Workplace Rehabilitation Program Proposal

This assignment focuses on developing a proposal for a workplace rehabilitation program. The program emphasizes effective communication between providers, users, and managers, ensuring regular feedback and understanding of perspectives. It stresses the importance of evaluating program effectiveness through metrics like time to recovery and service delivery efficiency. The aim is to create a supportive environment that facilitates efficient employee return-to-work processes.

Manage Rehabilitation
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Table of Contents
1. Organizational process for managing the employees’ rehabilitation..........................................3
Checking your organisation’s workers’ compensation insurance policy....................................3
How the worker’s claim is processes...........................................................................................3
Check whether the claim is in line with organisational criteria and guidelines..........................3
Notifying the rehabilitation provider...........................................................................................3
Consult with rehabilitation provider and treating doctor.............................................................4
Consider job redesign and alternative duties for the injured employee.......................................4
Obtain approval for the return to work program.........................................................................5
Communicate with the employee about the plan.........................................................................5
Undertake a risk analysis.............................................................................................................5
Gather feedback from the rehabilitation provider, the employee, and their manager.................5
Identify any breaches in return to work program........................................................................5
Evaluate the effectiveness of the program and the process.........................................................5
TASK 2............................................................................................................................................6
Section A.....................................................................................................................................6
Confirming the worker’s Compensation insurance policy..........................................................6
Processing the claim....................................................................................................................6
Handling a dispute.......................................................................................................................7
Choosing a WRP..........................................................................................................................7
Advice claimants of the acceptance of their claim......................................................................7
Analyse claim..............................................................................................................................7
Ensuring appropriate consultation occur.....................................................................................8
Designing the return to work plan or rehabilitation plan.............................................................8
Risk analysis and resolution process...........................................................................................8
Commence program.....................................................................................................................9
Importance of feedback and communication...............................................................................9
Evaluating the program for its effectiveness.............................................................................10
REFERENCES..............................................................................................................................11
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TASK 1. ORGANIZATIONAL PROCESS FOR MANAGING THE
EMPLOYEES’ REHABILITATION
Checking your organisation’s workers’ compensation insurance policy
In the modern era, it is crucial for businesses to ensure that they are maintaining an
effective workers’ compensation insurance policy. At the same time, employers are required to
ensure that the compensation insurance policy includes all legislations and legal laws. ADOC is
the most renowned construction company of Australia, and till now the selected business has
completed more than 3500 projects in the country.
It has been evaluated that ADOC’s workers’ compensation insurance policy is highly
effective as it includes legislation such as The Safety, Rehabilitation, and Compensation Act
1988 and at the same time it emphasizes on continuous improvement in its process (Bethge et al.
2015). The Act reflects that fact that the organization is responsible for paying adequate
compensation to employees in case if the injury at work has resulted in impairment, death, and
incapacity of work.
How the worker’s claim is processes
The claim of the worker with regards to compensation is processed under the guidelines
and practices mentioned in section 53, 54 and 57 of The Safety, Rehabilitation and
Compensation Act 1988. To get the compensation claim, the injured employee is required to
provide a written notice of injury to the HR department of ADOC. In situations when the
employee dies, the personal representative of the employee is responsible to process the claim
and get adequate compensation (Costas & Kärreman 2013). Apart from this, ADOC also
encourage the employee to undergo medical examination for carrying out processing of the
claim.
Check whether the claim is in line with organisational criteria and guidelines
It has been analyzed that the claim is under the guidelines and compensation criteria
developed by ADOC. The claim is appropriate as per the instructions and all the practices which
are mentioned in The Safety, Rehabilitation and Compensation Act 1988.
Notifying the rehabilitation provider
Here, the selected rehabilitation provider is going to be Injury Treatment Pty Ltd – NSW.
The rehabilitation provider has been selected by the injured person only as it has his right to do
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so. The construction company will notify the rehabilitation provider about the accident which
happened at workplace and the best possible treatment of the same
Consult with rehabilitation provider and treating doctor
ADOC will also consult with rehabilitation provider and treating doctor about the health
and safety of the injured person. Here, the consultation will be related to areas such as how much
damage has been caused to the worker, what treatment can be done, the time required for
recovery and any risk associated with the process of treatment (Morin et al. 2016).
Consider job redesign and alternative duties for the injured employee
It is the responsibility of the employer to ensure that the injured person returns to work as
soon as possible. The primary purpose of workplace rehabilitation is to provide adequate support
and assistance to an injured employee in returning to the work. Apart from this, it is the
responsibility of the employer to develop and offer alternative duties to the injured employee. In
the present case, duties such as routine office work can be provided to the employee. The job
redesign program to achieve a successful return to work is mentioned below as:
 Step one – In this stage, the employer becomes aware of the accident which has taken
place in the workplace. In addition to this sign, boards are near the machine to prevent
further injury.
 Step two – The case manager is provided with adequate information about the accident
which has happened at the construction site of ADOC.
 Step three - Here, the case manager has decided the accident is serious, and
rehabilitation assessment is required on a priority basis (Martin, Woods & Dawkins
2015).
 Step four – The case manager and worker approach to rehabilitation provider.
 Step five – After talking consultation from rehabilitation provider, it has been decided
that rehabilitation is required to make employee return to work.
 Step six- In this stage, the injured worker undergoes through the treatment under close
observation of rehabilitation provider, doctor and case manager.
 Step seven- A closure form is signed by all concerned parties, and a copy of the same is
distributed to each party.
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Obtain approval for the return to work program
The main objective of the rehabilitation program is to ensure that the injured person
returns to work as early as possible. Apart from this, changes are carried out within the enterprise
so that the injury is not repeated in future. Case manager and supervisor are the two main parties
from whom approval will be required in context of changes and communication plan.
Communicate with the employee about the plan
Email will be used as a channel of communication to make employees and management
aware about the changes carried out at workplace to mitigate the risk.
Undertake a risk analysis
Problem Consequences Risk
Use of machines The life of staff members
working on construction and
wood processing machines is at
great risk. If safety measures are
not followed
Injuries, paralysis due to electric
shock, damage to body parts
Exposure to harmful substances
and hazards
It can have severe impact on
overall health and well being of
employees
Cancer, skin irritation and
damages to eyesight
Gather feedback from the rehabilitation provider, the employee, and their manager
The discussion between the rehabilitation provider, the employee and their manager was
carried out regarding injury, its causes and overall impact on health and well being of the
employee. Apart from this, it can be asserted that the rehabilitation provider has asked to place
proper signs and boards near the machine (Lahtinen et al. 2014). It has also been decided that
only technician working in ADOC has the right to deal with electric and technical fault.
Identify any breaches in return to work program.
It can be stated that breaches in return to work program can occur in a situation when the
injured employee fails to participate without providing any reasonable or justified excuse for the
same.
Evaluate the effectiveness of the program and the process.
The evaluation of program efficient is carried out with the help of techniques such as
return to work rate and cost of the rehabilitation program. The injured employee has taken very
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less time to return to work. On the other hand, the rehabilitation program was also successful as
the injured employee has been treated in the best possible manner.
TASK 2
Section A
Albert has been working in a construction company and currently working on the
recreation of office that mainly includes creating wooden furniture and tables for the office. The
company is using heavy machines for cutting the wooden plank, and Albert was in-charge of that
activity. One day while cutting the plank machine suddenly got stopped. Albert reviews the
machine without taking any precautions and safety measures that result in gaining personal
injury to him. While operating the machine Albert got the electric shock that leads to paralysis
his right arm.
Eventually, Albert also has the family, and he is the only individual who is earning
member for his family. In this situation, the organization must engage in processes that support
in managing the employee's rehabilitation (Johnston et al. 2015). With the help of proper
rehabilitation program, it supports the employee in managing their health so that they may return
to work. The rehabilitation program mainly engages in three different sections that analyze the
claims, establish rehabilitation and last is the monitor or evaluate rehabilitation.
Confirming the worker’s Compensation insurance policy
The construction company mainly indulge in implementing worker’s compensation
policy or legislation that is framed by the government. Each state, as well as territory, is
governed by the Safety, Rehabilitation and Compensation Act 1988. This act is formed by the
Australian government to protect the rights and duties of injured employees in the workplace. It
is required by the organization to engage in safety measures and standards to overcome the rate
of accident and injury. Through reviewing the case of Albert working in construction firm is
focusing on implementing worker’s compensation insurance policy through which they provide
proper rehabilitation to the staff.
Processing the claim
The manager processes the claims according to organizational policies and legal
requirement. The organization policies must involve information regarding the rights and duties
of worker are related to injury as well as employers rights and duties within the organization. It’s
the key duty of employer within the construction firm to protect the health of their staff through
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ensuring that workplace is safe and without any hazardous risk. Along with this, before
processing the claim employees are required to have information regarding the actions and
activities in which they are not eligible for worker’s compensation it mainly includes injury
arises from self-harm or injury arising from aggravation or any chronic diseases, etc (Hannibal &
Bishop 2014).
Through considering the case situation, Albert has got injured his arm due to electric
shock at the workplace in this situation he is liable to process the claim.
Handling a dispute
After processing the claim for injury, the employer must handle the disputing situation
that arises at the workplace that is when the claim is made by the employee, employer required to
provide first aid or medical treatment. Along with this, an employer also provides information
regarding the one from whom they would make a claim.
Choosing a WRP
Workplace Rehabilitation Provider is the one hired by the employer so that injured
worker may easily care for a minimum period so that they can easily join the workplace. It
mainly includes change in their job role or temporary time for the job etc. however, in 2017 the
right to work in Australia has been started. In this situation, construction firm must engage in
allowing their workers to have rest for minimum 4-5 months so that it may heal the injury and
allow them to perform their activities effectively.
Advice claimants of the acceptance of their claim
After that employer involves in providing advice for claimants regarding acceptance of
their medical claim as the injury occurred at the workplace. In this situation, Albert is required to
provide ongoing medical certificates that act as the proof for the successful claimant for their
injury. Along with this, it has been advised that claimant must require being co-operative so that
it may not result in attaining the situation of any dispute.
Analyse claim
However, after analysing the nature of illness as well as injury employee are required to
analyse the claim. It has been assessed that with analysing the claim employers need to provide
injured personnel with the certain benefits that mainly include:
 Weekly Benefits
 Medical, hospital and rehabilitation expenses
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 Permanent impairment benefits
 Work injury damages
Therefore, above are the key benefits that employee gains while claiming for their injury
that they occurs at the workplace.
Ensuring appropriate consultation occur
With reviewing the projected absence of rehabilitation plan or provider it has been
ensured that organization must engage in providing appropriate consultation as well as medical
practitioners so that they can immediately treat the injured employees (Doogan & Playford
2014). On the other hand, it is also reflected to ensure consultation activities with the different
stakeholders to ensure proper safety of the workplace.
Designing the return to work plan or rehabilitation plan
After that company would design the return to work process that mainly consists of
different stages such as-
 The first step include worker sustain injury at the workplace and get instant medical care
so that they can easily recover from the injury.
 The supervisor advises manager of construction firm that employee has suffered from
injury.
 The manager would take decision relate with providing rehabilitation or not.
 After that it is been refer to approved rehabilitation provider.
 Manager would review and decide whether program is needed for employee to return to
work or not.
 Doctor as well as manager will monitor the implemented plan.
 After that closure form is needed to be signed by the parties that ensure proper medical
care and services has been provided to them and they are ready to return to work.
Risk analysis and resolution process
In the present case Sam is the supervisor in charge of Albert return to work program.
Further, sam has failed to consult with the appropriate personnel and individual has not at all
support Albert.
Problem Consequences Risk
The main problem in the
above mentioned case is
The entire situation has
negative consequences on
The major risk is associated
with negative impact on health
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linked with lack of support
from Sam’s end where
individual has not supported
Albert who has met with an
accident while working on
machine.
Sam where individual has not
supported Albert in terms of
providing treatment. Further,
Albert has badly injured
within the workplace and it is
the moral responsibility of
Sam to support Albert and in
this situation Albert can file
case against Sam.
of Albert where in case if right
treatment is not delivered to
Albert on time then in such
case it can lead to paralysis.
Commence program
At the time when any type of accident takes place then in such case, it is necessary to
undergo commence program. During rehabilitation program, the manager can ensure that
sufficient resources are available within the workplace so that it is possible to reduce the level of
risk that is linked to the accident in the company. Apart from this, every kind of support needs to
be provided to the employee or individual who is injured. The company is required to prepare a
process through which it can be ensured that injured employee is contacted in short period of
time and effective actions are taken for providing them assistance in best possible manner. Apart
from this, it is necessary to involve all the stakeholders in the commence program so that proper
assistance to the injured employee is possible. So, in this way, these are some of the key
ingredients of the commence program.
Importance of feedback and communication
To monitor and evaluate return to work program it is required to encourage regular
feedback as well as ensuring regular communication between the provider and user so that it may
easily result in providing proper and adequate care. With the help of feedback and frequent
communication, it easily shares information and makes sure that parties easily understand their
perspectives while rendering services. Along with this, it also plays the significant role in finding
the solution to the rehabilitation plan so that it may take minimum time for the employees to get
recover. Apart from this, regular communication also helps the provider to communicate with the
manager regarding the health condition of the employee.
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Evaluating the program for its effectiveness
At the time when any program is developed finally then, it is necessary to evaluate it
appropriately. Evaluation can be easily done on the basis of assistance provided to the injured
employee. For instance, if any staff member is injured then in such case evaluation can be done
like in what time period services were delivered, were they effective, etc. All these criteria can
be easily undertaken with the motive to know the effectiveness of the program, and in turn,
improvement is possible on the basis of overall analysis.
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REFERENCES
Bethge, M, Spanier, K, Neugebauer, T, Mohnberg, I & Radoschewski, FM 2015, 'Self-Reported
Poor Work Ability—An Indicator of Need for Rehabilitation? A Cross-Sectional Study of a
Sample of German Employees', American journal of physical medicine & rehabilitation, vol 94,
no. 11, pp. 958-966.
Costas, J & Kärreman, D 2013, 'Conscience as control–managing employees through CSR',
Organization, vol 20, no. 3, pp. 394-415.
Doogan, C & Playford, E 2014, 'Supporting work for people with multiple sclerosis', Multiple
Sclerosis Journal, vol 20, no. 6, pp. 646-650.
Hannibal, K & Bishop, MD 2014, 'Chronic stress, cortisol dysfunction, and pain: a
psychoneuroendocrine rationale for stress management in pain rehabilitation', Physical therapy,
vol 94, no. 12, pp. 1816-1825.
Johnston, V, Way, K, Long, MH, Wyatt, M, Gibson, L & Shaw, WS 2015, 'Supervisor
competencies for supporting return to work: a mixed-methods study', Journal of occupational
rehabilitation, vol 25, no. 1, pp. 3-17.
Lahtinen, M, Nenonen, S, Rasila, H, Lehtelä, J, Ruohomäki, V & Reijula, K 2014,
'Rehabilitation centers in change: participatory methods for managing redesign and renovation',
HERD: Health Environments Research & Design Journal, vol 7, no. 2, pp. 57-75.
Martin, A, Woods, M & Dawkins, S 2015, 'Managing employees with mental health issues:
Identification of conceptual and procedural knowledge for development within management
education curricula ', Academy of Management Learning & Education, vol 14, no. 1, p. 5.
Morin, A, Meyer, JP, Bélanger, É, Boudrias, JS, Gagné, M & Parker, PD 2016, 'Longitudinal
associations between employees’ beliefs about the quality of the change management process,
affective commitment to change and psychological empowerment', human relations, vol 69, no.
3, pp. 839-867.
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