There is commitment to empowerment – a multi-dimensional social process that assists a person to gain control over their own life by acting on issues which they define as important.
It is necessary to empower the person concerned in the return-to-work process to question their condition and/or limitations and to creatively determine what they can do about it with the support of the institution.
There is commitment to employee engagement – the process of getting employees involved in and building enthusiasm about their work which, in turn, will advance the interests of the institution.
The person concerned is the key stakeholder of a social security institution. As such, they must be encouraged to participate fully in decisions which impact upon them. A person’s “active participation” refers to the process of facilitating their ability to engage constructively in their return-to-work plans on an equal basis with other actors. They should be encouraged and enabled to provide their input, protect their interests and lend their support to the process.
A return-to-work quality control strategy includes specific actions to ensure that the needs of the person concerned are systematically, reliably and effectively met on an ongoing basis.
The strategy should include risk assessment and environmental monitoring to identify changes in the person’s needs, the workplace and the business environment, as well as developments in return-to-work policy and programmes.
A workplace accommodation framework includes a range of return-to-work options, support for the person concerned, effective communication, coordination of resources and cooperation among the relevant stakeholders.
There is compliance with professional and ethical obligations to ensure provision of appropriate services to the person concerned in the most efficient and cost-effective manner to achieve quality outcomes that are compatible with their individual requirements.
A case management system provides support, communication, coordination and cooperation among relevant stakeholders and professional organizations.
Case management usually involves:
The World Health Organization (WHO) defines health as “a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity”. An individualized approach to the return to work addresses psychosocial issues related to factors such as motivation, working conditions and personal circumstances.
Internal and external business units and professionals play important roles in the return-to-work process to support and facilitate the return to work.
Key professionals include the human resources manager, employee representatives, medical and other care and rehabilitation professionals, and other collaborators in the return-to-work field.
To achieve an effective return to work, the return-to-work process begins at the initial stage of an accident, illness or chronic health condition, as soon as is medically feasible.
