Developing return-to-work policies and/or procedures is important to ensuring the return-to-work program is managed with consistency and accountability. Policies provide written confirmation of the position that the organization will take on return-to-work issues. Procedures provide written guidance on the steps to be followed when issues arise. You should have already developed a return-to-work policy statement, demonstrating your commitment to return to work following an injury as part of Practice Incentive criteria #1.
Your return-to-work documentation must identify the roles, responsibilities and accountabilities of those involved in the return-to-work process. They must also reflect the organization’s return-to-work legislative requirements and be developed in joint consultation between management and worker representatives.
The policies and procedures should be reviewed regularly (annually for the policy) to ensure they reflect the current circumstances in your workplace. They should be communicated to staff through such means as training sessions, meetings and written communication.
Sample return-to-work documentation is available here.
For the purposes of PRIME Practice Incentive requirements your return-to-work documentation must include guidelines for:
- Addressing workplace accommodation issues as required by legislation
- Addressing return-to-work issues
- Advising the Commission of disputes between the workplace parties regarding a return-to-work plan in accordance with the Commission’s Policy RE-04 Mediation Services
The specific policies and/or procedures that a workplace will need will vary by workplace. Large, multi-site employers may need different procedures than a single-site, seasonal workplace. Unionized workplaces may have different policies and/or procedures than non-unionized workplaces. It is recommended that each employer conduct a needs analysis for policies and/or procedures that will help in the return-to-work process through the joint mechanism for consultations with workers.
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