An occupational physician is a registered medical specialist in the field of work and health, who helps employer and employees together to realise a situation where motivated, sustainably employable people contribute to the organisation’s objectives. When carrying out his duties, the occupational physician may, under strict conditions, have tasks performed by a trained professional. This is called ‘task delegation’. With us, the practice nurse assistant to the occupational physician and the case manager always work in task delegation from the occupational physician.
When reporting sick, employer and employee are jointly responsible for returning to work. In doing so, they must comply with the obligations stemming from the Working Conditions Act, the Gatekeeper Improvement Act (WVP), the Regulation on the Procedure for the First and Second Year of Illness, and privacy legislation. To help take the right steps towards employability in time, we objectively determine the causes of absenteeism at an early stage of absenteeism. Is the cause: (1) mainly medical and/or (2) is the absenteeism mainly due to other factors such as problems at home, labour conflict, personality aspects. We determine this by interviewing the employee using a questionnaire. Based on the results, employer and employee receive advice 1 or advice 2:
With advice 1, a consultation (advisory interview) is scheduled with the practice nurse assistant to the occupational physician for less complex absenteeism issues or with the occupational physician for more complex absenteeism issues, including labour conflict. To prevent long-term absenteeism due to psychological complaints, the employee may be invited to complete a questionnaire. The results of this questionnaire are taken into account by the occupational physician in his assessment of the employee’s workload capacity. After the consultation, employee and employer receive specific and feasible advice with reintegration frameworks (possibilities for employability). On this basis, they can proceed together by making specific agreements on reintegration and suitable work.
With advice 2, employer and employee can jointly shape the employee’s employability. Sometimes, however, this turns out to be difficult in practice. Then our occupational physician can help in a practical way. For instance, by having a specific discussion with the employee and employer about reintegration possibilities with the aim of a sustainable return to work. Or by coaching the employee in managing his own employability and vitality with the help of the results of an employability scan and/or employability value indicator.
Emerging from the Working Conditions Act, employees can also visit the practice nurse assistant to the occupational physician / occupational physician for a consultation if they have questions about their health in relation to work, if they are not yet absent or have complaints. This approachable ‘open consultation hour’ can result in preventive advice to the employee as well as to management and HR. Furthermore, the occupational physician and his task delegates have the opportunity to consult with the works council or employee representation and the prevention officer and advise them on policy in the field of sustainable employability, absenteeism, health and safety. Advice to prevent complaints and absenteeism can also follow a workplace visit.