- Adopt a policy for managing absenteeism and RTW, including a clear procedure for the participation of the employer and the various actors (including the employee) in the RTW process, in compliance with applicable laws and collective agreements. See “Organizational culture and policies” and “Organizational procedures“.
- Inform staff of the organization’s commitments to the RTW of the workers on sick leave (Corbière et al., 2020)
- Maintain a clear position on the organization’s values and directions regarding the support and the RTW of workers on sick leave (Corbière et al., 2020).
- Make workers aware of regulations on discrimination in the workplace (Corbière et al., 2020).
- Ensure that the values and directions of the RTW program are translated into the organization’s management practices and those of its managers (Corbière et al., 2020).
- Promote the role of the RTW coordinator so that it is known and recognized by all members of the organization (Durand et al., 2017).
- Support and promote the implementation of an action plan by the actors hired for promoting RTW and job retention (St-Arnaud & Pelletier, 2013), in order to meet the needs of the human resources department and disability management services (Corbière et al., 2020).
- Make the immediate supervisor aware that the management style and practices are designed to promote the well-being of employees, minimize their stress level, motivate them and provide them with the necessary support to increase their productivity and job satisfaction (NICE, 2019).
- Signal expectations to managers regarding (1) the support practices to be adopted, (2) to put in place means of evaluation aimed at recognizing their efforts and (3) to ensure the updating of these means by offering training (Lemieux et al., 2011; St-Arnaud et al., 2011).
- † Normalize mental health disorders, do not create labels, break taboos and avoid judgment (Corbière et al., 2020).
- Be aware of the organization’s depersonalized data related to its workers’ disabilities. Ensure that the confidentiality of the worker’s personal information is respected (Corbière et al., 2020).
- Prepare as well as possible each actor of the organization (e.g., manager, union) to act in favour of the worker’s RTW (Corbière et al., 2020).
- Ensure the smooth functioning of each phase of the worker’s RTW process and of all the actions implemented by the actors (Corbière et al., 2020)
- As part of a continuous improvement approach, ensure that the RTW practices are concretely evaluated and improved (Corbière et al., 2020).
- Understand the function and the importance of work accommodations and their potential application in each department of the organization (Corbière et al., 2020).
- Inform managers of the potential accommodations that can be implemented in their department (Corbière et al., 2020).
- In collaboration with the manager and work team, consider the particularities of each department’s work environment to facilitate the implementation of work accommodations (Corbière et al., 2020).
- Ensure the implementation of work accommodations that could facilitate the worker’s RTW (Corbière et al., 2020).
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