Union / union representative
| Steps in the RTW process | Actions |
|---|---|
|
Time off and recovery period |
1. Contact and inform the worker of his/her rights, responsibilities, and obligations in accordance with the collective agreements and occupational health and safety (OHS) laws in effect. 2. Promote the program, tools, and measures available to support and reintegrate the worker into the workplace. 3. Support the worker and accompany him/her in his/her procedures. |
|
First contact with the worker by the workplace |
4. The union representative may make the initial contact with the worker in the same manner as the person responsible for the management of absences. 5. Contact the worker on sick leave to present your role and the RTW program that will support him/her in the process. |
|
Evaluation of the worker (abilities) and his/her work (job demands) |
6. With regard to risk factors related to the organizational context, communicate possible improvements/actions to the other stakeholders (e.g., labour relations, health professionals, occupational health and safety department, manager) in order to prevent potential relapses. This information can be gathered by obtaining a copy of the external survey report, or it can be produced internally through a survey carried out on a parity basis. |
|
Development of a RTW plan with workplace accommodations |
8. Collaborate with the absence management department and other stakeholders. 9. Take part in the preparation of the worker’s RTW with other relevant stakeholders (e.g., family physician, manager) while considering the worker’s particular situation. If not, promote to workers the RTW plan that has been previously adopted by these actors. 10. Support the worker and accompany him/her in his/her procedures. 11. Encourage the worker to be actively involved in the implementation of his/her RTW plan. 12. Verify compatibility with the collective agreement and OHS legislation. 13. If the worker requests it, participate in the RTW planning meeting. 14. Discuss possible work accommodations with the organization (e.g., temporary assignments) to facilitate the worker’s RTW under the best possible conditions. |
|
Work resumption (day 1) |
15. Follow up with the worker to ensure that the first day is going well. 16. Accompany the worker, if he/she so wishes, on his/her first day back to work and advise him/her if necessary. |
|
Follow-up of the RTW |
17. Follow up with the worker regarding his/her reintegration into the workplace to ensure compliance with the terms and conditions of his/her RTW plan. 18. Ensure compliance with collective agreements and OHS legislation. 19. Provide any information relating to obstacles to a sustainable RTW to the relevant stakeholders. |