To assess an application, WorkCover may talk to the staff member, the University, the treating medical practitioner and other relevant stakeholders. Suitable Rehabilitation procedures plans 4. Failure to co-operate with these arrangements may result in the cancellation of the suitable duties plan.
Supervisors provide support in the implementation of a suitable duties plan, and monitor job performance and progress. It aims to assist injured staff to return to normal duties as quickly and as safely as possible. WorkCover has a maximum approved amount that they will pay for medical and allied health services.
A program of employment which provides an injured staff member with meaningful work to allow a gradual and safe return to normal duties. The University approaches injury management as a process of consultation and communication between all stakeholders to ensure optimal working capacity for the injured staff member throughout the rehabilitation process.
More details can be found at Allied health fees. The process of restoring injured staff to their maximal physical, psychological, social, vocational and economic capacity.
In some cases, the treating medical practitioner may be required to approve the suitable duties plan to ensure it is in accordance with their ongoing treatment of the injured staff member. A process of consultation and communication between all stakeholders to ensure optimal working capacity for the injured staff member throughout the rehabilitation process.
Staff with non-work related injuries, may request that their treating medical practitioner complete a Work Capabilities form, to assist with the development of a suitable duties plan that enables a safe and gradual if needed return to work.
Designated University staff responsible for liaising with the injured staff member and stakeholders, as well as developing, coordinating and evaluating workplace rehabilitation plans.
Failure to participate in suitable duties may result in suspension of WorkCover benefits.
Non work-related injuries 3. Purpose of procedures 1. Staff must obtain a medical clearance from their TMP to ensure a safe return to work.
Work-related injuries can happen during work, on a work break, while working away from the worksite, travelling between worksites, or travelling between work and home.
Salary payments during workplace rehabilitation 5. This includes determining whether a staff member has suffered an injury and that employment at the University was a significant contributing factor to the injury. The University aims to assist injured staff to return to normal duties as quickly and as safely as possible.
The nominated General Medical Practitioner doctor who provides appropriate medical treatment, certification and injury management. Terms and definitions identified below are specific to these procedures and are critical to its effectiveness: If the treating doctor or specialist charges above that amount, the patient is responsible for paying the difference.
The suitable duties plan is a voluntary arrangement for the University and the staff member, and each case is assessed individually, and where required, in consultation with the treating medical practitioner.
A personal injury, for example, a cut, fracture, sprain, strain, disease, aggravation of a pre-existing condition, industrial deafness, and psychiatric or psychological disorders.Spasticity is a major disabling symptom in many patients with spinal and/or cerebral lesions.
During functional movements, spasticity manifests itself within the complex condition of the "spastic. Rehabilitation procedures are the procedures used by sports physiotherapists and exercise physiologists in the care and management of sports injuries.
Progressive mobilisation is the gradual increase in pain free joint range of motion, while graduated exercise, refers to the gradual increase in exercise intensity and the forces going.
The procedure for managing suspensions identifies who is responsible Rehabilitation procedures managing suspensions (e.g. a senior manager) and what constitutes a reasonable excuse for the purposes of sections 36(4) and 37(7) of the Safety, Rehabilitation and Compensation Act.
Workplace Rehabilitation Policy and Procedures Stay At Work/Return to Work Policy statement Our Company recognises that helping workers to stay at work or make an early and safe return after an injury minimises the impact of.
Workplace Rehabilitation: The process of restoring injured staff to their maximal physical, psychological, social, vocational and economic capacity. It aims to assist injured staff to return to normal duties as quickly and as safely as possible.
The aim of rehabilitation procedures is to try and get the athlete back to the playing field and in doing so, safely restore the full range of motion.Download