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Workshop – Understanding WorkCover Claims & Premium Data – 25th July 2017

January 12, 2017
In the lead up to WorkCover premiums being delivered let P2 Group take you through the complex nature of WorkCover claims and premium data. Through this interactive session P2 Group will aim to simplify the WorkCover system and provide an understanding of: Premium sensitive claims costs Statistical case estimates Key attributes that drive claims costs Payments being processed through the WorkCover scheme Claims status Key dates relating to claims.  Ultimately, businesses can only manage what they can measure; empower yourself and your business to better manage your WorkCover costs and reinvest your savings in positive workplace programs and initiatives.  P2 will be running 2 sessions at 8:30am and 3:oopm on the 25th of July at our office, 6b Roche St Hawthorn 3122 – Registration details for each below Powered by Eventbrite Powered by Eventbrite

Workshop – Assessments of Capacity – 23rd May 2017

January 12, 2017
Work is a great vehicle to recovery and an essential element of our identities and self value. Engaging in regular and meaningful work based routine is paramount for overall health and wellbeing. As such employers who act proactively to monitor and address the health of their workers through early intervention strategies, enhance workplace morale and productivity thereby making them employers of choice. Employers have legal obligations to monitor the health of their workers and implement strategies to support their workers when they know or ought reasonably to have known of the workers’ physical and psychological conditions. P2 Group take you through the process of obtaining and effectively using Assessments of Capacity within your workforce to: Facilitate a workers functional recovery from injury Prevent further injuries or exacerbation of pre-existing conditions within the workplace Effectively manage WorkCover claims Determine a workers ability to perform the inherent requirements of their job This session will be held at the P2 Group Office at 6b Roche St, Hawthorn 3122. Places are limited so please register below.  Powered by Eventbrite   Powered by Eventbrite

Workshop – Injury Management – 21st February 2017

January 12, 2017
Running a uniform, effective and meaningful injury management process can be a challenge for businesses. Injured workers present a range of complexities from an operational, cultural, financial and productivity perspective. P2 Group assists all levels of management to understand their role and responsibilities with regard to assisting their injured workers. Importantly, P2 Group aims to up-skill managers in; Identifying the early warnings signs of a broad range of physical and psychological conditions Understanding what to do and most importantly what to say to support their workers Taking a proactive approach to return to work and stay at work plans The session will focus on a proactive and uniform approach to injury management with the overall aim of enhancing workplace culture and attitudes towards health and well-being. This event will be held at the P2 Group office at 6b Roche St, Hawthorn 3122 Please register below for this free event   Powered by Eventbrite Powered by Eventbrite

Case Study – Building an Early Intervention Culture

December 2, 2016
P2 Group was recently engaged by an employer to enhance their workplace well-being, improve their injury management processes and shift the employees’ focus to early intervention. The CEO of the employer wanted all employees with management responsibilities to be involved in this process. P2 Group conducted training workshops to highlight how the WorkCover system operates, legal obligations, the role of line managers and how the injury management process can be improved to support employees with work and non-work related conditions. The CEO showed commitment to this process by personally opening all training workshops, which included: Executive workshop Staff Consultative Committee Workshop Union and Health & Safety Reps Workshop Community Care Workshops Return to Work Program Workshops After the workshops, P2 Group Occupational Therapists were requested to assist three employees with early warning signs to ensure their early conditions were not aggravated and supports implemented to allow their conditions to rehabilitate correctly. In addition, P2 Group Occupational Therapists supported one person with a new WorkCover claim. The process was the same for all four employees. The steps were: The employer invited the employees to attend assessments of their capacity with P2 Group Occupational Therapists, to determine the employees’ physical and mental health capacity. In each case, a P2 Group Occupational Therapist met with an employee at the employee’s normal workplace in private room for approximately one hour. The employee’s capacity was gauged and supports identified. The Union representative also attended the first two assessment to ensure the employees were comfortable with the process and the employees understood their rights. The employees provided positive feedback and the Union representative did not attend the following two assessments. However, WorkSafe Victoria’s Inspectors were asked to examine the injury management process, P2 Group’s assessment deliverables and return to work documentation. After a lengthy and thorough meeting, the WorkSafe Inspectors informed all parties they were very pleased with the caring process and detail captured in all deliverables. They suggested one change – the employer please provide the employee 48 hours notice of the assessment of capacity, instead of only 24 hours. This was agreed and implemented. The P2 Group Occupational Therapists then examined the duties (both pre-injury and suitable alternative duties) with the line managers and employees to determine the demands of each task. The outcomes of the above assessments were reported and provided to the employees’ treating practitioners. The P2 Group Occupational Therapist consulted with the employees’ treating practitioners to reach agreement on capacity and duties. Care plans were documented for the early intervention cases and a return to work plan documented for the WorkCover case. The above steps were completed within 10 calendar days, the employees supported at work and one WorkCover claim was lodged with the WorkCover Agent as a minor claim. The key lesson for all employers is to embrace the notion of early intervention, aim to improve your injury management process, consult with Executives, line managers, union and health and safety reps. A simple uniform process that encourages all parties to move

P2 GROUP IS CELEBRATING OT WEEK !

October 21, 2016
In light of Occupational Therapy Week 2016 and World OT Day on Oct 27th, P2 Group would like to highlight the outstanding efforts of our Occupational Therapists. P2 Group’s Occupational Therapists bring a refreshing perspective to workplace health and wellbeing. Instead of over medicalising and over legalising injury management, our Occupational Therapists bring a positive capacity based approach. Occupational Therapists excel in bringing clarity to complex mental health injuries, upskilling employers to better manage the multifaceted needs of workers and assisting workers to develop self-managed mental health and workplace resilience strategies. They specialise in identifying the barriers to return to work and providing operationally sustainable structures for return. Occupational Therapists are industry leaders in analysing the inherent requirements of a job and assisting employers to utilise these powerful documents from the pre-employment phase through to implementing supports within an ageing workforce. Overall, Occupational Therapists take an alternative approach to other health practitioners with a clinical focus upon a workers holistic capacity. In particular, P2 Group’s Occupational Therapists posses a speciality in analysing and understanding the interaction between a worker’s capacity, their environment and the demands of their “occupation” as a worker. The core principles of Occupational Therapy practice involve adapting, advocating, coaching, collaborating, consulting, coordinating, educating and enabling; at P2 Group we believe that this focus aligns perfectly with the proactive approach to injury management and workplace health and wellbeing that our industry leading clients demand. P2 Group is proud to employ a dynamic, inventive and professional group of Occupational Therapists to assist our clients to continue enabling occupation within their workplaces.  

Workshop – The Ageing Workforce

October 4, 2016
The Australian workforce is ageing, which presents significant challenges for employers to manage health and safety, while also retaining and maximising the productivity of their valued and experienced workforce. This seminar, presented by HR Legal and in partnership with P2 Group and Transitioning Well, considers the legal, physical and psychological perspectives of managing the ageing workforce. We will provide insight into how businesses can harness the valuable resource that is the ageing workforce whilst also ensuring that risks to health and safety are being well managed. The seminar will provide an overview of: an employer’s legal obligations, including: ensuring health and safety of employees; avoiding discrimination and making reasonable adjustments; and considering flexible working arrangements managing the legal risks around an ageing workforce including if an employee cannot fulfil the inherent requirements of their role how to facilitate the difficult conversations with employees around transitions towards retirement, in order to maximise benefits for both the business and the employee how to proactively manage the needs of an ageing workforce through Work Ability programs. This free 1.5 hour seminar will be held at different locations on different dates. To register, please visit the HR Legal website here

Workshop – Understanding Inherent Requirements of the Job – How it can WORK for YOU

October 4, 2016
Documenting and understanding the Inherent Requirements of Job for key roles within an organisation places employers in a unique position to take control over many costly aspects of their workforce. By effectively and systematically identifying and understanding the demands of a role, organisations are empowered to: Employ the right people for the job by enhancing pre-employment practices Reduce WorkCover premiums by creating effective and sustainable return to work pathways and strategically managing cases Minimise the operational implications of injury management by efficiently returning workers to their pre-injury duties Effectively balance workplace demands with the capacity and experience of workers Strategically manage workers who are unable to meet the physical, cognitive and psychosocial demands of their role Analyse and improve workplace practices. Learn from P2 Group’s extensive experience, how employers have improved their workplace health and well-being practices across all aspects of their business through the strategic use of the Inherent Requirements of Job and learn why it is so important to have these documented; above and beyond a position description. Please register below for this free event   Powered by Eventbrite Powered by Eventbrite

Workshop – Understanding Workplace Mental Health

October 4, 2016
Businesses are regularly challenged by the task of managing workers with mental health concerns; with depression predicted to be the second most significant cause of suffering worldwide by 2020 (BeyondBlue) it is essential that a proactive focus is placed upon supporting and managing workers with their mental health. Poor mental health costs Australian businesses over $10.9 billion each year (Price Waterhouse Coopers) with workers experiencing non-diagnosed mental health concerns likely to require 3-4 additional days of sick leave each month (BeyondBlue). This has a significant implication for all businesses from a cultural, productivity, operational and financial perspective. Pleasingly, every dollar spent on proactively addressing mental health in the workplace has been shown to equate to a direct return on investment of $2.30 (Price Waterhouse Coopers). P2 Group’s boutique Mental Health Workshop aims to upskill executives, managers and supervisors in the identification and management of mental health concerns within the workplace through practical case studies, skills building and the provision of effective tools. P2 Group’s highly interactive workshops focus on: What is mental health; promoting a healthy attitude to mental health Prevalence of mental health concerns What is mental illness; understanding of the spectrum of mental health concerns and their impact upon workers and workplaces Understanding and  recognising the early warning signs and symptoms of mental health concerns How to help within the boundaries of your work role; taking an early intervention approach Practical and realistic workplace case studies; common situations, what to do and the tools which can assist Legal and organisational requirements for reasonable adjustments and how these can be achieved Understanding stress; promoting a healthy attitude to stress Strategies for managing stress and assisting workers to manage their own stress Addressing the stigma of mental health and stress Developing mental health resilience and practical skills and tools to enhance personal wellbeing and the wellbeing of workers To take control of mental health in your workplace, please register for this event here Powered by Eventbrite Date: 24 November 2016 Time: 9am – 12pm Venue: Hawthorn Arts Centre, 360 Burwood Road, Hawthorn 3122 Cost: $242.55 (inc GST & Booking Fee)

P2 Group Partnering With SEBN (South East Business Networks) – Ageing Workforce

September 21, 2016
THE AGEING WORKFORCE AND THE HUMAN MAINTENANCE SCHEDULE The Ageing Workforce is an issue for many companies, large and small, and was the focus of a recent Workplace Health & Safety Network session hosted by SEBN. This network is just one of the SEBN stable providing awareness, exposure and capability development for participating companies. Session leader, Paul Marsh from the P2 Group is a specialist in the area. Following the session, Paul offered the following thought provoking article suggesting approaches you can take with your workforce if mature-age is an issue in your workplace. People are living longer and fertility rates are reducing, which is resulting in more mature employees leaving the workforce than younger people entering the workforce. In the five years since June 2009, the number of people aged 65 years and over in Australia increased by 565,600 (20 per cent) to reach 3.5 million people in June 2014. This accounted for 15 percent of the total Australian population. Only 21 per cent of Australian employees over the age of 45 intend to retire before 65 years of age. A further 31 per cent plan to retire in their late 60s and, 11 per cent after 70 years of age. Surprisingly 37 per cent have not even considered when they will retire. Organisations that manage their ageing workforce through a reactive process will find that workplace productivity is slowing, WorkCover Insurance Premiums are increasing, and rehabilitation for these individuals is ongoing. Are your employees ready to retire? Have they considered the changes in their financial circumstances, lifestyle, self image and purpose? As an employer, are you ready for them to retire? Do they have tribal knowledge that needs to be captured? Are you confident that the labour requirements and HR systems currently in practice can cope with a rising proportion of mature employees? Should they be offered part time employment? The proportion of 65-69 year old Australian employees employed part-time increased from 30 per cent in 2005 to 49 per cent in 2013 and the employees over 70 years old employed part-time increased from 38 per cent in 2005 to 57 per cent in 2013. Most (75 percent) cited personal reasons including caring for elderly people, caring for children, own ill health / injury and social reasons. Often we struggle to optimise under- performing people and do not have the tools to make sound financial and operational decisions for all considered. Organisations historically have had little knowledge of their peoples’ Work Ability and functional capacity. Efficiency and reliability are influenced by the performance of people and sustaining good performance can be achieved through engagement of predictive maintenance which incorporates ageing workforce management. Rather than considering people as assets to be preserved, we have had a tendency to treat workers as liabilities, frequently replacing people with business critical knowledge and skills for no reason other than length of service, believing this is the most financial, operational and moral option. Management needs to implement a holistic “maintenance schedule” for their human assets, in the same fashion as a

The Importance of Workstation Ergonomics

August 16, 2016
Employers may commonly believe that only employees with physical, labour-intensive roles are at risk of sustaining a manual handling injury. However, those who spend the majority of their day completing office based roles are also at risk of manual handling injuries such as repetitive strain injuries or musculoskeletal disorders of the back, neck, shoulders and upper limbs. Therefore, providing an appropriately individualised workstation, specific to the needs of the employee, is an important holistic approach and proactive step in reducing risk of these injuries, as well as promoting health and well-being for the individual and a healthy workplace culture. By a quick glance, it may appear that a worker is well set up at their computer desk as they have all the equipment they need; a good chair, two monitors and a document holder. However, each employee has such individual needs in order to best support their size, posture, injuries and work demands that time needs to be taken to closely review each workstation. P2 Group Occupational Therapists are skilled in ergonomics and workstation design and are able to provide recommendations in regards to the following components of a workstation: Employee’s body posture Employee’s work habits and task rotation Chair Desk Monitor/s Keyboard Mouse Telephone Document Holders In addition to specific equipment adjustments or recommendations, our Occupational Therapists also provide education to employees to upskill themselves in order to monitor and address their workstation needs in an ongoing capacity. In addition to reducing the risk of injuries, an appropriate workstation set up can be an important contributor to promoting recovery and enhancing productivity for an employee that has a pre-existing condition: P2 Group was engaged by an organisation to assist an employee who had a neck injury as a result of a sporting accident, and was experiencing ongoing neck, back and shoulder discomfort. They consulted with a Physiotherapist on a regular basis, however continued to experience discomfort during their day-to-day work tasks. Upon review of their workstation, it was deemed that their current workstation set-up was poor, and was not supporting their neck and shoulder recovery. The following are some of the recommendations that were made: The employee’s chair was not providing appropriate support as the back support was too low and too far reclined, and the chair was not raised high enough so the employee was not appropriately supported through the hips; adjustments were made accordingly. The primary monitor being used was too low for the employee’s height, meaning their neck was in a flexed position for prolonged periods of time, creating additional discomfort. Adjustments were made to the height of the monitor as well as to the employee’s keyboard and mouse, ensuring that they promoted a neutral, relaxed position. Following a short period with the above changes, the employee experienced reduced discomfort in their neck and shoulders and was able to be more productive throughout the day. Further to the above recommendations, the employee was provided with education in order to monitor their own workstation to maintain an appropriate set

Navigating the Accident Compensation Conciliation Service (ACCS)

August 15, 2016
Are you getting the best outcomes to suit ‘YOUR’ business? The Conciliation process via the ACCS can be a minefield for both workers and employers. Do you properly understand this process and do you understand the outcomes?   a) that best suit ‘YOUR’ business?; and   b) that may potentially cause a significant financial burden for ‘YOUR’ business? P2 Group are running a ‘FREE’ information session designed to assist you in navigating through this process: What is the purpose of Conciliation at the ACCS? What are the possible outcomes? Which outcome is best for ‘YOUR’ business? How can you best prepare for the Conciliation process and what is ‘YOUR’ role as the employer Any question please call Ben Thornton on 0439 819 688. DUE TO POPULAR DEMAND: Two new seminars have been created for an afternoon and another mporning session. Please follow this link to register: http://navigating-accs.eventbrite.com.au Powered by Eventbrite DUE TO POPULAR DEMAND: Two new seminars have been created. Please follow this link to register: http://navigating-accs.eventbrite.com.au Powered by Eventbrite

Case Study – Supporting Employees with Long Term Injuries.

July 25, 2016
P2 Group was recently engaged by a large Victorian Council to assist Mary, an employee, who sustained a lower back injury. A P2 Group Occupational Therapist was engaged to conduct a Functional Capacity Evaluation to assist Mary to improve her health and wellbeing, identify supports, focusing on return to work and normal routine. Over the next 2 weeks the P2 Group Occupational Therapist was able to collaborate with Mary, Mary’s line manager, treating practitioners, the council’s return to work coordinator and insurance agent to assist Mary back return to the work environment with suitable supports in place. These included recommendations for Mary to; Avoid repetitive and excessive reaching forward and overhead Avoid sustained neck postures and avoid excessive and repetitive neck movements Avoid forceful and repetitive pushing, pulling and grasping with a 5kg lifting limit Work at a self paced rate and take additional rest breaks to perform strengthening exercises as required Participate in regular meetings with a supportive manager and notify a manager immediately if experiencing increased discomfort or fatigue. Mary returned to work, completing her normal hours and suitable duties and sustained this for an eight month period, whilst continuing to participate in regular physiotherapy treatment. It was determined at this time that Mary required surgery. The Occupational Therapist supported the Council to develop a Return to Work Timeline Plan, which outlined the steps involved in returning to work after undergoing surgery and outlined the supports in place to assist Mary throughout the process. Furthermore the Occupational Therapist met with Mary at regular points in the time leading up to the surgery, in order to support her at work. Developing this Return to Work Timeline plan assisted to alleviate Mary’s apprehensions when considering the prospect of returning to work after her surgery. Six weeks after the surgery, as planned, Mary again met with the P2 Group Occupational Therapist to participate in another Functional Capacity Evaluation. During the Functional Capacity Evaluation it was discovered that Mary was having significant trouble sleeping, was anxious to attend work and had concerns with a large increase in workload. Upon completing the evaluation the Occupational Therapist liaised with Mary, the council’s return to work coordinator, insurance agent, Mary’s line manager and treating practitioners to again assist Mary back into the work environment with suitable supports in place. The recommended supports included; Providing Mary with a private, quiet rest area, in order to rest her back, as well as complete her prescribed physiotherapist exercises. Arranging Mary’s working hours to morning, as her back symptoms were best at this time Reduced workload in the initial stages of returning to work. Mary returned to work, completing suitable duties and gradually returned to completing her normal working hours over a 9 week period. The Occupational Therapist met with Mary in order to conduct regular progress reviews, with the aim to review her capacity and confirm the duties continued to be appropriate, meaningful and engaging. Gradually, Mary returned to participating in her pre-injury tasks. At 8 month post