Workers’ Compensation Regulator Hello and welcome! The webinar will commence shortly. Here is some help to get you started…
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.
Workers’ Compensation Regulator Effective Return to Work Coordination Opinions and Best Practice Anita Johnston 15 April 2015
How to make the most of your webinar • Ask questions using the Q&A section – on right of screen throughout the presentation • Actively participate in polling questions – on right of screen when presenter activates • Complete the Webinar evaluation survey at the end to ensure the Workers’ Compensation Regulator delivers topics to support you and your workplace. 3
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. 5
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 since 2008, Australia's leading subsurface utility investigation, locating and mapping provider. Anita is studying a Masters of Human Resource Management, and received the Workers' Compensation Regulator Return to Work Coordinator Achievement Award in 2014. 6
Overview 1.Effective Return to Work Environments 2.Successful strategies and tools 3.Interactive Q&A time 7
Poll Question 1 – Industry profile Q: What industry do you work in? (please use Poll on your right) • Accommodation and Food Services • Manufacturing • Administration and Support • Mining Services • Other Services • Agriculture, Forestry and Fishing • Professional Scientific and Technical • Construction Services • Education and Training • Public Administration and Safety • Electricity, Gas, Water and Waste • Rental, Hiring and Real-estate Services • Retails Trade • Financial and Insurance Services • Transport, Postal and Warehousing • Healthcare and Social Assistance • Wholesale Trade • Information Media and • Other Telecommunications 8
Claims prevalence per Industry Source: Safe Work Australia, National Dataset, October 2013 9 https://www.worksafe.qld.gov.au/forms-and-resources/statistics/queensland-performance-against-national-strategy-targets
1. Effective Return to Work Environments Developing Maturing Return to Work Return to Work company culture company culture 9
Continuum of RTW company culture Developing Maturing Return to Work Return to Work company culture 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. 11
Continuum of RTW company culture Developing Maturing Return to Work Return to Work company culture company culture • Culture of blame and under-reporting of issues • Open communication and effective training • No known/agreed RTW responsibilities • Continual improvement welcomed • ‘Us’ versus ‘Them’ management style • Supervisors actively drive the RTW process • RTW assigned to one role (not each supervisor) • Strong, proactive Treatment Provider support • Supervisors not trained in Return to Work skillset • Lower than average Staff Turnover • Worker’s own GP is default Treatment Provider • High Morale and strong customer satisfaction • No close relationship with Treatment Providers • Number of claims below industry average • Suitable Duties not developed for roles • Claim durations shorter than industry average • High staff turnover, low morale. • Premiums lower than industry average. 12
Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd • Worker injured Injured Worker’s Perspective • 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… 13
Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd Management’s Perspective • 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 14
Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd Treatment Provider’s • GP isn’t familiar with workplace, Perspective 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… 15
Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd Outcome for all stakeholders • GP assigns worker to stay at home for set time • Worker stays at home, becomes isolated … 16
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 B C 70% 80% 85% 50% 65% 75% 35% 55% 60 % 17
Poll Answer 2 – Impact of time off work Realising the Health Benefits of Work , Position Paper (April 2010, Australasian Faculty of Occupational and Environmental Medicine) 18
2. Successful RTW Strategies Prepare for success Know your staff and their roles Build Workplace/Treatment Provider relationships Foster companywide RTW Supervisor skills. 19
2. Successful RTW Strategies Prepare for success Develop 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.) 20
2. Successful RTW Strategies & Tools Prepare for success Know your staff and their roles Build Workplace/Treatment Provider relationships Foster companywide RTW Supervisor skills 21
2. Successful RTW Strategies & Tools Know your staff and their roles Get to know Supervisors, workers and duties in various roles Get break downs of duties in various roles (from Supervisors) Engage Occupational Physiotherapist or similar if possible 22
2. Successful RTW Strategies & Tools Prepare for success Know your staff and their roles Build Workplace/Treatment Provider relationships Foster companywide RTW Supervisor skills 23
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 various Positive RTW engagement with Occ. Physician and IW. roles being done, or use photos/videos – a great training tool, and develops staff trust in the RTW process. 24
2. Successful RTW Strategies & Tools Prepare for success Know your staff and their roles Build Workplace/Treatment Provider relationships Foster companywide RTW Supervisor skills 25
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. 26
Recommend
More recommend