Problems with your Employer
Industrial and workplace issues can be a major barrier to an injured worker returning to full or near full capacity in his or her preinjury job. Some of the specific problems that can occur include:
- An employer being reluctant to accept an injury is work related (despite liability being partially or fully accepted by the insurer) and is therefore also reluctant to support the restrictions made on the medical certificate.
- An employer not being aware or being unwilling to accept their obligations to provide suitable duties for an injured worker
- An employer agreeing to provide but then not accommodating the restrictions or hours on the medical certificate.
- Lack of management and co-worker support - an attitude that the injured worker is a malingerer, weak or not pulling their weight and therefore “dragging the chain”.
- Subsequent problems with the injured worker being fearful of returning to work
What you, the injured person, can do:
1. Initially discuss the work capacity certificate with your NTD, ensuring that you and potentially, your employer have clear information about what you can and can't do with specific duties, hours of work, travelling times, rest breaks, lifting capacities etc.
2. Attempt to discuss with your supervisor or return to work coordinator. If there are difficulties with communication encompassing a lack of understanding or acceptance, suggest the employer or RTW coordinator discuss with your NTD.
3. If there is an externally appointed rehabilitation provider discuss your concerns with your case manager with view to getting your case manager to discuss concerns with both your NTD and the employer. Your rehabilitation case manager should be promoting communication and be helping to facilitate an agreed plan.
4. If the externally appointed provider (usually appointed by the agent or your employer)does not appear to be listening or acting on your, your NTD's or other treatment providers concerns, consider changing providers to one of your choice. You have the choice within current Workcover guidelines.
