| NOVEMBER 2009 Issue 10 |
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The Importance of Being Early
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| Monday, 16 November 2009 |
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It has been dwelling on my mind recently - what makes a good return to work (RTW) programme? What makes one work better than another? Is is the type of injury or illness? Maybe. It is the chance that the employee gets seen by a medical or health practitioner who actually knows something about work and health? Maybe. Is it that the new fan-dangled techno treatment has suddenly found a cure? Probably not.
So, what is it? Often the people who get back to work quickly and effectively are the
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| Read more... |
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| Featured Resources |
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NEWS:
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NEW Mentoring Programme for Health Professionals - are you ready for the Fit for Work Agenda? Get up to speed with fitness for, and return to work with an individual mentoring programme to identify your learning needs, access to support and help maximise your effectiveness with your clients. Email
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for more information.
GOVERNMENT FIT FOR WORK Projects announced:
Last week the government announced the successful projects to receive funding for the Fit for Work pilot projects - 10 sites have been chosen - Birmingham, Dundee, East & Coastal Kent, Kensington & Chelsea, Leicestershire, North Staffordshire, Nottinghamshire, Rhyl, Scotland (a national project) and Wakefield. For more information go to www.workingforhealth.gov.uk/Initiatives/fit-for-work-service
MINER'S KNEE ALERT
Injured coal miners could benefit from a change in the law. Miners and former miners can now claim industrial injuries disablement benefit if they have osteoarthritis of the knee and have worked underground for at least 10 years in certain roles . Information can be obtained by emailing
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Investment in workers health and well being higher during the recession - research done by the Institute for Employment Studies found that investment in health and well being had actually become more important for more than half of the companies surveyed. there was recognition that getting the most of the employees and managing absence effectively was more important than ever. (from Sept 09 OH Journal).
CIPD Absence Survey Figures Out NOW:
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Average absence level has fallen slightly to 7.4 days from 8 days per employee, with 9.7 in the public sector, and 6.5 days in manufacturing and production
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Average cost of absence per employee is now £692 per year, up from last year's figure of £666
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For manual workers the main causes of absence were minor illness, followed by musculoskeletal disorders, back pain and stress.
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For non manual workers the main causes were minor illness followed by stress.
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The involvement of OH professionals is rated the most effective approach for managing long term absence by all the employer sectors
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4 in 10 organisations say the recession has increased their focus on reducing absence levels and costs.
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Missed the previous newsletters?
Go to the website, under info and find the newsletter archive. Newsletters will be stored there 1 month after issue.
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| Welcome |
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Dear {!firstname}
Welcome to the 10th edition of the Work Performance Newsletter - "Keeping People Working". .
I have been trying to get to grips with social networking so you can now find me on Ecedemy and twitter! @workperformance
Please do contact me with your suggestions for things you would like to see covered in future issues,
Happy Reading!
Heather Watson MCSP
Director
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| Events |
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The Discover 7 Secrets to Get Your Employees Back to Work Faster is soon to be available as an Online Download!
Watch this space.....
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Work Performance Ltd, Unit 14, Genesis Business Centre, 32-46 King St, Alfreton, Derbyshire DE55 7DQ
Registered Company Number:4862708
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COPYRIGHT
The content of this newsletter / website is the copyright of Heather Watson. You may forward the newsletter as long as it is kept intact. If you wish to use any of the content for any other purpose you must request written permission from Heather Watson.
DISCLAIMER
Whilst every effort is made to ensure that the information provided in this newsletter / site is correct and up to date, we cannot guarantee the accuracy of the content and it does NOT constitute legal advice. The advice is given in good faith and is the opinion of Heather Watson based on her professional training and experience. It does not represent the views of any other organisation or third party.
If your business has ongoing issues over the employment of one of your staff which have not been resolved with remedial steps, please call us for further rehabilitation advice, and contact your employment law advice team to establish your legal position before taking further action.
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