Health Management Policy

Intent

This Policy and associated procedures have been established to:

• ensure the University meets its legislative obligations with respect to workers compensation claims and the provision of workplace adjustments for equity and inclusion;
• inform and establish expectations and practices in relation to workplace adjustments and rehabilitation, equity, and health and safety; and
• minimise the social and economic impact of an injury and/or health condition on a Staff Member and the workplace.

Scope

This Policy applies to all James Cook University (JCU, the University) Australia Staff Members covered by the JCU Enterprise Agreement, and relates to both compensable and personal injuries and/or health conditions.

This Policy does not apply to students, including Higher Degree by Research candidates, affiliates, contractors or visitors.

This Policy does not apply to the Singapore and Brisbane campuses, or to JCU Controlled Entities.

Definitions

Except where otherwise indicated in this Policy, the definitions used here are found in the Policy Glossary.

Compensable injury: An injury that arises out of the course of employment with JCU, and is an accepted workers’ compensation claim in accordance with the Workers Compensation and Rehabilitation Act 2003 (Qld) (The Act). A compensable injury may be a physical injury, an aggravation of a pre-existing condition, a psychiatric or psychological disorder.

Injury and/or Health Condition: Any physical, psychological or other medical reason why a Staff Member might require assistance or adjustments to engage in the workplace.

Injury Prevention and Management Advisor (IPaMA): A JCU Staff Member who is appropriately qualified to assess and coordinate workplace adjustments including workplace rehabilitation.

Inherent requirements: The activities, tasks, skills and/or components that are essential to a workplace and/or a specific position.

Personal injury and/or health condition: An injury and/or health condition resulting from circumstances unrelated to the Staff Members’ employment at JCU, or an injury and/or health condition that does not meet, or no longer meets, the legislative requirements for cover under the relevant workers’ compensation scheme. A personal injury and/or health condition therefore includes a declined workers’ compensation claim, or a closed workers’ compensation claim where there are ongoing medical restrictions. A personal injury and/or health condition may also be termed ‘non-compensable’ or ‘non-work related’.

Suitable duties: A type of reasonable adjustment provided to Staff Members, where necessary, when undergoing workplace rehabilitation. Suitable duties are work tasks selected to match to the injured Staff Member’s capacity for work, taking into account their pre-injury position of employment, relevant medical information, the goals of workplace rehabilitation, JCU’s Health Management Policies and Procedures, and the Staff Member’s education, skills and work experience.

Suitable duties plan (SDP): A document, prepared by the IPaMA in consultation with the Staff Member and their Supervisor, that records the agreed temporary working arrangements that form part of workplace rehabilitation.

Treating Practitioner: The Staff Member’s chosen treating medical or allied health practitioner, specific to their injury and/or health condition.

WHS: Work Health and Safety work unit at JCU.

Workers’ Compensation: A form of insurance payable to Workers who become injured due to their work. Payments may include wages, medical expenses and rehabilitation costs in line with the Workers Compensation and Rehabilitation Act 2003 (Qld) (The Act).

Workplace adjustment: changes made to the work environment or conditions that enables a Staff Member to safely fulfil the inherent requirements of their role.

Workplace rehabilitation: A type of workplace adjustment enabling a Staff Member to stay at work or return to work following an injury or health condition, that is initiated and managed by the employer. Workplace rehabilitation includes temporary changes to a Staff Member’s work arrangements i.e. working modified hours and/or duties and is documented through a Suitable Duties Plan.

Policy

JCU recognises that effective health management and the provision of workplace adjustments, including workplace rehabilitation will assist Staff Members to stay at work or return to work in a safe and meaningful way following an injury and/or health condition.

“Injury and/or health condition” is used as an umbrella term throughout this Policy and its’ accompanying procedures. For the purposes of health management at JCU, this term also includes physiological changes such as pregnancy, compromised immune systems, and gender transition.

Research shows that engaging in work has a positive impact on personal health and wellbeing and can assist the recovery process following an injury and/or health condition. The University recognises that engaging in work can help to optimise and restore a Staff Member’s maximum physical, psychological and social potential.

1. Health Management for Workers’ Compensation

The University is committed to providing effective health management for workers’ compensation claims for JCU Staff Members (not including affiliates and other exclusions specified within the scope of the policy). The University will:

• adhere to legislative requirements, including the requirement to provide meaningful workplace rehabilitation;
• provide workplace rehabilitation that is medically guided to ensure a safe and sustainable stay at work or return to work experience and to aid in injury and/or health condition recovery; and
• undertake actions to minimise the social and economic impact of a compensable injury and/or health condition in the workplace.

2. Workplace Adjustments for Personal Injury and/or Health Condition

The University is committed to, where reasonable, providing effective health management for Staff Members with a personal injury and/or health condition and will:

• seek to provide an equitable and inclusive working environment through the provision of medically guided reasonable workplace adjustments; and
• take into consideration the Staff Member/affiliate’s needs, medical advice, staff safety, and operational requirements of the University in determining workplace adjustments.

3. University commitments

The University will:

• incorporate a risk-based approach throughout the health management process;
• respect and maintain the rights, welfare and confidentiality of the Staff Member and any other involved parties;
• consult with the Staff Member, their Supervisor and any other relevant persons throughout the health management process;
• ensure workplace rehabilitation begins as soon as practicable;
• facilitate the return to pre-injury/health condition position wherever possible; and
• ensure the Staff Member’s right to receive treatment from a treating practitioner of their choice is maintained, subject to JCU’s right to have an injured Staff Member examined by an independent medical practitioner or suitably qualified allied health professional as per the JCU Enterprise Agreement.

Related policy instruments

WHS-PRO-006 Health Management Workplace Adjustments Procedure

WHS-PRO-007 Health Management Workers’ Compensation Procedure

WHS-PRO-001 Work Health and Safety Responsibilities Procedure

WHS-PRO-002 Work Health and Safety Risk Management Procedure

WHS-PRO-005 WHS Incident and Hazard Management Procedure

JCU Enterprise Agreement

Schedules/Appendices

Nil

Related Documents and Legislation

Workers’ Compensation and Rehabilitation Act 2003 (Qld)

Workers’ Compensation and Rehabilitation Regulation 2014 (Qld)

Disability Discrimination Act 1992 (Cth)

Anti-Discrimination Act 1991 (Qld)

Fair Work Act 2009 (Cth)

Human Rights Act 2019 (Qld)

Administration

NOTE: Printed copies of this policy are uncontrolled, and currency can only be assured at the time of printing.

Approval Details

Revision History