B/7.7 Workplace rehabilitation policy

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7.7.1 Policy principles
7.7.2 Rehabilitation process
7.7.3 Conclusion of rehabilitation
7.7.4 Post-rehabilitation phase
Modification History

7.7.1 Policy principles

QUT is committed to providing a workplace rehabilitation process for injured staff members.

The aim of QUT's workplace rehabilitation process is to assist in the early recovery of any staff member who has a work or non-work related injury or illness with as little disruption as possible to the normal routine of both the person and QUT (note, however, that aspects of this policy may apply to work-related injury cases and not to injuries incurred elsewhere).

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7.7.2 Rehabilitation process

Workplace rehabilitation is a form of rehabilitation accredited by Q-COMP and usually managed by QUT within the work area of an injured staff member. Rehabilitation may incorporate a suitable duties program, which is a medically supervised and graduated return to normal duties, usually for a maximum period of 3 months. The duties are matched to the capabilities of the staff member and are upgraded regularly according to their level of recovery and medical advice.

The roles and responsibilities of the various parties are outlined in the Workers' Compensation and Rehabilitation information which is available on the Human Resources website and in most administrative sections of faculties/schools/departments.

The rehabilitation of an injured staff member will be monitored regularly by WorkCover and the rehabilitation team, which includes their supervisor, QUT's Rehabilitation Advisor and the treating medical practitioner. The progress of each case will be considered in relation to medical prognosis, program goals and timeliness.

Usually, rehabilitation programs will not extend beyond three months without an extensive reassessment of the case and its progress to date, including consultation with and advice from any or all of the stakeholders.

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7.7.3 Conclusion of rehabilitation

Rehabilitation will conclude when the injured staff member resumes all the prescribed duties for the hours to which they were appointed, or meets any of the following criteria:

• is considered to gain minimal or no further benefit from continued rehabilitation;
• fails to give written permission for the Rehabilitation Advisor to gain access to information from the treating medical practitioner (for non work related injuries);
• fails to comply with the recommendations made by the rehabilitation team;
• withdraws from the program (which will impact on the staff member's compensation claim status).

In the event that the staff member is assessed as being unable to return to work in the former position (or in a modified position acceptable to all parties), a number of alternative administrative arrangements may be discussed with the injured staff member. These include, but are not limited to, entering a post rehabilitation phase, accessing Superannuation Temporary Incapacity Benefits, or retiring on medical grounds.

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7.7.4 Post-rehabilitation phase

The post-rehabilitation phase commences when rehabilitation has concluded within the criteria listed for conclusion of rehabilitation (see B/7.7.3 above). In most workers' compensation cases, the worker's injury/illness would have stabilised and the claim been finalised by WorkCover Queensland. In all cases, a medical opinion confirms that the staff member cannot return to their original appointed position.

It is expected that the time frame of the post-rehabilitation phase will be from two to twelve weeks and commences with a written contract between QUT and the worker which states the possible outcomes by a final date.

If the injured staff member is unable to return to their pre-injury position there is no guarantee of a placement in a position within the University, as appointments are made on merit and applicants must undergo the competitive processes for recruitment and appointment described in section B/4 .

This means that some staff would continue on modified duties where practicable, while others would use appropriate leave provisions or leave without pay.

The assistance which can be offered includes some or all of the following:

• workshop assistance with preparing resumes and selection criteria;
• workshop assistance with interview skills;
• access to e-mail and QUT on-line job notifications;
• if still working - negotiated release to training;
• negotiated access to personal computer, photocopier, etc.

The benefit of the above process is that the employer/staff member relationship is retained while seeking alternative employment.

In a few cases termination on medical grounds may be the preferred or only option. Also, the staff member's superannuation fund may have certain provisions which can be accessed.

For others it may mean applying to Centrelink for assistance and further guidance in finding appropriate employment.

Prior to the conclusion of the post rehabilitation phase, the staff member may need to undergo a final medical assessment, depending on the circumstances. Generally, QUT will fund the written report of such assessment.

If despite all efforts suitable employment is not available within QUT, the post rehabilitation contract will conclude at the pre-arranged date.

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Modification History

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