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Dec 11, 2022 44 likes •388 views

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

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Workers’ Compensation Regulator

Hello and welcome!

The webinar will commence

  • shortly. Here is some help to

get you started…

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SLIDE 2

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.

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Anita Johnston 15 April 2015

Workers’ Compensation Regulator

Effective Return to Work Coordination

Opinions and Best Practice

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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.

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SLIDE 5

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

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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

  • f

Human Resource Management, and received the Workers' Compensation Regulator Return to Work Coordinator Achievement Award in 2014.

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Overview

1.Effective Return to Work Environments 2.Successful strategies and tools 3.Interactive Q&A time

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Poll Question 1 – Industry profile

Q: What industry do you work in?

(please use Poll on your right)

  • Accommodation and Food Services
  • Administration and Support

Services

  • Agriculture, Forestry and Fishing
  • Construction
  • Education and Training
  • Electricity, Gas, Water and Waste

Services

  • Financial and Insurance Services
  • Healthcare and Social Assistance
  • Information Media and

Telecommunications

  • Manufacturing
  • Mining
  • Other Services
  • Professional Scientific and Technical

Services

  • Public Administration and Safety
  • Rental, Hiring and Real-estate
  • Retails Trade
  • Transport, Postal and Warehousing
  • Wholesale Trade
  • Other

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Claims prevalence per Industry

https://www.worksafe.qld.gov.au/forms-and-resources/statistics/queensland-performance-against-national-strategy-targets

Source: Safe Work Australia, National Dataset, October 2013

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  • 1. Effective Return to Work Environments

Maturing Return to Work company culture Developing Return to Work company culture

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Continuum of RTW company culture

Maturing Return to Work company culture Developing Return to Work 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.

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Continuum of RTW company culture

Maturing Return to Work company culture Developing Return to Work company culture

  • Open communication and effective training
  • Continual improvement welcomed
  • Supervisors actively drive the RTW process
  • Strong, proactive Treatment Provider support
  • Lower than average Staff Turnover
  • High Morale and strong customer satisfaction
  • Number of claims below industry average
  • Claim durations shorter than industry average
  • Premiums lower than industry average.
  • 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.

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Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd

  • Worker injured
  • 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
  • wn GP…

Injured Worker’s Perspective

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  • Management unaware of true costs
  • f 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

Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd

Management’s Perspective

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  • GP isn’t familiar with workplace,

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…

Treatment Provider’s Perspective

Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd

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  • GP assigns worker to stay at home for set time
  • Worker stays at home, becomes isolated …

Outcome for all stakeholders

Under-developed RTW system at ‘She’ll Be Right’ Pty Ltd

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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 70% 50% 35% B 80% 65% 55% C 85% 75% 60%

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Realising the Health Benefits of Work, Position Paper (April 2010, Australasian Faculty of Occupational and Environmental Medicine)

Poll Answer 2 – Impact of time off work

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  • 2. Successful RTW Strategies

 Prepare for success  Know your staff and their roles  Build Workplace/Treatment Provider relationships  Foster companywide RTW Supervisor skills.

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  • 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.)

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  • 2. Successful RTW Strategies & Tools

 Prepare for success  Know your staff and their roles  Build Workplace/Treatment Provider relationships  Foster companywide RTW Supervisor skills

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  • 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

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  • 2. Successful RTW Strategies & Tools

 Prepare for success  Know your staff and their roles  Build Workplace/Treatment Provider relationships  Foster companywide RTW Supervisor skills

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  • 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 roles being done, or use photos/videos – a great training tool, and develops staff trust in the RTW process.

Positive RTW engagement with

  • Occ. Physician and IW.

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  • 2. Successful RTW Strategies & Tools

 Prepare for success  Know your staff and their roles  Build Workplace/Treatment Provider relationships  Foster companywide RTW Supervisor skills

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  • 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.

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  • 2. Successful RTW Strategies & Tools

 Foster companywide RTW Supervisor skills

Distribute ‘Supervisor Fast-Response Packs’ containing;

  • Laminated RTW flowchart (supports IW and Supervisor’s confidence!)
  • Printed Medical Centre / Hospital directions
  • Emergency contact details for Supervisor / Return to Work Coordinator,
  • WorkCover Claim Form blanks
  • Confidentiality Consent form (authorising Coordinator to fully engage with

Treatment Providers)

  • WorkCover Suitable Duties Plan blanks
  • List of Suitable Duties options with photos (for Treatment Providers to select

appropriate ones). 27

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Final thoughts

READY with solutions EMPLOYEES know you TREATMENT Providers UPBEAT approach RECORD keeping NURTURE

Continually Improve your RRTW processes, communicate them and make them easily accessible. Get to know Workers, their roles and Suitable Duties they can do. They’ll be confident to stay engaged and benefit from fewer Lost Time Injury days and shorter Suitable Duties times. Offer workplace context for informed medical decisions. Explain roles, Suitable Duties, and discuss the Health Benefits of Work. Offer solutions and expect good medical outcomes in a stressful time for IW’s and busy Treatment Providers. Focus on ability, not disability. Being proactive when interacting with a busy healthcare system to keep files current and complete. Trust and written consent are great tools to success. “Who Cares for the (RTW) Caregivers?” Keep yourself well- supported for long-term success. Use networking, get involved in RTW Awards, Conferences and DJAG training opportunities.

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Resources

  • Visit www.worksafe.qld.gov.au
  • https://www.worksafe.qld.gov.au/forms-and-

resources/statistics/queensland-performance-against-national-strategy- targets

  • https://www.worksafe.qld.gov.au/slaws-and-compliance/workers-

compesnations-laws

  • https://www.worksafe.qld.gov.au/service-providers/working-with-us
  • www.rtwmatters.org
  • Realising the Health Benefits of Work, Position Paper (April 2010,

Australasian Faculty of Occupational and Environmental Medicine)

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Resources Continued…

  • Sign up for free eNEWS email subscription

service

  • Visit www.worksafe.qld.gov.au

– People at Work project – Work-related stress tip sheets – Resolve at Work rehabilitation providers

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Questions

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Visit the Return to Work Facebook Community www.facebook.com/RRTWCnetwork/

Return to Work Coordinator Community

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North Queensland Return to Work Conference and Expo

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Work health and wellbeing leadership forums

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