Co-workers
| Steps in the RTW process | Actions |
|---|---|
|
Time off and recovery period |
1. Reflect on the work-related factors that may have led to the employee’s sickness absence and make recommendations to the employee’s manager, if appropriate. 2. Reflect on the role that co-workers may have played in the worker’s sickness absence (if any) as well as measures that could be put in place to prevent further absences, and make recommendations to the manager. 3. Communicate concerns about the worker’s departure to the manager, if applicable. 4. Avoid comments about the worker’s sickness absence and any prejudices about his/her health problems. 5. In the case of a work accident and if necessary, ensure the safety of the site, and participate in the investigation and analysis of the event, as well as in the correction of the cause. 6. Participate in the redistribution of tasks related to the worker’s absence with your manager and your colleagues. 7. Contribute to the proper functioning of the team during the worker’s absence. 8. Inform the manager of any difficulties encountered when reorganizing the work tasks (e.g., delays, temporary responsibilities) and propose solutions. |
|
First contact with the worker by the workplace |
9. Friendly phone contacts, depending on previous relationship with the worker. 10. Listen to him/her, be interested in his/her health status without being intrusive, and ask open rather than closed questions. 11. Invite the worker to team activities (e.g., Christmas party, happy hour) if his/her condition allows it. |
|
Evaluation of the worker (abilities) and his/her work (job demands) |
Not applicable |
|
Development of a RTW plan with workplace accommodations |
12. Verify the feasibility of the accommodations. 13. Assist the manager in identifying changes and advancements that have occurred since the worker’s departure and document them, as appropriate, in a document that will introduce the RTW to the manager and facilitate the transfer of information. 14. When necessary, support the manager in preparing the RTW. 15. Express to the manager any concerns related to the RTW of the absent colleague and the implications on your workload. |
|
Work resumption (day 1) |
16. Welcoming the worker in accordance with the worker’s wishes and the instructions of the manager. 17. As needed, help the worker in regaining ownership of his/her files and in performing his/her duties more generally. 18. Respect the integrity of the worker and be empathetic to him/her. 19. Allow the worker to quietly resume his/her place in the team, while respecting his/her pace, and reconnect with teammates, while being discreet about his/her situation. 20. Encourage the worker in his/her reintegration efforts. 21. Share with the worker information on the key events that have occurred during his/her absence.. |
|
Follow-up of the RTW |
22. Provide feedback to the worker and manager on the progress of the RTW. 23. Continue to support the worker and encourage him/her to ask for help from colleagues when needed. 24. Be flexible and understanding. Some days the worker in the RTW process will be more functional than others, which is part of a normal reintegration process. 25. Participate in daily adjustments. |