Principals and Managers
Workplace rehabilitation is defined by the Department as:
'A managed process coordinated by an employer, in collaboration with the employee, their medical practitioners and their workplace, to assist an employee return to work in a timely manner following an injury.'
Rehabilitation should commence as soon as possible after an injury or illness occurs and may include:
An employee's rehabilitation is coordinated by a Rehabilitation and Return to Work Coordinator. To find out who your rehabilitation coordinator is, either contact your school or the Senior Injury Management Consultant for your region.
The rehabilitation process is outlined in the following flowcharts:
The Rehabilitation and Return to Work Coordinator allocated to each school assists with the rehabilitation of school based employees. If you are unsure who the Rehabilitation and Return to Work Coordinator for your school is, contact the school administration.
For assistance with issues relating to the rehabilitation of a district or regional employee, the local Injury Management Consultant should be contacted.
For assistance with issues relating to the rehabilitation of an employee attached to Central Office, contact the Organisational Health Unit on 3235 9967.
The Rehabilitation and Return to Work Coordinator is responsible for coordinating and monitoring individual rehabilitation programs. This includes:
For more information about the responsibilities of Rehabilitation and Return to Work Coordinators please refer to the department's Workplace Rehabilitation Procedures . Their role is further defined in section 99B of the Workers' Compensation and Rehabilitation Regulations 2003.
The responsibilities of injured and ill employees during a rehabilitation process include:
For more information about the responsibilities of Rehabilitation and Return to Work Coordinators please refer to the department's Workplace Rehabilitation Procedures .
The Department does provide workplace rehabilitation programs to assist employees with a non-work related injury or illness return to work, unless the employee:
For further information about rehabilitation services available please speak to your local Rehabilitation and Return to Work Coordinator.
The primary role of regions is the provision of a consultancy service to Principals and school based Rehabilitation and Return to Work Coordinators to assist schools with the provision of workplace rehabilitation.
In addition, Injury Management Consultants in regions may provide rehabilitation case management services for complex rehabilitation cases in line with the department's priorities [an error occurred while processing this directive].
For further information about regional rehabilitation support services please contact your local Injury Management Consultant.
The services provided by the Organisational Health Unit in Central Office that relate to rehabilitation include:
Return-to-work programs are organised by a Rehabilitation and Return to Work Coordinator, at the school or Region and may involve an employee working reduced hours.
During the period of a Return-to-work program, an employee will be paid by the Department for the hours they are working. The hours they do not work may be funded through various sources depending on entitlements. These are:
If you are injured during the course of your work the following steps should be followed:
An injured employee should lodge a WorkCover Application for Compensation within 20 business days after the date first seen by a doctor for their injury.
If an application is lodged more than 20 business days after the entitlement to compensation arises, the extent of WorkCover's liability to compensation is limited to a period starting no earlier than 20 business days before the day on which the valid application is lodged.
An application for compensation is valid and enforceable only if the application is lodged within 6 months after the date first seen by a doctor.
The Employer's Report must be lodged with WorkCover within 8 business days after the first of the following happens:
Schools/workplaces should complete as much information on the Employer's report as possible, then forward the form to the Regional Claims Officer to finalise and forward to WorkCover. If a school/workplace is concerned about the details of the claim, this should be indicated in the question confirming whether the school is supporting the claim. If you indicate that you are not supporting the claim, details of a contact person should be provided next to this question, with a statement requesting that WorkCover contact them to discuss their concerns.
The penalty for not lodging the employer's report within 8 business days is 50 penalty units or $18 750.
For non-stress claims lodged by permanent employees who require time off work, the Department of Education, Training and Employment continues payment of normal fortnightly salary.
Following acceptance of the claim, WorkCover Queensland reimburses the department directly under an assigned pay arrangement. This arrangement minimises disruptions to an injured employee's salary and regular payroll deductions and also minimises the likelihood of overpayments.
If WorkCover Queensland rejects the claim, any salary payments made will be deducted from sick leave credits or deducted from future wages.
Claims from non-permanent employees or claims from permanent employees for stress related injuries are not sponsored on an assignee pay basis. Sick leave is approved up to the sick leave balance available. On acceptance of the claim by WorkCover Queensland, sick leave credits are reimbursed.
If WorkCover Queensland accepts a claim for compensation, benefits that may be available include:
Under the Department's insurance policy, WorkCover Queensland provides compensation benefits to employees who sustain an injury while travelling to or from their place of employment. These claims are referred to as Journey Claims. The event causing the injury or injuries must occur while the employee is on a journey between:
WorkCover may reject a journey claim if the event happens:
Under the Workers Compensation and Rehabilitation Act 2003 the department's rehabilitation obligations are to:
Principals and managers are responsible for implementing the department's workplace rehabilitation procedures. This includes:
Principals also need to ensure that a WorkCover Employer's report is provided to WorkCover within 8 days of a work related injury occurring. Schools/workplaces should complete as much information on the Employer's report as possible, then forward the form to the Regional Claims Officer to finalise and forward to WorkCover. If a school/workplace is concerned about the details of the claim, this should be indicated in the question confirming whether the school is supporting the claim. If you indicate that you are not supporting the claim, details of a contact person should be provided next to this question, with a statement requesting that WorkCover contact them to discuss their concerns.
For more information about the responsibilities of a Principal/Manager, please refer to the department's Workplace Rehabilitation Procedures . Resources have been developed to assist Principals/Managers with implementing workplace rehabilitation in thief school/workplace.
It is the Department's policy that all workplaces must have an accredited Rehabilitation and Return to Work Coordinator attached to them. This means that all schools need to either organise for an appropriate member of their staff to be trained as a Rehabilitation and Return to Work Coordinator, or negotiate with a nearby school to share a Coordinator.
If a school chooses to train their own Rehabilitation and Return to Work Coordinator the document Selecting an Appropriate Rehabilitation and Return to Work Coordinator 494kwill assist with selecting the appropriate staff member for training. Please see Rehabilitation and Return to Work Coordinator Training for further information.
If a school wishes to share a Rehabilitation and Return to Work Coordinator with another school an agreement should be developed and signed by all parties. A template for sharing a coordinator 328k is available.
Employees who have exhausted their sick leave entitlements and who are members of a QSuper superannuation scheme may apply for an Income Protection Benefit from QSuper to support them financially until they are either able to return to work in some capacity or are offered a Permanent Disability Benefit.
If you meet the eligibility criteria for accessing Income Protection Benefits, QSuper can provide you with a benefit of 75% of your weekly salary while you are on sick leave without pay, after a 2 week leave without pay waiting period. QSuper may pay Income Protection Benefits for up to 2 years for any one medical condition.
Employees may also access a rehabilitation benefit through QSuper. A rehabilitation benefit is a type of Income Protection Benefit that is used to support an employee undertaking a graduated return to work. Under this benefit the Department pays the employee for the hours worked and QSuper pays the employee for the hours not worked, at a rate of 75% of your weekly salary.
The payment of Income Protection Benefits by QSuper does not impact upon an individual's superannuation fund.
Upon returning to full duties after a period of incapacity, an injured employee will be requested to provide a medical clearance. This confirms that their doctors believe that there is no risk of further injury to the employee upon their return to full hours and duties. The request for a medical clearance is made based on the Department's obligation to ensure the workplace health and safety of all employees and others at a workplace.
If you think you have been exposed to asbestos in your school, you should immediately notify your Principal and record the event as a workplace health and safety incident using the SMS system. In addition, you are able to lodge a WorkCover claim for notification purposes only.
To lodge a WorkCover claim for exposure to asbestos you will need to complete an Application for Compensation - Asbestos injury .
This page was last reviewed on 20 Jul 2012