousing• Wholesale Trade• Other
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Claims prevalence per Industry
https://www.worksafe.qld.gov.au/forms-and-resources/statistics/queensland-performance-against-national-strategy-targetsSource: Safe Work Australia, National Dataset, October 2013 9
1. Effective Return to Work Environments
MaturingReturn to Work
company culture
DevelopingReturn to Work
company culture
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Continuum of RTW company culture
MaturingReturn to Work
company culture
DevelopingReturn to Work
company culture
• Culture of blame and under-reporting of issues• No known/agreed RTW responsibilities• ‘Us’ versus ‘Them’ management style• RTW assigned to one role (not each supervisor)• Supervisors not trained in Return to Work skillset• Worker’s own GP is default Treatment Provider• No close relationship with Treatment Providers• Suitable Duties not developed for roles• High staff turnover, low morale.
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Continuum of RTW company culture
MaturingReturn to Work
company culture
DevelopingReturn to Work
company culture
• Open communication and effective training• Continual improvement welcomed• Supervisors actively drive the RTW process• Strong, proactive Treatment Provider support• Lower than average Staff Turnover• High Morale and strong customer satisfaction• Number of claims below industry average• Claim durations shorter than industry average• Premiums lower than industry average.
• Culture of blame and under-reporting of issues• No known/agreed RTW responsibilities• ‘Us’ versus ‘Them’ management style• RTW assigned to one role (not each supervisor)• Supervisors not trained in Return to Work skillset• Worker’s own GP is default Treatment Provider• No close relationship with Treatment Providers• Suitable Duties not developed for roles• High staff turnover, low morale.
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Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd
• Worker injured
• Unsure what to do• Knows employer won’t be impressed• No training on what to do if injured• Knows Supervisor won’t know either / isn’t easy to talk
to
• Injured Worker doesn’t alert workplace, goes to own GP…
Injured Worker’sPerspective
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• Management unaware of true costs of ineffective RTW;• disruption to the employer and the workplace• disruption to the worker's personal and work life• the employer’s staff turnover• the employer’s claims and premium cost• the chance of the worker being off work for long
periods of time(SOURCE: https://www.worksafe.qld.gov.au/service-providers/working-with-us)
• RTW appears not to be a priority
Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd
Management’sPerspective
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• GP isn’t familiar with workplace, worker’s role, or potential Suitable Duties
• GP usually writes general ‘Medical Certificates’ daily (where focus is on inability to present to work, not ability to do certain duties)
• GP not familiar with health benefits of work
• GP may take adversarial role of worker advocate, unaware that collaboration gives best health outcomes
• Worker unaware of SD, so takes lead from GP…
Treatment Provider’sPerspective
Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd
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• GP assigns worker to stay at home for set time
• Worker stays at home, becomes isolated …
Outcome for all stakeholders
Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd
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Poll Question 2 – Impact of time off work
Q: What is the chance of getting back to work(please use Poll on your right)
A
70%
50%
35%
B
80%
65%
55%
C
85%
75%
60%
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Realising the Health Benefits of Work, Position Paper (April 2010, Australasian Faculty of Occupational and Environmental Medicine)
Poll Answer 2 – Impact of time off work
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2. Successful RTW Strategies
Prepare for success
Know your staff and their roles
Build Workplace/Treatment Provider relationships
Foster companywide RTW Supervisor skills.
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2. Successful RTW Strategies
Prepare for successDevelop user-friendly RTW processes beforehand
Communicate them simply and regularly (Right from Day 1 Induction, and throughout employment)
Multiply your RTW expertise across Supervisors (Practice role-playing Injured Worker-scenarios, Visit selected Treatment Providers together, etc.)
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2. Successful RTW Strategies & Tools
Prepare for success
Know your staff and their roles
Build Workplace/Treatment Provider relationships
Foster companywide RTW Supervisor skills
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2. Successful RTW Strategies & Tools
Know your staff and their rolesGet to know Supervisors, workers and duties in various rolesGet break downs of duties in various roles (from Supervisors) Engage Occupational Physiotherapist or similar if possible
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2. Successful RTW Strategies & Tools
Prepare for success
Know your staff and their roles
Build Workplace/Treatment Provider relationships
Foster companywide RTW Supervisor skills
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2. Successful RTW Strategies & Tools
Build Workplace/Treatment Provider relationships
Don’t passively leave it for an Injured Worker to use their G.P.
Be proactive, build solid local working partnerships.
Familiarise Doctors with your workplace, roles, and Suitable Duties options they can select before an injury occurs.
Ideally invite Doctor to workplace to see variousroles being done, or use photos/videos –a great training tool, and develops staff trust in the RTW process.
Positive RTW engagement with Occ. Physician and IW.
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2. Successful RTW Strategies & Tools
Prepare for success
Know your staff and their roles
Build Workplace/Treatment Provider relationships
Foster companywide RTW Supervisor skills
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2. Successful RTW Strategies & Tools
Foster companywide RTW Supervisor skills•Empower Supervisors to drive Return to Work processes themselves with RTWC for additional support
•Review RTW procedures together for real buy-in and understanding
•Develop RTW flowchart of who is responsible for what and when
•Role-play Supervisor actions in Injured Worker/Doctor visit scenario.
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2. Successful RTW Strategies & Tools
Foster companywide RTW Supervisor skillsDistribute ‘Supervisor Fast-Response Packs’ containing; • Laminated RTW flowchart (supports IW and Supervisor’s confidence!)
• Printed Medical Centre / Hospital directions
• Emergency contact details for Supervisor / Return to Work Coordinator,
• WorkCover Claim Form blanks
• Confidentiality Consent form (authorising Coordinator to fully engage with Treatment Providers)
• WorkCover Suitable Duties Plan blanks
• List of Suitable Duties options with photos (for Treatment Providers to select appropriate ones).
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Final thoughts
READY with solutions
EMPLOYEES know you
TREATMENT Providers
UPBEAT approach
RECORD keeping
NURTURE
Continually Improve your RRTW processes, communicatethem and make them easily accessible.
Get to know Workers, their roles and Suitable Duties they can do. They’ll be confident to stay engaged and benefit from fewer Lost Time Injury days and shorter Suitable Duties times.
Offer workplace context for informed medical decisions. Explain roles, Suitable Duties, and discuss the Health Benefits of Work.
Offer solutions and expect good medical outcomes in a stressful time for IW’s and busy Treatment Providers. Focus on ability, not disability.
Being proactive when interacting with a busy healthcare system to keep files current and complete. Trust and written consent are great tools to success.
“Who Cares for the (RTW) Caregivers?” Keep yourself well-supported for long-term success. Use networking, get involved in RTW Awards, Conferences and DJAG training opportunities.
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Resources
• Visit www.worksafe.qld.gov.au
• https://www.worksafe.qld.gov.au/forms-and-resources/statistics/queensland-performance-against-national-strategy-targets
• https://www.worksafe.qld.gov.au/slaws-and-compliance/workers-compesnations-laws
• https://www.worksafe.qld.gov.au/service-providers/working-with-us
• www.rtwmatters.org
• Realising the Health Benefits of Work, Position Paper (April 2010, Australasian Faculty of Occupational and Environmental Medicine)
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Resources Continued…
• Sign up for free eNEWS email subscription service
• Visit www.worksafe.qld.gov.au– People at Work project– Work-related stress tip sheets– Resolve at Work rehabilitation providers
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Questions
Visit the Return to Work Facebook Community
www.facebook.com/RRTWCnetwork/
Return to Work Coordinator Community
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North Queensland Return to Work Conference and Expo
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Work health and wellbeing leadership forums
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