1. Injury Management A Guide for Managers and Supervisors of Staff at Charles Sturt University

2. Division of Human Resources  Attract employees  Maintain employees  Retain employees The aim of the Division of Human Resources is to:

3.  Employee Relations  Personnel Administration  Equal Employment Opportunities  Staff Development  Environment Health and Safety Maintaining Employees is managed in the following key areas within the Division of Human Resources

4. Environment Health and Safety Accident and Incident Reporting Accident and Incident Investigations Ergonomic Assessments Special Needs Equipment Workers Compensation Claims Management Return to Work Programs Injury Management The Injury Management Unit falls under the EHS section and is responsible for:

5. Accident and Incident Reporting For every accident/incident, a report form should be completed. This form can be located at http://www.csu.edu.au/division/healsafe/textdocs/forms/AccIncRep.doc or from your campus Human Resources office. http://www.csu.edu.au/division/healsafe/textdocs/forms/AccIncRep.doc Supply as much detail as possible when completing an Accident/Incident Report Form. This form should be forwarded to the Human Resources office at Wagga Wagga within 24 hours of an accident or injury occurring.

6. Accident and Incident Investigations Once the injury management staff receive a report, they will determine whether that particular accident/incident requires an investigation. You will be notified if an investigation is required. It is important that you consult with and include the injured employee when completing the investigation. All investigations should be completed by the due date stated and returned to Human Resources. You do not have to wait for an investigation to be requested. You can elect to do your own investigation.

7. Ergonomic Assessments There is a presentation available for staff on how they can best set up their workstation by following the link below - Office ergonomics involves providing adequate equipment such as desks, chairs, computing, lighting and storage facilities. Presentations

8. Ergonomic Assessments Self Assessment Staff can, in the first instance, assess their own workstations. There is a checklist available at the following link: Ergonomic AssessmentErgonomic Assessment Supervisors are to sign off on the completed checklist and ensure a copy has been forwarded to EHS, Division of Human Resources Wagga Wagga. One-on-One Assessment If a self assessment does not satisfy the needs of a staff member, or if a self assessment has proved there is a need, a one-on-one assessment can be conducted with an Environment Health and Safety representative.

9. Special Needs Equipment The equipment is available to any staff member who may wish to: Trial equipment prior to purchase. Borrow equipment whilst awaiting the delivery of similar equipment on order. Borrow equipment pending Workcover Authority’s approval of a Section 53 application. There is a small pool of special needs equipment through each Human Resource Office to ensure that frequently required special needs items are readily accessible to staff members, in a timely fashion.

10. Special Needs Equipment Equipment includes document holders, wrist rests, keyboards and much more. While all staff may request to borrow equipment, priority will be given to staff members with an injury or illness. As such, equipment that has been issued for trial purposes only, may be recovered by the campus Return to Work Coordinator at a date earlier than that agreed to. For a complete listing of equipment, visit the Environment Health and Safety Website and search for Special Needs Equipment under ‘S’. Environment Health and Safety Website

11. Workers Compensation Claims Management The Injury Management Unit handles the administration and management of all workers compensation claims. They will:  Establish an Injury Management File.  Review all medical certificates and medical advice as it comes to hand.  Coordinate return to work plans, as required.  Engage the services of a rehabilitation provider, as required.  Administer and manage all workers compensation claims.  Forward all workers compensation documentation to the University’s workers compensation insurer.

12. Return to Work Programs Return to Work Programs are not limited to staff who have injured themselves at work. They can also be developed to assist staff members who are returning to work from a non work related injury or illness.

13. Return to Work Goals  to the same job, same employer  to a different job, same employer  to a different job, different employer The purpose of a return to work plan is to return the injured or ill worker:

14. Return to Work Strategies  Return to reduced hours, suitable duties  Return to reduced hours, normal duties  Return to full hours, suitable duties  Return to full hours, normal duties  Skills assessment for different job, same employer  Vocational training for different job, different employer

15. Key Participants  Injured Worker  Return to Work Coordinator (Human Resources)  Insurer (Workers Compensation)  Treating Doctor  Rehabilitation Provider  Union and/or Legal Representative The key participants in the Return to Work Program are:

16. Injury Management Service Providers Return to Work Coordinator Employee Assistance Program Rehabilitation Provider Workcover Authority of NSW Workers Compensation Insurer Doctors Physiotherapists Other Medical Providers Supervisors and Managers Co-workers

17. The Function of the Supervisor or Manager Supervisors and Managers play an important role in the Injury Management Process. We have outlined some ways in which you can assist the injury management process to be more time and cost effective.

18. What is Your Role in Injury Management? Ensure all accidents and incidents have been reported and any investigations are completed within timeframes Contact your campus Human Resources office to request an ergonomic assessment for staff who have identified problems with their work environment. Ensure staff are adequately skilled to operate equipment. Think about stocking/providing some basic equipment aids such as foot rests, wrist rests, document holders or a spare monitor arm. Offer support. Sustaining an injury or illness can be as psychologically devastating as it is physical. Be actively involved in Return to Work Programs.

19. Finding Suitable Duties Establish a Suitable Duties Register. Know the inherent requirements of the job and be familiar with the Duty Statement. Dissect core tasks - in many cases some functions within the task are suitable, but the description of the whole task itself, is not. Identify the duties that may be suitable, based on medical advice and at each Return to Work Program Review.

20. What Will Managing an Injury Cost You? Additional time required to manage an injured worker and to organise and provide necessary assistance. Time required to manage the impact on other staff. Equipment and aids, as recommended by appropriate providers. Initial time lost through injury. Training replacement/casual staff. The longer the period between date of injury and date of return to work, the more likely the cost of a workers compensation claim will increase through rehabilitation, wage reimbursement, legal fees, lump sum payments.

21. How Will Managing an Injury Benefit You? Managing an injury has many benefits: Reduces costs to the organisation and increases staff productivity. Staff member feels valued as an employee –Staff who feel their contribution to the organisation is valued, are likely to be more productive. Reduces lost time –Reducing the amount of time lost through injury in turn reduces the costs to the University in terms of productivity and workers compensation premiums.

22. How Will Managing an Injury Benefit You? Ensures that necessary work is done –Close monitoring of an injured worker’s recovery ensures return to work plans are reviewed in a timely manner, consistent with medical advice. The opportunity to multi-skill employees who may be: –Unable to return to their normal duties, due to injury. –Required to assist an injured co-worker by undertaking some of their duties. Ensures that the University is complying with legislative requirements.

23. Resources  Employee Self Assessment  Ergonomic and Manual Handling Presentations  Guidelines  Special Needs Equipment Please visit our injury management web page for information and tools including : Alternatively, contact an injury management staff member on your campus

24. Injury Management Contacts Albury-Wodonga, Canberra, Goulburn, Manly, North Parramatta, Wagga Wagga Annette Combs, Human Resources Office (EHS) Lower Floor, Graham Building, Locked Bag 588, WAGGA WAGGA NSW 2678 Telephone:(02) 6933 2884 Facsimile:(02) 6933 4005 Email: acombs@csu.edu.auacombs@csu.edu.au Bathurst, Canada, Dubbo, Orange To be advised, Human Resources Officer (EHS) Upper Floor, Phillips Building, Private Mail Bag 29, BATHURST NSW 2795 Telephone:(02) 6338 4338 Facsimile:(02) 6338 4406 Email: Libbie Tyburski Administration Assistant (Injury Management) Upper Floor, Phillips Building, Private Mail Bag 29, BATHURST NSW 2795 Telephone:(02) 6338 4998 Facsimile:(02) 6338 4406 Email : ltyburski@csu.edu.aultyburski@csu.edu.au