Procedure absence period

During the absence period

1.

Keep in weekly contact with the staff member

Keep the staff member as involved as possible with the work and the organization by:

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inviting them to their workplace (e.g., attend work progress meetings)

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keeping them informed of the situation at their workplace

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forwarding mail

2.

Discuss all options to have the staff member perform alternative or adapted work.

3.

If desired, consult with the staff member, the HR manager, the rehabilitation coordinator and/or the company doctor.

4.

Ensure that the staff member keeps to the procedures applicable in their case. Arrange to have suitable measures taken if such is not the case. In that case, consult with the rehabilitation coordinator or the HR manager.

5.

After no more than 2 weeks of absence you are to discuss the staff member's situation with them to verify whether they are expected to recover in the short term. This discussion is preferably to take place in the workplace. Should they be expected to recover soon, you and the staff member are to draft a work resumption plan. However, if no clear estimate exists as to when the staff member will be able to resume their work, engage the rehabilitation coordinator. The rehabilitation coordinator advises on whether another analysis of the situation is required and, if so, who is to perform this analysis, and/or engages the company doctor. The analysis is to have one of two results:

I no clear estimate can be provided on when the staff member is certain to resume their work, not even when interventions are performed: in other words, this is a case of expected prolonged sickness absence. Engage the rehabilitation coordinator. The rehabilitation coordinator will engage the company doctor. The company doctor will, on the request of the rehabilitation coordinator and in the 6th week of sickness absence, perform a problem analysis.

From that moment, the 'expected prolonged sickness absence' procedure starts to apply.

II a clear estimate can be provided on when the staff member is certain to resume their work when interventions are performed. No expected prolonged sickness absence. If required, the company doctor will be requested to describe the interventions concerned. Basing yourself on the company doctor's advice, you and the staff member are to together draft a work resumption plan stating a clear objective. The plan will be assessed no later than in the 5th week of sickness absence. Should it become clear that the rehabilitation objective has not been met, you are to request the company doctor (by way of the rehabilitation coordinator) to as yet perform a problem analysis.

From that moment, the 'expected prolonged sickness absence' procedure starts to apply.