Policy on manager involvement in work re-integration: Managers' experiences in a Canadian setting

Maiwald, Karin; Meershoek, Agnes; Rijk, Angelique de; Nijhuis, Frans

doi:10.3233/wor-131727

Cited by 11 publications

(5 citation statements)

References 21 publications

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“…Although believing return-to-work to be a joint responsibility, the supervisors told of spending much time on sick leave follow-up-taking on employees´duties and feeling insecure about how to proceed if they lacked information. Employers/supervisors are recognised as having the central place in the return-to-work process alongside the employee [48]; however, several studies have identified that they struggle with their responsibilities for return-to-work [15,[17][18][19][20]. For instance, employers have been found to perceive accommodation management as a considerable addition to their other duties, feeling ill-prepared, even when given guidance [21].…”

Section: The Burden Of Responsibilitymentioning

confidence: 99%

“…Several studies have underlined how return-to-work practice is influenced by different perspectives or paradigms of the various stakeholders involved [11,[14][15][16]. This may result in cross-pressure as supervisors attempt to balance workplace interests and employees' health concerns [11,15,17,18]. Several other dilemmas have also been identified.…”

Section: Introductionmentioning

confidence: 99%

“…Several other dilemmas have also been identified. For instance, supervisors find it difficult to be unable to meet the responsibilities demanded by policy [17], to secure the safety of employees, and deal with medical practitioners lacking knowledge of work demands [2]. Attending to return-towork can also be experienced as an emotional burden [2].…”

Section: Introductionmentioning

confidence: 99%

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Work as an arena for health—Supervisors’ experiences with attending to employees’ sick leave and return-to-work process

2023

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Background Supervisors play a pivotal role in the sick leave process. Although responsibility for sick leave and return to work follow-up is increasingly placed on the workplace in Norway, few studies have explored supervisors’ experiences. This study aims to explore supervisors´ experiences with attending to employees’ sick leave and return to work process. Methods This study consists of individual interviews with 11 supervisors from diverse workplaces that was analysed thematically. Results The supervisors emphasised the value of presence at the workplace, the need for them to obtain information and uphold dialogue, considering individual and environmental influences on return-to-work and allocating responsibility. Investing time and money was crucial to prevent or reduce the negative impact of sick leave. Conclusions The supervisors’ perception of attending to sick leave and return-to-work largely reflect Norwegian legislation. However, they find obtaining information and managing responsibility challenging, suggesting that their responsibilities for return-to-work are perhaps disproportionate to their knowledge on attending this process. Individualised support and guidance on how to develop accommodations based on the employee´s workability should be made available. The reciprocal nature of follow-up described also reveals how the return-to-work process is enmeshed with (inter)personal considerations possibly resulting in unequal treatment.

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Section: The Burden Of Responsibilitymentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Work as an arena for health—Supervisors’ experiences with attending to employees’ sick leave and return-to-work process

2023

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“…In many countries, various interventions have been made to improve the sickness certification (SC) process [1][2][3][4][5]. In Sweden, as in other countries, there has been a strong focus on collaboration and coordination of stakeholders, in particular to involve the employer in the process [6][7][8][9]. Collaboration between stakeholders such as healthcare professionals, patients, and employers is considered important for a successful return to work (RTW) process for sick-listed patients [4,10].…”

Section: Introductionmentioning

confidence: 99%

Factors associated with general practitioners’ contacts with sick-listed patients’ employers: A Swedish nationwide questionnaire study

Nordling

Alexanderson

Hensing

et al. 2021

Scand J Public Health

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Background: General practitioners’ (GP) contacts with sick-listed patients’ employers have been shown to be of importance for return to work. This study aimed to explore GPs’ contacts with sick-listed patients’ employers and factors associated with such contacts. Methods: In this cross-sectional study, 4228 GPs responded to a nationwide questionnaire about sickness certification (SC) practices. Outcomes of interest were participation in stakeholder meetings, having other contacts with employers, and satisfaction with employer contacts. Logistic regression models were used to investigate associations with factors related to the GP and the GP’s workplace. Results: Among GPs, 34.8% participated in stakeholder meetings and 15.1% had other employer contacts; 39.4% had any or both of these contacts. Of GPs who had contacts with patients’ employers, 65.8% were satisfied with the contacts. GPs regularly collaborating with rehabilitation coordinators had the strongest adjusted odds ratio (OR) for participating in stakeholder meetings, OR 2.72 (95% confidence interval (CI) 2.24–3.31), and having other contacts with employers, OR 3.85 (95% CI 2.85–5.21). Other factors positively associated with employer contacts were being a specialist, collaborating with other health professionals, finding employer contacts valuable, and having a joint SC routine/policy at the clinic. GPs who did not find SC problematic, had managerial support, or had enough resources for SC tasks were more likely to be satisfied with their employer contacts. Conclusions: Both physician characteristics and organizational factors had importance for GPs’ contacts with sick-listed patients’ employers. The findings imply that GPs’ collaboration with patients’ employers may be improved by interventions targeting both individual and organizational factors.

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“…Examples are national legislation (e.g. in the Netherlands, [ 6 ]), regional or local policy (in Canada, [ 7 , 8 ]), or interventions for individual employees. An example of the latter is the workplace intervention by Karlson et al [ 9 , 10 ] to support communication between the employee and the supervisor, which successfully enhanced RTW at 1.5 year follow up for all participants and at 2.5 year follow up (the latter only for younger participants).…”

Section: Introductionmentioning

confidence: 99%

The Effectiveness of an Intervention to Enhance Cooperation Between Sick-Listed Employees and Their Supervisors (COSS)

et al. 2015

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Introduction Early return-to-work (RTW) after sick leave is considered to support employees’ quality of life. Successful RTW requires adequate cooperation between absent employees and their supervisors. This study assesses the effectiveness of an intervention for COoperation regarding RTW between Sick-listed employees and their Supervisors (COSS; i.e. ‘conversation roadmap’, monitoring of cooperation and, if necessary, extra occupational physician support). Methods In this field study, employees on sick leave for 2–10 weeks, aged 18 up to and including 60, and performing paid labour for at least 12 h per week were included. Terminally ill were excluded. Multivariate regression (correcting for baseline quality of life) was used to compare 6-months follow up data regarding quality of life between the groups. Using Cox regression analyses, time until first-, full-, and sustainable RTW was compared between groups. Results In total 64 employees received COSS or common practice. No significant group differences were found regarding all study outcomes. The COSS group had a higher chance of work resumption than the common practice group. The hazard ratio was 1.39 for first RTW (95 % CI 0.81–2.37), 1.12 for full RTW (95 % CI 0.65–1.93) and 1.10 for sustainable RTW (95 % CI 0.63–1.95). Conclusions COSS has no significant effects. Yet, the results regarding work resumption show a tendency towards effectiveness. Therefore, COSS can be further developed and applied in practice. Researchers should try to prevent some limitations of the present study in future research, for instance by finding a more common research setting.

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Policy on manager involvement in work re-integration: Managers' experiences in a Canadian setting

Cited by 11 publications

References 21 publications

Work as an arena for health—Supervisors’ experiences with attending to employees’ sick leave and return-to-work process

Work as an arena for health—Supervisors’ experiences with attending to employees’ sick leave and return-to-work process

Factors associated with general practitioners’ contacts with sick-listed patients’ employers: A Swedish nationwide questionnaire study

The Effectiveness of an Intervention to Enhance Cooperation Between Sick-Listed Employees and Their Supervisors (COSS)

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