| Fact Sheet - Managing Someone Returning to Work |
DOWNLOAD THIS FACT SHEET IN PDF FORMATNot all disabilities are present at birth. Many people can acquire disability through an accident, the ageing process or illness. A successful return to work for an employee with an acquired disability requires some simple planning on behalf of the employer and the employee. It is essential to communicate before the employee returns to work to cover the following questions: Does a clear description exist of the inherent job requirements? Inherent job requirements are tasks that must be carried out in order to get the job done. This information can be found in a duty statement or job description that is often part of an employee’s employment contract. The duty statement should be reviewed to check whether any modifications or adjustments are required to assist the employee complete the job requirements. The review should consider the following: Is there a clear shared understanding of the employees abilities and relevant restrictions? The employee with disability will be the best source of information about this. However it is important to confirm that the employee has received medical approval to return to work and to determine whether the return to work will be gradual or immediate. For clarity, a duty statement or job description should be forwarded to the worker’s GP or health practitioner to ensure informed approval for a return to work is obtained. Specific instructions should be sought as to whether a graduated start is required, that is reduced days and/or hours initially, also whether restricted duties are required for a short period. Upgrading to full hours and duties may only take 2-4 weeks and it is valuable as it allows the worker to gradually develop work specific fitness and assists in managing any anxieties regarding the return to work. Is there an agreed plan for the specific details of returning to work? Communicate prior to the return to work date to allow an open discussion about any parts of the role or workplace that may need modification. Professional assistance may be required if an employee’s disability is significant or if their disability requires significant modifications or adjustments. A workplace assessment could be undertaken to evaluate the employee’s access to the workplace and assist in determining what adjustments can be made to help the employee return to work. A Return to Work Plan (RTW Plan) is a helpful document which should be prepared by the employer (or an assisting rehabilitation professional) for any return to work. Your relevant state or territory WorkCover Authority can assist you with a Return to Work Plan. The RTW Plan needs to clearly spell out job title and summary of duties, starting and finishing times, break times, and any specific restrictions or recommendations (as per medical certificate). In addition, it needs to clearly identify the supervisors or managers responsible for monitoring progress. If a gradual return to work is in place, a time schedule for upgrades needs to be included – these can always be modified in the future. Finally, the plan should be gone through in detail with the significant parties on the day the worker returns to work. All parties should sign off to indicate their agreement to and understanding of their obligations as part of the plan. Useful resources are rehabilitation and employment disability specialists. These are organisations that specialise in employment issues for people with disability. It is also important to establish a system for monitoring and managing any new issues in the initial return to work period. Planning a Return to Work Without Professional Assistance When planning the return to work of an employee without professional assistance, it is important to consider the following: For general mobility, check all necessary areas are accessible. Include meeting rooms, amenities and general staff areas. For example: Also check general positioning of shared materials needed to carry out basic duties, and how this will impact on the employee’s colleagues. Changes to work flow and work systems Consider task rotation within the employee’s duty list to accommodate any new tolerances. Colleagues A successful return to work requires clear and appropriate communication with all direct work colleagues so as to avoid misunderstanding and anxiety caused by contradicting expectations. To assist work colleagues with return to work situations consider the following strategies: · Work colleagues are a valuable resource when considering task modifications and inherent job requirements. Brainstorming opportunities can assist with this process, particularly if the modifications have the potential to impact on work colleagues. Related hyperlinks: Independent Living Centres
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