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Return to WorkApril 12, 2011

Louise Caicco Tett, RN, BScN, CRSP

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Learning Objectives

• The participants will:• Discuss WSIB’s New Service Delivery

Model

• Describe the theory and legal requirements associated with Return to Work (RTW).

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Some food for thought…..

• Rates of return to work in Ontario have declined over the past 10 years

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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

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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

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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

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New Service Delivery Model

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Why RTW?

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

The law:

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Why ESRTW?

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

The law:

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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.

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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

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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

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WSIB Forms

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Worker and Employer

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The RTW Team

o Injured Worker

o Immediate Supervisor

o Union Representative

o Claims Manager

o WSIB

o Health Care Professional

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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

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Communication is the key

• Fill in the Blanks

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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

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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

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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

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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

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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

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Learning Objectives

• The participants will:• Discuss WSIB’s New Service Delivery

Model

• Describe the theory and legal requirements associated with Return to Work (RTW).