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© 2011 Return to Work April 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
© 2011 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
© 2011 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
© 2011 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
© 2011 New Service Delivery Model Primary Adjudicator (for straight forward decisions) Eligibility Adjudicator (entitlement not obvious) Short Term Case Manager (30 days) Focus is on RTW and recovery - At 12 weeks, use RTW specialist Long Term Case Manager (6 months)
© 2011 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:
© 2011 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:
© 2011 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.
© 2011 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
© 2011 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
© 2011 WSIB Forms Form 6 Worker’s Report of Injury/Disease Form 7 Employer’s Report of Injury/Disease Form 8 Health Professional’s Report FAF Functional Abilities Form
© 2011 Worker and Employer
© 2011 The RTW Team o Injured Worker o Immediate Supervisor o Union Representative o Claims Manager o WSIB o Health Care Professional
© 2011 Seeks health care Cooperates with medical and employer Maintains contact with employer Plans for RTW Injured Worker Has PDAs done ahead of time Maintains contact with IW Plans for RTW Pays for IM if necessary Employer Makes timely decisions Facilitates medical information Offers RTW specialist (12 weeks) WSIB Completes FAF Provides assessment, treatment Supports RTW Health Care
© 2011 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
© 2011 Communication is the key Fill in the Blanks
© 2011 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
© 2011 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
© 2011 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
© 2011 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
© 2011 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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