The goal of the overall recovery process is to adequately establish an expected date when injured workers (physical or psychological) would be able (and then ready) to return to work (RTW). As you know, the discussion about the functionality of a patient-employee is not subject to confidentiality restrictions. The goal of communication with your boss is to find a way to help you (the worker) to make a good return to work, if of course the boss wants to give you (the employee) a chance, and this, with all the flexibility necessary to your medical situation. Here, the questions and issue to be shared and resolved with your boss:
- What are the functional demands of your usual job (not the duties) and can you demand less effort?
- What is your current work capacity and functional limitations?
- Is there a medical reason why you should be removed from work?
- Is there any specific activity/ exposure…you should avoid for legal, medical, security and safety reasons?
- Can you… with this functional capacity and these medical restrictions, do this particular job (again: yes or no)?
- Ways of modifying jobs/ making accommodations with your boss consent?
Your Direct Manager … will make a suggestion based on his previous life and practice experience about the RTW plan and GRTW measure. If the parties agree about the process, the employer may seek advice from the workplace psychologist to validate the process, the professional approach and to follow up with the patient-employee during transition.
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