Return to work - Original Employer

CAC’s occupational rehabilitation services may include:

• Consultation with the worker

• CAC successfully assist workers to return to work with their pre-injury employer. CAC ensure a sustainable return to work through regular contact and open communication with all stakeholders involved in the process and by ensuring that the return to work program is within the worker’s capability. Good communication is the key to developing and maintaining a positive relationship. CAC consultants clearly explain CAC’s role and our responsibilities as an OR provider. We listen to our workers and employers opinions and provide direction and advice in relation to the OR process. Our experienced consultants discuss the recommended occupational rehabilitation goal with the worker and employer and the reasons behind it. CAC consultants forward relevant/suitable OR reports to the worker, employer and treating health practitioner as appropriate to ensure they are well informed about the process. CAC consultants also discuss with the worker’s treaters how treatment can be best aligned with RTW and discuss any concerns regarding sustainable return to work (Return to work) options. The CAC consultant will also outline our expected contact over the OR duration with all parties.

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To ensure RTW support, success and sustainability CAC Consultants:

• Conduct thorough Initial Assessment with the worker, employer and treating health practitioners (if available) including photos of duties to assist treaters to make an informed decision regarding capacity for their patients.

• Establish throughout service delivery that the goal is to achieve a safe and durable RTW outcome.

• Conduct frequent monitoring of the RTW program to enable early identification of barriers to RTW and then delivering services that address the identified barriers in a prompt and efficacious manner is paramount to maximise RTW. 

• Ensure realistic goal setting with RTW plan and regular review of the RTW Plan and OSE, following completion of a through initial assessment.

• Intervene immediately to prevent difficulties arising, which could compromise RTW sustainability and address, issues such as conflict in the workplace by initiating conflict resolution discussions with the employer and the worker.

• Educate employers with regard to realistic timelines and expectations for RTW.

• Educate employers to identify warning signs that the RTW program is at risk. All parties are encouraged to discuss with the CAC consultant any concerns and are given some basic guidelines on how to vary the duties should they become aware that the worker is experiencing difficulties undertaking their duties.

• Regularly contacts the worker, employer and THP to ensure that the RTW program is progressing as anticipated with formal review of progress undertaken through workplace meetings and case conferences as required.

• Will recommend a range of interventions that are largely based upon promoting independence in the workplace and teaching worker’s to understand and act on early indications of symptoms.  The identification of any risk and resultant services not only needs to address the worker’s injury and functional limitations but also the psychosocial factors that may impact on their progress. 

• Understand culture of organisation and goals/needs of business.