I worked with a system whereby people were paid for the time they were at
work and on their sick pay level for the hours they were not. It was fair,
equitable and enabled the employer to take a more flexible approach and get
people back earlier, ie when they were not going to be able to phase up to
full hours within 6 weeks.
Kind regards
Lucy Kenyon
61 Waverley Road
Kenilworth
CV8 1JL
07974 831852
""Our strength often increases in proportion to the obstacles imposed upon
it." Paul de Rapin
www.caspin.com
www.vinvinodirect.com
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]]On
Behalf Of Hawkes, Lynda
Sent: 18 February 2008 11:06
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] rehabilitation programmes
Jean,
In my case, they receive their full pay whilst on a rehabilitation
programme.
Lynda
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]]On
Behalf Of Jean Greening-Jackson (Occupational Health)
Sent: 18 February 2008 10:40
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] rehabilitation programmes
Can I ask how they are paid????
----------------------------------------------------------------------------
From: [log in to unmask] [mailto:[log in to unmask]] On
Behalf Of Carr Barnes
Sent: 18 February 2008 10:14
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] rehabilitation programmes
Hi all
I've been finding more and more that I've been advising an "up to 12
weeks" rehab for mental health cases (depending on severity of course).
In recent months I have been adding to my report that the first few
weeks are aimed at sustaining regular routine i.e. getting to work on time
etc, rather than performing any work as such and that in the early weeks the
employee may be keen to "speed up rehab" in an attempt to get back to normal
which I advise against particularly in the first 3-4 weeks as the employee
is likely to have a poor/altered perception of their ability. I also advise
that recovery continues beyond rehab and advise managers to maintain regular
contact for the first 6 months at least and to refer early if any changes in
behaviour are noticed at work e.g. time keeping etc
I've been getting good feedback as the manager's feel they have a
"bigger picture" about the aims of the rehab.
Carr
On 18/02/2008, Hawkes, Lynda <[log in to unmask]> wrote:
paula,
I fully agree that preparing an employee prior to their return to work
helps
the actual return enormously. I don't include this time in the RTW
programme - that time period begins when they actually attend and
begin to
work again. Bringing them on site a few times for perhaps a coffee or
a
chat will help to overcome that initial dread of returning. I have
often
had employees saying that they dread the many questions they will get
from
work colleagues when they return and bringing them in for short
periods
before the actual return can alleviate this.
Lynda
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]]On
Behalf Of Paula Carroll
Sent: 14 February 2008 12:36
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] rehabilitation programmes
HI Jacqui
Havng worked in various industries and for several in house and
external
providers my expereince is that RTW is generally not required for
anything
under 2 months, the resistance of the managers to returning someone on
less than 100% can be challenging but my favourite flag is how do they
feel about thier at work employees picking up all the work when the
sick
employee could take up 50% plus of this. Would they rather see the
sick
pay covering the Gin and Tonics on the patio or contributing to
reducing
the impact of the absence on other employees. Clearly this is said
tongue
in cheek but does cause them to take a different view.
Having used 6 weeks returns and 2 day returns for back pain, dependent
upon the norms of the business and our colleagues (which we do have to
work with!!) there appears to be no difference between the 2 for
relpase
(this is only based on my expereince) It also address' the illness
behaviour by reminding people that thier bodies are far more robust as
a
general rule than they realise. I have had mental health nurses
suggest 1
day a week returns which in my opinion is neither use nor ornament as
each
week they are having to overcome the RTW threshold resistance factor
as I
call it.
A full return to work can begin before they actually return so that
the
absence periods is part of the recovery. If they are able to maintain
a
work pattern at home building up physical and mental challeneges then
the
actuall return can be much more successful and seemless.
My honest opinion is that there is little effective research that I
have
been able to find but I am wary of prolonged returns as these
reinforce
illness behaviour, (a cure of this is so improtant)
Of course the hardest as ever are where the employer does not want
a 'failing' employee back and the employee is habouring a grivenace
(and
these can be quite justified at times) Perception is all.
Another factor that I have observed is that we can be reluctant to
challenge the employee to a faster return as if they complain to thier
employer that we are being 'mean' we would rarely be supported. I do
not
critisise any OHN for being cuatious on this rock and a hard place.
Using the multi disciplianry team is invaluable as a valkierie of a
physio
can 'tell' an employee what the bottom line is and based on thier
specialism throw them into work apace. I always refer on to
practitioners
who act in the patients interest rather from thier 'wants' few lay
people
appraciate the damaging impact of unemployment and my feeling is that
our 'public health' role is to reduce unemployment and get peole back
to
work ASAP.
Just a brief stab but hope it helps add another opinion as this is a
very
grey area of practice and if anyone has some substantial research to
prove
me wrong I would be delighted to see it PLEASE!!
Paula
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