Hi All,
I work in the private sector with quite a generous sick pay scheme.
In the last 3-4 years phased returns to work have been more
frequently used. Each plan can be different depending on the individual case,
and also depending on which OH person is giving the advice.
Some of the employees returning to work on a PRTW plan
did comment that they might have been "better off staying on the sick" as
upon their return they only got paid for the hours they worked.
The company then decided to pay the full salary of employees returning on
a PRTW plan for up to 4 weeks, providing certain performance / attendance criteria
had been met.
I think, from my own experiences of working with the employees,
that both the phased RTW plan and the 4 week protection of salary
did help to engage the employee and remove a potential barrier to RTW.
The absence rate rarely goes above 4% for the site. This is really the only
measure I have at the moment for evaluating the effectiveness of any PRTW
plans on site, but the low absence figures suggest they are having a
positive effect.
I would be very interested in the development of an evidenced based standard or
set of guidelines for PRTW, I think it would be a really useful tool in everyday
practice.
Best regards,
Roisin
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