Introduction to the Return to Work Program

The Return to Work Program consists of the procedures that Z Staffing has in place to help injured workers with their recovery and return to the workplace. It outlines Z Staffing's commitment to assist injured workers with accessing necessary treatment and rehabilitation, and the steps to be taken to achieve a safe, timely and durable return to work.

The return to work of injured workers is an integral part of the workers compensation system in NSW & QLD. The underlying principle is that the workplace, and not a medical institution or the home, is often the most appropriate and effective place to rehabilitate the majority of injured workers. Another major principle is that all parties at the workplace have a social and economic interest in ensuring that employees return to work safely, as soon as possible following a work-related injury or illness. Occupational rehabilitation is a managed process, usually at the workplace, aimed at maintaining injured or ill workers in, or returning them to, suitable employment. It involves early intervention with appropriate, adequate and timely services based on assessment of the injured worker’s needs. The rehabilitation process, which is based on current medical advice, aims to return injured workers to work electing the most direct pathway.

1. Developing and Implementing the Return to Work Program

Z Staffing has, through consultation with worker representatives, developed a Return to Work Program for the management of employees who are injured at work.

Workers will be informed of their rights and responsibilities and of Z Staffing's policies on Return to Work through the Z Recruitment Induction Manual.

2. Staff Contact Details

The Return to Work Co-ordinator for Z Staffing is:

Daniela Vescio | Operations Manager

P: (02) 8036 8399 | 1300 922 782

6 Porter St

Ryde 2112 NSW

daniela@zstaffing.com.au | admin@zstaffing.com.au

3. Insurer Contact Details:

The Insurance Agent for all workers compensation claims is:

icare

Call: 13 77 22

Hours: 8:30am–5pm, Monday to Friday

Claim enquiries:

icareclaims@workerscomp.nsw.gov.au

New claim notifications

Email: icarenewclaims@workerscomp.nsw.gov.au

4. Preventing occupational injuries and illness:

Z Staffing recognises its obligations under the Work Health and Safety Act 2011 (NSW) and is committed to preventing workplace injury/illness and providing a safe and healthy working environment by taking all reasonable precautions to protect the health, safety and welfare of its staff, contractors and visitors.

Z Staffing is committed to a systematic approach to the identification, assessment, elimination or control of hazards.

Hazard and Incident Reporting:

Z Staffing recognises the benefits of risk identification, assessment and control for the prevention of workplace injuries and illness and investigates incidents in a spirit of “no blame”. Employees are required to assist this process of preventing injury by reporting any identified hazards.

They can do this via directly reporting any hazard or incident with their supervisor/manager.

Consultation:

Z Staffing Management will consult with employees in developing, implementing and reviewing the Z Staffing Work Health and Safety policy.

Dissemination of relevant Health/Safety and Injury Management Information:

Any updates on Health and Safety and injury management information will be advised directly from supervisors/managers to employees at Z Staffing.

Use of Data –in Improving Injury Management Outcomes and Preventing Injury:

Z Staffing is committed to improving Injury Management Outcomes and Preventing Injury. The Return to Work Coordinator is responsible for reviewing and monitoring the data to identify any potential links between injuries and where necessary will review health and safety procedures.

5. Injury Management Commitments

Z Staffing makes the following commitments to injury management; early, safe and durable return to work and the rehabilitation of all workers who suffer a work related injury or illness.

Z Staffing will:

• Ensure that injured workers return to work as soon as practicable, and that returning to work is a normal practice and expectation.
• Inform staff of their responsibilities under the Workers Compensation Act 1987 and the Workplace Injury Management and Workers Compensation Act 1988 and the Workers Compensation Legislation Amendment Bill 2012.
• Commence Injury Management activities as soon as practicable following an injury, irrespective of an injured worker’s compensation claim status. These activities are aimed at assisting an injured worker recover from injury, including access to all necessary treatment and/or rehabilitation services and through the provision of suitable employment/duties.
• Provide suitable duties/employment, where reasonably practicable, for injured workers as an integral part of the injury management process.
• Ensure that participation in the injury management program will not, of itself, jeopardise job security.
• Consult with injured workers and relevant stakeholders to ensure the program operates effectively.
• Maintain confidentiality of information relating to injured workers on rehabilitation (return to work) programs.
• Ensure that all employees are aware of their responsibilities and obligations

6. Reporting Injury and Initial Management

Reporting Injury:

In the event of an injury at the Hospital or Health Service (HHS), the injured worker must complete an injury report form provided by the centre on the same day of the injury. This form should detail the nature of the injury, how it occurred, and any immediate actions taken.

Hospital or Health Service’s Responsibility: The HHS should provide immediate first aid and assistance to the injured employee and help in completing the injury report.

All work related injuries and illnesses must be reported by the injured worker to their immediate supervisor as soon as practicable, and to the Return to Work Coordinator within 24 hours of the injury/ illness occurring. This can be done via support chat or email admin@zstaffing.com.au

The Return to Work Coordinator will then create a detailed report of the injury in Employment Hero. This report will include the injury details, the Injured Worker’s statement, and any witness statements if available.

The Return to Work Coordinator must notify iCare of the incident within 48 hours of becoming aware of it. The notification should include all details from the injury report and any additional information gathered by the Return to Work Coordinator.

Acute First aid/ Medical treatment:

Following injury the injured worker, with the assistance of the supervisor, should seek appropriate acute first aid / medical attention. Workers have the right to choose their medical providers and may seek help from their local or preferred treating doctor.

Choosing a Nominated Treating Doctor:

The injured worker must then choose a Nominated Treating Doctor; this may be an individual doctor, treating medical specialist or medical practice. The Nominated Treating Doctor will provide treatment, participate in the establishment of an individual Injury Management Plan, comment on fitness for work and appropriateness of suitable duties or employment, and provide consecutive Certificate(s) of Capacity for the duration of the recovery from injury and return to work. The injured worker must give consent for the Nominated Treating Doctor to provide information to Z Staffing for the purposes of developing the Return to Work Plans.

This can be done by signing the declaration at the bottom of the certificate.

Changing Nominated Treating Doctor:

An injured worker may be permitted to change their Nominated Treating Doctor if they can provide a valid reason verbally or in writing in line with Section 47(6) of the Workplace Injury Management and Workers Compensation Act 1998.

Z Staffing recognises that in cases where an injured worker is not recovering from injury or is not satisfied with the level of treatment/communication received from a Nominated Treating Doctor, that a change of Nominated Treating Doctor can be a productive and pro-active move towards recovery.

If you have a reason to change your Nominated Treating Doctor, you must contact the Claims Case Manager at the Insurance Agent and inform them of your reason in writing.

Early Contact:

Following notification the Return to Work Coordinator will obtain the injured worker’s consent before obtaining, using or disclosing injury management information. This can be in the form of a Certificate of Capacity signed by the injured worker or a signed Authority to Release Medical Information form provided by Z Staffing. They will then liaise with the injured worker, the supervisor and, if necessary, Nominated Treating Doctor within 3 working days of becoming aware that the workplace injury is significant.

Early contact can assist in:

• Clarifying the nature and cause of an injury and any treatment undertaken or proposed
• Providing information to the employee about rights and responsibilities and the injury management and workers compensation processes in general
• Obtaining consent to liaise with treating medical professionals (e.g. medical certificates)
• Identifying factors (or barriers) which may prevent early return to work and discussing a plan to overcome them
• Identifying and implementing suitable duties that are consistent with the current capacity of the injured worker
• Facilitating realistic injury management and return to work goal setting

7. Returning to Work Following Work Related Injury

Introduction to Return to Work:

The return to work of injured workers is an integral part of the workers compensation system in NSW & QLD, and is essential for assisting the injured worker to recover from injury and return to productive employment. The principle is that the workplace, and not a medical institution or the home, is often the most appropriate and effective place to rehabilitate the majority of injured workers. All parties at the workplace have a social and economic interest in ensuring that employees return to work safely, as soon as possible following a work related injury or illness. Effective return to work commences early and involves regular consultation with the injured worker, supervisor, Nominated Treating Doctor, treating medical providers or any other relevant person who can contribute to the process. In cases where an employee is unable to return directly to their pre-injury duties and a gradual, upgrading return to work is recommended, then provision of suitable duties that meets the current work capacity of the injured worker may occur and a Return to work plan is developed. In the event that suitable duties are unable to be provided, Z Staffing will engage a Workplace Rehabilitation Provider to assist with the identification of a WorkTrial with a Host Employer for the purposes of providing suitable duties, with the view the Injured Worker would return to the pre-injury place of employment once they have reached a capacity where duties are available.

Z Staffing is required to appoint an appropriately trained Return to Work Coordinator to assist with the return to work process.

Return to Work Coordinator:

The Return to Work Coordinator is required to have completed the State Insurance Regulatory Authority (SIRA) Return to Work Coordinator Training, or have been granted exemption from this by SIRA due to existing qualifications and/or experience.

The Return to Work Coordinator will be the focal point for all contact relating to the injured worker. Most contact will be with the employee, their supervisor, Nominated Treating Doctor, Claims Officer and Rehabilitation Provider.

They will be responsible for developing Return to work plans for injured workers with significant injuries. For Return to Work Plans this is done with reasonable attempts at consultation with the worker, supervisor and Nominated Treating Doctor.

The Return to Work Co-ordinator for Z Staffing is:

Daniela Vescio | Operations Manager

P: (02) 8036 8399 | 1300 922 782

6 Porter St

Ryde 2112 NSW

daniela@zstaffing.com.au | admin@zstaffing.com.au

Provision of suitable duties:

Z Staffing will provide suitable duties within the certified work capacity where practicable to do so to partially incapacitated workers. The officer responsible for arranging suitable duties is the Return to Work Coordinator. Prior to the injured worker being certified fit with a capacity to work on suitable duties, the Return to Work Coordinator may discuss what suitable duties are available with, and propose an early return to work to:

• The injured worker
• Supervisor
• Nominated Treating Doctor
• Treatment providers
• Approved Workplace Rehabilitation Provider (where involved)

Following advice from the Nominated Treating Doctor, or in exceptional circumstances other medical advice, that the injured worker is fit for some work, suitable duties will be investigated and offered where practicable.

Suitable duties will be investigated with the view to return the Injured Worker to work via the most direct pathway to return to work.

The initial focus will be on maintaining the employee in, or returning the employee to, their pre-injury employment. Suitable duties should be productive and meaningful. They could take different forms, for example the same duties but with reduced hours, or modified and/or alternative duties in the same or different work area.

In the majority of cases suitable duties will only need to be provided for a temporary period until the injured worker is fit to resume the full duties of his or her pre-injury position.

Suitable duties are to be time limited, monitored closely and regularly upgraded towards pre-injury hours and duties where appropriate.

In the event that suitable duties are unable to be provided, Z Staffing will engage a Workplace Rehabilitation Provider to assist with the identification of a WorkTrial with a Host Employer for the purposes of providing suitable duties, with the view the Injured Worker would return to the pre-injury place of employment once they have reached a capacity where duties are available.

The following will be considered when determining whether a job for an injured worker is suitable:

• The nature of the worker’s incapacity and pre-injury employment
• Details of capacity of employment given in the Certificate of Capacity supplied by the Nominated Treating Doctor
• The worker’s age, education, skills and work experience
• The provisions of any Injury Management Plan (provided by the Insurance Agent) for the worker
• Any suitable employment for which the worker has received rehabilitation training
• The length of time the worker has been seeking suitable employment

In some cases suitable duties may not be able to be offered or may be withdrawn. Some examples of instances where this may occur may include:

• Where medical restrictions are of such a nature and degree that there are no meaningful and productive duties that can be provided that would comply with these restrictions and/or allow for a safe resumption of work
• Where the continuing provision of temporary duties is not leading to progression toward the agreed return to work goal
• Where it is evident that suitable duties are not operationally sustainable by the work area

When suitable duties are identified and agreed to, it will be specified in a written Return to Work Plan and signed by the supervisor, the worker, and the Nominated Treating Doctor.

In the event that suitable duties are unable to be provided, Z Staffing will engage a Workplace Rehabilitation Provider to assist with the identification of a WorkTrial with a Host Employer for the purposes of providing suitable duties, with the view the Injured Worker would return to the pre-injury place of employment once they have reached a capacity where duties are available.

Return to Work Plan:

An individual Return to Work Plan will be developed for each injured worker who is to return to work on suitable duties either at Z Staffing or a Host Employer performing a WorkTrial. A Return to Work Plan can be developed by a trained Return to Work Coordinator or an Approved Workplace Rehabilitation Provider. It will be developed with reasonable attempts to consult with all the relevant parties, including the Nominated Treating Doctor.

The Return to Work Plan will be in writing and contain:

• The job title
• The agreed purpose or goal of suitable duties (for example, to return to pre-injury duties or to an alternative job)
• The allocated supervisor
• The hours/days to be worked
• The duties, medical restrictions or specific duties to be avoided
• The commencement and review dates

When developing Return to Work Plans, consideration may be given to:

• The physical capacity of the injured worker
• The personal circumstances of injured workers that may impact on suitable duties, for example, child care arrangements or travel arrangements
• Impact on the workload of other workers
• Whether the worker may require training in the suitable duties tasks prior to the Return to Work Plan being implemented

Copies of the agreed Return to Work Plan will be distributed to the injured worker, employer, Nominated Treating Doctor and any other relevant signatories. Confirmation of agreement to the plan will be sought via signature or email. The injured worker and supervisor are to cooperate in the development of a Return to Work Plan and to ensure compliance with the plan.

8. Return To Work Obligations of Employees:

The following is with reference to Section 48a of the Workplace Injury Management and Workers Compensation Act 1998:

A worker who has current work capacity must, in co-operation with the employer or insurer, make reasonable efforts to return to work in suitable employment or pre-injury employment at the worker’s place of employment or at another place of employment.

Failure to comply with Return to Work Obligations of Employees:

The following is with reference to Section 48a of the Workplace Injury Management and Workers Compensation Act 1998:

1. If a worker does not comply with an obligation imposed under section 48, the insurer may in accordance with this section:

• suspend the payment of compensation in the form of weekly payments to the worker, or
• terminate the payment of compensation in the form of weekly payments to the worker, or
• cease and determine the entitlement of the worker to compensation in the form of weekly payments in respect of the injury under this Act.

2. If the insurer seeks to suspend payments of compensation under subsection (1)(a), the insurer must give written notice to the worker stating:

• the reason for the giving of the notice, and
• that unless the worker complies with the obligation under section 48 specified in the notice, weekly payments to the worker will be suspended from the date specified in the notice which must be a date at least 14 days after notice is given but no more than 60 days after notice is given, and
• the consequences of failing to comply as specified in the notice.

3. If the worker fails to comply with a written notice under subsection (2), the insurer may suspend the payment of weekly payments to the worker for a period of 28 days after the date specified in the notice referred to in subsection (2) (b).

4. If the worker complies with the obligation specified in the notice under subsection (2) during the period that weekly payments are suspended under subsection (3), the insurer must, subject to and in accordance with this Act, resume the payment of weekly payments with effect from the date on which the worker complied with the obligation.

5. If subsection (4) applies, the worker forfeits any compensation in the form of weekly payments that would otherwise have been made during the period of suspension until the worker complied with the obligation and that period is included in determining the first or second entitlement period under Division 2 of Part 3 of the 1987 Act.

6. If the worker does not comply with the obligation specified in the notice under subsection (2) for the entire period that weekly payments are suspended under subsection (3), the insurer may terminate the payment of compensation in the form of weekly payments to the worker in respect of the injury by written notice stating the reasons for giving the notice.

7. If the worker:

• does not comply with the obligation specified in the notice under subsection (2) for the entire period that weekly payments are suspended under subsection (3), and
• has within the last 12 months prior to the giving of the notice referred to in paragraph (a): i. been issued 2 notices under subsection (2) without a subsequent suspension of weekly payments, or ii. had compensation in the form of weekly payments suspended once under subsection (3), the insurer may cease and determine the entitlement to compensation in the form of weekly payments in respect of the injury to the worker under this Act by written notice stating the reasons for giving the notice.

10. Employer must provide suitable work

The following is with reference to Section 49 of the Workplace Injury Management and Workers Compensation Act 1998.

1. If a worker who has been totally or partially incapacitated for work as a result of an injury is able to return to work (whether on a full-time or part-time basis and whether or not to his or her previous employment), the employer is liable to pay compensation to the worker under this Act in respect of the injury must at the request of the worker provide suitable employment for the worker.
2. The employment that the employer must provide is employment that is both suitable employment (as defined in section 32A of the 1987 Act) and (subject to that qualification) so far as reasonably practicable the same as, or equivalent to, the employment in which the worker was at the time of the injury.
3. This section does not apply if:

• it is not reasonably practicable to provide employment in accordance with this section, or
• the worker voluntarily left the employment of that employer after the injury happened (whether before or after the commencement of the incapacity for work), or
• the employer terminated the worker’s employment after the injury happened, other than for the reason that the worker was not fit for employment as a result of the injury.

11. Approved Workplace Rehabilitation Providers

External Workplace Rehabilitation Providers are organisations made up of health professionals (from the disciplines of physiotherapy, occupational therapy, counselling and medicine) that are approved by SIRA or Workcover QLD to provide specific rehabilitation related services aimed at returning the injured worker to suitable employment. In some cases the Return to Work Coordinator may need to enlist the services of an Approved Workplace Rehabilitation Provider. Approval for these services are provided by the claims officer and monitored by the return-to-work role.

Some examples of situations where a Rehabilitation Provider might be engaged may be where:

• The injured worker is likely to have an extended period of total incapacity to work
• There is difficulty in identifying duties within an injured worker’s certified capacity of employment
• An assessment of the injured worker’s physical capacity may be required to assist finding suitable employment
• The injured worker is unlikely to resume full pre-injury duties in the long-term
• The injured worker’s goal is identified to be return to a different job with the same employer, or a different job with a different employer, and training, work trials or job placement may be required
• An assessment of work experience and transferrable skills is required to assist redeployment.

SIRA requires employers to nominate one or more accredited providers to assist in the rehabilitation of injured workers. A full listing of all accredited Rehabilitation providers can be found on the SIRA NSW website. Rehabilitation Providers may be engaged for a one-off service or they may be engaged to assist with the day to day injury management of complex cases.

Some of the functions and services they provide include the following:

• Identifying and designing duties within a worker’s certified capacity of employment for the injured worker
• Identifying and coordinating rehabilitation strategies to return to and maintain work
• Monitoring return to work and individual Return to Work Plans, with gradual upgrades to return to pre-injury duties where appropriate
• Providing education and advice regarding management of an injury
• Arranging appropriate retraining and placement in alternative employment when the injured worker is identified as unable to return to pre-injury duties long-term e.g. JobCover placement programs and WorkTrials
• Performing workplace assessment and providing ergonomic advice
• Performing functional or vocational assessment

Engaging an Approved Workplace Rehabilitation Provider:

The injured worker, manager and supervisor will be advised of the intention to involve a rehabilitation provider to assist in the return to work/injury management of an injured worker.

Z Staffing has elected Rocket Rehab Pty Ltd as a preferred provider.

The injured worker has the right to choose their own or change their Rehabilitation Provider if necessary, in consultation with the Insurance Agent.

Changing Approved Workplace Rehabilitation Provider:

An injured worker may be permitted to change their Approved Workplace Rehabilitation Provider. Requests to change Approved Workplace Rehabilitation Provider will be reviewed on a case by case basis and agreed between the Insurance Agent and the injured worker.

Nominated Approved Workplace Rehabilitation Providers:

The nominated rehabilitation provider for Z Staffing is:

Rocket Rehab (773)

Ph. 0422 595 326

Fax: 02 9475 1134

E: info@rocketrehab.com.au

Office Address: 1/5 George St North Strathfield 2137 NSW

Postal Address: PO Box 188 Wentworth Falls 2782 NSW

Assistance with Redeployment for Injured Workers:

When it is medically determined by the nominated treating doctor or specialist that it is not appropriate for the injured worker to return to their pre-injury duties, suitable employment will need to be determined.

The injured worker will be referred to a Rehabilitation Provider where an assessment will be completed to further assist with the identification of other vocational transferrable skills for alternate employment either within Z Staffing or external to Z Staffing.

In cases of redeployment Z Staffing will consider accessing vocational programs administered by the State Insurance Regulatory Authority under Section 53 of the Workplace Injury Management and Workers Compensation Act 1998.

12. Employee not disadvantaged by participation in return to work

Z Staffing is committed to ensuring that participation of an injured worker in the Return to Work Program and/or Plan will not, of itself, disadvantage the employee. A Return to Work Plan is designed to return the worker to their pre-injury average weekly earnings in their pre-injury duties or other suitable employment as determined. For example if training and or professional development were expected to occur prior to the injury and the physical requirements of these tasks do not conflict with any medical restrictions issued by the doctor then they may be permitted to continue.

Z Staffing is also committed to ensuring, in accordance with Workers Compensation legislation (section 240-250 Part 8 of the Workers Compensation Act 1987), that an injured worker is not dismissed within 6 months of becoming unfit to work due to a work related injury being sustained*.

• unless mitigating issues.

13. Dispute Resolution

Resolution of injury management and return to work disputes:

All efforts will be made by Z Staffing to resolve disagreements about the Return to Work Program through discussion in the spirit of cooperation. If a dispute arises over an individual Return to Work Plan or any aspect of the return to work process, then all parties will work towards resolution by using the following strategies:

1. The injured employee will advise the Return to Work Coordinator of the dispute and the Return to Work Coordinator will attempt to resolve it by coordinating discussions with, as appropriate, the employee, the claims staff, the Nominated Treating Doctor, other medical professionals treating the injured employee, a Workplace Rehabilitation Provider if involved and supervisors/managers

2. If further objective information is required to assist the dispute resolution then Z Staffing may:

• Seek further information from the treating providers
• Refer to an external Approved Workplace Rehabilitation Provider
• Seek assistance from the Insurance Agent through the use of an Independent Medical Examiner or Injury Management Consultant

3. Where the parties have not been able to resolve the matter in dispute, the matter may, at the instigation of either party, be referred to the SIRA Customer Contact Centre (ph: 13 10 50) for advice.

4. If a Workers Compensation claim or part thereof has been disputed, then the injured employee may seek resolution from the claims staff through submitting an Application to Review Decision or through the Workers Compensation Commission:

Address: Level 19, 1 Oxford Street, Darlinghurst NSW 2010

Postal address: PO Box 594, Darlinghurst NSW 2010

Email: registry@wcc.nsw.gov.au.

14. Confidentiality of Injury Management Information

All information and records collected during the injury management process will be kept confidential in accordance with the National Privacy Provisions and will only be disclosed in accordance with these and / or the provisions of the Workplace Injury Management and Workers Compensation Act 1998.

Injury management information is information that involves the treatment, rehabilitation, retraining, claims management and employment management practices that are directed to assist an injured worker to return to work.

The injured worker is responsible for giving consent for the doctor, employer, insurer, treating practitioners, rehab providers and SIRA/Workcover QLD exchanging information for the purposes of managing the injury and Workers Compensation claim.

This is done by signing the initial and/or subsequent SIRA/Workcover QLD Certificate of Capacity. The injured worker may withdraw consent at any time in writing to the Return to Work Coordinator or Claims Officer, however if consent is withdrawn return to work assistance may not proceed and it may affect the employee’s entitlements to Workers Compensation benefits.

Injury management information includes:

• File notes, letters, faxes and Return to Work Plans from the Return to Work Coordinator
• Nominated Treating Doctor assessment and reports
• Specialist assessment and reports it the employee was referred to the specialist by the Nominated Treating Doctor
• Approved Workplace Rehabilitation Provider documents

It does not include:

• Independent Medical Examiner reports where referred by the insurer
• Common law and legal proceedings
• Work Capacity assessments and decisions

15. Injury Management Responsibilities

Injured Employees Responsibilities:

• Cooperate with Z Staffing to prevent work related injuries to self and others.
• Cooperate with Z Staffing's Return to Work program that has been designed to assist return to work of injured employees.
• Employees must notify their supervisor of any work related injury or illness as soon as possible after the injury occurs, or not later than 24 hours after the injury.
• The injured employee must specify one Nominated Treating Doctor or medical practice that is prepared to participate in the development and implementation of an Injury Management Plan. The injured employee has the right to choose the Nominated Treating Doctor but can change this doctor only in line with the procedure to change Nominated Treating Doctor that is outlined in this program.
• The injured employee must give consent for the Nominated Treating Doctor to provide information for the purposes of a Return to Work Plan. This can be done by either signing the initial or any subsequent Certificate of Capacity & Work Declaration or by signing an Authority to Release Medical Information form that is provided by Z Staffing.
• An injured employee must ensure they have consecutive SIRA/Workcover QLD Certificate(s) of Capacity & Work Declaration to cover the entire period under a Workers Compensation claim until a SIRA/Workcover QLD Certificate(s) of Capacity by the doctor is issued advising that no further treatment is required and the employee can return to Pre-Injury Duties or has capacity to work in some form of ongoing suitable employment. A medical certificate should be obtained either on or before the expiry date of the current certificate; when treatment or medical restrictions change and to cover any period unfit to work due to the injury. The employee is to notify the Return to Work Coordinator as soon as a certificate is obtained.
• When receiving “reasonable and necessary” medical treatment for a work related injury or condition to obtain that “reasonable” treatment outside of normal working hours where possible.
• An injured employee will report on their progress to the Return to Work Coordinator and or Claims Officer at regular intervals while participating in a Return to Work Plan, and advise of any difficulties with return to work as soon as practical to assist in addressing any problems.
• An injured employee must make all reasonable efforts to return to work with Z Staffing as soon as possible. In the event suitable duties or employment is not available at Z Staffing, an injured employee will participate in any Worktrials, JobCover, Vocational Rehab programs, Retraining or redeployment options that may be available.
• An injured employee must cooperate in the development of a Return to Work Plan when certified fit for suitable duties and duties are identified, and a Proposed Return to Work plan when certified unfit for work and expecting to return to work.

Employer Responsibilities:

• The employer must ensure the health, safety and welfare at work of all employees.
• The employer must provide duties that are suitable and within an injured employee's medically certified work capacity available to injured employees if reasonably practicable to do so.
• The employer must notify their state relevant agency of serious incidents (see Definitions)
• The employer must appoint a trained Return to Work Coordinator with the necessary qualifications, authority and resources to negotiate; develop and implement return to work policies and procedures including the Z Staffing Return to Work Program.
• The employer must not dismiss an injured employee because of the injury within 6 months of the worker first becoming unfit for employment

Manager/Supervisor Responsibilities:

When advised that a worker has suffered a work related injury or illness, the manager must adhere to the following:

• Ensure that the injured worker receives, or is referred for, first aid and/or medical attention, as appropriate for the severity of the injury.
• Managers/supervisors have an obligation to provide suitable duties for their injured workers wherever and whenever possible or practicable. And if available must comply with medical restrictions resulting from the work injury as obtained from the Nominated Treating Doctor on the Certificate(s) of Capacity.
• The manager/supervisor is to advise the Return to Work Coordinator on the requirements of the injured worker’s usual/ pre-injury job and availability of suitable duties.
• The manager/supervisor must immediately notify the Return to Work Coordinator if the injured worker presents a state relevant agency Certificate(s) of Capacity which advises medical restrictions that prevent the completion of their normal duties, and forward any received medical certificates to the Return to Work Coordinator.
• The manager/supervisor is to ensure that any medical recommendations on the relevant state agency certificate of capacity are abided by until such time as adequate assessment can be instigated and Return to Work Plan developed.
• The manager/supervisor is to participate and cooperate in the establishment of a Return to Work Plan when necessary for an injured worker and abide by the restrictions or obligations set out in those plans at the workplace.
• The manager/supervisor is to ensure that any colleagues of the injured worker or other key work unit personnel are sensitively advised of any relevant matters pertaining to the injured worker’s Return to Work Plan. ‘Relevant matters’ can include, e.g. variation in hours worked, variation in duties to be performed, medical restrictions and any assistance that may need to be provided to the injured worker.
• The manager/supervisor is to monitor and sensitively handle the injured worker’s progress on their Return to Work Plan and liaise with the Return to Work Coordinator regarding any change, problems or unplanned absences.
• Return to Work Coordinator Responsibilities:
• The Return to Work Coordinator is to initiate early contact with injured worker, their supervisor and Nominated Treating Doctor, if necessary, within 3 working days of becoming aware that the workplace injury is significant.
• The Return to Work Coordinator is to continue to determine the injured worker’s needs by discussion with the worker; the supervisor; the Nominated Treating Doctor and any other relevant parties involved in the injured worker’s rehabilitation.
• The Return to Work Coordinator is to be the focal point for all contact relating to the injured worker. Most contact will be with the worker; their supervisor; Nominated Treating Doctor, any other professional treating the worker, Claims Officer and rehabilitation provider.
• The Return to Work Coordinator is to create a rehabilitation file for employees with significant injuries and maintain confidential case records in accordance to legislative requirements (Privacy and Personal Information Protection Act 1998 and Health Records and Information Privacy Act 2002) and abide by SIRA Authority’s Guidelines for Confidentiality of Rehabilitation Information for access to rehabilitation records and consent to release information.
• The Return to Work Coordinator is to assist in identifying suitable duties with respect to the available medical information on the relevant state agency Certificate of Capacity with the supervisor and assist the injured worker to return to work as soon as possible or refer to an approved workplace rehabilitation provider if required.
• The Return to Work Coordinator is to provide information to the injured worker on the injury management and return to work processes and refer them to the Insurance Agent for information on their entitlements, if relevant.
• The Return to Work Coordinator is to obtain the injured worker’s consent before obtaining or releasing rehabilitation information. This can be in the form of a relevant state agency Certificate of Capacity signed by the injured worker.
• The Return to Work Coordinator is to develop a Return to Work Plan that documents duties and work restrictions when the injured worker is medically certified fit with a capacity for employment and duties are identified that fit within this capacity to employment. The Plan will be developed with reasonable attempts in consultation with the injured worker, supervisor and Nominated Treating Doctor and distribute to relevant parties.
• The Return to Work Coordinator is to assist in the redeployment of injured workers into suitable employment when an injured worker cannot return to their pre-injury duties or when there are no suitable duties available. This may involve the use of programs involving, Work trials, JobCover programs, Vocational Rehab Programs, Retraining or Workplace Rehabilitation Provider services.

Nominated Treating Doctor Responsibilities:

The Nominated Treating Doctor is to:

• Complete relevant state agency Certificate of Capacity for all periods covered under the injured worker’s compensation claim until the final Certificate of Capacity is issued.
• Specify the injured worker’s current work capacity and any associated medical restrictions and advise on the suitability of duties offered by the employer.
• Arrange and monitor appropriate treatment.
• Provide information to the insurer and employer in relation to Injury Management and Return to Work Plans for the injured worker.
• Certify time off only if it is medically necessary.
• Promote an early and safe return to work for the injured worker.
• Review the progress of recovery of the injured worker and revise the medical management as needed.
• Advise employer/insurer on availability for discussion about injury management and return to work.

16. Review of the Return to Work Program:

This program will be reviewed every 2 years from the date of effect, or earlier when there are significant changes in process or legislation.

NOTE 1: This Program is a confidential document containing company information and is not to be photocopied or the information given to anyone outside of this organisation unless authorised by Management.

NOTE 2: The Program always remains the property of the operator

NOTE 3: Please report to Management, the loss or damage of this Program so that prompt action can be taken to recover or replace the document.

Z Staffing supports the safe return to work of injured workers as soon as practicable following work related injury and/or illness and is committed to the principle of workplace injury management.

Release Date 06 May 2024

Review Date 06 May 2025