Compound problems in a 2nd track process, how do we deal with them?

It is hard enough for an employee that he or she can no longer do his or her own work due to limitations and is 'obliged' after the first year to participate in the^2nd track program. After all, the Wet verbetering Poortwachter stipulates that reintegration activities must also be carried out in the second year of disability. Everything to get the via the shortest possible way back into the labor process. But what if there are compound problems?

Sometimes it happens that, in addition to the disability, this employee also has other issues that also require attention. These issues often do not find their origin in work but rather in their personal life. Practice shows that these issues demand energy and time from the employee. In addition, much is expected of the employee by the various supervisors, support workers and therapists.

Employee's obligations in^2nd track

Under the Gatekeeper Improvement Act, the employee is obliged to cooperate in his own reintegration. Thus, the employee must cooperate in his own recovery and may not hinder or delay this himself. In addition, the employee must demonstrate a proactive, positive attitude and show some flexibility. It also states that the employee must comply with the reasonable prescriptions of the employer or experts who supervise them.

Different interests on different issues

In the last sentence from the previous paragraph is the bottleneck. Because with compound problems there can be different interests, because there are different issues. Each issue in itself involves a separate expert supervisor and he also has an opinion and thinks it is a reasonable opinion.

Regarding the supervision of the^2nd track trajectory, the company doctor, the case manager (on behalf of the employer), the Occupational Assessor and the reintegration consultant are the supervisors. The roles of these supervisors are assumed to be familiar. The goal, certainly for the first three, is aimed at both returning to one's own or modified work within one's own organization and being able to return to work outside one's own organization (the^2nd track goal). In the latter case the reintegration consultant plays an important role.

In the conversations that this consultant has with the employee, the various issues certainly come up, concluding that there are different views about what is good for the employee. Practice shows that the interests cannot all lead to the same goal. Usually, the employee suffers the most. Literally the employee is caught between the various views.

What to do when, due to different interests, the goal of^2nd rail seems unattainable?

Many times it comes down to the fact that various supervisors feel that the employee is not taxable for the^2nd track. For the^2nd track, only the company doctor can indicate whether or not the employee is taxable. In order to determine exactly what is going on, the reintegration consultant likes to talk to the other supervisors. With this information, the consultant will talk to employer/casemanager. In order to finally discuss this with the company doctor.

The company doctor also determines the capacity of the employee for the second track. If there is reason not to continue the second track (temporarily), the track will first be put on hold and after 2 months (if there is no reason to resume) it will be terminated. If the company doctor comes to the conclusion that there is no reason to temporarily stop the second track, the second track will be continued.

Of course, we make sure that the employee is further supervised in a careful manner to demonstrate with this that sufficient efforts have been made.

2nd track route

Is it apparent that the 2nd track track is needed for your employee? Then contact Puls. We will quickly get to work with your employee to see where opportunities, desires and ambitions can be combined. For more information about the 2nd track trajectory to our website or easily request the service directly.