Ohsmod 2

Module 2: Injury Management
Module 2: Injury Management Page 0 of 36
A PRACTICAL GUIDE TO IMPLEMENTING OCCUPATIONAL HEALTH AND SAFETY IN RESIDENTIAL AGED CARE
Information about this Module and

How to Use It
This module is designed as a practical guide to help reduce your facility’s workers,
compensation costs through improving the processes used for managing workplace injury.
The initiative follows an evaluation of the Commonwealth Department of Health and Aged
Care’s National OHS Strategy for the Aged Care Industry for the years 1996–1999. The
evaluation identified that better injury management systems in aged care facilities provided a
significant opportunity to reduce workers’ compensation costs within the industry.
Sydney Hospital Occupational Health and Safety Service was contracted by the
Commonwealth Department of Health and Aged Care to develop an injury management
model for the Australian aged care industry.
The model practices and tools in this module were developed with significant industry input
and after an extensive literature search. They take into account the specific challenges
involved with implementing injury management systems in the aged care sector. They also
incorporate the experience of facilities that have been successful in managing injuries and
reducing their workers’ compensation costs.
The tools provided here are designed to support an initial, effective approach to the
management of workplace injuries rather than ‘best practice’. It is intended that more
advanced guidance will be available in future editions of this guide.
While the processes outlined here are based on evidence of what works best in occupational
injury management, they will need to be modified to meet the specific needs of your facility
and insurer, and to comply with specific State and Territory legislation. We recommend that
you seek advice from you local regulatory authority (see Tool 14 on page 36 and Module 12:
Resources) and your insurer in finalising your injury management system. You may find it
useful to refer to the Glossary of Terms (see Tool 13 on pages 34-35), which provides the
meaning of the terms used throughout this module*.
* Facilities using this document should ensure that, in implementing this

model injury management system, the particular requirements of the
workers’ compensation and OHS legislative framework in their States
or Territory are addressed
The Guide: Implementing Occupational Health and Safety in Residential Aged Care
Injury Management Policy

How to Achieve Improved Outcomes after
Occupational Injury
Many factors can contribute to poor outcomes (such as increased time off work, decreased
return to work and increased costs) after occupational injury. Awareness of these factors can
help you avoid them. Key contributing factors are:
• delay in the workers’ compensation claim being submitted and determined
• delay in referral to rehabilitation
• delaying a return to work
• the employer does not have a supportive attitude towards providing suitable duties
• the worker perceives that the workplace was at fault
• the worker is not supported by colleagues
• the worker is dissatisfied with the job
• language problems are poorly handled, for example, no interpreter is available.
Little relationship has been found between the part of the body that is injured and full return to
work, or the length of time before return to work. Severity of injury and full return to work also
appear unrelated. However, a relationship has been found between severity of injury and
length of time before full return to work.
The factors associated with faster return to work are:
• strong commitment and support from management for early return to work
• no delay in the workers’ compensation claim being submitted, liability being

determined by the insurer, referral to rehabilitation or return to work
• the worker seeing steady improvement in their condition and feeling supported –
(including feeling that they have job security and that their supervisor and other staff
will welcome them back)
• every effort being made to allow a gradual return to full performance.
Occupational Injury Management

Program
An Occupational Injury Management Program is a planned and coordinated program that is
developed specifically for your organisation. The program integrates all aspects of injury
management (including treatment, rehabilitation, retraining, claims management and
employment management practices) for the purpose of achieving the best possible result – a
timely, safe and durable return to work for injured workers.
In many States and Territories it is a legal requirement that an organisation’s commitment to

injury management/rehabilitation be displayed in the workplace. A sample format for an
Occupational Injury Management Commitment is shown on the next page.
A policy that will guide the actions of all staff members is central to the program. You can see
an example of an Occupational Injury Management Policy on pages 5–7. It is critical that this
policy is appropriately adapted to your organisation to reflect specific organisational culture,
responsibilities, resources and legislative responsibilities.
Example of an Occupational Injury

Management Commitment*
Name of Aged Care Facility
Our facility is committed to supporting any employee injured at work.
Our facility recognises that effective injury management is integral to good health and safety
practice where people are valued and recovery from workplace-related illness and injury is
enhanced.
Management’s Commitments
• To prevent illness and injury by providing a safe and healthy workplace.
• To provide early support throughout the injury management process by having in place
an efficient and effective Occupational Injury Management Program, consistent with the
Act, developed in consultation with employees through the Health and Safety
Committee and relevant unions.
• To promote our Occupational Injury Management Program to all employees.
• To provide employees with information about their rights under legislation.
• To assist an injured employee to an early, safe return to meaningful and productive

work, wherever possible.
• To provide suitable duties/employment to assist in Return to Work Plans.
• To ensure excellence in communication with all relevant parties in the injury

management process while maintaining confidentiality for an injured employee.
Occupational Injury Management Program
Our Occupational Injury Management Program is outlined in the Staff Policy and Procedure
Manual and in the Staff Information Handbook.
Education and training about our Occupational Injury Management Program takes place at
orientation and annually through the Education and Staff Development Program.
Responsibilities
The responsibility for the application and support of our Occupational Injury Management
Program rests with the board of management, Chief Executive, Director of Nursing and all
employees of this facility. Specific responsibilities are outlined in our Occupational Injury
Management Program.
The Occupational Injury Management Program will come into effect as of ......./ ..... / ........
and will be reviewed routinely under the facility’s Document Control Policy. The review will be
subject to discussion and agreement with relevant parties.
Signed ................................ Signed ............................... Signed....................................

Chairperson Chief Executive/ Employee representative
Board of management Director of Nursing
* Note: Check with your State or Territory OHS authority and WorkCover authority for
requirements.
Example of an Occupational Injury Management Policy*

General Policy
Our facility is committed to supporting any staff member injured at work. The facility
recognises that effective injury management is integral to good health and safety practice,
where people are valued and recovery from workplace-related illness and injury is enhanced.
Objectives of the Occupational Injury Management Program
• To have in place an efficient and effective Occupational Injury Management System.
• To assist an injured employee to an early, safe return to meaningful and productive

work whenever possible.
• To maintain regular contact between the staff of the facility and employees who are
absent from work due to work-related injury or disease.
• To provide employees with all necessary information, including information about their
rights under workers’ compensation legislation.
• With the employee’s agreement, facilitate the early professional assessment of the
employee’s situation to ensure that appropriate assistance is in place, recognising that
early intervention is associated with improved rehabilitation outcomes.
• Consult with the employee and their union representative, the treating doctor and
others involved in the rehabilitation process.
• Where possible, provide suitable alternatives or modified duties to assist in Return to

Work Plans, with the aim of returning an injured employee to their original status.
Responsibilities
The responsibility for the application and support of this policy and the stated objectives rests
with the board of management, the Chief Executive/Director of Nursing, and all employees of
this facility (may include Injury Management/Rehabilitation Coordinator).
Management Responsibilities
• Providing a safe and healthy working environment.
• Demonstrating on-going commitment to occupational injury management principles in

order to minimise the impact on the worker.
• The development, implementation and support of an Occupational Injury Management

Program and an Occupational Injury Management System.
• Providing appropriate education and training to employees relevant to injury

management, incident/injury reporting and workers’ compensation, including
information about their rights.
requirements.
Example of an Occupational Injury Management Policy (cont)

• Facilitating appropriate payment of wages and reimbursement of costs relating to the
injury in conjunction with, and at the discretion of, the insurer.
• Initiating and supporting Return to Work Plans, including ensuring provision of suitable
duties where possible.
Injury Management/Rehabilitation Coordinator Responsibilities
• Facilitating access to primary care as soon as possible after injury and commencing the
rehabilitation process (in conjunction with the supervisor).
• Providing information and support to an injured employee, including information about

their rights.
• Maintaining contact with an injured employee.
• Establishing effective liaison between the facility, an injured employee, the treating
doctor, other health professionals, rehabilitation providers and the insurer.
• Participating in the development of an Injury Management Plan.
• Coordinating Return to Work Plans (including negotiation of suitable duties).
• Monitoring the progress of Return to Work Plans.
• Arranging referral of an employee to a rehabilitation provider if required.
• Ensuring that confidentiality issues are respected.
• Ensuring safe record keeping.
• Ensuring legislative compliance.
• Compiling data.
Supervisor Responsibilities
• Facilitating access to primary care as soon as possible after injury and commencing the
rehabilitation process (in conjunction with the Injury Management/Rehabilitation
Coordinator).
• Assisting the Injury Management/Rehabilitation Coordinator to perform their injury

management/rehabilitation coordination functions, especially:
– providing support to the injured worker
– planning the employee’s Return to Work Program and providing suitable

duties
– monitoring return to work progress.
Example of an Occupational Injury Management Policy (cont)

Employee Responsibilities
• Notifying management of any work-related injury as soon as possible.
• Completing appropriate forms with the assistance of the supervisor.
• Regularly advising management of recovery status.
• Advising management immediately of any significant change in recovery status.
• Submitting relevant workers’ compensation medical certificates as soon as possible.
• Cooperating with, and participating in, Return to Work Plans consistent with medical
advice.
• Participating in decision making throughout the rehabilitation process.
Claims Administrator Responsibilities
• Administrative management of all workers’ compensation claims.
• Ensuring legislative compliance.
• Liaison with the insurer on administrative matters.
requirements.
Injury Management Process*

In general, it is a good idea for one person to control the injury management process. This
person is usually known as an Injury Management Coordinator or Rehabilitation Coordinator
(and is also often the Director of Nursing or facility manager). They require specific skills in
injury management/rehabilitation coordination. This role is seen to be so important in many
States and Territories that they have included the role in their legislation and require specific
training to be undertaken. To achieve the best results, the organisation should be actively
involved in the management of the overall injury management process.
Because effectively managing an injured worker is a complex activity, you may need to seek
external assistance, for example, from an external provider. Ask your insurer or local
OHS/workers’ compensation authority for information on the requirements in your State or
Territory.
The steps in the flowchart on the next two pages are written as if a claim for workers’
compensation is being made. However, similar steps should be followed (with a few obvious
exceptions) for the management of injuries, regardless of whether a claim is submitted or not.
Please note that the steps outlined cover minimum requirements only.
requirements.
Steps to Managing an Injured Worker/

Workers’ compensation Claim
As you work through this process, it may be useful to complete the Checklist to Assess the
Management of Injury Cases (see Tool 12 on pages 32-33). It will help by prompting you to
complete key steps and improve your understanding of the process.
Check with State OHS authority regarding
1. Worker reports injury. reporting and recording of injuries (see Tool
4 on pages 19-20).
Refer to State OHS legislation for first aid

2. First aid administered if required.
requirements.
3. Worker seeks medical advice if required.
Worker completes incident form and State

4. OHS authority notified if and when necessary.
Refer to the Employee Information Sheet

5. Information given to worker.
(see Tool 1 on pages 15-16).
Workers’ compensation claim form

6. completed if appropriate and sent to
appropriate organisation.
Refer to Module 1: Establishing and

7. Incident investigated. Improving OHS Systems for more detailed
information on incident investigation.
Refer to the Authority to Obtain Information

(see Tool 2 on page 17). The employer’s
need for information on the injured worker’s
Authority to obtain information signed by
8. worker.
medical condition needs to be balanced with
the worker’s right to privacy. Permission to
obtain information needs to be formally
sought from the worker.
Doctor sent information (either with worker

or by fax/post) explaining your organisation’s Refer to the Letter to Doctor (see Tool 3 on
9. approach to occupational injury management/ page 18).
rehabilitation.
* Note: While it will be the medical

Worker assessed* by injury Management/
practitioner who determines the worker’s
Rehabilitation Coordinator to consider if this is
return to work, by considering this is the
10. potentially a significant injury (significant =
early stages, a more appropriate plan can be
does not return to full duties within seven
developed. For example, arranging the early
days of injury).
involvement of a rehabilitation provider.
Individual confidential rehabilitation file

11. established by Injury Management/ If a worker does not immediately
Rehabilitation Coordinator. return to full duties an
Occupational Injury
Initial contact made with worker’s doctor, Management Plan is developed.
12. insurer, immediate supervisor.
Steps to Managing an Injured Worker/

Workers’ compensation Claim (cont)
Ongoing liaison occurs between the Injury Management/Rehabilitation Coordinator and all
parties (that is, worker, worker’s doctor, insurer, immediate supervisor, rehabilitation provider,
other treating professionals (except in South Australia where this is done through the claims
13. manager) to determine the worker’s needs. Remembering contributing factors that will lead to
successful outcomes (outlined on page 2) this should focus, within the medical restrictions, on
trying to facilitate as early a return to work as possible.
Refer to: Suitable Duties and Return to Work

Plans (see Tool 5 on pages 21-23)
When the worker is ready to return to work, a
Normal Position Profile (see Tool 6 on page
Return to Work Plan is developed. This
24)
plan must be authorised by the treating
Suitable Duties for Carers (see Tool 7 on
14. medical officer (completes form). Fellow
pages 25-26)
employees also need to be informed of
Suitable Duties for Service Employees (see
Return to Work Plans to ensure support for
Tool 9 on page 28)
the plan.
Return to Work Plan (see Tool 11 on pages
30-31)
15. Ongoing monitoring of progress occurs.
Occupational Injury Management Plan

formally reviewed and changes made if Check specific requirements for reviewing
16. worker is not progressing as expected. This is Return to Work Plans with your State
especially critical once worker is back at WorkCover authority.
work, that is, during the Return to Work Plan.
In some cases, ongoing medical or

Once injury management goals are achieved, rehabilitation costs may be involved. Check
17. the case is closed. with your State WorkCover authority for
requirements.
Overall management of injured worker

Refer to the Checklist to Assess the
evaluated (including gauging satisfaction of
18. worker and their supervisor) and checklist
Management of Injury Cases (see Tool 12
on pages 32-33).
completed.
If required, improvements to the

19. Occupational Injury Management Program
are made following the review.
Sample Practical Tools

The following appendix shows examples of the processes and documentation that provide a
basis for an Occupational Injury Management Program. The examples can be photocopied
and used as a model on which to develop your own program. It is important to consider your
facility’s particular needs and situation and adapt appropriate processes that will meet your
objectives.
Appendix 1: Tools for an

Occupational Injury Management
Program
Tool 1: Employee Information Sheet

Occupational Injury Management Information Sheet for

Employees
This is important information for employees if injured at work.
After education and training under the facility’s OHS Training Program, employees should at
all times be familiar with the details of the Occupational Injury Management Program. If an
injury should occur, the following processes should be carried out:
• at the time of a work-related injury, notify your supervisor
• first aid will be administered by a qualified first aid attendant if required
• complete accident/incident form
• attend the doctor of choice for appropriate treatment. The doctor must be prepared to
assist with the rehabilitation of the injured worker
• obtain prescribed workers’ compensation medical certificate
• complete workers’ compensation claim form
• notify workplace of medical status
• forward medical or other appropriate information and accounts to the facility
• maintain contact with facility and person responsible for injury

management/rehabilitation coordination
• participate in the negotiation of an Occupational Injury Management Plan
• participate in the negotiation of a Return to Work Plan
• cooperate with Occupational Injury Management Plan and Return to Work Plan.
The injury management process will normally cease when the employee returns to
pre-injury duties or support may be withdrawn because the employee fails to cooperate with a
reasonable Occupational Injury Management Plan or Return to Work Plan. Check for
discontinuance requirements with your State or Territory WorkCover authority.
Tool 1: Employee Information Sheet (cont)

The facility’s Occupational Injury Management Program promotes honesty, fairness,
responsibility and commitment in caring for an injured employee. An employee who is injured at
work is specifically supported by (name of Injury Management/Rehabilitation Coordinator)
through:
• regular contact
• provision of suitable duties
• facilitating effective communication and decision making
• assistance with formal processes and documents
• maintenance of confidentiality.
If an employee is concerned about any part of their Occupational Injury Management Program, please
contact:
......................................................................... (Injury Management/Rehabilitation

and/or Coordinator)
......................................................................... (the State or Territory regulatory body)

and/or
......................................................................... (union representative)
......................................................................... (insurer)
Tool 2: Authority to Obtain Information

Occupational Injury Management Authorisation

I (print name) .......................................................................................................................
of ........................................................................................................................................
hereby give permission for .......................................................... (the person responsible for

my injury management/rehabilitation coordination at my workplace), to discuss my injury/
illness with persons directly involved in rehabilitation of my injury/illness.
This may include my:
Doctor ....................................................................... phone: .........................................
Physiotherapist .......................................................... phone: .........................................
Rehabilitation provider ............................................... phone: ........................................
Insurer ....................................................................... phone: ........................................
Other ......................................................................... phone: ........................................
I understand that this consent is required to assist with my return to work/rehabilitation and that
all information obtained is treated in confidence. I also understand that I can modify this
authorisation at any time.
.................................................................... ............../ ............ /.............

Signed Date
Tool 3: Letter to Doctor

Letterhead
Dear .........................................................................................
Re: ...........................................................................................
We understand that you are ..................................................... ’s treating doctor. While we

strive to avoid workplace injuries, an injury has occurred and we will support our injured
employee through effective workplace-based occupational rehabilitation.
The ......................................... Act provides for the payment of all reasonable costs of
rehabilitation programs or services in relation to workplace injury. As well as placing
responsibility for rehabilitation on employers and insurers, the Act imposes a responsibility on
injured employees to participate in occupational rehabilitation programs which include
undertaking suitable duties provided for them.
Attached to this document please find:
• information about our employee’s normal position and associated duties
• information about suitable duties available at our facility
• a sample Return to Work Plan
• an authority document signed by our employee.
We would like to work as closely as possible with you and seek your help and support to
assist .........................................................................’s return to work through:
• discussing our employee’s workplace injury, respecting confidentiality
• facilitating contact and communication between all parties involved in the rehabilitation
process
• working with you to determine early, suitable, safe Return to Work Plans.
The contact person at our facility, who has injury management/rehabilitation coordination
responsibilities is
................................................................................... Phone .........................................
We look forward to working with you in the interests of our employee. An open invitation is
extended to you to visit our facility at any time during our employees recovery.
Yours faithfully
Chief Executive/Director of Nursing/Facility Manager
Tool 4: Notification of Serious Accident or

Dangerous Incident*
Notification of Serious Accident or Dangerous Incident

To:............................................................... From: .........................................................
Regulator:.................................................... Position: .....................................................
Fax No: ....................................................... Date: ..........................................................
Details:
Injured person(s): ........................................ Age: ...........................................................
Residential address: ........................................................................................................
.........................................................................................................................................
Occupation: .....................................................................................................................
Outcome: ❒ ! Admitted to hospital ❒ ! Not admitted to hospital ❒ ! Fatal
Nature of injuries or damaged caused: .............................................................................
.........................................................................................................................................
.........................................................................................................................................
.........................................................................................................................................
Estimated period of incapacity: ........................................................................................
Accident/incident location: ................................................................................................
Accident/incident date: ............................................... Time: ..........................................
How was accident/incident notified? (including time and date) ..........................................
.........................................................................................................................................
* Note that some State or Territory WorkCover authorities require this notification to be
made on an official form which they supply.
Tool 4: Notification of Serious Accident or

Dangerous Incident (cont)
Name of investigating officers: ..........................................................................................
How did the accident happen?: ........................................................................................
Eye witness(s) name: .......................................................................................................
Address: ..........................................................................................................................
..................................................................... Phone: .......................................................
Signed .........................................................
Tool 5: Suitable Duties and Return to Work Plans

Issues to Consider when Developing Return to Work Plans
The development of the Return to Work Plan will require extensive liaison between all parties.
To facilitate a faster and more effective return to work, the Return to Work Plan will often
require that the worker returns on ‘suitable duties’. Suitable duties are also referred to as
alternative, selected, restricted, light or modified duties. Selection of suitable duties is often
one of the most difficult parts of successfully returning a worker to the workplace and may
require some lateral thinking by all parties. However, research has shown that the employer’s
attitude and care in offering suitable duties is one of the most important factors in return to
work outcomes. Be sure that workers are aware that you are making every effort to assist
their rehabilitation.
Suitable duties usually (check with your State or Territory WorkCover authority for local
requirements) must fulfill at least the following criteria:
• meet medical restrictions, that is, the required duties will not aggravate the employee’s
condition (note that the employee’s ability to travel to and from work also needs to be
taken into account)
• must be within the skills capacity of the worker
• must be meaningful and comparable with the level at which the employee was
employed originally.
Suitable duties are a short term arrangement, that is, they should not be considered a
permanent arrangement or a 'new' position, and may include:
• parts of the job that the injured worker was doing before the injury
• the same job, but on reduced hours
• different duties altogether.
Suitable duties do not include:
• work that is merely of a token nature or that is not useful for your facility and its
day-to-day business
• work that is demeaning to the worker and has no employment prospects.
Tool 5: Suitable Duties and Return to Work Plans (cont)

Given that employers must make a reasonable effort to assist their injured employees, the
process undertaken to accomplish this task is important. It is expected that there will be a
planned and coordinated approach to the task.
The process must be documented and all the needs of both the employer and the employee
should be investigated in an effort to locate suitable duties or jobs.
For this to occur, there must be an organisational policy, a strategy and some resources
committed to the process. These areas of the employer’s obligations are also legislated.
When do I Identify Suitable Duties?
Many organisations have found it extremely useful to identify duties that may be suitable for
injured workers before any injury has occurred. These can be built into a ‘bank’ or ‘register’
of duties that are potentially suitable for injured workers. By having these readily available,
discussions with the injured worker and their treating professionals can be more focused and
this can facilitate the Return to Work Program for workers.
How do I Find Suitable Duties?
Suitable duties are usually identified by the organisation’s Injury Management/ Rehabilitation
Coordinator in consultation with the relevant parties, usually the worker, the worker’s doctor,
the supervisor, the rehabilitation provider and the union (if appropriate). Steps for finding
suitable duties are outlined below.
1. List the duties of the worker’s normal job by talking to the worker and their supervisor. If
necessary, go and look at the work that they usually do.
2. Determine the worker’s limits and abilities by reading the restrictions on the medical
certificate. Consider how these restrictions prevent the worker from performing their normal
duties. If you have any questions, ring the treating doctor. You should also talk to the injured
worker to get a clearer understanding of their skills and abilities.
3. Decide what are the maximum hours the worker can work and which parts of their usual
job (if any) will be possible. If necessary, identify other duties that are suitable for the worker
while they are recovering from their injury. For example, could an enrolled nurse with a back
injury:
! carry out office work such as filing, making appointments, updating records
or answering phones
! assist residents with personal care and at mealtimes
! read and talk to residents
! assist residents with recreational activities?
Refer also to Tools 7–10 on pages 25-29.
Tool 5: Suitable Duties and Return to Work Plans (cont)

4. Consider how the duties and hours selected for the injured worker may affect the
supervisor’s work routine and the other workers. Everyone, including the injured worker, will
need to be supportive for a successful return to work. This may require education of the
supervisor and/or their peers.
5. Write down the proposed duties in a Return to Work Plan. Include a starting date and a
review date (see Tool 11 on pages 30-31). Make sure that you sign it and include signatures
from all relevant parties. Check with your WorkCover authority for local requirements.
6. Get medical clearance from the treating doctor for the duties that you are proposing in
the Return to Work Plan.
7. Review and upgrade the Return to Work Plan according to medical advice.
What should I do if the Injured Worker cannot do any of their Previous Duties?
Sometimes the worker’s injury will mean that they cannot return to any of their usual duties
for a period of time. In these cases the Injury Management/Rehabilitation Coordinator’s
knowledge of the organisation and contacts with other supervisors and managers is vital. The
coordinator or the rehabilitation provider will need to match the worker’s skills to tasks outside
their normal duties.
Ask yourself and others, including the injured worker:
• Is there any work in the person’s usual work area that does not get done because there
is insufficient time in the day to complete it?
• Is there any work in other sections of the organisation where the staff are always in need
of extra help?
• Can the worker assist with the orientation of new staff or the training of other staff?
• Is there a retraining opportunity for this particular injured worker while they are
recovering from the injury?
Once you or your rehabilitation provider have identified possible tasks, go back to Step 4.
This section was adapted from WorkCover New South Wales, How to Organise Suitable
Duties in the Health Industry, 1996, and CCH Australia Ltd, Managing OHS, 1997.
Does it Matter if my Organisation is a Category 1 or Category 2 Employer?
Requirements for Injury Management/Rehabilitation Coordinators and Return to Work

Programs differ in some States and Territories if the employer is a Category 1 or Category 2
employer according to their base tariff premium. Check with your State or Territory
WorkCover authority.
Tool 6: Normal Position Profile

Normal Position Profile of Injured Worker

Name: ................................ Position: ................................. Title: .......................................
Main tasks associated with position: ......................................................................................
..............................................................................................................................................
..............................................................................................................................................
..............................................................................................................................................
Checklist of Demands and Risks Associated with Position
! Repetitive, frequent people transfer ! Repetitive, frequent manual handling

tasks where there is a need to squat tasks where awkward postures are
assumed over long periods
! Tasks which require sitting for long
periods ! Tasks involving the use of vehicles
! Repetitive, frequent people transfer ! Tasks where there is a need to operate
tasks where there is a need to place plant or equipment
one leg on a bed
! Tasks requiring psychological coping
! Tasks which require walking for long skills to cope with shift work
periods
! Tasks which are visually demanding
! Repetitive, frequent people transfer
tasks where assistance may be given ! Tasks requiring psychological coping
by supporting, holding, restraining skills to meet timeframes
! Tasks where chemicals are used ! Tasks requiring fine hand to eye
coordination
! Repetitive, frequent manual handling
tasks where the ability to push, pull, ! Tasks requiring psychological coping
carry, move, hold or restrain is skills to cooperate in a team work
continuously required environment
! Tasks where risk from infectious ! Tasks which require standing for long
hazard is increased periods
! Repetitive, frequent manual handling ! Tasks requiring psychological coping

tasks where there is prolonged skills to interact with a variety of people
bending, reaching, stooping or twisting
! Tasks requiring psychological coping
! Tasks where noise levels are high skills to cope with grief
Tool 7: Suitable Duties for Carers*

Outline of Suitable Duties for Use in a Return to Work Plan

for Carers
The nature of care and service in our facility offers a wide scope for the design of suitable
duties for use in a Return to Work Plan for carers. Expected Outcome Standards for the
industry place emphasis not only on the delivery of effective tasks-based care, but also on
resident lifestyle.
For example:
• Emotional Support where each resident receives support in adjusting to life in the new
environment and on an on-going basis.
• Independence where residents are assisted to achieve maximum independence,

maintain friendships and participate in the life of the community within and outside the
residential care service.
• Leisure Interests and Activities where residents are encouraged and supported to
participate in a wide range of interests and activities of interest to them.
• Cultural and Spiritual Life where individual interests, customs, beliefs and cultural and
ethnic backgrounds are valued and fostered.
Example of Suitable Graded Duties for Inclusion in a Return to Work Plan for Carers
Category 1 (lightest available duties) Category 2 (slightly more demanding)
Check Care Plans Duties from Category 1, plus introducing

duties such as:
Offer emotional support, maintenance of
friendships and participation in the life of the Assisting with resident hydration
facility’s community at the direction of
supervisor Assisting with resident nutrition
Participate in leisure interests and activities Assisting with meal preparation

at the direction of the diversional therapists
Assisting with oral and dental care
Other similar suitable duties as discussed
with supervisor each shift Other similar duties within limitations as
discussed with supervisor each shift
Tool 7: Suitable Duties for Carers (cont)

Category 3 (more demanding duties) Category 4 (duties closer to normal duties)
Duties from Categories 1 and 2, plus Duties from Categories 1, 2 and 3, plus
introducing duties such as: introducing duties such as:
Assisting with the preparations for hygiene Care of (specify number) low care residents
routines
Working in conjunction with a team of two
Responding to call bells and offering carers, delivering total care to high care
assistance residents
Assisting with manual handling care tasks Total care of one or more high care
with appropriate restrictions residents, including handling and operation
of all equipment
Introduction of other manual handling tasks
such as limited handling of equipment Other similar duties as discussed with
supervisor each shift and within limitations
Other similar duties within limitations as
discussed with supervisor each shift
* Note: This list is a guide only and is not necessarily exhaustive or totally applicable
to all care workers.
Tool 8: Common Duties of Carers and Nurses

Common Duties Performed by Carers and Nurses in an Aged
Care Facility
Extended Care Assistants
Check Care Plans Assist residents with Assisting in bath and

personal items, glasses, showering routine
Make appropriate records hearing aids, dentures,
watches, etc Assisting with toileting
Prepare meal trays routine
Assist with room hygiene
Deliver meal trays bed making, tidying, etc Assisting with wheelchairs
and other chairs
Feed residents Distribute clean linen
Assisting with walking
Give extra drinks to Clean equipment following routines
residents hygiene routines
Assisting with mobility
Collect items for laundering Manual handling tasks routines
examples:
Prepare for hygiene Assisting with personal
routines, clothes, toiletries, Assisting residents hygiene routines
etc positioning in bed
Lifting and carrying personal
Assist with denture hygiene Operation of mechanical items, equipment
routine lifting aids
Pushing and pulling chairs,
Assist with shaving routines Assisting residents from: etc
for male residents • bed to chair
Responding to call bells
• chair to chair
• chair to toilet
• bed to trolley, etc
Enrolled and Registered Nurses
All the above duties, plus professional routines such as supervision of others, input into
professional decision making, liaison with significant others, managing medications,
performing treatments and record keeping.
Tool 9: Suitable Duties for Service Employees*

Outline of Suitable Duties for Use in a Return to Work Plan

for Service Employees
The nature of care and service in our facility offers a wide scope for the design of suitable
duties for use in a Return to Work Plan for service employees. In particular, because of the
Outcome Standard’s focus on quality of resident lifestyle, staff can return to work and
contribute significantly to resident care without compromising their recovery.
For example:
• Emotional Support where each resident receives support in adjusting to life in the new
environment and on an ongoing basis.
• Independence where residents are assisted to achieve maximum independence,

maintain friendships and participate in the life of the community within and outside the
residential care service.
• Leisure Interests and Activities where residents are encouraged and supported to
participate in a wide range of interests and activities of interest to them.
• Cultural and Spiritual Life where individual interests, customs, beliefs and cultural and
ethnic backgrounds are valued and fostered.
Example of Suitable Graded Duties for Inclusion in a Return to Work Plan for Service
Employees
Category 1 (lightest available duties)
In conjunction with care staff:
• Offer emotional support, maintenance of friendships and participation in the life of the
facility’s community at the direction of the supervisor
• Participate in leisure interests and activities at the direction of the diversional therapists
• Other similar suitable duties as discussed with supervisor each shift
Category 2 (more demanding)
• Duties from Category 1, plus introducing tasks as described in the

Normal Position Profile (see Tool 6 on page 24)
• Duties from Category 1, plus introduction of tasks from the example list of common
duties (see Tool 10 on page 29)
* Note: This list is a guide only and is not necessarily exhaustive or totally applicable
to all care workers.
Tool 10: Common Duties of Service Employees

Common Duties Performed by Service Employees in an Aged
Care Facility
Catering Staff
Preparing food Clearing dining room Cleaning plant and

equipment
Cooking duties, if Clearing meal trolleys
appropriate Mopping floors
Washing crockery, cutlery
Setting up dining room Managing waste
Operating dishwashing
Serving food plant Transferring waste from
kitchen
Handling food trays Cleaning benches
Stock control as directed
Serving morning/afternoon Cleaning store areas
teas
Cleaning Staff
Preparation of rooms Handle cleaning chemicals Cleaning walls and

windows to head height
Floor sweeping Waste disposal
Spot cleaning furniture
Floor washing/mopping or Cleaning benches and and floors
operation of cleaning equipment
equipment Distribute clean items
Cleaning hand basins,
Floor scrubbing with toilets, showers Maintain cleaning
scrubbing equipment equipment
Cleaning utility areas
Vacuuming Stock control as directed
Cleaning walkways
Dusting
Laundry Staff
Collect washing skips Transfer linen to driers Dust and clean plant and
equipment
Check machines Prepare clean linen and
clothes Clean laundry benches,
Add chemicals etc
Distribute linen and
clothes Waste disposal
Tool 11: Sample Return to Work Plan*

Return to Work Plan
The following Return to Work Plan has been developed for: .............................................
Job title: ...........................................................................................................................
Work location: ............................................. Commencement date: ...... / ........ / ........
Supervisor: .......................................................................................................................
Weeks Dates Days/ Hours Duties to be Duties to be avoided

performed
Other considerations: .......................................................................................................
.........................................................................................................................................
Wages/award (if applicable): ............................................................................................
Anticipated length of plan: .................................................................................................
Review dates: ............/.........../ .......... ............ / .......... / .......... ........... /.........../...........
Monitoring arrangements: .................................................................................................
General comments: ..........................................................................................................
* Check with your State or Territory WorkCover authority for local requirements on the
content of a Return to Work Plan.
Tool 11: Sample Return to Work Plan (cont)

The following parties have agreed to the plan:
Employee ............................................................. Date .........../ ............ /.............
Employer/supervisor ............................................. Date .........../ ............ /.............
Rehabilitation Coordinator ..................................... Date .........../ ............ /.............
Treating doctor ..................................................... Date .........../ ............ /.............
Employee representative ...................................... Date .........../ ............ /.............
Tool 12: Checklist to Assess the Management of Injury Cases

Assessment Checklist: Managing an Injured
Worker/Workers’ compensation Claim
This checklist should be completed for every injured worker. It can be completed when the
worker’s case is closed (through a documentation audit) or checked throughout the duration
of the Occupational Injury Management Plan, to ensure critical steps are not overlooked.
! Incident form completed as soon as Ongoing and regular contact with:

practicable after worker reports injury
! injured worker
! Injury management/workers’
compensation information given to ! worker’s doctor
worker
! rehabilitation provider
! Information sent to doctor
! other treating professionals
! Worker was assessed by
................................ to determine if ! insurer
injury was significant or not
! immediate supervisor
Initial contact made with:
! Individual worker’s rehabilitation file
! Worker’s doctor: .............................. updated regularly and completed once
case closed (and file kept
Date: .......... / .......... /........... confidentially)
! Insurer: ............................................ ! Return to Work Plan monitored, and

Date: .......... / .......... /........... formally reviewed, to ensure plan
followed and progress was occurring
! Immediate supervisor: ......................
! Return to Work Plan goals achieved
Date: .......... / .......... /...........
! Once Return to Work Plan goals are
! Notification of serious accident or achieved, case is closed
dangerous incident sent to regulator (if
required)
! Occupational Injury Management Plan

developed
! Consideration given to whether a

referral to rehabilitation provider is
required and a referral made if
appropriate
! Return to Work Plan developed
Tool 12: Checklist to Assess the Management

of Injury Cases (cont)
Overall management of injured worker Comments:.............................................
evaluated to ensure:
...............................................................
! Worker satisfied with Occupational
Injury Management Program ...............................................................
! Supervisor satisfied with Occupational ...............................................................

Injury Management Program
For this section, it may be advisable to ...............................................................
contact your Accreditation/Quality
Coordinator for advice on how you may ...............................................................
evaluate these.
! Improvements to the Occupational ...............................................................

Injury Management Policy and or
procedures made following the ...............................................................
evaluation.
...............................................................
Tool 13: Glossary of Terms

The following definitions reflect the meanings used in this module and are intended to assist
you to understand the management steps and tools presented. However, in some States or
Territories the terms will have specific meanings because of requirements of State/Territory or
Commonwealth legislation.
Contact your local regulatory authority (see Tool 14 on page 36) for further clarification of
these terms.
Claims administrator is a person who is responsible for all administrative aspects of the
worker’s compensation claim ensuring compliance with legislative requirements of claims
management.
Injured worker means a worker who has received a workplace injury.
Injury Management/Rehabilitation Coordinator is the person responsible for the

coordination at work of all the activities involved in the effective management of an injured
worker.
Occupational Injury Management Program is a planned and coordinated program that

integrates all aspects of injury management (including treatment, rehabilitation, retraining,
claims management and employment management practices) for the purpose of achieving
optimum results in terms of a timely, safe and durable return to work for injured workers.
Occupational rehabilitation is the restoration of an injured employee to the fullest physical,
psychological, social, vocational and economic usefulness of which they are capable,
consistent with pre-injury status. It is a managed process aimed at maintaining injured or ill
employees in, or returning them to, suitable employment. It involves early intervention with
appropriate, adequate and timely services based on assessment of the injured employee.
Rehabilitation is the process by which injured or incapacitated people are restored to their
optimum physical, psychological, social, vocational and economic status.
Rehabilitation Coordination is a managed process where occupational rehabilitation is

promoted and liaison is effected between the injured employee, unions, employer, health
professionals and insurer to develop Occupational Injury Management/Rehabilitation Case
Management and Return to Work Plans.
Rehabilitation provider is a person with suitable qualifications to plan and coordinate a

strategy using work activities wherever possible to achieve optimum vocational outcomes.
Requirements for a Rehabilitation Coordinator may vary from State to State. The type of
rehabilitation assistance given by a provider will depend on the circumstances of each case
and may include functional assessments, workplace assessments, job analysis, advice
concerning job modifications, rehabilitation, vocational assessment and advice on vocational
re-education or training.
Return to Work Plan is a plan which outlines a strategy to return injured workers to their
pre-injury employment status, where possible. Requirements for Return to Work Plans may
vary from State to State.
Significant injury means a workplace injury that is likely to result in a worker being unable to
perform full duties for more than seven continuous days.
Tool 13: Glossary of Terms (cont)

Suitable duties (also referred to as alternative, selected, restricted, light or modified duties)
are used as an integral part of a Return to Work Plan where an employee is certified by the
treating doctor as partially incapacitated or is unable to perform normal duties. Suitable duties
assist in the injured employee’s recovery process and are appropriate to the employee’s
physical and psychological status. They are defined in consultation with all parties.
Requirements may vary from State to State.
Tool 14: Resources

Useful Resources for the Occupational Injury Management
Program
Identify the following contacts for your facility and write them here for future reference:
Injury Management/
Rehabilitation Coordinator: ......................................... Phone ..............................................
Insurance company: ................................................... Phone ..............................................
OHS/WorkCover authority: ......................................... Phone ..............................................
Rehabilitation provider: ............................................... Phone ..............................................

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Module 2: Injury Management

Module 2: Injury Management Page 0 of 36

Information about this Module and

* Facilities using this document should ensure that, in implementing this

Injury Management Policy

• delay in the workers’ compensation claim being submitted and determined

• delay in referral to rehabilitation

• delaying a return to work

• the worker perceives that the workplace was at fault

• the worker is not supported by colleagues

• the worker is dissatisfied with the job

• language problems are poorly handled, for example, no interpreter is available.

The factors associated with faster return to work are:

• no delay in the workers’ compensation claim being submitted, liability being

• every effort being made to allow a gradual return to full performance.

Occupational Injury Management

In many States and Territories it is a legal requirement that an organisation’s commitment to

Example of an Occupational Injury

Our facility is committed to supporting any employee injured at work.

• To prevent illness and injury by providing a safe and healthy workplace.

• To promote our Occupational Injury Management Program to all employees.

• To provide employees with information about their rights under legislation.

• To assist an injured employee to an early, safe return to meaningful and productive

• To provide suitable duties/employment to assist in Return to Work Plans.

• To ensure excellence in communication with all relevant parties in the injury

Occupational Injury Management Program

Signed ................................ Signed ............................... Signed....................................

Example of an Occupational Injury Management Policy*

Objectives of the Occupational Injury Management Program

• To have in place an efficient and effective Occupational Injury Management System.

• To assist an injured employee to an early, safe return to meaningful and productive

• Where possible, provide suitable alternatives or modified duties to assist in Return to

• Providing a safe and healthy working environment.

• Demonstrating on-going commitment to occupational injury management principles in

• The development, implementation and support of an Occupational Injury Management

• Providing appropriate education and training to employees relevant to injury

Example of an Occupational Injury Management Policy (cont)

Injury Management/Rehabilitation Coordinator Responsibilities

• Providing information and support to an injured employee, including information about

• Maintaining contact with an injured employee.

• Participating in the development of an Injury Management Plan.

• Coordinating Return to Work Plans (including negotiation of suitable duties).

• Monitoring the progress of Return to Work Plans.

• Arranging referral of an employee to a rehabilitation provider if required.

• Ensuring that confidentiality issues are respected.

• Ensuring safe record keeping.

• Ensuring legislative compliance.

• Assisting the Injury Management/Rehabilitation Coordinator to perform their injury

– providing support to the injured worker

– planning the employee’s Return to Work Program and providing suitable

– monitoring return to work progress.

Example of an Occupational Injury Management Policy (cont)

• Notifying management of any work-related injury as soon as possible.

• Completing appropriate forms with the assistance of the supervisor.

• Regularly advising management of recovery status.

• Advising management immediately of any significant change in recovery status.

• Submitting relevant workers’ compensation medical certificates as soon as possible.

• Participating in decision making throughout the rehabilitation process.

Claims Administrator Responsibilities

• Administrative management of all workers’ compensation claims.

• Ensuring legislative compliance.

• Liaison with the insurer on administrative matters.

Injury Management Process*