Actions for top management (employer, human resources)

Steps in the RTW process Actions

Time off and recovery period

1. Ensure that all the relevant stakeholders apply and implement the actions related to the start of the invalidity procedure, such as initial contacts with the worker, explanation of each other’s roles, and administrative aspects related to worker compensation; Refer to the role of the different stakeholders

First contact with the worker by the workplace

Not applicable

Evaluation of the worker (abilities) and his/her work (job demands)

Not applicable

Development of a RTW plan with workplace accommodations

2. Encourage a RTW plan (temporary assignment, gradual RTW, etc.), via the RTW coordinator (if applicable), in collaboration with the HR and OHS advisors (or joint health and safety committee, if applicable), the manager, the union representative and sometimes a health professional involved in the worker’s treatment, or the insurer’s rehabilitation advisor

Work resumption (day 1)

3. Raise awareness of the importance of Day 1 for the worker (welcome and integration planning)

4. Adjust production expectations

5. Ensure that all the stakeholders (e.g., manager, healthcare professional) involved apply and implement follow-up actions towards the worker who is returning to work, notably the organization the first day of RTW, implementation of the work accommodations, and the monitoring of the health and productivity of the worker and his/her colleagues; Refer to the role of the stakeholders

Follow-up of the RTW

6. Support the manager in the RTW process

7. Encourage measures that facilitate job retention

*  Top management acts upstream of the RTW process at the level of organizational culture by instituting policies and procedures, thus supporting the absence management manager (or HR advisor), the union/union representative, work colleagues, the designated RTW coordinator and the manager in their actions (see following tables).