November 2014
safTdox News
A great achievement for first time entry.
safTdox client Barney Beach Accommodation Centre (BBAC) receives a "Highly Commended" (Second place) in Category 3 Best work health and safety practices in a small business at the 2014 Queensland Safe Work Awards. It has been a privilege to work with Peter, Kathy and the team at BBAC over the past few years. BBAC has an exemplary approach to Work Health and Safety. The award is well deserved.
In the News
Work Health and Safety Queensland has a new web site
In Queensland the Work Cover and Workplace Health and Safety websites have been combined into a 'one stop shop' at https://www.worksafe.qld.gov.au/
We will be updating our links to reflect the change and you should update your browser bookmarks as well.
Fatal Incidents & Prosecutions
Great News. There have been no fatal incidents during October which is Safe Work Month.
(Indicator 3 – Incidence rates of compensated injury & musculoskeletal fatalities, Australia, base period (2000–01 to 2002–03) to 2011–12 From Comparative Performance Monitoring Report Comparison of work health and safety and workers’ compensation schemes in Australia and New Zealand Sixteenth Edition October 2014) See the full report at Safe Work Australia site [1]
Legend: The Solid line represents the actual data and the dotted line represents the Australian target for improvement. The graph shows that Australia's approach to health and safety at work is making a real difference.
In Focus
Rehabilitation and Return to Work Coordinators no longer need to be certified
Recently the Workers' Compensation and Rehabilitation and Other Legislation Amendment Act 2014 was passed in Queensland parliament. The official assent of the Act has resulted in changes for rehabilitation and return to work coordinators and their employers.
As a result of these changes, rehabilitation and return to work coordinators no longer need to be certified to carry out their roles. It is now the responsibility of the employer to ascertain that a rehabilitation and return to work coordinators is 'appropriately qualified' to carry out their role in the context of the environment they are working in. The criteria which determines this can be found on the employer obligations page.
This means that there is no requirement for registration with the Workers' Compensation Regulator and rehabilitation and return to work coordinators don't need to renew their current certificates to continue working in their roles.
We have had feedback that some employers who are tendering for Government contracts are being asked to provide proof of certification for their workplace accreditation. Employers are no longer required to have their rehabilitation and return to work policies and procedures accredited by the Workers' Compensation Regulator.
From Work Safe Queensland [2]Last updated 30 October 2014
Return To Work Program
The Return to Work Program is the program that you have in place to manage any injured workers at your workplace.
A rehabilitation (or return to work) program is based on the principle that an employer can allow a coordinated return to work.
The program is delivered according to medical advice and where necessary the use of a rehabilitation provider.
Rehabilitation aims to do one of two things:
- maintain the injured employee within the workplace
- return them to appropriate employment in a timely, safe and cost efficient manner.
From Comcare [3] Last updated: 08 May 2014
Return to Work Plan
A return to work plan is the plan that is created to manage the return to work of an individual after they have sustained an injury. This plan should be devised in consultation with the person's doctor and/or rehabilitation professional, often this is a qualified physiotherapist.
A return to work plan as part of a rehabilitation program should:
- be developed in consultation with the injured employee and the treating medical practitioner
- be tailored, outcome-based and set out the steps to achieve return to work
- be available to an employee with a work capacity (unless contraindicated, for example where the employee has retired)
- be developed using appropriate expertise, such as approved rehabilitation providers, where required
- recognise the existing skills, experience and capabilities of the injured employee to allow suitable duties to be found
- if necessary, utilise retraining and redeployment when it is not possible for the employee to return to pre-injury duties.
From Comcare [4] Last updated: 08 May 2014
Communication with Workers
Communicating with injured workers
A workplace injury can have a significant impact on a person's life. But an injury to one of your workers can also have an impact on your business. To minimise this impact, try to foster a recover at work culture at your workplace. Regular communication, support and understanding play an important role in ensuring a successful return to work outcome following an injury.
Benefits of you communicating with your injured worker
A supportive and positive approach from you at the time of injury and throughout the rehabilitation process can have a positive impact on recovery and improves the likelihood of a prompt and successful return to work. This in turn reduces the costs of the claim and the impact of the injury on your premium.
Regular communication lets your employee know they are valued and alleviates uncertainty about their job security.
Tips for communicating with an injured worker Simple actions can go a long way towards helping your employee feel comfortable about returning to work.
- Be empathetic in your communications as this demonstrates you care about the worker's wellbeing
- Make contact as soon as you are aware of an injury, and maintain regular contact throughout the rehabilitation process. It is a good idea to discuss the timing and frequency of contact at the outset to ensure the worker is comfortable. Contacting the worker too frequently could be perceived as prying or placing pressure on the worker to return to work.
- Identify the most appropriate person in your organisation to maintain contact with the injured worker. Ideally this should be someone the injured worker has a level of trust and rapport with. Research has shown injured workers like their supervisors to maintain contact with them following an injury.
- Invite injured workers to meetings or functions that they may be able to attend. Send them newsletters and updates about any announcements while they are unable to work, or a get well card signed by their supervisor and co-workers. *This helps them feel valued and maintains a connection with the workplace so they feel more comfortable returning to work.
- If one of your employees has sustained a psychological/psychiatric injury, it is equally important that communication is maintained while they are unable to work. Your WorkCover Customer Advisor will be able to assist with any queries you may have about whether it is an appropriate time to contact your worker.
Some tips to help you prepare for conversations with your injured worker include:
- Remain positive when speaking to your employee, and avoid placing blame about the injury, as negativity can impact on a worker's motivation to return to work
- Focus on things the worker can do, rather than those they can't due to their injury
- Reassure the worker their job is safe, and encourage them to focus on their recovery from injury
- Listen to any concerns raised and address these promptly
- Ask your worker when they feel they could return to work and discuss the suitable duties available
- Tell your worker you look forward to them returning to work.
- Simply maintaining contact with your employees while they are unable to work due to injury can help ensure their recovery and return to work is smooth and prompt.
More information From Work Cover Queensland [5] Last updated 30 October 2014
Reminders
- Registration for a safTdox account go to safTdox.com [6]
- Autopay can be easily arranged by following the prompts on any invoice
- safTdox provides health and safety training and advisory services in a range of subjects including workplace communication and culture. For more information contact Maria [7]