Communicating with the NTD in a RTW Program

Nominated Treating Doctors (or NTDs) are very busy people. They are often worker's General Practitioners and typically deal with non workers compensation matters most of the time. That means not having to deal with other third parties such as insurance companies, independent doctors and return to work coordinators. However, in terms of workers compensation claims the NTD is vital to the progress of any injured worker's recovery. This means communicating with them as a return to work coordinator is essential. However, how do you balance getting the information you need to assist the RTW process and not bombarding the NTD with inappropriate questioning/enquiries about the injured worker's recovery?

Below is a one page tip sheet which may provide you with some handy tips on how best to communicate with the NTD in a number of different situations. I hope you find it useful in managing this important relationship in the RTW process.

Tips for Communicating with the NTD

Attention RTW Coordinators: Do you grab the attention of your supervisors at least once a year?

As return to work coordinators your job can be made a lot harder or easier by what your supervisors do on the floor when managing the return to work of injured workers and/or notification of injuries. There are numerous issues which can impact on what role the supervisor plays in this process including: the size of the workplace, the level of roles within the workplace supporting WHS and RTW; whether the RTW Coordinator works part/full time; whether the business operations are 9am-5pm or work 24/7 rosters, etc. However, one thing that all RTW Coordinators should do is get in front of their supervisor group (or at least provide them with training/education) at least every 12 months (preferably every 6 months) to update them on key issues in workers comp and RTW. By doing this not only will you more likely have better return to work rates, but your job as a RTW Coordinator will be made a lot easier.

Suggested key topics you may wish to discuss with your supervisors every 6-12 months are included on the attached handout (link below). These are just my suggestions and you may have other items you wish to discuss within your workplace.

Another suggestion is to develop a "New Manager/Supervisor RTW/Injury Management Pack". Many supervisors/managers within workplaces graduate to such roles after being a worker on the shop floor and working their way "up the ranks". Often RTW and Injury Reporting is not the highest priority for such a new supervisor/manager and providing new managers with a "Welcome Pack" to RTW and Injury Reporting can again make your role as a RTW Coordinator/WHS Manager a lot easier in the long run. Again the topics listed in the below attachment can be used to create that "Welcome Pack".

Suggested RTW Topics for Supervisors/Managers

TIP SHEET - Workplace Ergonomics

Implementing effective "Workplace Ergonomics" seems simple in theory but can often be difficult to implement effectively in many workplaces. It does require regular review and does not necessarily need to be costly to achieve the result of reducing workplace injury risk. A simple Google search will find numerous "ergonomic workstation posters" on what is the correct sitting posture. However, the below resource attempts to go further than just provide a diagrammatic representation of how to sit at work.

Rather the below resource is a one page tip sheet of key "ergonomic principles" which you may find useful in implementing strategies more broadly across various workplace tasks.

Tip Sheet - Workplace Ergonomics

TIP SHEET - Managing Psychological Injuries

Return to work for workers with a physical injury is often easier than for those with a psychological injury based on one thing: you can often "see" a physical injury. This is not the case with a psychological injury. However, assisting workers to return to work with a psychological injury is just as important as for a physical injury. The attached document provides some general strategies for people managing return to work in assisting such workers return back into the workplace following a psychological injury. It also provides some suggestions on how to reduce the risk of psychological injuries in the first place.

Tip Sheet - Managing Psychological Injuries