© 2011 Return to Work April 12, 2011 Louise Caicco Tett, RN, BScN, CRSP
Dec 16, 2015
© 2011
Return to WorkApril 12, 2011
Louise Caicco Tett, RN, BScN, CRSP
© 2011
Learning Objectives
• The participants will:• Discuss WSIB’s New Service Delivery
Model
• Describe the theory and legal requirements associated with Return to Work (RTW).
© 2011
Some food for thought…..
• Rates of return to work in Ontario have declined over the past 10 years
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Some guiding principles
• If an injured worker is off for six months, there is a 50% chance of that worker returning to work
• Chances drop to 20% if worker is off one year
• Time is of the essence!WSIB 2008, based on NIDMAR
research
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More guiding principles
• RTW is a process and must be managed in a systematic way
• Injured workers want to get better and be productive members of society
• Workers need to be treated with dignity and respect
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More guiding principles
• RTW is based on objective medical information
• We need to treat all employees in the same manner – i.e. consistency
• Focus on abilities, not disabilities i.e. what can the worker do?
• Think outside the box
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New Service Delivery Model
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Why RTW?
o the employer shall contact the worker ASAP
after injury and maintain communication
throughout recovery
o the employer shall provide suitable
employment that is available and consistent
with the worker’s functional abilities
The law:
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Why ESRTW?
o the worker shall contact the employer ASAP
after injury and maintain communication
throughout recovery
o the worker shall assist the employer to
identify suitable employment that is available
and consistent with the worker’s functional
abilities
The law:
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Physical Demands Analyses
o systematic procedure to quantify, and
evaluate all of the physical and environmental
demand components of all essential and non-
essential tasks of a job.
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Independent Medicals
o Employer can request an independent
medical; pays for it
o Worker may appeal decision for IM
o Board hears appeal, and makes a final
decision
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Health Care Practitioners
o Required to promptly give the Board such
information relating to the worker as the
Board may require
o This includes Functional Abilities Forms
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WSIB Forms
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Worker and Employer
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The RTW Team
o Injured Worker
o Immediate Supervisor
o Union Representative
o Claims Manager
o WSIB
o Health Care Professional
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RTW Plans• Set Goals ex return to pre-injury
employment• Actions – outline responsibilities of
worker, supervisor, manager, co-workers
• Time Frames – ex two hours first week, 4 hours second week, etc
• Health Care Needs – ex. appointments during work hours
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Communication is the key
• Fill in the Blanks
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Case Study-2004 to 2007
• Knee injury Sept 2004, no lost time• Dec 2006 – employer informed that
worker needed knee surgery in Jan 2007
• Started working on RTW – worker missed one week of work
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Case Study-2004 to 2007
• Received permission from WSIB to include a “road trip” with supervisor as part of RTW plan – was part of normal job; WSIB put some parameters in place to ensure safety; spoke to worker who was in agreement
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Case Study-2004 to 2007
• RTW included• working from home, • company driving worker to work (winter)• company paying for taxi to physio • physio as part of work day• wife driving worker to work
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Case Study-2004 to 2007
• RTW included• exercise bike at work• worker able to drive self to work• physio appointments at end of work day• back to full time hours, same job
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Why did it work?
• Planned in advance• Supervisor had support from
corporate office• Worker and his wife were supportive
of process• WSIB was very involved • Physio focused on improvements• It was progressive – there was a goal
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© 2011
Learning Objectives
• The participants will:• Discuss WSIB’s New Service Delivery
Model
• Describe the theory and legal requirements associated with Return to Work (RTW).