Organisational Questionnaire | ReIntegrate

Employment Maintenance and Re-Training

Tilia Boussios — Mon, 06 Oct 2008 15:36:51 GMT

Where return to work in the original position is not a suitable option for the absent worker, redeployment and re-training can be used to maintain the worker in employment on a permanent basis.

Please rate the extent to which your organisation conforms to the description of a good practice employer, by indicating which one of the three boxes best describes your organisation, for each of the activities specified:

Transitional Work Programmes

Tilia Boussios — Mon, 06 Oct 2008 15:36:43 GMT

Transitional work can be provided by combining a set of tasks, worker functions, or responsibilities into a job that the returning worker can perform safely and without the risk of injury to self or other workers. The success of transitional work programmes is only limited by the flexibility and creativity of those involved.

Return to Work Co-Ordination Knowledge and Skills

Tilia Boussios — Mon, 06 Oct 2008 15:36:08 GMT

A critical component of the return to work process is the co-ordination function. The role must balance responsibilities towards both the worker and the needs of the employer. Those responsible for return to work coordination must be properly equipped with the knowledge and skills required for the role.

Incentive Designs and Influences

Tilia Boussios — Mon, 06 Oct 2008 15:35:57 GMT

Many employers have little direct control over income replacement payments provided by statutory insurers or social protection agencies. Nevertheless, good practice employers operate return to work programmes that reward workers who return to work in a safe and timely fashion.

Internal and External Communcations

Tilia Boussios — Mon, 06 Oct 2008 15:35:46 GMT

Effective communications are at the core of successful return to work programmes.

Joint Labour-Management Support and Company Culture

Tilia Boussios — Mon, 06 Oct 2008 15:35:36 GMT

Effective return to work requires the support of management, workers and their representatives. Without such broad-based support for return to work initiatives, the relationship between ill and injured workers and the employer often deteriorate.

Absenteeism Information Management System

Tilia Boussios — Mon, 06 Oct 2008 15:35:26 GMT

The purpose of an Absenteeism Management Information System is to provide information about patterns of illness, injury and lost time in order to allow the planning of appropriate prevention and early intervention measures suited to the work place.

Job Design and Work Organisation

Tilia Boussios — Mon, 06 Oct 2008 15:35:17 GMT

Job Design is concerned with the nature of and packaging of work tasks into specific jobs and the rules and procedures which govern how work tasks are executed.

Work Health Promotion

Tilia Boussios — Mon, 06 Oct 2008 15:35:05 GMT

Workplace health promotion (WHP) is a process which targets a range of health issues such as cardiovascular disease, cancer, and mental wellbeing using a range of interventions such as health education, behaviour modification, workplace design, the design of jobs and work, anti-smoking programmes, fitness programmes, dietary programmes and the provision of a healthy work environment.

Occupational Health Services

Tilia Boussios — Mon, 06 Oct 2008 15:34:55 GMT

Occupational Health Services act to prevent work-related health hazards and adverse health effects; in addition it may also provide treatment and curative care.

Early Intervention and Case Management Processes

Tilia Boussios — Mon, 06 Oct 2008 15:30:00 GMT

Achieving early intervention and safe and timely assessment and intervention are the cornerstones of best practice in return to work.

Health and Safety

Chris Condos — Fri, 03 Oct 2008 14:33:00 GMT

The health and safety programmes of a good practice company involve closely monitoring all potential risks and hazards in the worksite, implementing preventive and protective measures and ensuring that workers who become ill or injured receive prompt and proper medical care.