Recovery and return to work awards nominations open
In this issue:
integrate, innovate, inspire! WorkCoverâ€™s annual conference Replacing the existing levy system Working with coordinators for best possible outcomes
Contents General news Recovery and return to work awards nominations open
integrate, innovate, inspire! WorkCoverâ€™s annual conference
Supervisor training program now available 8
27 April Nominations for annual recovery and return to work awards close
beyondblue launches Workplace Mental Health Awareness e-learning program
Adapting management style is key to success
Join the bike ride for chronic pain research
2012 Changes and Challenges Conference 11 2012 Resilience at Work conference 11 Are you interested in the Retro-Paid Loss Arrangement?
Applications for the
CEO visits the South East 12
Answers to common end of year questions
and return to work
Seeking success stories for Safe Work Awards in 2012
Replacing the existing levy system 16 Employer roadshows for Experience Rating System (ERS)
Life looks good for RISE program participants
Coordinatorâ€™s Corner 19
5 September WorkCover annual conference
Health providers Changes to gymnasium provider qualifications 20 Why do some people with common health problems not recover as expected?
Working with coordinators for best possible outcomes
Health service provider fee schedules updates going online
What do provider performance reports mean to you?
Cover image: Guests of the 2012 Recovery and Return to Work Awards launch at the Adelaide Convention Centre
From the CEO Welcome to the April edition of Newslink for 2012. This year promises to be a busy and interesting year with the implementation of a range of new projects and initiatives. These include the new approach to employer payments and the procurement process for claims management and legal services. New contracts will be effective from 1 January 2013. From July 2012 the term ‘levy’ will be replaced with the term ‘premium’. At this time there will be changes to the way the premium is calculated. These changes are aimed to help improve injury prevention and return to work outcomes. Employers can influence the premium they pay by preventing injuries and supporting injured workers to remain at or return to work as quickly and safely as possible. In January and February this year WorkCover held eight workshops with approximately 200 employers to discuss these changes. The next step in the process is to finalise the regulation and gazette documents.
The planning of the 2012 WorkCoverSA awards and conference is well underway. This year the conference theme will be integrate, innovate, inspire! On 22 February nominations were declared open as we officially launched the annual Recovery and Return to Work Awards at the Adelaide Convention Centre. The awards recognise the outstanding achievement of injured workers and those who have helped them to remain at or return to work. This year for the first time you can nominate yourself or someone you know online at www.workcover.com/awards. Each year we continue to be inspired by amazing return to work stories. The annual conference will be held on 5 September 2012 with registrations open from May. We have some exceptional speakers looking at various aspects of returning to work. They will provide you with practical tips you can apply to your organisation. With the support of our sponsors we are proud to bring you Nando Parrado as our key speaker. You can read his story in this edition of Newslink.
Plans for WorkCover’s move to new offices at 400 King William Street in the middle of the year are on track. The state-of-the-art building has been awarded a 5 star Green Star rating by the Green Building Council of Australia. This means that the design and construction is considered to be of Australian excellence in environmental sustainability. The offices will provide much better facilities for both our staff and clients. By all accounts this year is set to be both busy and rewarding and I look forward to working with you all to achieve great rehabilitation and return to work outcomes. Rob Thomson Chief Executive Officer
WorkCover is moving in June 2012! WorkCover is moving to 400 King William Street in June this year. Business will continue as normal and all phone numbers and email addresses will remain the same. For further information please contact the service centre on 13 18 55.
Networking guests at the 2012 Recovery and Return to Work Awards breakfast launch held at the Adelaide Convention Centre
Recovery and return to work awards nominations open Do you know someone with a great
GMH’s story is another example, where a
return to work story? Nominations are
large organisation gets behind an injured
now open for the 2012 Recovery and
employee and supports them back into
return to work awards.
their workforce quickly and safely. The injured employee, Robert Redpath and
WorkCover CEO Rob Thomson
his rehabilitation and return to work
launched the awards in February, calling
coordinator worked hard to develop
on everyone to nominate themselves or
a return to work plan which included
their colleagues to share in this year’s
manageable timeframes in which the
awards ceremony and prizes.
worker would reach each milestone.
Mr Thomson thanked the sponsors
The support at GMH was good, and
and praised the way South Australians
the employee enthusiastic, resulting
involved in recovery and return to work,
in a much earlier return to work than
cooperate to achieve real results for
anticipated. Robert has since dropped 30
kilograms in weight and is really enjoying being at work and active in his life.
2011 award winner Holly Byrne speaking passionately about her journey to recovery at the 2012 Recovery and Return to Work Awards breakfast launch
Rehabilitation and return to work coordinator excellence award
Invited speakers included two of last year’s award winners: former hairdresser
Categories for this year’s awards
Holly Byrne and Martyn Cray representing
continue to acknowledge the vital role of
This award recognises a coordinator’s
GM Holden (GMH).
all the players in the Scheme in achieving
successful efforts in assisting injured
outstanding return to work outcomes.
Holly’s story is just one example of
The seven categories are: Case and injury management
many great return to work stories. She Worker achievement awards
she fell into after developing a crippling
These two awards recognise workers
This award recognises outstanding
allergy to the chemicals she used while
successfully returning to work in a small
delivery of case and injury management
working in her dream career of 20
to medium, or large or self-insured
services for injured workers. This award
years: hairdressing. This resulted in her
is open to both Employers Mutual and
spoke passionately about her journey to recovery. Holly described the depression
self-insured case managers.
developing a staph infection and being unable to leave her bed for three weeks.
Employer excellence awards So nominate now, and yours could be one of the winner’s stories in 2012.
At her case manager’s suggestion, she
These two awards recognise the
participated in the I Make a Difference
outstanding efforts of small to medium,
program run by the organisation, Globally
or large or self-insured employers in
The two step process starts with
Make a Difference (GMAD). Her life has
assisting injured workers return to work.
nominations which close on 27 April,
new career as a facilitator with GMAD,
Health and rehabilitation
which must be received on or before
mentoring young and disengaged
individual achievement award
4 May. In 2012, online applications are
to be followed up with applications
now completely changed and she has a
being accepted for the first time, making
workers, to help them see their way back into the workforce.
This award recognises an individual
it easier than ever to nominate yourself
health and rehabilitation provider’s
or someone you know who is doing
best practice services in assisting
great things in the industry.
injured workers. Organisations are also encouraged to nominate an individual
To register go to
outstanding staff member.
integrate, innovate, inspire! WorkCover’s annual conference Many will recognise his story but few
Since this experience, Nando has
have an opportunity to hear it first hand.
become a successful businessman and
Nando Parrado’s extraordinary tale of
television producer. He is CEO of four
survival began when the aeroplane
companies in Uruguay. He also hosts
transporting 49 people including Nando
several popular Uruguayan television
and his rugby team mates, crashed in
programs about nature, public affairs,
the frozen Andes Mountains over 30
cars and travel.
years ago. Only 16 people survived the crash and they were forced to endure 72
“When I first returned I realised that
freezing winter days in the Andes before
the Andes had affected me more
Nando and his friend Roberto Canessa
than I thought … (it) changed my life
walked for 10 days to find help.
dramatically,” Nando said.
Their survival story is one of inspiration
“My family life was destroyed when my
in the most extreme of circumstances.
mother and sister died in the accident.
which features Nando Parrado.
From the time the plane crashed until
experience of observing what would have
their rescue, Nando and his fellow
happened if I had actually died. Arriving
Internationally renowned plane crash
Uruguayan rugby team mates were
at my house almost three months after
survivor Nando Parrado is keynote
forced to cross both physical and mental
the crash … my clothes had been given
speaker for the seventh annual
boundaries. Waking from a three-day-
away, my room taken by my elder sister,
integrate, innovate, inspire! at the
When I returned home, I had the strange
annual WorkCover conference
WorkCover conference, ‘integrate,
long concussion to learn that his mother
who had moved in with her family …
innovate, inspire!’ to be held on
had died on impact and his sister was
my motorbike had been sold. There
Wednesday 5 September.
near death Nando became obsessed
was no trace of me, except for some
photographs in the living room and in my father’s study.
Nando Parrado speaking at a conference
“I was the same person, but something
had changed in the way everybody saw me.
Other speakers at the conference will include New Zealand Corporate
“When you are young, you feel
Anthropologist Michael Henderson
immortal. There is nothing that
who will be looking at workplace
can modify or destroy you. Through
culture, relationships expert Bruce
our painful experience I learned that
Sullivan talking about working effectively
life is linked to death, that these are
with people who think and act differently
the only realities of our existence.
to you and Dr Robyn Horsley who has
You are born and you will die someday…
some tips for communicating with the
in between, nobody knows.
“Sometimes I ask myself why people need to experience extreme situations
Registrations will open in mid May 2012 at www.workcover.com/conference
to understand the real values of life. These values are so clear and so near us, yet we rush by them looking for the ‘important’ things. “
I was the same person, but something had changed in the way everybody saw me.
Supervisor training program now available
beyondblue launches Workplace Mental Health Awareness e-learning program The Workplace Mental Health Awareness e-learning program is now available on the beyondblue website at www.beyondblue.org.au/workplace. This program looks at myths and misconceptions about depression and anxiety disorders, to help raise awareness of these common conditions, including signs and symptoms, and how people can help themselves or others.
The Managing return to work –
coordinators in South Australia and
supervisor training program is
can be customised to suit individual
now available to make training
training needs (within the guidelines
This e-learning program takes
supervisors for return to work
of the sub-licence).
approximately 20 minutes to complete and includes activities, scenarios and
easier than ever before. The training pack includes a: The program, developed by Return to Work Matters, will help
• facilitator guide
videos that build understanding of depression and anxiety disorders.
rehabilitation and return to work
• PowerPoint presentation
It can be completed by employees
coordinators guide supervisors
• participant workbook
in their own time and at their own
and managers how to help create and maintain a workforce where employees feel valued both in health
• participant resource handbook • participant evaluation form.
pace. It can also be promoted in the workplace as an activity for staff to help increase their understanding of mental health conditions. Not only is it
and following a workplace injury. Participants will receive reference
free but it is useful, and will assist your
It is recognised that supervisors
materials they can use in their
colleagues or employees to become
and managers play an important
workplaces including a:
more aware of mental health issues in
role in an injured worker’s recovery and can make a huge difference to
• participant workbook
return to work outcomes. Studies
• participant resource handbook
show workers are more motivated,
• participant evaluation form.
responsible and productive in their return to work when they feel valued and cared for.
complete the online application
The program has been designed to meet the training needs of rehabilitation and return to work
To access the full training package,
on the WorkCover website at www.workcover.com > Employer > Employer responsibilities > Supervisor training
the workplace and how they can help someone they are concerned about. To access the beyondblue Workplace Mental Health Awareness e-learning Program, visit www.beyondblue.org.au/workplace
Adapting management style is key to success Understanding who you are dealing with is important in managing others. Everyone from the supervisor to the health provider plays a role in helping injured workers remain at or return to work. But what happens if one of the key players won’t play their role achieving the return to work goal? How do you manage the behaviour of others? According to Adelaide clinical psychologist Dr Joseph Hinora, learning
Dr Joseph Hinora speaking at WorkCover’s 2011 annual conference
to adapt your own behaviour and communication style is the key. He says
Trying to understand why they respond
Dr Hinora says “avoid getting drawn
the way you adapt your behaviour can be
negatively could help – maybe they had
into the behaviour of others, if they are
critical in engaging both managers and
a bad experience previously in similar
aggressive or negative, maintain your
health providers in a return to work plan.
circumstances which is influencing
own professionalism.” Be prepared to
their reaction to the current situation.
walk away from an agitated person, and
Everyone is different, responding
Or maybe they need more or less
return later to continue the discussion
to the same situation in their own
direction than what you are giving them.
when things have diffused.
combination of personality traits and
This is the first step to establishing
Adopt these steps into your management
past experiences. So one management
who you are dealing with and adjusting
style, and be resilient in your approach
style can work for one personality type,
your management style to suit their
and challenging behaviours of others
but fail for another.
can be managed. Make working together
way. Reactions are based around a
easier by establishing the boundaries Dr Hinora says 50 per cent of our
Open communication, taking into
in your relationships with others.
personality is genetically predisposed,
consideration who you are speaking
The results will be the best outcome for
and particular traits are harder to change
with, is vital to the success of a return
than others. For example the way a
to work plan. Leading by example
person communicates and plans is
and making sure you follow up on your
relatively easy to change, while changing
actions is also critical. Set clear, concise
a person’s assertiveness and the way
goals, share information and help people
Steps to managing the managers
they analyse things is very difficult.
1. Assess the personality type of
So how do you influence people with
Remember, people are likely to
challenging behaviours? First, look at
maintain their involvement better if they
the characteristics of their personality.
are given positive feedback throughout
How do they respond to stressful
the process. Being acknowledged
situations? Are they hostile when
for contributions helps keep people
faced with change? What about the
motivated and on-track because they
way they set and achieve goals?
feel recognised and valued.
the person you are working with 2. Modify your management style to suit the personality type 3. Use open communication 4. Consider the thoughts and attitudes of others 5. Set limits on the behaviour you will accept and let people know
Everyone is different, responding to the same situation in their own way.
when they have gone beyond the limits.
Do you know someone whose commitment to remain at or return to work will motivate and inspire? Then nominate them for a Recovery and Return to Work Award.
The nomination period for the Recovery and Return to Work Awards has been extended!
Nominate by 27 April 2012 online at
Join the bike ride for chronic pain research Chronic pain is common amongst injured workers. Generating awareness, and raising money for research into the causes and cures, are great ways to help people understand it. WorkCover is proud to be a sponsor of the University of South Australiaâ€™s community cycling event: Ride for Pain. Ride for Pain is on Sunday 29 April and open to all recreational riders and families who will complete an enjoyable 35 kilometre beach-side ride and enthusiasts who will test their pain threshold with the 100 kilometre Adelaide Hills endurance course. One in five people in Australia suffers from chronic pain which impacts their quality of life. It costs around $35 billion in health care and lost productivity and has major impacts on families and society. Chronic pain is a topic often kept quiet about, much like depression was, until recently. Join UniSAâ€™s Ride for Pain and for more details go to www.unisa.edu.au/health/rideforpain
2012 Changes and Challenges Conference Join South Australian business leaders to hear more about the changes and
Are you interested in a RetroPaid Loss Arrangement?
challenges facing business today and find solutions at the 2012 Changes and Challenges Business Conference: your business. your future. your success. As an aspect of the changes being The event will be held on Tuesday 8 May at the Adelaide Convention Centre.
made to the existing levy system, WorkCover will be introducing an
Founder and Chairman of wealth-management company Yellow Brick Road, Mark
optional arrangement for large employers
Bouris is the keynote speaker. He is one of Australia’s most successful business
called Retro-Paid Loss Arrangement.
people having founded Wizard Home Loans and hosted the television series Apprentice Australia and Celebrity Apprentice Australia.
The Retro-Paid Loss Arrangement offers employers a greater incentive to manage
Learn from Mark’s insights into thriving in today’s competitive market then
their workers compensation costs by
choose from some of the 30 workshops available, delivered by expert presenters.
closely linking the premium they pay to their individual claims experience. This will
For further details go to www.business-sa.com/changes-and-challenges
apply from 1 July 2012 for employers with
or phone 08 8300 0103.
a base premium of $500,000 or more. To operate in a Retro-Paid Loss Arrangement, an employer will need to apply to WorkCover and must meet
2012 Resilience at Work conference
strict criteria. Only employers with proven workplace health and safety performance and injury management will be suitable to participate.
The 2012 Resilience at Work conference
If you are interested in the Retro-Paid Loss
‘Stress: The Good, The Bad and The Ugly’
Arrangement, you need to apply by 15 May
will change how you think and react to
2012 for the 2012-13 premium period.
challenging times at work. To express interest in the arrangement and The conference will be held on
obtain a copy of the Participation Guidelines
Thursday 5 July at the Hilton Adelaide
for a Retro-Paid Loss Arrangement and
and will help define stress into the good,
application pack please phone WorkCover
the bad and the ugly. It will also provide
on 13 18 55.
you with the tools necessary to welcome the good stress, challenge the bad stress and defeat the ugly stress. Speakers such as Dr Lynn Arnold AO, Amanda Blair and Dave Flanagan will share their experiences in succeeding with the good, overcoming the bad and defeating the ugly. For further details go to www.garycollis.com.au April 2012
CEO visits the South East
ForestrySA manages approximately
Over the past 10 financial years,
74,000 hectares of state owned
ForestrySA has reduced its Lost Time
plantation in the Green Triangle and
Injury Frequency Rate from 62.2 to 10.3
13,000 hectares in the Mount Lofty
as at 30 June 2011, at one time in the
ranges and mid north regions of
last 12 months reaching a low 3.3. Claim
numbers over that 10 year period have reduced from 39 per annum to 13.
A large number of building products
Rob Thomson and Phil Howe at ForestrySA
are manufactured from ForestrySA logs
Training and Competency Assessment
including structural timber, engineered
against Standard Operating Procedures
wood products and wood panelling.
are a key part of equipping employees
The standard of the plantations are
with the skills necessary to work safely
well regarded throughout Australasia.
and effectively, and safe work practices
ForestrySA’s OHSW management
are supported by the ‘Take 5’ program.
system is supported by the organisation’s
Incidents and hazards are reported via a
WorkCover CEO Rob Thomson recently
strategic planning framework and this is
‘Pocket Note Book’ and find their way
spent two days in the South East
having a positive effect.
into the Forest Management System
operating in the region.
ForestrySA prides itself on its efforts
through to completion.
Using his time in the region to talk
this is their early intervention practices
about changes to the Workers
and immediate offers of assistance to
to safe work practices in the staff
Rehabilitation and Compensation
reduce the impacts of a work-related
members who guided the tour of
Scheme, Mr Thomson outlined to
injury. This is also supported by a
ForestrySA,” Mr Thomson said.
representatives from Kimberly-Clark
Employee Assistance Program where
where corrective actions are tracked
meeting with self-insured organisations in injury management and a key to
Australia, ForestrySA, Carter Holt Harvey,
non-work related injuries and illnesses
Gunns Timber and the Mount Gambier
are also quickly assessed to minimise the
Hospital at an information session,
disruption to work and family activities.
“I could see the passion and commitment
“ForestrySA, has integrated OHSW into its management system which is supported by a planning framework, and that’s
the ways the changes might affect
having a positive impact. In addition,
significant work has been done regarding legislative compliance and management of hazardous substances,” he said.
The session was a good opportunity for self-insurers to meet with the CEO, ask questions and get up-to-date information about changes to the Scheme. They were able to share information about how they prevent and manage workplace injuries and learn from one another. Mr Thomson toured the operations of both ForestrySA and Kimberly-Clark Australia (KCA) where he saw first-hand the ways OHSW management is incorporated into daily operations.
Nursery at ForestrySA
Kimberly-Clark Australia (KCA) takes environmental sustainability very seriously and works across all aspects of their business to make sure their products are environmentally responsible. They are a major producer of toilet tissue, facial tissue and paper towel products which are used in homes, hotels, restaurants, hospitals and factories. At KCA, employees truly believe success is achieved only through teamwork and individual achievement and have developed a company vision, ‘Lead the world in essentials for a better life’ to reflect this. Since the company became self-insured
Kimberly-Clark Australia’s warehouse
in 1998, there has been a steady decline in both the frequency and severity of
the company has introduced an early
Mr Thomson said he was amazed as
workplace injuries and a commensurate
intervention program to treat both work
he walked through the facility at the
decrease in workers compensation
and non-work related injuries (primarily
way their deep commitment to OHSW
claims. If annual claim actuarial accruals
musculoskeletal). The program is
is incorporated to include having fun on
are used as a performance indicator,
supported by occupational health nurses,
costs have regularly decreased from
an on-site gymnasium with a strength
2002 to 2010 and show an overall 85
and conditioning coach and weekly
per cent reduction for that period.
onsite visits by a physiotherapist.
Greater safety control measures have
Although supervision, training and
told me they are committed to ensuring
been implemented with the purchase
systems are fundamental foundations
that the mill will still be producing
of new machines with fewer inherent
to overall safety performance, a cultural
products for at least the next 50 years,”
hazards. The machines are fitted with
change in the behaviour and attitudes of
Mr Thomson said.
barrier guarding which is also being
all KCA personnel is equally important
“There is a strong sense of mateship amongst employees and as the largest employer in the South East, employees
added to existing plant in a staged retrofit.
to create a safer working environment.
Over the coming issues of Newslink
Engineering improvements include
All staff understand their role and are
we will be publishing more stories
standardised operating procedures,
empowered to openly intervene if
about OHSW and injury management
hazard management processes and
an unsafe act or condition becomes
successes in self-insured workplaces.
competency-based training programs.
apparent. The cultural change is fostered by managers and leaders engaging
KCA’s enhancements to injury
with personnel on a daily basis in safety
management include immediate
discussions and demonstrations.
contact with injured staff and weekly team meetings with claim and rehabilitation personnel and work supervisors involved in the rehabilitation process. In recognition of the need for early treatment to minimise both the severity and duration of injuries,
I was impressed with the ongoing commitment and leadership in occupational health, safety and welfare at both ForestrySA and Kimberly-Clark. Rob Thomson, WorkCover CEO April 2012
Direct debit The convenient way to pay your levy/premium instalments Large employers can take advantage of WorkCoverSA’s direct debit facility and have their payments debited from a nominated account as instalments. Choose the direct debit payment option and:
WorkCover will use your last remuneration estimate to calculate the instalment amount. We will advise you in writing if the amount is to be altered. To take advantage of this convenient service, simply download a Direct debit request form from the WorkCover website at www.workcover.com and return it to WorkCoverSA by: Fax (08) 8233 2990, or mail GPO Box 2668, Adelaide SA 5001.
Answers to common end of year questions Around this time each year,
When is the 2012-13 remuneration
WorkCover’s service centre answers
many inquiries relating to end of
What are my payment options? WorkCover offers several convenient
financial year levy calculations and
The remuneration return is due on 31 July
ways to make your payment quickly
collection. Following are the answers to
and easily. Each method is secure
some of the most common questions:
and confidential. These methods How do I access the secure site?
What is a reconciliation statement?
include direct debit, credit card, Bpay, electronic funds transfer (EFT), or for
Employers are able to access Employers are required to complete a
WorkCover’s secure site through
reconciliation statement which sets out
small employers, in person by cheque. Will the new Experience Rating System affect my levy?
the actual amount of remuneration paid to their workers during the previous
How do I obtain a password for
When is the 2011-12 reconciliation
Every employer is provided with a
1 July 2012. More information on the ERS
username and password when they
is available on page 16 of the April edition
register with WorkCover. A new
The new Experience Rating System (ERS) will replace the existing levy system on
The reconciliation statement is due each
password is issued in June each year,
year on 31 July.
so employers can complete their
Note: from July 2012 the term ‘levy’ will
remuneration return and reconciliation
be replaced with the term ‘premium’.
What is a remuneration return?
statement online. Please contact
This is a document employers are
WorkCover on 13 18 55 if you are
For more information go to
required to provide to WorkCover setting
unsure of your username or password
out an estimate of the total remuneration
for online services.
they expect to pay to their workers during the next financial year. To have your questions answered in future editions of Newslink, please forward 14
them to email@example.com and check future editions for the answers.
Seeking success stories for Safe Work Awards in 2012 The innovators and drivers of
Last year’s awards drew a record
Nominations close at 5pm on
workplace safety initiatives in South
80 nominations, which is a major
Friday 13 July 2012.*
Australia are being encouraged to
endorsement of their status.
tell their success stories for the 2012 Safe Work Awards.
The awards will be presented on Friday, “The quality of previous local award
26 October at the Adelaide Convention
recipients is also extremely high,
Centre as a fitting finale to Safe Work
SafeWork SA Executive Director
with many South Australian winners
Week 2012, the state’s key workplace
Bryan Russell said the awards bring
going on to win at the national level,”
safety awareness event.
deserved attention to companies
Mr Russell said. Find further information at
and individuals striving to help their workmates.
“We look forward to another great
response in 2012 as an indication of “The Safe Work Awards highlight
the seriousness with which South
technical innovations, best practice
Australian workplaces regard their
systems and the efforts of individuals
safety performance, and how keen
who make a substantial contribution to
they are to put themselves to the test.”
*O rganisations that have had a supplementary levy applied under the Workers Rehabilitation and Compensation Act 1986 in the past 12 months or that are not up-to-date with WorkCoverSA levy payments are not eligible to enter.
occupational health and safety (OHS) at their workplace,” Mr Russell said.
A shortlisting process determines the finalists, who are then evaluated by the
“We know these annual awards are
judging panel. This stringent evaluation
important to the corporate sector as
includes site visits and performance
a benchmark of best practice in
checks through SafeWork SA and
2012 award categories Best Workplace Health and Safety Management System • Private sector** • Public sector** Best Solution to an Identified Workplace Health and Safety Issue** Best Workplace Health and Safety Practice(s) in a Small Business** Best Individual Contribution to Workplace Health and Safety • An employee such as a health and safety representative** • An outstanding contribution by an OHS manager or a person with responsibility for OHS as part of their duties** • Health and safety representative of the year (state category only) ** National category - winners in all but one category are automatically nominated for the prestigious National Safe Work Australia Awards.
Replacing the existing levy system
From 1 July 2012, WorkCover’s existing
• An optional arrangement will be
In May 2012, WorkCover will be holding
levy system will be replaced with a
introduced for large employers,
information roadshows in metropolitan
new employer payments approach
by application. This arrangement is
and key regional centres.
which will change the way payments
called Retro-Paid Loss. An employer’s work health safety
are calculated for some registered employers. As part of this change
• Changes will be made to terminology,
and injury management practices
‘levies’ will now be called ‘premiums’
definitions and practices within the
can influence their premium payment.
and a new Experience Rating System
Scheme. For example, the word
Improved practices can reduce an
(ERS) will be introduced.
‘disability’ has been changed to ‘injury’
employer’s claim experience compared
and the claims excess period has also
to the industry. Employers can support
been extended to five calendar days.
their injured workers by encouraging
By linking the amount medium and
remain at work opportunities,
large employers pay to their claims experience, the new ERS will offer a
A summary of the legislative changes
participating in the return to work
financial incentive for employers to
is available on WorkCover’s website.
process where required as well as managing the expectations of co-workers
focus on injury prevention and management and promote better
Leading up to the introduction of the
and maintaining a positive environment
outcomes for injured workers.
new approach, WorkCover will be
in the workplace.
providing more information to employers The key elements of the new employer
impacted by these changes. In April
If you have any questions regarding
payments approach are:
2012, medium and large employers will
the new employer payments approach,
receive an Employer Claim Summary
please phone WorkCover on 13 18 55
detailing the costs paid and an estimate
or visit WorkCover’s website at
will be based on their industry rate
of the outstanding liability for each of
and the amount of remuneration
• The premium for small employers
they pay their workers. This is the same as their current levy payment.
A premium calculator will also be available on WorkCover’s website in
• M edium and large employers will
April. Employers can use this calculator,
have their premiums calculated in
along with the claim costs provided on
the new ERS. This means their
their summary, to determine an indicative
premium will be impacted by their
premium calculation using 2011-12 rates
individual claims experience, size and
and compare any changes to their current
industry. If an employer has claim
2011-12 levy payment.
experience that is better than their industry’s average, they will pay less than their industry based premium. If their claim experience is worse than their industry, their premium will be higher.
...the new ERS will offer a financial incentive for employers to focus on injury prevention and management and promote better outcomes for injured workers.
Employer roadshows for Experience Rating System (ERS) If you are interested in understanding how the new Experience Rating System (ERS) will impact your business and what to expect, please come along to one of the information roadshows WorkCover will be hosting in May 2012. At these sessions we will: • provide an overview of the new ERS • s how employers how to use the premium calculator that will be available on WorkCover’s website from April 2012 • d iscuss the impact of the new system and how employers can influence their premium payments. These information roadshows will be held across Adelaide and in key regional areas. Please visit WorkCover’s website www.workcover.com/informationroadshows for further information or to register your interest.
Life looks good for RISE program participants RISE is a scheme that provides
Being a small business owner, Mark
financial incentives to employers
embraced the opportunity to make use
willing to give injured workers a
of the RISE scheme. RISE which stands
go at their workplace.
for Re-employment Incentive Scheme for
Small business owner Mark Tozer,
support to employers willing to take on
has always believed in giving people
previously injured workers.
Employers provides financial and other
a chance. So when a rehabilitation provider approached him suggesting
Brad took on the job of setting up the
he hire a previously injured worker,
new steel shop. It was slow going at first
he thought “why not, I’ll give it a go”.
but the steel shop quickly grew from making one steel frame per week up to
Brad Waller was a skilled welder when
manufacturing 350 frames every three
fate intervened, sending a 100 kilogram
weeks. The company now manufactures
magnet from an overhead crane to
over 1000 steel frames each month.
land on his right shoulder. Badly injured by the freak accident which severely
“The most positive thing to come out
damaged his shoulder, Brad underwent
of my workplace injury is that now I
reconstruction surgery that same week.
am completely rehabilitated and off WorkCover. The job I have now is fulltime
He spent a couple of months
and more rewarding that I could ever
recuperating before returning to his
have imagined. What seemed like a
previous job of welding, initially for a
bad situation has turned out to be the
couple of hours each day. Going back to
best thing that ever happened to me,”
his employer made Brad uneasy as he
felt his employer no longer wanted him there, and he eventually left.
To read more of Brad and Mark’s story, go to www.workcover.com > Workers
Knowing Brad was a skilled steel worker
> Reference library > Real life return
his rehabilitation provider suggested
to work stories
he speak to Mark Tozer at Peppertree Furniture who was setting up a steel shop. It was an exciting time for Mark’s growing company and he saw the potential in Brad.
Coordinator’s Corner Do you have one particular success story that resulted in a great return to work outcome? Yes. One worker had been receiving a specific treatment for a period of time with little or no improvement to their condition. I asked the worker if they would consider an alternative treatment. At my suggestion, both the worker and the treating doctor agreed to try something else and an alternative treatment was started. This resulted in an outstanding improvement to the worker
Helping workers from the time of the initial injury, to attending case conferences, helping with exercise programs and seeing them through to a full return to work and health, gives me a real buzz.
in a short period of time. Name Kerry Wiese Workplace JBS Australia (international
How do you promote your role in the
meat processing organisation)
What is the secret to your success? I make sure my opinion and concerns are
Region Bordertown Time in the role Two years
All new employees complete an
listened to. If I feel I am being ignored or
Coordinator’s primary role
induction program where I am introduced
my opinions not considered, I persist until
Nurse/Return to Work Coordinator
and my role explained, as well as other
people realise I am not going anywhere,
key people and their roles. All workers
and that what I am saying makes sense.
Kerry Wiese provides insight into the
know they should come to me if they
role of the coordinator.
have an illness or injury.
What attributes do you think a coordinator needs to have in order to
What do you enjoy most about
What do you do when you need help?
succeed in the role?
the role? I regularly work with other health
As a coordinator you need to be proactive
I find being involved in the recovery and
professionals to find workable solutions.
and get on top of problems promptly,
return to work process from start to finish
I work in an industry with high incidents
before they get on top of you.
really satisfying. Helping workers from
of cuts, and my nursing background
the time of the initial injury, to attending
comes in handy when treating these.
What advice would you give to other
case conferences, helping with exercise
Of particular help is a book on wound
programs etc. and seeing them through
care I used during my studies. To be a good coordinator you need to
to a full return to work and health, gives me a real buzz.
What are the common mistakes that
be involved with the whole rehabilitation
coordinators can make?
process, not just parts of it. Where possible go with the injured worker to
What is the biggest challenge in the coordinator’s role?
One of the most common mistakes is
their doctor’s appointments, liaise with
presuming people know what you mean.
management, supervisors and rehab
The biggest challenge I have met
Never assume a person has understood
consultants, create and monitor their
has been changing the mind sets of
your instructions or advice. To make sure
return to work schedules. Having weekly
management and supervisors and
they have understood, ask them to repeat
meetings with the injured worker to
encouraging them to take responsibility
in their own words what you said, until
review their progress is also a big help.
for the rehabilitation of an injured worker.
your are satisfied they understand.
When an injured worker is confident
WorkCover has recently released a
you are there for them, helping and
training program called ‘Managing return
supporting them, the results will speak
to work – supervisor training’, which will
really help in this area. April 2012
Changes to gymnasium provider qualifications
In January 2012, changes were
Gymnasium providers who were
WorkCover recommends that injured
introduced to the qualifications
registered with WorkCover prior to
workers obtain a referral for gymnasium
required for a gymnasium provider
January 2012 are not required to up-skill
services from either their treating medical
to deliver physical rehabilitation
to the Diploma of Fitness, as they have
practitioner or another ‘medical expert,’
services to injured workers.
already completed the ‘rehabilitation’
such as a physiotherapist, chiropractor
component as part of their Certificate
or occupational therapist. The referrer
The minimum qualification level for
will need to ensure the gym provider has the necessary qualifications to
non-medical gymnasium providers
deliver the service.
(for the provision of land-based exercise
As from January 2012 there is no longer
programs) is a Diploma of Fitness from
a requirement for gymnasium providers
a recognised training organisation.
to register with WorkCover. However,
For more information go to
Other acceptable qualifications
all gymnasium providers are expected
www.workcover.com > health
include bachelor degrees in exercise
to maintain a reasonable level of
providers > the workcover system >
physiology or applied science, providing
professional indemnity and public
health providers and services
a ‘rehabilitation’ component has been
liability insurance in accordance with
or phone 13 18 55.
completed as part of these studies.
Why do some people with common health problems not recover as expected? These observations reverse the question:
Biological, psychological and social
with kind permission from Gordon
it is no longer what makes some
obstacles to return to work all appear to
Waddell and Associate Professor Kim
people develop long-term incapacity,
be important (see table below), accepting
The article below has been reproduced
Burton. This excerpt comes from the
but why do some people with common
that there is overlap and interaction
chapter entitled Obstacles to recovery/
health problems not recover as
between the different dimensions, and
return to work.
expected? The development of long-
that their relative importance may vary
term incapacity is a process in which
in different individuals and settings
(Source: Waddell G., Burton, A.K. (2004). Concepts of Rehabilitation for the Management of Common Health Problems. London, The Stationery Office, 2004).
biopsychosocial factors, separately
and over time (Moon 1996). Individual
and in combination, aggravate and
assessment of potential obstacles may
permit a problem-oriented approach to
Recovery from common health
Crucially for the present argument, these
rehabilitation that can: (1) guide clinical
problems is generally to be expected.
factors can also act as obstacles to
evaluation; (2) identify obstacles to return
Epidemiological studies show that:
recovery and return to work. The logic of
to work; (3) develop targeted interventions
• prevalence rates are high among people of working age • most episodes settle uneventfully with or without formal health care (at least enough to return to most normal activities, even if with some persistent or recurrent symptoms)
rehabilitation then shifts from attempts
to overcome these obstacles; (4) facilitate
to overcome, adapt or compensate for
rehabilitation interventions (Feuerstein &
impairment to addressing factors that
delay or prevent expected recovery. Thus, management for common health problems must specifically address and overcome those factors acting as obstacles to recovery (Burton & Main
• most people remain at work, and the
20001; Marhold et al. 20022). Obstacles
large majority of those who do take
are always also potential targets for
sickness absence manage to return
intervention and may be turned into
to work quite quickly (even if still with
positive opportunities to facilitate
return to work.
• only about one per cent go on to longterm disability and incapacity.
In clinical practice, the concept of ‘obstacles’ started from factors that
These are ‘essentially whole people’ with manageable health problems: given the right care, support and encouragement they do have remaining capacity for (some) work. Thus, long-term incapacity is not inevitable and common health problems per se do not explain
predict chronic pain and disability,
Biological Health condition (and health care) Physical and mental capacity and activity level vs physical and mental demands of work Psychological
and largely focused on psychological factors. These psychological obstacles
Personal perceptions, beliefs and
to recovery can also act as obstacles
behaviour (especially about work)
to return to work, but they are only part of the picture. In a social security context, the focus has always been on a much broader range of social
Biopsychosocial obstacles to return to work
and environmental obstacles to coming off benefits. All of these
Pyschosocial aspects of work Social Organisational and system obstacles Attitudes to health and disability
domains are potentially important in incapacity associated with common health problems.
Burton AK,Main CJ. 2000.Obstacles to recovery from work-related musculoskeletal disorders. In Internationalencyclopedia of ergonomics and human factors (Ed.Karwowski W): 2
1542-1544, Taylor & Francis, London. Marhold C, Linton SJ, Melin L. 2002. Identification of obstacles for chronic pain patients to return to work: evaluation of a questionnaire. Journal 3
of Occupational Rehabilitation 12: 65-75. Feuerstein M, Zastowny TR. 1999.Occupational rehabilitation: Multidisciplinary management of work-related musculoskeletal pain and disability. In Psychological approaches to pain management. A practitioners’ handbook (Ed. Gatchel RJ,Turk DC): 458-485, The Guilford Press, London. April 2012
Working with coordinators for best possible outcomes Keeping the lines of communication open between health providers, rehabilitation and return to work coordinators and injured workers can make all the difference. Rehabilitation and return to work coordinators say there are a number of
The injured worker:
• becomes familiar with the types of
• receives priority attention
injuries to expect to treat, and can therefore formulate treatment plan templates or guidelines for use within their practice • d evelops close working relationships
simple things health providers can do that
with the coordinator and better
will help make an injured worker’s return
understands the workplace’s
to work safe, productive and sustainable.
requirements in the process • increases their understanding of the
Working together with local business and
roles injured workers undertake in
industry in managing work place injuries
various organisations and provides
can be a great benefit to everyone.
meaningful alternative or restricted
• trusts your advice and care • gains access to continuity of care (through follow-up appointments, meetings with coordinators, rehab providers and case managers etc.) • feels comfortable to ask questions about their treatment and return to work because they have confidence their health provider understands the industry in which they work • is confident in the care and advice
duties based on this knowledge.
they are receiving, enabling an
If your consulting rooms are near large
On-site visits could also promote
efficient return to work.
or high risk organisations or industries
better understanding of work
(e.g. aged care or industrial sites), why
environments and the worker’s duties
not develop relationships with these organisations? Through this you will gain the trust of the injured workers as well as a good understanding of the tasks performed within the organisation and the way they manage injured workers. This type of relationship can benefit everyone involved in the rehabilitation and return to work process.
• h as access to a job dictionary developed by the injured worker’s
The rehabilitation and return to work coordinator: • is provided, through the WorkCover
organisation, which sets out the
Medical Certificate, clear information
duties for each role within the
about the worker’s capacity for work
organisation and can be used as
and associated suitable duties
a reference when determining suitable duties after an injury.
• receives information in clear and simple language because the health provider undverstands most people will be unfamiliar with medical terminology, and adapts their language to suit the coordinator’s knowledge • has supplied a job dictionary to the provider giving them confidence in their advice regarding suitable duties. It’s important for everyone involved in the return to work process to remember that keeping the lines of communication open, provides for more successful outcomes. These are just some of the benefits to working in collaboration with local business. To find out more go to www.workcover.com
Health service provider fee schedules updates going online From July 2012 provider fee schedules will only be available online. Each year health service provider fees are reviewed by WorkCover in accordance with the Workers Rehabilitation and Compensation Act 1986. The Act requires WorkCover to set fees based on average private charges. Adjustments to fee schedules occur
In June each year, providers are sent
Over the coming months, providers will
annually after receiving feedback from
information advising of the revised
receive a letter requesting their email
provider associations, employers and
fees. From 2012, new fee schedules
addresses in preparation for the future,
employees representative groups.
will only be available online at
where communication on fee schedule
www.workcover.com > TREAT
changes (and other relevant information)
Consultation usually takes place during
home > The WorkCover system >
will be sent by email and posted on our
February and March and the new fee
website. You will receive a letter from
schedules become effective on 1 July
WorkCover about this initiative soon.
What do provider performance reports mean to you? Understanding the provider
each individual injured worker case but
performance report is important in
serve to provide a general idea of how
managing injured workers.
each provider compares with their peers.
Every six months, GPs, physiotherapists,
These reports form an important part of
occupational therapists, psychologists
WorkCoverâ€™s Quality Review Program.
and chiropractors receive provider
Where significant variations in servicing
performance reports from WorkCover.
patterns appear, further investigations
These reports are sent to providers who
are undertaken, and where necessary,
have seen five or more injured workers
discussed with providers to ensure
during the previous 12 months.
workers are receiving the right services to assist them to stay at or return to work.
The purpose of the reports is to summarise the services delivered to
In the near future some outcome
injured workers by each provider and
measures will be included in these
show comparative information to each
reports, for example return to work
provider about their peer group. They do
rates, which will make the data more
not take into account the complexity of
meaningful to providers.
WorkCoverSA Enquiries: Phone 13 18 55 Fax: (08) 8233 2990 firstname.lastname@example.org www.workcover.com
The following free information support services are available: TTY (deaf or have hearing/speech impairments) call (08) 8233 2574. For languages other than English call the Interpreting and Translating Centre (08) 8226 1990 and ask for an interpreter to call WorkCoverSA on 13 18 55. For Braille, audio or e-text call 13 18 55. The information in this publication is compiled by WorkCover Corporation of South Australia. The data and facts referred to are correct at the time of publishing and provided as general information only. It is not intended that any opinion as to the meaning of legislation referred to is to be relied upon by readers. You should seek independent or legal advice as to any specific issues that are relevant to you, your workplace or organisation. ÂŠ WorkCover Corporation of South Australia, 2012 2427_CC Published April 2012. ISSN: 1448-4692