Your employee is long-term sick and is in the process of reintegration. Your sick employee may not be able to return to his or her own work and there is no suitable work available in your organization. This means that the time has come to start a second-track reintegration process. As an employer you can do this yourself, but you can also use Puls . Why should you do this, or in other words: what are the benefits?

A well executed second track increases the sustainable employability of the employee. During a track the employee discovers what he or she wants and what is still possible in terms of work. Guidance from a reintegration consultant can help the employee to build confidence and to see opportunities instead of limitations. In short, putting the employee in motion. By using work experience placements, an employee finds out what other suitable opportunities there are for him or her and the chance of finding a new job increases. And should the move to other work suddenly create risks of dropout, we can push for a trial placement or secondment. In this way we create more confidence. With the employee in his own abilities. And with the new employer in the sustainable employability of the employee.

Outsourcing a second track process saves time and energy for you as an employer. Reintegration consultants from Puls guide your employee personally and intensively. They have expertise, tools and a large national network. Using a motivation test or vocational interest test at the right time, learning job application skills and finding out what training will make it easier for someone to find a job so that an employee is more likely to find work elsewhere. In addition, it can be nice for an employee to get advice and guidance from a reintegration consultant outside the organization. In practice, we see that a degree of objectivity can ensure confidence and a positive attitude towards the second track process.

Our guidance can also add value for colleagues working for you. After all, if they see a colleague successfully move to other work, this can also positively influence mobility. Recent research by our colleague Anne has shown that if colleagues are positive about the opportunities in 2nd track, this has a positive effect on the employee in 2nd track. A self-fulfilling prophecy.

Finally, it is important to carry out the proper reintegration activities to avoid a wage sanction and to build a solid file. This is certainly not the main goal of a second track project, but it is essential because as the employer you are ultimately responsible for the reintegration of your employee. We see the prevention of wage sanctions as a matter of course and not a goal in itself.

You can see our commitment in 2nd track as an investment. In the future of the employee, but also to save costs. After all, our guidance delivers money. We get your employee moving and he dares to be active again when it comes to work. He will reintegrate faster, sometimes in his own work, but often enough in other work with another employer, whether or not in secondment. This saves costs for you.

We see that our services help employees get started and provide opportunities to find a new future with another employer. We work closely with you as the employer and your employee. We also like to involve the occupational health and safety service, company doctor and Occupational Assessor . And of course our jobfinders have close contacts with various organizations. Does this mean that your involvement and attention ends here? Certainly not! Our advice is to always stay in contact with your employee, to be informed about the progress of the second track. Good communication, making clear agreements and giving appreciation helps you and your employee to optimize the reintegration process.

Do you have questions or would you like more information about a second track process? We invite you to contact us.