Return to work template wa

Employee responsibilities around return-to-work. Reasonable adjustments. Identifying suitable duties. The return-to-work discussion or interview. Communicating with colleagues. Liaising with healthcare providers. Working with rehabilitation providers. In most cases such measures will be temporary monitor the plan to ensure that tasks and hours remain appropriate and sufficient supports and resources remain available take steps to keep everyone informed and make sure the plan is respected It is also useful to make sure that the return-to-work plan has a clear endpoint and a clear plan for what to do if it has not been successful.

Guidelines for workplace prevention of mental health problems. Please note you must continue to pay your workers their weekly payments, despite any non-cooperation, unless advised otherwise by your insurer. Penalties can apply if you discontinue payments without authorisation.

For more information about conciliation and arbitration, see the Resolving a dispute section. What is expected from the treating medical practitioner You and your injured worker can expect a treating medical practitioner to:.

Go to Workplace rehabilitation providers. Discharging this obligation to your insurer The legislation provides you may ask your insurer to establish and implement the Return to Work Program. The insurer should involve you in decisions even when undertaking obligations on your behalf.

Extra resources The WorkCover WA video Return to work: employer guide outlines how an employer can assist and support their injured worker back to work. The publication, Injury Management: A Guide for Employers , provides information to assist employers to understand their legal return to work obligations and contains a three step approach to effective injury management. A PDF copy is available from the Employer publications page or hard copies can be ordered from Advice and Assistance on For support with depression and anxiety phone beyondblue on 22 or visit www.

Back to home. Media enquiries Email: communications workcover. Skip to main content. Occasionally an employer wants to bring someone back to light duty, and can only afford to bring their employee back to work part time or at a lower rate of pay. Some injuries are so severe you cannot bring your employee back to work right away. However, with most injuries, an early and medically-approved return to work makes sense. Talk with your employee today about work they may be able to perform while they heal.

Find job duties your employee can perform within the limits from the attending provider. Use the medical notes in the claim file or Activity Prescription Form as a guide to not go above the work or hour limits given by the attending provider. Contact the attending provider for current or updated work restrictions if needed. A job analysis is a document that identifies and describes the activities, duties, and functions a worker does for a job.

Only credentialed vocational rehabilitation specialists may complete a job analysis. When you send a Job Description or Job Analysis to the attending provider, or when the worker's duties change, you must send a copy to the worker as well. As the employer, you may offer work to your employee when there are work restrictions given by the attending provider. You may provide a written job offer to your employee for both light duty and transitional work.

A formal offer is required for any modified permanent work being offered.