Return to Work Policy
To ensure that in the event of an employee sustaining an injury or illness, CIT assists the employee to return to health and work as safely and as quickly as possible.
This policy applies to all permanent, contract and casual CIT staff employed under the Public Sector Management Act 1994.
3.1 An early and sustainable return to work for an employee who has suffered an injury or illness is facilitated by early intervention and the development of a formal return to work plan.
3.2 Stakeholders in the return to work plan for an injured or ill staff member are:
- Injured or ill employee
- CMTEDD Injury Management Team Case Manager
- CIT Workplace Support Coordinator
- Comcare Australia
- CIT Directors/Executive
- Approved Rehabilitation Provider
- Work colleagues/co-workers
- Treating Practitioners
3.3 An early and sustainable return to work for an employee who has suffered an injury or illness will help reduce the long-term costs to both the employee and CIT.
3.4 Where reduced hours and/or duties are medically evidenced, a formal return to work plan or adjusted duties plan will be developed in consultation with an injured/ill employee, CIT's Workplace Support Coordinator and an employee’s manager. In the case of compensable injuries/illnesses a CMTEDD Injury Management Team Case Manager and rehabilitation provider (if required) will also be involved in the development of the plan.
3.5 CIT (and a CMTEDD Injury Management Team case manager in the case of compensable injuries/illnesses) will ensure that an employee understands his/her rights and responsibilities as part of a formal return to work plan.
3.6 The primary goal of a rehabilitation and return to work plan is to return an injured or ill employee to his/her pre-injury duties, hours and work location if possible.
3.7 To achieve a sustainable return to work, CIT may consider reduced hours, alternative duties, modified work patterns, varied work methods, postponing leave and/or skill development as part of a formal return to work plan.
3.8 Specific inclusions of an injured/ill employee's return to work plan will take into consideration the medical certification/restrictions of the injured/ill employee, and the business needs of the work area.
|Return to Work Stakeholder||Stakeholder Obligations|
|Ill or injured staff member|
|Managers and supervisors|
|CIT Workplace Support Coordinator|
|CMTEDD Injury Management Team Case Manager (for compensation cases)|
|Comcare (for compensation cases)|
|Approved Rehabilitation Provider (for compensation cases)|
- Public Sector Management Act Part 21 Rule 8.
- COMCARE, Return to Work Reference Guide, November 2002.
Compensable condition - An injury or illness for which liability to pay compensation has been determined under the SRC Act as being attributable to the employee's work at CIT.
Initial Needs Assessment - The assessment which determines the support and services an injured or ill CIT employee requires, and their fitness to undertake a rehabilitation program and/or return to work plan.
Liability - A legal obligation to pay compensation in accordance with the SRC Act.
Return To Work - An injured or ill employee's return to work.
6. Policy Contact Officer
For more information about this policy contact Manager, Safety and Employment Relations.
Contact CIT Student Services on (02) 6207 3188 or email firstname.lastname@example.org.
Policy No: 2017/469
Approved: July 2017
Next Review: December 2021
Category: Staff Policies, Corporate Policies
Policy Owner: Executive Director, Corporate Services
| Return to Work Procedures|
(MS Word Document 32.4 KB)
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