Managing a Successful Return to Work Shape of LTFT 2015 Meeting Royal College of Anaesthetists Carolyn Evans, Jill Horn, Annie Hunningher.

Managing a Successful Return to Work

Shape of LTFT 2015 MeetingRoyal College of Anaesthetists

Carolyn Evans, Jill Horn, Annie Hunningher

• Aims of the workshop• Highlight the issues affecting RTW• Discuss the practicalities through scenarios

Reasons for absence

• Career break / OOP / academia etc

• Maternity/Paternity/ Adoption leave

• Health reasons (Physical/Mental)

• Carer role• Suspension

Issues affecting RTW

• Reason for absence– Positive/negative– Planned/unplanned

• Prior experience/grade

• Duration of absence

• Involvement of other bodies– Occupational Health– Human Resources– Clinical Management

team– GMC– Police

Scenario 1:Emma has contacted you as her Educational Supervisor

She is 36 weeks pregnant with her first baby and is planning to start her Maternity Leave in a fortnight

She is midway through her ST6 year

• What do you need to discuss with her?• What should she be doing whilst she is away?

Pre-Planning

• >3mths absence• Individualised plan• Dates etc• Discussion

– Keeping up to date– KIT days– Particular Concerns

• Contact during absence• Inform TPD• Return to LTFT Training?

Scenario 2:Emma has contacted you as her Educational Supervisor

She is planning to return to work in six week’s time after 9 months of Maternity Leave

She is returning to the second half of her ST6 year

• What do you think is worrying her?• What should she be worried about?• What resources can you offer her to ease both

of these?

Specific Issues in Anaesthesia

• Trainee Concerns– Managing emergencies– Practical skills– Being out of date

• Common unexpected challenges– Time-pressures– Pre-op visits– Non-technical skills

• Unrealistic expectations

Keeping In Touch Days

Planning a RTW

• Initial Meeting (6 weeks ahead)

• Access to updates– KIT days– Departmental Activity– Simulation courses

• Supervised Practice– Postpone OOH work until

daytime performance re-established

• Feedback/Assessments• Review/Documentation

Keeping in Touch Days

• 10 days allowance during maternity, paternity or adoption leave

• Does not affect right to maternity pay or maternity leave

• Includes: meetings, courses, supervised clinical work

• Pay = (hours worked – maternity leave pay)• Cannot be taken on days of accrued annual

leave

Scenario 3:James is a Consultant Anaesthetist and has had 3 months off work for shoulder surgery following a skiing accident.

He feels he is ready to return to the work place and his orthopaedic surgeon has given him the go-ahead provided he “takes it easy”.

• What key issues need to be addressed in planning James’ return to work?

• What resources are available to facilitate a successful return to work?

Phased Return

• Confidence issues – Technical skills– Stamina– Pain Management

• Realistic Timescale• Workplace adjustments

– Accompanied lists– Reduce physical demand– Rest Periods– Shorter days– Back-up for Emergencies

• Occupational Health– Supports employee– Protects Organisation

• Human Resources– Options and flexibility– Therapeutic Return– Recognises salary implications

Scenario 4:Bethany has contacted you as her College Tutor

She has been away from work for 6 months following a period of poor mental health due to depression.

She had previously been midway through her ST4 year and has informed you that her psychiatrist feels she is ready to return to the work place

• What are the vital features of this phased return?• How is this phased return likely to differ from the

previous scenario?

Complex Phased Return• Realistic timescale• Frequent review meetings• Small group of informed

supervisors– Clear targets– Supportive WPBAs

• Documentation– Specific feedback forms– E-portfolio: logbooks/reflections– Diary

• Involvement of Others – Occupational Health – HR– Clinical Director

Further considerations

• Novice Anaesthetists– May need to repeat IAC

• Trainees changing Trust– IDTs common during mat

leave

• Financial Support– Extended sick pay– Pay for annual leave when

sick pay discontinued

• Flexible Working Requests

• Honorary Contracts– career break– No current employer

• ‘Failed’ return to Work– Retraining in different

specialty– Retirement on Grounds

of Ill-health– Capability Dismissal on

Grounds of Ill Health

Resources available

• Generic RTW guidance available online (HEYH)

• Specific guidance from RCoA AoMRC, AAGBI & NCAS

Contacts

• [email protected]

• [email protected]

• [email protected]