Prevalence of Return to Work Programs in the Manufacturing Sector
| Principal investigator(s): | Sharon Switzer-McIntyre (University of Toronto) |
| Co-investigator(s): | D. Linn Holness (University of Toronto/St. Michael’s Hospital), Susan Jaglal (University of Toronto), Cheryl Cott (University of Toronto) |
| Sponsoring Institution: | University of Toronto |
Results and Conclusions
The respondents within this study were randomly selected and focused on the Manufacturing Sector, as identified by the Workplace Safety and Insurance Board of Ontario, for the purpose of restricting the study population. Both employers and workers opinions are represented in the data.
From this work it is apparent that 50% of the survey population have a RTW program in place, however, all programs seem to vary in their content and the individuals responsible for overseeing the program. It is the perception of both managers and workers that the RTW programs fall under the management of the Human Resources Department.
There is agreement amongst the managers and workers that both parties need to and for the most part are involved in the RTW process with a collaborative approach being the most effective means of attaining success. A key component of the success of modified work is ensuring that the identified work is meaningful to both the organization and the worker. When modified work is perceived to be a “make work project” the success of the RTW programs are in jeopardy.
Issues that appear to be in conflict within this study population include the perceived availability of RTW, the support shown to the injured worker by the supervisor, ongoing evaluation of the RTW programs and the ongoing communication identified as essential in the success of such programs.
The role of the WSIB in the RTW process was in question throughout the study, with specific issues being directed at the difficulty in communicating with the organization as a whole and specifically with the Claims Adjudicator and the Nurse Case Manager. It appears there is a need for clarification with respect to the role the WSIB plays in RTW.
There was concern expressed with respect to how the WSIB uses the health care information provided by the health care team, who was interpreting the information and how it was being used to make decisions. An ongoing theme in both the focus group and the survey was also the timely access and availability to health care workers deemed appropriate by the WSIB to initiate a claim.
Overall there seems to be ongoing consistent concerns with the availability and integration of modified work and the successful implementation of RTW programs. The definition of RTW seems to be employer dependent.
Discussion
There is little published information with specific reference to the issues experienced with successful RTW as identified specifically by the two major stakeholders, employers and workers. This work was an attempt to provide some of the initial ground work necessary to move forward with the understanding of the complex nature of RTW issues.
The areas identified that can be addressed by individuals within the workplace at this time include:
- the need for clarification of roles and responsibilities within the RTW process
- open and clear communication with respect to expectations of the RTW outcome
- timely access to the appropriate health care professionals
- ongoing evaluation of the RTW process to ensure appropriate progression
Areas of interest specifically for the WSIB would be:
- the need to evaluate and improve the communication channels available to employers and workers
- clearly communicating the role WSIB sees they play in the RTW process
Purpose and Objectives of the Research
This research study is designed to describe the component parts of return to work (RTW) programmes within the Manufacturing Sector of Ontario workplaces. The main objectives of this study were to conduct focus groups and a survey of employers and workers, registered with the Workplace Safety and Insurance Board (WSIB) within the Manufacturing Sector, to describe the component parts of RTW programmes.
Methods
This study used a combined qualitative and quantitative research approach. The qualitative research was in the form of focus groups, which informed the development of the quantitative component, the survey. The 8 focus groups involved representation from both the employer and worker populations to ensure all perspectives of return to work were explored. A total of 4000 surveys were distributed to 2000 employer sites targeting employers and workers through the Human Resource Managers.
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| Recommendations for Future Work |
- The study has identified some key areas that require further inquiry, specifically:
- a clear working definition of the RTW process
- the prevalence of RTW programmes within the workplaces of Ontario
- the availability and type of modified work currently available within the workplaces of Ontario
- the progression of modified work within the workplace
- RTW issues as experienced by the health care professionals when dealing with employers, workers and the WSIB.
For more information:
s.switzer.mcintyre@utoronto.ca |
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