NB Context
The process of Return To Work (RTW) after a prolonged illness is becoming increasingly important in medical-rehabilitative care and the cost of claims has increased by more than $ 300 million in five years (2014-2018, SafeWork New Brunswick). Considering this reality, this is why NB+ had developed a plan that facilitates the RTW, in order to plan the costs and improve the retention of our workforce (in the long term) after extended leave.
RTW plan is a dynamic process that target individual, work-related, structural, and environmental levels . One measure that helps employees ease back into the workplace and enables a sustainable RTW is Gradual Return To Work (GRTW). As a result, a good plan is to adapt to the therapeutic objectives, the GRTW is an integrating measure which intends to positively influence the process of recovery and rehabilitation of our employees. Therefore, an adjusted workload is recommended based on the employee’s medical situation. Consequently, the administration of an organization needs to make adjustments to the workplace when its employees return to work (and during the return ) after extended leave. Returning employees are in contact with a range of systems and stakeholders (SafeWork New Brunswick, Manager, Lawyer, Physician, Claims adjuster/case, Physical therapist, Ergonomist or vocational consultant, Independent medical examiner and Workplace Psychologist ) during the GRTW process, that each have different goals, needs, and expectations. For us, work-related tasks and workload are carried out in a progressive manner (or increased in stages) through appropriate workplace adjustments, such as: additional manpower , discontinuation of night shifts, adaptation of the job content, improved workplace communication and workplace shadowing.
The Big Support by Your Organization
To achieve a good GRTW after extended leave sick, your organization needs to have a workplace psychologist who ensures that you coordinate well the internal and the external process between the different social and rehabilitation systems , which will lead to a successful transition (duration time until returning to regular working hours). Certainly, gradual reintegration is essential for the integration management business process, to which employers have been obliged by “Workers’ Compensation Act” since 1975 (and operated by SafeWork New Brunswick). As soon as the form 67 is sent to SafeWork New Brunswick, this one has established a regular medical examination before and during all the process (clear to duty until full resumption of work). This will lead to the creation of a very rigorous procedure for the regular mental and physical wellness checks. Indeed, the patient-worker has the obligation to be followed very closely.
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