Ground Rules: How We Collaborate on Employability
These rules guide how we deal with long-term sick leave. As an organization, we do everything we can to support you as best we can during your reintegration. At the same time, we count on your commitment and an open, proactive attitude. Below, you can read what this means in practice and what you can expect from yourself and from us.
1. The notification: The employability conversation
If you experience health problems that interfere with your ability to perform your work, call your immediate supervisor personally before 9:00 a.m. If you have a shift after 9:00 a.m. If you have a shift before 9:00 a.m., call your immediate supervisor personally before 10:00 p.m. the previous day. We do not refer to this as ‘reporting sick’, but as reporting that you are unable to work.
No WhatsApp, email, or Qmail: Personal contact is necessary so we can consult immediately.
The content: We do not ask about your diagnosis (medical situation), but we do discuss:
Which tasks are currently not possible, and which might still be feasible?
How long do you think this situation will last?
What do you need from the organization to remain (partly) at work?
2. Searching for solutions together
Within our behavioral vision, full absence (staying at home) is the last option. In the conversation, we immediately explore alternatives:
Adjusted work: Can you temporarily take on other tasks?
Adjusted hours: Can you start later, work shorter hours, or take more frequent breaks?
Different location: Is working from a different hub perhaps necessary?
Agreement: We will immediately make concrete arrangements regarding your work involvement for the coming days. We document these together.
3. Personal ownership and responsibility
You are the director of your own recovery. This means we expect the following from you:
You actively think about what is still possible.
You keep your supervisor informed of your progress at least twice a week (or as agreed).
You take actions that support your recovery (e.g., resting or attending physiotherapy) and avoid activities that hinder recovery.
4. When it is not “illness.”
Sometimes, there are reasons why work is temporarily not possible that are not medical. Think of a workplace conflict, problems in your private life, or a lack of motivation.
Honesty is the best policy: We ask you to indicate this honestly.
No sickness absence: In these cases, we do not register sickness absence. Instead, we look together for other solutions, such as taking leave hours, a temporary arrangement, or a conversation with a coach or mediator.
Do you find it difficult to raise this issue? You can always contact one of our confidential advisors. (link)
5. The role of the occupational physician
The occupational physician is a medical advisor for us, not a “controller.”
We involve the occupational physician if we cannot find a way forward on employability together, or if the complaints seem likely to become long-term.
The occupational physician advises on your functional limitations. The discussion about how we implement those limitations in the workplace always takes place between you and your supervisor.
If the company doctor is called in, we also expect a proactive attitude here. This means that you create your client portal for Planningsagenda/dossier.nu (portal for the company doctor) when you receive an invitation to do so, read all your reports, and also sign the documentation in Planningsagenda/dossier.nu.
6. Availability and contact
During the period in which you are not fully employable, you remain connected to the team.
You are available for consultation during working hours.
You are available to your manager during working hours.
You are available to the company doctor during working hours.
You are welcome (and we encourage this) to drop by for a cup of coffee or participate in team meetings, even if you are not yet able to do your actual work. Connection is the key to a quick return.
In this case, working hours are from 08:00 a.m. to 5:30 p.m., Monday through Friday.
The Company Doctor: The only person with whom you need to share medical details. The doctor determines your work capacity (what are you capable of doing physically and/or mentally?).
The employer/manager discusses your reintegration with you. Based on the advice of the company doctor, you will decide together which tasks are suitable for you.
The Case Manager: The person who monitors the planning and administration and is the contact person for questions about the process.
The people Department supports the action plan and assists in discussions where necessary.