Corporate social work
A corporate social worker ‘s main concern is the absenteeism of employees. If employees have dropped out, they generally start a phased reintegration process in order to work again. An employee can also be on the verge of dropping out, in which case a corporate social worker will conduct the conversation on a preventive basis. The ultimate goal is to minimize absenteeism among employees. The problems underlying absenteeism in the workplace need a preventive solution. Problems can be physical and medical in nature, making an employee unavailable, usually these employees are in contact with an occupational health physician. If the problems are present on a psychosocial level, the employees come into contact with the company social worker to find a solution to the problems in the workplace together. Psychosocial Workload (PSW) is a relatively new concept on Bonaire among both employees and employers. The term PSW includes all factors that cause work stress, such as aggression and violence, sexual harassment, bullying and work pressure. In many cases absenteeism can be prevented or limited by timely identification by colleagues, supervisors, HRM and the occupational health physician. The company social worker is the discussion partner in the field of Psychosocial Workload (PSW) and an expert in the field of causes of excessive work pressure, bullying, (sexual) intimidation, aggression and violence. The corporate social worker focuses on developing the strength and responsibility of employees and supervisors in the treatment of PSW, identifying bottlenecks around PSW in the organization and structurally reducing the causes of Psychosocial Workload. The approach of undesirable situations can be recorded in a PSW policy. The organization can design or draw up its own policy in collaboration with a corporate social worker. The increased employee satisfaction and productivity will be evident
Occupational Health Physician
A doctor specialized in the field of occupational medicine thinks along constructively with the developments of the company and provides advice aimed at reducing risks in the company, which results in a reduction of absenteeism due to illness and an increase in well-being. Productivity is increased, making your company run more smoothly as a team. An occupational health physician is often seen as a doctor who sends employees back to work, but that is not all what the doctor does. The occupational health physician gets to know the company and advises on the workability of the employees.
The physician also studies the type of limitations that people have in order to find the most suitable workplace for the employee in question, together with the employer.
This reduces the chance of repeated absenteeism. Eventually, it may happen that an employee is no longer able to handle his or her workload for the position and may be entitled to a disability pension. The employee is dismissed after 2 years but retains part of his income in the form of an invalidity pension. These are all points that an occupational health physician can map out, which can also take the pressure off for employer and employee. An occupational health physician will also advise on the basis of data collected from consultations, so that it becomes clear where the problem lies. For example, in the case of physical problems, there can be a specific work-related underlying cause, the physician can give specific advice to reduce the load or recommend lifting technique training. If there are psychological problems, it may be possible that the workload is high or that the system with which the employee works is continuously down and causes stress, etc. The occupational health physician actually strives for prevention, the level naturally rises as the doctor gets to know the company better. In addition, the physician also coaches and guides sick employees, so that they are well again as quickly as possible and can perform their own tasks again.