During the period of absenteeism
- Maintain contact with the staff member on a weekly basis.
Keep the staff member’s involvement in the work and organisation as close as possible by:
- inviting him or her to the workplace (e.g. attending work consultations)
- keeping him or her informed about the situation at work
- passing on the staff member 's post to the staff member
- Discuss the possibilities for carrying out alternative or adjusted tasks.
- If desired, consult with the staff member, the human resources advisor, the reintegration coordinator and/or the medical officer.
- Monitor the staff member’s compliance with procedures applicable to him or her. Failing this, make sure that fitting measures are taken. Consult the reintegration coordinator or human resources advisor about this.
- No later than 2 weeks after the absenteeism, discuss with the staff member, preferably at the workplace, his or her situation in order to see if resumption of work can be expected in the short term. If so, formulate a plan for his or her return together with the staff member. If there is no clear prognosis for a (date for) resumption of work, call in the reintegration coordinator. The reintegration coordinator will advise whether an analysis of the situation is to be made, and if so, who will perform this; alternatively, the reintegration coordinator can call in the medical officer. The analysis may show two different results:
I no prognosis for a firm date for resumption of work can be given, even if interventions are used: in other words, an impending prolonged absenteeism is involved. You must call in the reintegration coordinator. The reintegration coordinator calls in the medical officer. At the reintegration officer’s request, the medical officer draws up a problem analysis no later than in the 6th week of the sickness.
From that moment, the ‘impending prolonged absenteeism’ procedure starts.
II a prognosis can be given for a firm date for resumption of work when interventions are used. No impending prolonged absenteeism is involved. If necessary, the medical officer will be asked to describe these interventions. Following the advice of the medical officer, together with your staff member you formulate a ‘reintegration plan’ with a clear ultimate objective. The plan will be evaluated no later than in the 5th week of the absenteeism. If it turns out that the reintegration objective has not been achieved or will not be achieved, via mediation of the reintegration coordinator you ask the medical officer to prepare a problem analysis as yet.
From this moment, the ‘impending prolonged absenteeism’ procedure will start.