Procedure: Management of non-work related injury and illness
- The return to work plan, signed by both the supervisor and staff member, should clearly outline:
- The variation in hours, days or duties that will be carried out and;
- The timeframe in which the staff member will return to their substantive position
- There will be times when an ANU staff member is injured or becomes ill and the injury or illness is not work-related. Under the Disability Discrimination Act 1992, the University is responsible for providing reasonable adjustment to help the staff member perform the inherent requirements of their substantive position. This procedure guides managers, supervisors and staff through the return to work process and provides alternatives if the staff member cannot fully return to work.
Injured or Ill Staff Members
- An injured or ill staff member is responsible for:
- Reporting their injury or illness to their supervisor as soon as possible;
Note. If, for any reason, the staff member cannot report, their representative should do so.
- Giving their supervisor a medical certificate with details of:
- the nature of the injury or illness,
- the recommended date of return to work, and
- recommended adjustments, if necessary, to aid the return to work;
- Confirming with their supervisor the expected date of their return to work;
- Working with their supervisor to develop a return to work plan;
Note. If the supervisor employs an external Return to Work Co-ordinator to help with developing and carrying out the plan, work also with the Co-ordinator.
- Once they have returned to work, tell their supervisor immediately if they consider the return to work plan needs further adjustments.
- Once they are aware of an injury or illness, Supervisors are responsible for:
- Keeping contact with their staff member to ensure they understand: the nature of the illness or injury, the likely time frame off work and what to expect when the staff member returns to work; identifying the resources available through the University and the help that is available to the staff member on their return; taking all reasonable steps to return the staff member to their substantive position; ensuring the staff member is aware of the process and possible results of their return from injury or illness; overseeing the staff member on their return and throughout the return to work period and providing necessary support;
- Taking all reasonable steps to find a suitable position for the staff member where the staff member cannot return to their substantive position.
Staff Disability Consultant, Work Environment Group
- The Staff Disability Consultant is responsible for advising and aiding the supervisor where necessary, in;
- Organising workplace assessments;
- Interpreting medical certificates; and
- Providing details of a relevant external provider, if needed, to help develop a return to work plan.
The return to work process
- The following alternatives exist for an injured or ill staff member returning to work:
- Return to work, full capacity,
- Return to work, with adjustments to the physical workplace,
- Return to work, with adjustments to working capacity,
- Unable to return to their substantive position within 12 months.
Return to work - Full capacity
- To return to work at full capacity, with no adjustments needed, a staff member must provide a medical certificate confirming they are fit for full duties.
Return to work - Adjustments to physical workplace
- The following Table provides details of responsibilities where the staff member needs adjustments to their physical workplace.
The staff member
Return to work - Adjustments to working capacity
- The following Table gives details of responsibilities where the staff member needs adjustments to their working capacity.
The staff member
Asks for a copy of the medical report from the doctor.
Provides the medical report to the supervisor.
Unable to return to substantive position within 12 months
- Where the medical report confirms the staff member cannot return to their substantive position within a reasonable time frame (12 months), the University will begin action under Clause 55 of the ANU Enterprise Agreement 2010-2012.
Funding the return to work of individual staff members
- The following table provides details of the responsibilities of the budget unit and the University where returning the staff member to work has costs associated with reasonable adjustment of the physical workplace that are not covered by Job Access. All other costs, including medical costs and the use of external providers, are the responsibility of the budget unit.
The cost of an individual claim is $500 or less
The budget unit is responsible for providing the funding.
The cost of an individual claim exceeds $500
|Printable version (PDF)|
|Title||Management of non work-related injury and illness|
|Purpose||To assist staff managing non-work related injury and illness.|
|Topic/ SubTopic||Health, Safety & Environment|
|Effective Date||12 Jul 2011|
|Review Date||30 Sep 2015|
|Responsible Officer||Director, Human Resources|
|Approved By:||Chief Operating Officer|
|Contact Area||Human Resources Division|
Disability Discrimination Act 1992