Abstract
The objective of this article is to present courses of action for supervisors and verify their feasibility and applicability. A multi-part sequential qualitative study proposed course of actions for supervisors and verified their relevance, feasibility, and applicability by on-line questionnaire, and two focus groups with nineteen supervisors and other stakeholders from 19 Quebec organizations in 6 different sectors. Overall, respondents found courses of action as relevant, well formulated, and applicable in some favorable contexts. These contexts depended on the formalization of the supervisor’s role and responsibilities, the organization’s culture and resources, the decision-making flexibility given to supervisors regarding temporary work changes, and the possibility of training supervisors regarding the actions required as part of a worker’s reintegration. For organizations, two main challenges stand out: formalizing in clear and unambiguous terms each party’s responsibilities; and gathering knowledge, experience, and know-how regarding sustainable RTW for all parties involved in the RTW process.
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The authors extend their warmest thanks to all the participants and managers who made recruitment and the organization of discussion spaces and opportunities possible. The study would not have been possible without the financial support provided by the Institut de recherche Robert-Sauvé en santé et en sécurité du travail (IRSST).
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Appendix: Courses of Action and Specific Actions
Appendix: Courses of Action and Specific Actions
Courses of action | Associated specific actions for the supervisor |
|---|---|
Course of action 1: Formalize the role and responsibilities of the supervisor in the procedures designed to facilitate a sustainable RTW | Clarify role and responsibilities as a supervisor in the procedures designed to facilitate a sustainable RTW Distinguish your RTW responsibilities as a supervisor from those of other actors participating in the sustainable RTW process Participate in developing policies and procedures based on your experience Distinguish between accident prevention actions and RTW actions |
Course of action 2: Communicate with the absent worker to maintain contact | Contact the worker as soon as possible after the sick leave begins, to: - reassure the person about his or her employment relationship - find out his or her perceptions of his or RTW Reach an agreement with Human Resources about a mechanism for transmitting relevant information to you about the worker’s needs |
Course of action 3: Collaborate with the other actors involved in facilitating the worker’s ability to return to and stay at work | Collaborate with the worker when planning and implementing the RTW solution Collaborate with the work team when planning and implementing the RTW solution Collaborate with the actors responsible for managing the worker’s compensation claim (e.g. the person filling the role of RTW coordinator) |
Course of action 4: Assist the worker during his or her return to work and efforts to stay at work | Assist the worker in the various physical and organizational adjustment and accommodation measures Assist the worker if conflicts arise with other members of the work team |
Course of action 5: Plan the worker’s RTW and ways to help him or her stay at work | Plan the workforce during the worker’s sick leave (e.g. task distribution, schedule) Develop an action plan and consult with the worker to identify the options that would facilitate the RTW Plan the worker’s RTW based on his or her needs (e.g. the welcoming back, review of safety measures, information on new tools or procedures) Plan the RTW with the other actors concerned (e.g. meet with the work team) |
Course of action 6: Carry out the RTW | Meet with the worker as soon as he or she returns to resume the tasks expected of him or her in light of his or her capacities and resources, and reassure him or her of your support and that of the work team Make the necessary physical and organizational adjustments and accommodations in collaboration with the actors concerned Ensure that the worker and other members of the work team respect the worker’s limitations |
Course of action 7: Do regular follow-up of the work activities and their distribution among the members of the work team | Meet with the worker when he or she returns (e.g. information and follow-up meeting about his or her capacities and satisfaction with the work) Inform the work team of the RTW plan before the worker returns In collaboration with the persons concerned, resolve any problems that may arise during RTW process |
Course of action 8: Train the supervisor on the actions expected of him or her to help workers return to and stay at work | Acquire the skills needed to conduct ergonomic evaluations of work situations, plan, and resolve problems related to the implementation of RTW solutions (e.g. temporary assignments, physical and organizational adjustments or accommodations) Identify your needs for training (e.g. communication skills) on the expected actions |
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Nastasia, I., Coutul, MF., Rives, R., Dubé, J., Gaspard, S. (2020). Supervisor’s Roles and Responsibilities in Preventing Prolonged Disability in Workers with Musculoskeletal Disorders. In: Karwowski, W., Goonetilleke, R., Xiong, S., Goossens, R., Murata, A. (eds) Advances in Physical, Social & Occupational Ergonomics. AHFE 2020. Advances in Intelligent Systems and Computing, vol 1215. Springer, Cham. https://doi.org/10.1007/978-3-030-51549-2_13
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