Psychiatrist, psychologist, psychotherapist
| Steps in the RTW process | Actions |
|---|---|
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Time off and recovery period |
1. Assess the worker’s functional abilities and the extent of his/her limitations with respect to the position. 2. If applicable, identify activities that the worker can no longer perform without endangering his/her well-being, his/her safety, or that of others. 3. Base the worker’s assessment on the symptoms that he reports orally and that the validated tools highlight (data triangulation). 4. Take note of the worker’s responsibilities and tasks to assess the functional and cognitive† abilities required to perform his/her work. If necessary, request access to his/her work description. 5. Know disability criteria used by the worker’s insurer (e.g., form to be completed) and ensure that they are consistent with the psychiatric or psychological assessment. 6. During consultations with the worker, complete the forms that will be sent to the insurer or employer. When requested by employers and insurers, provide an estimate of the duration of the worker’s sick leave. |
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First contact with the worker by the workplace |
Not applicable |
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Evaluation of the worker (abilities) and his/her work (job demands) |
7. Meet with the worker for an update of their current medical history and symptoms. 8. Identify the stressors he encounters in his/her professional and family environments. 10. Encourage the worker to change the coping strategies that have been proven ineffective or even harmful. 12. Encourage the worker to listen to his/her body sensations, emotions and thoughts and progressively develop a state of full awareness (mindfulness). 13. Encourage the worker to adopt or maintain regular physical activity. 14. Adopt a positive attitude towards the worker by focusing on the search for solutions. 15. Invite the worker to define his/her personal values and the activities that bring him/her joy, recommending the practice of these activities when symptoms appear. 16. Introduce the worker to self-management strategies of the mental disorder, and thereby promoting worker empowerment and progressive autonomy. 17. Provide knowledge about stress to the worker and teach him/her cognitive-behavioural techniques to better manage it. 19. Prescribe interventions to improve the worker’s cognitive (e.g., cognitive-behavioural therapy) and physical skills, including a re-familiarization with his/her work tasks. 20. Contact the insurer to see if the planned interventions and treatments are reimbursed by the latter. Be aware that any misunderstanding in this regard could negatively impact the worker’s health and your bond of trust with him/her. 21. Stay in regular contact (e.g., suggestion of 4-week) with them to review the worker’s health status and make changes to the RTW plan if necessary. |
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Development of a RTW plan with workplace accommodations |
22. Depending on the worker’s health status and the workplace context, offer him/her to gradually RTW even if all the symptoms related to the worker’s mental disorder have not disappeared. 23. Based on the worker’s information and his/her observations/evaluations, define a list of possible work tasks to be performed. 24. If the worker is unable to consider a RTW because of certain work tasks or interaction difficulties (e.g., conflicts) with his/her manager or colleagues, ask him/her to identify barriers and to consider strategies that will enable him/her to deal with them (e.g., communication of emotions and needs). 25. Adopt a collaborative approach that considers workplace factors while focusing its intervention on finding solutions. |
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Work resumption (day 1) |
Not applicable |
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Follow-up of the RTW |
26. Collaborate with the family physician, worker, employer, and union representative (if applicable) to monitor the implementation of the work accommodations. Make recommendations for adjusting the RTW plan if necessary. 27. Encourage the worker to use cognitive behavioural techniques in his/her work environment (e.g., self-esteem building, stress management, conflict management). 28. Continue to provide support throughout the reintegration period and beyond.
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