Betrieblicher Umgang mit der Gruppe leistungsgewandelter und behinderter Mitarbeiter/innen: Befragungsergebnisse aus der Sicht unterschiedlicher Funktionsträger

Schmal, Andreas; Niehaus, Mathilde; Heinrich, Tobias

doi:10.1055/s-2001-15991

Cited by 4 publications

(1 citation statement)

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“…Overall, the evidence reviewed via the literature review lent some support to the various propositions put forward in the framework document with regard to the employer processes and practices that contribute to the development and operation of Job retention and return to work effective workplace rehabilitation (see Appendix). For example, it did point to the value of having in place arrangements to enable the speedy identification of vulnerable workers who are in need of help (Habeck et al, 1991;Faculty of Occupational Medicine, 2000), indicated that the provision of timely and appropriate rehabilitative support can support the job retention of ill, injured and disabled workers and suggested that the provision of such support is facilitated by the presence of adequate mechanisms for the co-ordination of discussions and actions between relevant organisational actors and between them and outside medical and rehabilitation personnel (Kenny, 1995;Schmal et al, 2001). In addition, the evidence suggested that access to worker representation, at least if it is trade union based, can have a beneficial impact (Butler et al, 1995) and that it is desirable for appropriate and mutually supporting policy frameworks to be established (Bruyere, 1999;Labour Research Department, 2002;Industrial Relations Services, 2001) and for the implementation of these to be adequately supported and monitored.…”

Section: The Validity Of the Framework Documentmentioning

confidence: 99%

Job retention and return to work of ill and injured workers

2006

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Purpose -The purpose of this paper is to put forward a conceptual framework which details the policies and practices that can potentially contribute to the effective management of long-term absences, and hence the return to work and retention of ill and injured workers, and considers how far UK employers currently do have in place management arrangements which accord with those detailed in this framework. Design/methodology/approach -The conceptual framework detailed was developed by reference to secondary literature and the outcomes of a conference of relevant stakeholders. Available research evidence was then utilised to test the validity of this framework and to assess how far employers make use of the types of policies and practices identified in it. Findings -The research evidence reviewed lent a good deal of support to the propositions put forward in the conceptual framework as to the processes and practices that are central to the development of effective workplace rehabilitation programmes, as well as the internal and external factors that potentially influence the adoption and operation of them. It also indicated that there is a good deal of scope for employers to do far more to support the continued employment of ill, injured and disabled workers, particularly in smaller organisations. Practical implications -More needs to be done to encourage employers to adopt the types of policies and practices detailed in the conceptual framework and careful thought needs to be given to whether this encouragement is best provided by legislative or non-legal means. Originality/value -The central issue addressed, namely the management of long-term absence, is one that has been little explored in the existing human resource literature.

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Section: The Validity Of the Framework Documentmentioning

confidence: 99%

Job retention and return to work of ill and injured workers

2006

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Integrating Ability Limitations into Assembly System Design

Reinhart

Egbers

2011

Enabling Manufacturing Competitiveness and Economic Sustainability

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Bridging the Gap between Rhetoric and Reality: Line Managers and the Protection of Job Security for Ill Workers in the Modern Workplace

Cunningham

James

Dibben

2004

British J of Management

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In the light of the long-standing concern in management regarding the gap that can arise between organizational policy prescriptions and line-management practice, the purpose of this article is to provide insights into the nature and causes of that gap. The particular focus of analysis is the line manager's role in facilitating the employment security of employees who have contracted serious illness, injuries or disabilities. More specifically, the article presents findings from four case-study organizations in the UK, and identifies a number of factors that militate against the ability of line managers to comply with organizational policies on the provision of workplace adjustments and employment security for ill or disabled workers. These factors include: contradictory policy requirements, weaknesses in training, lack of support from relevant internal and external specialists and various work and budgetary pressures. The authors suggest four areas of action that may begin to reduce the potential for conflicts between management and employees, and minimize the legal vulnerability of organizations in an area of increasing domestic and international regulation.

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Betrieblicher Umgang mit der Gruppe leistungsgewandelter und behinderter Mitarbeiter/innen: Befragungsergebnisse aus der Sicht unterschiedlicher Funktionsträger

Cited by 4 publications

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Job retention and return to work of ill and injured workers

Job retention and return to work of ill and injured workers

Integrating Ability Limitations into Assembly System Design

Bridging the Gap between Rhetoric and Reality: Line Managers and the Protection of Job Security for Ill Workers in the Modern Workplace

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