After six weeks of absenteeism, the ‘Eligibility for Permanent Incapacity Benefit (Restrictions) Act (WvP)’ is started: a guidance programme that includes the employee, the supervisor, the company physician, and the HR advisor. ‘But,’ says Cristel, ‘my involvement as supervisor starts on day one. In that period, I frequently ask someone how they are doing. I do this out of care and interest for the employee. An additional effect is that you can make an estimate of how the absenteeism will go so you can sooner provide the correct guidance if it is, for instance, needed before that six week period.’
Correct coordination
When after six weeks of (partial) absenteeism the WvP programme starts, the supervisor and the employee are in charge of the trajectories of sick leave, but the company physician and the HR employee will join them. At certain set moments various steps will be taken. ‘I also always try to think from the care for the employee,’ Cristel says. ‘I feel like I should take on a coaching role and try to stimulate someone to take control of their process. For instance, I suggest asking the company physician and HR employee questions and to share your concerns. You're in this situation right now, what can we do to help you get out of it?’ The company physician looks at the process from a medical perspective, provides advice for the employee and supervisor, while the HR employee monitors the formal process. ‘In order to guide an employee to the best of our abilities, I will also sometimes explain some the case to the HR advisor or have some discussions with the company physician.
Care or company?
‘There are of course some challenges for a supervisor in a programme like this,’ Cristel continues. ‘These cases aren’t discuss in detail in the training for supervisors, yet a lot is expected of them.’ Cristel eventually envisions two tasks for supervisors: a care task for the employee and a responsibility for the organisation. ‘Various conversations require different perspectives. In contact and guidance, care is most important, but I am aware there are boundaries, or that I have to look at it from a business perspective at times as well. I constantly ask myself the question “Care or company? You shouldn’t avoid confrontation. That is beneficial for both parties.”’
Guidance at reintegration
‘When the company physician gives the okay, the employee can start reintegration,’ Cristel says. ‘Here, the supervisor also has a guiding role. There are often two possible options: integration into their own function or reintegration with different tasks. The chosen path is dependent on the possibilities of the employee, but often the goal is to return to their own function. During reintegration it is also important to ask the employee how they are doing. A long sick leave has an effect on them after all. It is important to keep an open mind in this: “Stay in contact, that is the most important thing.”’