Rehabilitation and Return to Work Co-ordinators
Published: 17 June 2010
From 1 July 2009, all employers with 30 or more employees are required to appoint a Rehabilitation and Return to Work Co-ordinator (“RRTWC”). RRTWCs are not the same as Rehabilitation Consultants or Providers who are engaged by Case Managers to set rehabilitation and return to work goals and establish rehabilitation programs and rehabilitation and return to work plans. RRTWCs have their functions specified under section 28D of the Workers Rehabilitation and Compensation Act 1986. These functions include:
- Assisting (ie. supporting) injured workers to remain at or return to work as soon as possible after the occurrence of the disability;
- Assisting with liaising with the compensating authority in the preparation and implementation of a rehabilitation and return to work plan;
- Liaising with rehabilitation and health service providers;
- Monitoring the progress of an injured worker’s capacity to return to work (and arranging either modified or normal duties);
- Taking reasonable steps to prevent the occurrence of re-injury when a worker returns to work.
From this it can be seen that RRTWCs do not replace rehabilitation consultants but provide assistance to them and to injured workers in the return to work process. Being located at the work site where the injured worker is returning to work, RRTWCs are able to be involved in the return to work of an injured worker on a daily basis. For example, they are able to make immediate contact with worker once an injury is reported and can identify suitable alternative or modified duties. They can also watch injured workers perform their modified duties and give them guidance about how to safeguard against re-injury or explain what the terms of the rehabilitation and return to work plan mean in practice. If questions or problems arise in relation to the Plan, RRTWCs can raise these with the rehabilitation consultant or the worker’s health provider. They can also check on whether the worker really is suited to the duties set out in the Plan.
The RRTWCs provide valuable support for the return to work process because of the advantage of being co-workers with the injured worker. RRTWCs have practical experience of the working conditions of the injured worker and their knowledge helps to ensure that the alternative duties are realistic and sensible. By being on site, they can pick up problems quickly and have them dealt with. They know who to approach to get work site modifications put in place. Injured workers will also appreciate having a co-worker who is aware of their return to work arrangements and is someone they can talk to about their progress.
In my role as WorkCover Ombudsman, I regularly come across examples of where the return to work process has gone wrong. I am convinced that if there had been a RRTWC on site in some of these situations, the problem would have been avoided or at least it would not have escalated to the extent that it did.
A classic example of how a RRTWC can make a difference is in the situation where an injured worker has returned to work on modified duties as specified in their Suitable Employment Schedule or, if applicable, their Rehabilitation and Return to Work Plan, but after a few weeks finds that he is being expected by his supervisor and co-workers to do tasks that exceed his medical restrictions. If there is no RRTWC appointed, the injured worker would have to fend for himself in this situation. If his supervisor does not listen to his concern, he would have to try to persuade the rehabilitation consultant that the employer is not adhering to his Plan. He may end up seeing his general practitioner, who then takes a cautious approach and certifies the worker unfit for any work. However, if there is a RRTWC in the workplace, the worker could immediately discuss his problem with the RRTWC and actually show the RRTWC what he is being required to do. The RRTWC would be able to work out fairly quickly whether the worker is correct about the tasks exceeding his medical restrictions. If satisfied that the worker’s tasks do exceed his restrictions, the RRTWC would then liaise with the supervisor to reaffirm the nature of the modified duties and help work out what adjustments need to be made in the workplace to ensure that the injured worker keeps to his restrictions. In these types of situations, the RRTWC acts as a buffer between the worker and his supervisor.
The immediacy and local knowledge of RRTWCs is the reason why they can improve return to work outcomes. However, for them to be effective, they have to be actively involved in the return to work process (not just bystanders) and to do this they will need the support of their managers, supervisors and co-workers.