Managing A Colleague’s Rehabilitation And Return To Work Program

Section A and B requirements

Checking your organisation’s workers’ compensation insurance policy

In the modern era, it is crucial for businesses to ensure that they are maintaining an effective workers’ compensation insurance policy. At the same time, employers are required to ensure that the compensation insurance policy includes all legislations and legal laws. ADOC is the most renowned construction company of Australia, and till now the selected business has completed more than 3500 projects in the country.

It has been evaluated that ADOC’s workers’ compensation insurance policy is highly effective as it includes legislation such as The Safety, Rehabilitation, and Compensation Act 1988 and at the same time it emphasizes on continuous improvement in its process (Bethge et al. 2015). The Act reflects that fact that the organization is responsible for paying adequate compensation to employees in case if the injury at work has resulted in impairment, death, and incapacity of work.    

The claim of the worker with regards to compensation is processed under the guidelines and practices mentioned in section 53, 54 and 57 of The Safety, Rehabilitation and Compensation Act 1988. To get the compensation claim, the injured employee is required to provide a written notice of injury to the HR department of ADOC. In situations when the employee dies, the personal representative of the employee is responsible to process the claim and get adequate compensation (Costas & Kärreman 2013). Apart from this, ADOC also encourage the employee to undergo medical examination for carrying out processing of the claim.

It has been analyzed that the claim is under the guidelines and compensation criteria developed by ADOC. The claim is appropriate as per the instructions and all the practices which are mentioned in The Safety, Rehabilitation and Compensation Act 1988.   

Here, the selected rehabilitation provider is going to be Injury Treatment Pty Ltd – NSW. The rehabilitation provider has been selected by the injured person only as it has his right to do so. The construction company will notify the rehabilitation provider about the accident which happened at workplace and the best possible treatment of the same

ADOC will also consult with rehabilitation provider and treating doctor about the health and safety of the injured person. Here, the consultation will be related to areas such as how much damage has been caused to the worker, what treatment can be done, the time required for recovery and any risk associated with the process of treatment (Morin et al. 2016).  

Confirming worker’s compensation insurance policy

It is the responsibility of the employer to ensure that the injured person returns to work as soon as possible. The primary purpose of workplace rehabilitation is to provide adequate support and assistance to an injured employee in returning to the work. Apart from this, it is the responsibility of the employer to develop and offer alternative duties to the injured employee. In the present case, duties such as routine office work can be provided to the employee. The job redesign program to achieve a successful return to work is mentioned below as:

• Step one– In this stage, the employer becomes aware of the accident which has taken place in the workplace. In addition to this sign, boards are near the machine to prevent further injury.
• Step two– The case manager is provided with adequate information about the accident which has happened at the construction site of ADOC.
• Step three- Here, the case manager has decided the accident is serious, and rehabilitation assessment is required on a priority basis (Martin, Woods & Dawkins 2015).
• Step four– The case manager and worker approach to rehabilitation provider.
• Step five– After talking consultation from rehabilitation provider, it has been decided that rehabilitation is required to make employee return to work.
• Step six-In this stage, the injured worker undergoes through the treatment under close observation of rehabilitation provider, doctor and case manager.
• Step seven-A closure form is signed by all concerned parties, and a copy of the same is distributed to each party.

The main objective of the rehabilitation program is to ensure that the injured person returns to work as early as possible. Apart from this, changes are carried out within the enterprise so that the injury is not repeated in future. Case manager and supervisor are the two main parties from whom approval will be required in context of changes and communication plan.

 Email will be used as a channel of communication to make employees and management aware about the changes carried out at workplace to mitigate the risk.  

The discussion between the rehabilitation provider, the employee and their manager was carried out regarding injury, its causes and overall impact on health and well being of the employee. Apart from this, it can be asserted that the rehabilitation provider has asked to place proper signs and boards near the machine (Lahtinen et al. 2014). It has also been decided that only technician working in ADOC has the right to deal with electric and technical fault.   

It can be stated that breaches in return to work program can occur in a situation when the injured employee fails to participate without providing any reasonable or justified excuse for the same.

The evaluation of program efficient is carried out with the help of techniques such as return to work rate and cost of the rehabilitation program. The injured employee has taken very less time to return to work. On the other hand, the rehabilitation program was also successful as the injured employee has been treated in the best possible manner.

Albert has been working in a construction company and currently working on the recreation of office that mainly includes creating wooden furniture and tables for the office. The company is using heavy machines for cutting the wooden plank, and Albert was in-charge of that activity. One day while cutting the plank machine suddenly got stopped. Albert reviews the machine without taking any precautions and safety measures that result in gaining personal injury to him. While operating the machine Albert got the electric shock that leads to paralysis his right arm.

Processing the claim

Eventually, Albert also has the family, and he is the only individual who is earning member for his family. In this situation, the organization must engage in processes that support in managing the employee’s rehabilitation (Johnston et al. 2015). With the help of proper rehabilitation program, it supports the employee in managing their health so that they may return to work. The rehabilitation program mainly engages in three different sections that analyze the claims, establish rehabilitation and last is the monitor or evaluate rehabilitation.

The construction company mainly indulge in implementing worker’s compensation policy or legislation that is framed by the government. Each state, as well as territory, is governed by the Safety, Rehabilitation and Compensation Act 1988. This act is formed by the Australian government to protect the rights and duties of injured employees in the workplace. It is required by the organization to engage in safety measures and standards to overcome the rate of accident and injury. Through reviewing the case of Albert working in construction firm is focusing on implementing worker’s compensation insurance policy through which they provide proper rehabilitation to the staff.

The manager processes the claims according to organizational policies and legal requirement. The organization policies must involve information regarding the rights and duties of worker are related to injury as well as employers rights and duties within the organization. It’s the key duty of employer within the construction firm to protect the health of their staff through ensuring that workplace is safe and without any hazardous risk. Along with this, before processing the claim employees are required to have information regarding the actions and activities in which they are not eligible for worker’s compensation it mainly includes injury arises from self-harm or injury arising from aggravation or any chronic diseases, etc (Hannibal & Bishop 2014).

Through considering the case situation, Albert has got injured his arm due to electric shock at the workplace in this situation he is liable to process the claim.     

After processing the claim for injury, the employer must handle the disputing situation that arises at the workplace that is when the claim is made by the employee, employer required to provide first aid or medical treatment. Along with this, an employer also provides information regarding the one from whom they would make a claim.  

Workplace Rehabilitation Provider is the one hired by the employer so that injured worker may easily care for a minimum period so that they can easily join the workplace. It mainly includes change in their job role or temporary time for the job etc. however, in 2017 the right to work in Australia has been started. In this situation, construction firm must engage in allowing their workers to have rest for minimum 4-5 months so that it may heal the injury and allow them to perform their activities effectively.   

Handling a dispute

After that employer involves in providing advice for claimants regarding acceptance of their medical claim as the injury occurred at the workplace. In this situation, Albert is required to provide ongoing medical certificates that act as the proof for the successful claimant for their injury. Along with this, it has been advised that claimant must require being co-operative so that it may not result in attaining the situation of any dispute.  

However, after analysing the nature of illness as well as injury employee are required to analyse the claim. It has been assessed that with analysing the claim employers need to provide injured personnel with the certain benefits that mainly include:

• Weekly Benefits
• Medical, hospital and rehabilitation expenses
• Permanent impairment benefits
• Work injury damages

Therefore, above are the key benefits that employee gains while claiming for their injury that they occurs at the workplace.

With reviewing the projected absence of rehabilitation plan or provider it has been ensured that organization must engage in providing appropriate consultation as well as medical practitioners so that they can immediately treat the injured employees (Doogan & Playford 2014). On the other hand, it is also reflected to ensure consultation activities with the different stakeholders to ensure proper safety of the workplace.

After that company would design the return to work process that mainly consists of different stages such as-

• The first step include worker sustain injury at the workplace and get instant medical care so that they can easily recover from the injury.
• The supervisor advises manager of construction firm that employee has suffered from injury.
• The manager would take decision relate with providing rehabilitation or not.
• After that it is been refer to approved rehabilitation provider.
• Manager would review and decide whether program is needed for employee to return to work or not.
• Doctor as well as manager will monitor the implemented plan.
• After that closure form is needed to be signed by the parties that ensure proper medical care and services has been provided to them and they are ready to return to work.

In the present case Sam is the supervisor in charge of Albert return to work program. Further, sam has failed to consult with the appropriate personnel and individual has not at all support Albert.

At the time when any type of accident takes place then in such case, it is necessary to undergo commence program. During rehabilitation program, the manager can ensure that sufficient resources are available within the workplace so that it is possible to reduce the level of risk that is linked to the accident in the company. Apart from this, every kind of support needs to be provided to the employee or individual who is injured. The company is required to prepare a process through which it can be ensured that injured employee is contacted in short period of time and effective actions are taken for providing them assistance in best possible manner. Apart from this, it is necessary to involve all the stakeholders in the commence program so that proper assistance to the injured employee is possible. So, in this way, these are some of the key ingredients of the commence program.

To monitor and evaluate return to work program it is required to encourage regular feedback as well as ensuring regular communication between the provider and user so that it may easily result in providing proper and adequate care. With the help of feedback and frequent communication, it easily shares information and makes sure that parties easily understand their perspectives while rendering services. Along with this, it also plays the significant role in finding the solution to the rehabilitation plan so that it may take minimum time for the employees to get recover. Apart from this, regular communication also helps the provider to communicate with the manager regarding the health condition of the employee.

At the time when any program is developed finally then, it is necessary to evaluate it appropriately. Evaluation can be easily done on the basis of assistance provided to the injured employee. For instance, if any staff member is injured then in such case evaluation can be done like in what time period services were delivered, were they effective, etc. All these criteria can be easily undertaken with the motive to know the effectiveness of the program, and in turn, improvement is possible on the basis of overall analysis.

References

Bethge, M, Spanier, K, Neugebauer, T, Mohnberg, I & Radoschewski, FM 2015, ‘Self-Reported Poor Work Ability—An Indicator of Need for Rehabilitation? A Cross-Sectional Study of a Sample of German Employees’, American journal of physical medicine & rehabilitation, vol 94, no. 11, pp. 958-966.

Costas, J & Kärreman, D 2013, ‘Conscience as control–managing employees through CSR’, Organization, vol 20, no. 3, pp. 394-415.

Doogan, C & Playford, E 2014, ‘Supporting work for people with multiple sclerosis’, Multiple Sclerosis Journal, vol 20, no. 6, pp. 646-650.

Hannibal, K & Bishop, MD 2014, ‘Chronic stress, cortisol dysfunction, and pain: a psychoneuroendocrine rationale for stress management in pain rehabilitation’, Physical therapy, vol 94, no. 12, pp. 1816-1825.

Johnston, V, Way, K, Long, MH, Wyatt, M, Gibson, L & Shaw, WS 2015, ‘Supervisor competencies for supporting return to work: a mixed-methods study’, Journal of occupational rehabilitation, vol 25, no. 1, pp. 3-17.

Lahtinen, M, Nenonen, S, Rasila, H, Lehtelä, J, Ruohomäki, V & Reijula, K 2014, ‘Rehabilitation centers in change: participatory methods for managing redesign and renovation’, HERD: Health Environments Research & Design Journal, vol 7, no. 2, pp. 57-75.

Martin, A, Woods, M & Dawkins, S 2015, ‘Managing employees with mental health issues: Identification of conceptual and procedural knowledge for development within management education curricula ‘, Academy of Management Learning & Education, vol 14, no. 1, p. 5.

Morin, A, Meyer, JP, Bélanger, É, Boudrias, JS, Gagné, M & Parker, PD 2016, ‘Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment’, human relations, vol 69, no. 3, pp. 839-867.

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