Injury Management

1
Injury Management

• A Guide for Managers and
• Supervisors of Staff at
• Charles Sturt University

2
Division of Human Resources
The aim of the Division of Human Resources is to

• Attract employees
• Maintain employees
• Retain employees

3
Maintaining Employees is managed in the following
key areas within the Division of Human Resources

• Employee Relations
• Personnel Administration
• Equal Employment Opportunities
• Staff Development
• Environment Health and Safety

4
Environment Health and Safety
Injury Management The Injury Management Unit
falls under the EHS section and is responsible
for

• Accident and Incident Reporting
• Accident and Incident Investigations
• Ergonomic Assessments
• Special Needs Equipment
• Workers Compensation Claims Management
• Return to Work Programs

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Accident and Incident Reporting

• For every accident/incident, a report form should
  be completed.
• This form can be located at http//www.csu.edu.au/
  division/healsafe/textdocs/forms/AccIncRep.doc or
  from your campus Human Resources office.

• Supply as much detail as possible when completing
  an Accident/Incident Report Form.
• This form should be forwarded to the Human
  Resources office at Wagga Wagga within 24 hours
  of an accident or injury occurring.

6
Accident and Incident Investigations

• Once the injury management staff receive a
  report, they will determine whether that
  particular accident/incident requires an
  investigation.

1
You will be notified if an investigation is
required. It is important that you consult with
and include the injured employee when completing
the investigation.
2
All investigations should be completed by the due
date stated and returned to Human Resources.
3
You do not have to wait for an investigation to
be requested. You can elect to do your own
investigation.
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Ergonomic Assessments
Office ergonomics involves providing adequate
equipment such as desks, chairs, computing,
lighting and storage facilities.

• There is a presentation available for staff on
  how they can best set up their workstation by
  following the link below -

Presentations
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Ergonomic Assessments

• Self Assessment
• Staff can, in the first instance, assess their
  own workstations. There is a checklist available
  at the following link Ergonomic Assessment
• Supervisors are to sign off on the completed
  checklist and ensure a copy has been forwarded to
  EHS, Division of Human Resources Wagga Wagga.

• One-on-One Assessment
• If a self assessment does not satisfy the needs
  of a staff member, or if a self assessment has
  proved there is a need, a one-on-one assessment
  can be conducted with an Environment Health and
  Safety representative.

9
Special Needs Equipment
There is a small pool of special needs equipment
through each Human Resource Office to ensure
that frequently required special needs items are
readily accessible to staff members, in a timely
fashion.

• The equipment is available to any staff member
• who may wish to
• Trial equipment prior to purchase.
• Borrow equipment whilst awaiting the delivery of
  similar equipment on order.
• Borrow equipment pending Workcover Authoritys
  approval of a Section 53 application.

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Special Needs Equipment
While all staff may request to borrow equipment,
priority will be given to staff members with an
injury or illness. As such, equipment that has
been issued for trial purposes only, may be
recovered by the campus Return to Work
Coordinator at a date earlier than that agreed to.

• Equipment includes document holders, wrist rests,
  keyboards and much more.

For a complete listing of equipment, visit the
Environment Health and Safety Website and search
for Special Needs Equipment under S.
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Workers Compensation Claims Management

• The Injury Management Unit handles the
  administration and management of all workers
  compensation claims. They will

• Establish an Injury Management File.
• Review all medical certificates and medical
  advice as it comes to hand.
• Coordinate return to work plans, as required.
• Engage the services of a rehabilitation provider,
  as required.
• Administer and manage all workers compensation
  claims.
• Forward all workers compensation documentation to
  the Universitys workers compensation insurer.

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Return to Work Programs

• Return to Work Programs are not limited to staff
• who have injured themselves at work.

They can also be developed to assist staff
members who are returning to work from a non work
related injury or illness.
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Return to Work Goals
The purpose of a return to work plan is to return
the injured or ill worker

• to the same job, same employer
• to a different job, same employer
• to a different job, different employer

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Return to Work Strategies

• Return to reduced hours, suitable duties
• Return to reduced hours, normal duties
• Return to full hours, suitable duties
• Return to full hours, normal duties
• Skills assessment for different job, same
  employer
• Vocational training for different job, different
  employer

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Key Participants
The key participants in the Return to
Work Program are

• Injured Worker
• Return to Work Coordinator (Human Resources)
• Insurer (Workers Compensation)
• Treating Doctor
• Rehabilitation Provider
• Union and/or Legal Representative

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Injury Management Service Providers

• Return to Work Coordinator
• Employee Assistance Program
• Rehabilitation Provider
• Workcover Authority of NSW
• Workers Compensation Insurer

• Doctors
• Physiotherapists
• Other Medical Providers
• Supervisors and Managers
• Co-workers

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The Function of the Supervisor or Manager

• Supervisors and Managers play an important role
  in the Injury Management Process.
• We have outlined some ways in which you can
  assist the injury management process to be more
  time and cost effective.

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What is Your Role in Injury Management?

• Ensure all accidents and incidents have been
  reported and any investigations are completed
  within timeframes
• Contact your campus Human Resources office to
  request an ergonomic assessment for staff who
  have identified problems with their work
  environment.
• Ensure staff are adequately skilled to operate
  equipment.
• Think about stocking/providing some basic
  equipment aids such as foot rests, wrist rests,
  document holders or a spare monitor arm.
• Offer support. Sustaining an injury or illness
  can be as psychologically devastating as it is
  physical.
• Be actively involved in Return to Work Programs.

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Finding Suitable Duties

• Establish a Suitable Duties Register.
• Know the inherent requirements of the job and be
  familiar with the Duty Statement.
• Dissect core tasks - in many cases some functions
  within the task are suitable, but the description
  of the whole task itself, is not.
• Identify the duties that may be suitable, based
  on medical advice and at each Return to Work
  Program Review.

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What Will Managing an Injury Cost You?

• Additional time required to manage an injured
  worker and to organise and provide necessary
  assistance.
• Time required to manage the impact on other
  staff.
• Equipment and aids, as recommended by appropriate
  providers.
• Initial time lost through injury.
• Training replacement/casual staff.
• The longer the period between date of injury and
  date of return to work, the more likely the cost
  of a workers compensation claim will increase
  through rehabilitation, wage reimbursement, legal
  fees, lump sum payments.

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How Will Managing an Injury Benefit You?

• Managing an injury has many benefits
• Reduces costs to the organisation and increases
  staff productivity.
• Staff member feels valued as an employee
• Staff who feel their contribution to the
  organisation is valued, are likely to be more
  productive.
• Reduces lost time
• Reducing the amount of time lost through injury
  in turn reduces the costs to the University in
  terms of productivity and workers compensation
  premiums.

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How Will Managing an Injury Benefit You?

• Ensures that necessary work is done
• Close monitoring of an injured workers recovery
  ensures return to work plans are reviewed in a
  timely manner, consistent with medical advice.
• The opportunity to multi-skill employees who may
  be
• Unable to return to their normal duties, due to
  injury.
• Required to assist an injured co-worker by
  undertaking some of their duties.
• Ensures that the University is complying with
  legislative requirements.

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Resources
Please visit our injury management web page for
information and tools including

• Employee Self Assessment
• Ergonomic and Manual Handling Presentations
• Guidelines
• Special Needs Equipment

Alternatively, contact an injury management staff
member on your campus
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Injury Management Contacts

• Albury-Wodonga, Canberra, Goulburn, Manly, North
  Parramatta, Wagga Wagga
• Annette Combs, Human Resources Office (EHS)
• Lower Floor, Graham Building, Locked Bag 588,
  WAGGA WAGGA NSW 2678
• Telephone [phone]
• Facsimile [phone]
• Email acombs_at_csu.edu.au
• Bathurst, Canada, Dubbo, Orange
• To be advised, Human Resources Officer (EHS)
• Upper Floor, Phillips Building, Private Mail Bag
  29, BATHURST NSW 2795
• Telephone [phone]
• Facsimile [phone]
• Email
• Libbie Tyburski
• Administration Assistant (Injury Management)
• Upper Floor, Phillips Building, Private Mail Bag
  29, BATHURST NSW 2795
• Telephone [phone]