Designated RTW coordinator’s (internal or external) roles and responsibilities

  1. Be a resource person for workers, managers, and the union on RTW support (St-Arnaud et al., 2011)
  2. Coordinate RTW activities through telephone or face-to-face contact, ensuring that communication between stakeholders remains focused on the worker’s needs and abilities and the work environment (Pomaki et al., 2010)
  3. Encourage stakeholders to communicate with each other regarding the worker’s functional abilities and RTW options, with the worker’s consent (Loisel & Corbière, 2011; Pomaki et al., 2010)
  4. Collaborate with the other actors in the organization to promote the worker’s recovery, RTW and job retention (Loisel and Corbière, 2011; St-Arnaud et al., 2011)
  5. Ensure that the stakeholders involved in the RTW have a good knowledge of the procedures to be followed and the actions to be taken (Corbière et al., 2020)
  6. Support the worker in the rehabilitation process by assessing his/her abilities and needs (Corbière et al., 2020)
  7. Assess the psychosocial factors in the workplace that could hinder the RTW (Corbière et al., 2020)
  8. † Know the mental health resources accessible to the worker (Corbière et al., 2020)
  9. Know the regulation regarding the management of work presence and possible work accommodations within the organization. Ensure compliance with their application (Corbière et al., 2020)
  10. Know the needs of the organization and of its various departments (Corbière et al., 2020)
  11. Monitor the evolution of worker’s condition regularly in order to achieve the objectives of a sustainable RTW (Corbière et al., 2020)
  12. Know the collective agreement concerning the RTW of the organization’s employees (Corbière et al., 2020)
  13. Know the laws regarding the confidentiality of personal information, as well as strategies for reducing the stigmatization of certain medical conditions (Corbière et al., 2020)
  14. † Inform/train employees about mental health issues (e.g., warning signs, stress management, symptom management) and the benefits of work accommodations (Corbière et al., 2020)

† Applies more specifically to workers with a common mental disorder.