Transcript Why RTW? - Health & Safety Professionals Inc.
Return to Work
April 12, 2011 Louise Caicco Tett, RN, BScN, CRSP
© 2011
Learning Objectives
• The participants will: • Discuss WSIB’s New Service Delivery Model • Describe the theory and legal requirements associated with Return to Work (RTW).
© 2011
Some food for thought…..
• Rates of return to work in Ontario have declined over the past 10 years © 2011
Some guiding principles
• If an injured worker is off for six months, there is a 50% chance of that worker returning to work • Chances drop to 20% if worker is off one year • Time is of the essence!
WSIB 2008, based on NIDMAR research © 2011
More guiding principles
• • • RTW is a process and must be managed in a systematic way Injured workers want to get better and be productive members of society Workers need to be treated with dignity and respect © 2011
More guiding principles
• RTW is based on objective medical information • We need to treat all employees in the same manner – i.e. consistency • Focus on
abilities
, not disabilities i.e. what
can
the worker do?
• Think outside the box © 2011
New Service Delivery Model
Primary Adjudicator (for straight forward decisions) Eligibility Adjudicator (entitlement not obvious) Short Term Case Manager (30 days) Focus is on RTW and recovery - At 12 weeks, use RTW specialist Long Term Case Manager (6 months) © 2011
Why RTW?
The law:
o the employer shall contact the worker ASAP after injury and maintain communication throughout recovery o the employer shall provide suitable employment that is available and consistent with the worker’s functional abilities © 2011
Why ESRTW?
The law:
o the worker shall contact the employer ASAP after injury and maintain communication throughout recovery o the worker shall assist the employer to identify suitable employment that is available and consistent with the worker’s functional abilities © 2011
Physical Demands Analyses
o systematic procedure to quantify, and evaluate all of the physical and environmental demand components of all essential and non essential tasks of a job.
© 2011
Independent Medicals
o Employer can request an independent medical; pays for it o Worker may appeal decision for IM o Board hears appeal, and makes a final decision © 2011
Health Care Practitioners
o Required to promptly give the Board such information relating to the worker as the Board may require o This includes Functional Abilities Forms © 2011
WSIB Forms
Form 6
• Worker’s Report of Injury/Disease
Form 7
• Employer’s Report of Injury/Disease
Form 8
• Health Professional’s Report
FAF
• Functional Abilities Form © 2011
Worker and Employer
© 2011
The RTW Team
o Injured Worker o Immediate Supervisor o o Union Representative Claims Manager o o WSIB Health Care Professional © 2011
Injured Worker Employer WSIB • Seeks health care • Cooperates with medical and employer • Maintains contact with employer • Plans for RTW • Has PDAs done ahead of time • Maintains contact with IW • Plans for RTW • Pays for IM if necessary • Makes timely decisions • Facilitates medical information • Offers RTW specialist (12 weeks) Health Care • Completes FAF • Provides assessment, treatment • Supports RTW © 2011
• • • •
RTW Plans
Set Goals
ex return to pre-injury employment
Actions
– outline responsibilities of worker, supervisor, manager, co workers
Time Frames
– ex two hours first week, 4 hours second week, etc
Health Care Needs
– ex. appointments during work hours © 2011
Communication is the key
• Fill in the Blanks © 2011
Case Study-2004 to 2007
• • • Knee injury Sept 2004, no lost time Dec 2006 – employer informed that worker needed knee surgery in Jan 2007 Started working on RTW – worker missed one week of work © 2011
Case Study-2004 to 2007
• Received permission from WSIB to include a “road trip” with supervisor as part of RTW plan – was part of normal job; WSIB put some parameters in place to ensure safety; spoke to worker who was in agreement © 2011
Case Study-2004 to 2007
• RTW included • working from home, • • company driving worker to work (winter) company paying for taxi to physio • • physio as part of work day wife driving worker to work © 2011
Case Study-2004 to 2007
• RTW included • exercise bike at work • • worker able to drive self to work physio appointments at end of work day • back to full time hours, same job © 2011
Why did it work?
• • • • • Planned in advance Supervisor had support from corporate office • Worker and his wife were supportive of process WSIB was very involved Physio focused on improvements It was progressive – there was a goal © 2011
© 2011
Learning Objectives
• The participants will: • Discuss WSIB’s New Service Delivery Model • Describe the theory and legal requirements associated with Return to Work (RTW).
© 2011