1. Welcome Return to work: part of good occupational health and safety HCHSA Toronto, Ontario February 21, 2005

2. Assumptions about you You’re involved in occupational health and safety, and you want to better understand RTW issues and opportunities You want to make a difference in your workplace, by helping to improve upon the well-being of your employees. You also want to contribute to improved productivity and performance.

3. Why be concerned? Direct Costs Hidden Costs

4. Why be concerned? Cost Direct costs of a workplace injury that results in time away from work: $12,200 Hidden costs to the workplace can range from between 3 to 10 times the direct costs

5. Why be concerned? Employer’s legal responsibilities To accommodate employees -- unless the employer demonstrates the expenses will cause undue hardship To provide a healthy and safe workplace

6. A proactive approach to helping injured workers return to safe and productive work as soon possible Partnership between all parties; common goal of return to work Minimize the human and financial impact of workplace injuries and illness Return to Work

7. What we know Amount of time off work Chance of Returning to work 6 months to 1 year 50% 1 year - 2 years 20% More than 2 years 10% Time matters

8. What we know Benefits for employers of a good return to work program Demonstrates commitment to employees Contains costs Improves working environment and employee morale Limits productivity losses Maintains a skilled workforce Continuous improvement for work, workstations and work processes

9. Benefits for employees of a good return to work program Shortens recovery time and can improve prognosis Minimizes financial impact of lost wages Reduces the risk of physical complications or permanent disability Maintains self-esteem Maintain job skills What we know

10. RTW: making it happen Report and investigate injuries promptly Determine functional abilities Develop a written RTW plan Implement the RTW plan Evaluate

11. RTW roles & procedures Some key issues: who should the worker notify if an injury? Who completes the form 7? Who’s responsible for maintaining contact? How often? Who determines the availability of suitable employment, and how? Who will investigate the incident, and how? How will this information be used?

12. Information for injured workers Prepared information packages could include: letter to injured worker confirming availability of suitable work letter to health care provider explaining your RTW program, specifying an employer contact. Include description of regular job demands, plus details known about alternate duties available Functional abilities form

13. WSIB resources Service Delivery Team members: Claims Adjudicator Nurse Case Manager Account Manager or Customer Service Representive RTW resources: Ergonomists Mediators

14. 5 Steps to Managing Health and Safety 1. Set standards 2. Communicate 3. Train 4. Evaluate 5. Acknowledge success and make improvements

15. Standards H&S expectations and policies, identified by management. Provides a benchmark to use when evaluating H&S May have to develop procedures to measure compliance Ensure standards are met through inspections, evaluations, documentation Who does what?

16. Communicate Ensure specific standards/expectations clearly understood. All should understand their own roles and responsibilities to prevent injuries Options include: formal training, orientation, staff meetings, email, newsletters Check for understanding

17. Train Ensure all employees receive health and safety training relevant to their jobs/roles Orientation, job changes, return from absences. Keep it current Formal/informal. Check for understanding. Cover rights, responsibilities, health and safety, roles, company policies & procedures.

18. Evaluate Are H&S activities consistent with standards in place? Are goals being met? What is/isn’t working well? Survey staff to learn if they understand their roles. Are communications to and from employees clear and understood? Is training sufficient?

19. Acknowledge success and make improvements Use info obtained from evaluation process. Make changes as necessary Learn from “best practices” Recognize what’s going well: performance appraisals, employee rewards, public recognition, incentive programs