Workplace Rehabilitation and Employee Well-being

This assignment delves into the crucial topic of workplace rehabilitation and its impact on employee well-being. It emphasizes the legal rights of employees to raise concerns regarding workplace injuries or illnesses and the responsibility of organizations to provide appropriate rehabilitation support. The text highlights the significance of rehabilitation procedures in aiding employees' return to work after injuries or illnesses, advocating for comprehensive policies and practices within all organizations.

Running head: OCCUPATIONAL REHABILITATION
Occupational Rehabilitation
Name of the Student:
Name of the University:
Author note:

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Table of Contents
Introduction................................................................................................................................2
Organization’s process for the management of employees’ rehabilitation................................2
Section B....................................................................................................................................5
Development of Rehabilitation or Return to Work Policy.....................................................5
Conclusion..................................................................................................................................7
References..................................................................................................................................8

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Introduction
Workplace Rehabilitation can be referred to the practices and science of returning the
injured workers to the work activity level which is appropriate for their cognitive and
functional capacity; both the factors are influenced by their injuries’ severity. The
occupational therapists at the workplace must facilitate the individual’s ability of returning to
the workplace. Occupational therapists provide their clients with assistance for reaching the
maximum functional level and meeting the emotional and physical demands of the job
(Adam, Peters & Chipchase, 2013).
The report highlights the points on how to follow the organization’s process for
managing the employees’ rehabilitation. Therapists are allowed to recommend the employees
of minimizing their workload in order to prevent more injury during the occupational
rehabilitation. Individual sessions are carried out in order to manage their work stress
(Ahlstrom, Hagberg & Dellve, 2013).
The report throws light on the organization’s procedure of managing the employee
rehabilitation. It further includes the Rehabilitation and Return to work policies which
confirms the worker’s compensation insurance policy, risk analysis, commencement
programs, feedbacks, proper consultation, evaluation of programs and many other factors.
Organization’s process for the management of employees’ rehabilitation
Rehabilitation management system refers to the framework of several procedures and
processes which is used in order to ensure that a company is able to fulfill all the tasks
required for its achievement in rehabilitation objectives. It includes the documented
statement, which gives a clear idea regarding the commitment of senior management towards
providing effective rehabilitation to the employees (Casey, Guy & Cameron, 2014).

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Moreover, it marks the objectives of the employers and sets the standard, which is used for
formulating the strategic direction. The rehabilitation management system recognized the
compliance obligations in order to provide the employees with effective arrangements. It
promotes continuous improvement and also communicates relevant information to the
employees. Moreover, it provides them with internal as well as external accountability and
manages things at place for controlling the structures of the risk (Enderby, John & Petheram,
2013).
The Department of Health commits to provide rehabilitation at the workplace for the
injured and unwell workers or employees, irrespective of their entitlement of compensation.
The department maintains an efficient and effective rehabilitation system at the workplace, as
per the Workers’ Rehabilitation and Compensation Act, 2003. The department is committed
to ensure that the workers are fully insured for all sorts of work related injury and sickness.
Moreover, the workers receive compensation on the basis of their sickness. If any worker is
not well during his/her working hours and claims for compensation, the company is bound to
provide him/her with all sorts of help (Furlan et al., 2012). The entity of employment of the
workers is covered under the compensation and insurance policy which ensures;
 The implementation of work safety and health policy at the associated workplace.
 Rehabilitation standard as well as its supporting documents.
 Availability of appropriate and qualified rehabilitation processes and return to the
workplace coordination, in order to support the injured workers.
 Responsibility and implementation of the financial expenses for the suitable duties.
 Reasonable adjustments to the solutions, as per the Reasonable Adjustment Policy.
 Arrangements and adjustments in order to support rehabilitation at the workplace,
through modifications and changes, such as, training, mentoring programs and more
activities.

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 This also includes the employers to hire proper and qualified occupational therapists
for providing the injured workers with recommendations and expert guidance (Gold et
al., 2012).
Occupational therapists at the workplace facilitate the ability of the individuals to
return to the workplace. They help in assisting them to reach their maximum functional level
to meet the job’s demands. At times, they may recommend the employers to even lessen the
workload and pressure on the affected employees. They encourage a work friendly
environment that empowers an employee to achieve the job related goals and in turn,
increases his/her productivity level (King, 2013). Occupational therapies include
development of assertiveness, interpersonal and communication skills, temperamental control
and stress management. Organizations are required to adopt effective management systems
for rehabilitation for the welfare of their employees. For this, they need to undertake several
policies as well as guidelines and at times, they may even have to reshuffle those. They
should consider redesigning of a job and allot alternative duties and responsibilities for the
employee who is unwell (Lysaght et al., 2012).
There should be systems which will monitor as well as manage early warning signals
and the employers must understand when an employee is vulnerable, for example, from their
absenteeism or attitude change. They should be provided with training and mentoring
sessions which requires the involvement of qualified professionals. Employers should
communicate with their employees, quite often, to manage and analyze the risk (Mabin &
Randall, 2014). It is their duty to gather feedback regarding the condition of the employees
from the occupational therapists. The employers should also motivate them to return to work
once they are well and provide them with financial support and compensation. Moreover, it is
their duty to evaluate and monitor the effectiveness and efficiency of all the processes and
programs regarding rehabilitation (Odeen et al., 2012).

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Section B
Development of Rehabilitation or Return to Work Policy
Workplace Rehabilitation helps in providing the employees with proper treatment
who suffer from the workplace injuries or some kind of illness. It is required for all the
organizations, be it small or big, to develop certain policies and procedures for rehabilitation
and return to work (Pomaki et al., 2012). The following are the basic recommendations for
the development of the organizational rehabilitation policies;
 The Health department of the workplace must provide the injured workers with
compensation and insurance. The department is bound to maintain a proper and an
effective rehabilitation system, as per the Worker’s Rehabilitation and Compensation
Act 2003. It should have a strict guideline and policy and maintain their rehabilitation
standard, in accordance with the Workers’ Rehabilitation and Compensation Act
2014 (Odeen et al., 2012). Insurance protection must be there in order to ensure that
all the workers are under the insurance policy. The workers must remain insured
during the working tenure which will protect them from all kinds of injuries as well
as illness related to work. Our organization allocates individual employees’
compensation and insurance policies for each Health and Hospital service. Moreover,
it covers all the workers of each division and agency with the insurance policy (Ross,
2013).
 Under this Act, workers are asked for proper cooperation with the management team,
their head as well as the doctors and therapists. This will enable our organization to
undertake proper decision on the workers’ claim, which proves to be beneficial for
the workers as they will receive proper medical treatment and apt rehabilitation as
fast as possible. In order to make sure that an employee’s claim is made efficiently,
the management team must see that the worker has completed and signed all the

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necessary forms regarding the treatment. The management team must also check the
medical certificates carefully and have a copy of those. Moreover, it is the duty of the
management team to check that all the information provided is true and not
fabricated. The claim should be processed after taking care of all the above points
(Mabin & Randall, 2014).
 It is the organization’s responsibility to handle a dispute appropriately. When any
workplace injury or illness occur, the employees are required to notify the issue
directly to the manager, for which compensation is payable. The management team
should be well equipped with all the necessary kits and medical treatments and even
conduct a thorough investigation, if necessary. Occupational therapists must be there
at any organization in order to take care of all the medical requirements swiftly
(King, 2013).
 Organizations must have accredited workplace rehabilitation providers (WRP) who
are required to guide the employees who suffer from problems. However, if any
employee rejects the workplace therapists, he/she has the right to choose their own
WRP. They can nominate their own doctor for their treatment and injury
management. In that case the organization should fully support their choice, but at the
same time, it is the duty of the management team to fully analyze their compensation
claim after identifying their absence period. They should also ensure that they are
consulting appropriate therapists and doctors (Gold et al., 2012).
 Arrangements and adjustments must be undertaken by the organization, in order to
support rehabilitation at the workplace, through modifications and changes, such as,
training, mentoring programs, risk analysis, resolution process and more activities
(Furlan et al., 2012).

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 It is the duty of the organization’s employers to communicate with their employees,
quite often, in order to manage and analyze the risk. They should gather feedback
regarding the condition of the employees from the occupational therapists. The
employers should also motivate them to return to work once they are well and
provide them with financial support and compensation. They must organize programs
and training sessions to reduce their work pressure. Moreover, it is their duty to
evaluate and monitor the effectiveness and efficiency of all the processes and
programs regarding rehabilitation (Casey, Guy & Cameron, 2014).
Conclusion
To conclude, all the organization must be aware of the workplace rehabilitation
policies and procedures. If any employee feels that the workplace manager is not able to
assist him/her, then he/she can directly contact the member of Health Safety and Environment
team. It is the right of the employees to raise their concerns and claims and if it is not met,
they can make official complaint. Organizations must take care of their employees’ well
being. Workplace Rehabilitation procedures helps in providing the employees with proper
treatment who suffer from the workplace injuries or some kind of illness. It is required for all
the organizations, be it small or big, to develop certain policies and procedures for
rehabilitation and return to work.

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References
Adam, K., Peters, S., & Chipchase, L. (2013). Knowledge, skills and professional behaviours
required by occupational therapist and physiotherapist beginning practitioners in
work‐related practice: A systematic review. Australian occupational therapy
journal, 60(2), 76-84.
Ahlstrom, L., Hagberg, M., & Dellve, L. (2013). Workplace rehabilitation and supportive
conditions at work: a prospective study. Journal of occupational rehabilitation, 23(2),
248-260.
Casey, P. P., Guy, L., & Cameron, I. D. (2014). Determining return to work in a
compensation setting: A review of New South Wales workplace rehabilitation service
provider referrals over 5 years. Work, 48(1), 11-20.
Enderby, P., John, A., & Petheram, B. (2013). Therapy outcome measures for rehabilitation
professionals: speech and language therapy, physiotherapy, occupational therapy.
John Wiley & Sons.
Furlan, A. D., Gnam, W. H., Carnide, N., Irvin, E., Amick, B. C., DeRango, K., ... &
Bültmann, U. (2012). Systematic review of intervention practices for depression in the
workplace. Journal of occupational rehabilitation, 22(3), 312-321.
Gold, P. B., Oire, S. N., Fabian, E. S., & Wewiorski, N. J. (2012). Negotiating reasonable
workplace accommodations: Perspectives of employers, employees with disabilities,
and rehabilitation service providers. Journal of Vocational Rehabilitation, 37(1), 25-
37.
King, P. M. (Ed.). (2013). Sourcebook of occupational rehabilitation. Springer Science &
Business Media.

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Lysaght, R., Fabrigar, L., Larmour-Trode, S., Stewart, J., & Friesen, M. (2012). Measuring
workplace social support for workers with disability. Journal of occupational
rehabilitation, 22(3), 376-386.
Mabin, A., & Randall, C. (2014). The role of client motivation in workplace
rehabilitation. Journal of Social Inclusion, 5(1), 5-18.
Odeen, M., Magnussen, L. H., Maeland, S., Larun, L., Eriksen, H. R., & Tveito, T. H. (2012).
Systematic review of active workplace interventions to reduce sickness
absence. Occupational Medicine, 63(1), 7-16.
Pomaki, G., Franche, R. L., Murray, E., Khushrushahi, N., & Lampinen, T. M. (2012).
Workplace-based work disability prevention interventions for workers with common
mental health conditions: a review of the literature. Journal of occupational
rehabilitation, 22(2), 182-195.
Ross, J. (2013). Occupational therapy and vocational rehabilitation. John Wiley & Sons.