Rehabilitation Policy
Responsibility for policy: Director of Human Resource Management
Approving authority: Vice-Chancellor
Last reviewed: January 2016
Next review date: January 2021
This policy is currently under review.
Application
1. This policy applies to all staff of the University of Waikato.
Purpose
2. The purpose of this policy is to set out responsibilities with respect to managing the return to
work of staff who have been subject to an injury or illness.
Related legislation
3. This policy takes account of the following legislation:
 Accident Compensation Act 2001
 Health and Safety in Employment Act 1992
 Human Rights Act 1993
 Privacy Act 1993
Related documents
4. This policy must be read in conjunction with the Work-Related Accidents and Injuries Policy.
Definitions
5. The following terms are formally defined for legal purposes in the relevant legislation, and are
summarised in general terms for the purposes of this policy as follows:
illness means a disease, condition or a state of ill health as diagnosed by a medical practitioner
and supported by medical evidence which does not correlate to a personal injury and may
include both mental or physical conditions
lost-time injury or illness means a work-related injury, a non work-related injury, or illness that
results in more than one day off work
non work-related injury means a personal injury incurred by a person undertaking a task
unrelated to their employment at the University
rehabilitation means a process of active change and support with the goal of restoring the staff
member's health, independence and participation to the maximum extent practicable
return-to-work plan means an individualised rehabilitation programme to facilitate the early
and safe return of the staff member to the same or equivalent duties as those previously
performed on a long-term basis
work-related injury means a personal injury received by a staff member in the course of their
work or while at work.
ACC partnership programme
6. The University belongs to a partnership programme with the Accident Compensation
Corporation (ACC), which enables the University to manage work-related injury and illness
claims by staff members.
7. Under the partnership programme, the University has authority to provide injury management
and rehabilitation services for staff members who have had a work-related injury or illness.
Principles
8. The University expects staff to return to work as soon as able following a work-related injury,
non work-related injury or illness.
9. Staff are required by law to cooperate and participate in a rehabilitation process; the Accident
Compensation Act 2001 allows the University's Health and Safety Coordinator to suspend or
decline statutory entitlements where a staff member unreasonably refuses or fails to participate
in a rehabilitation process.
Responsibilities
10. Staff members are responsible for:
a. providing to their line manager and the Health and Safety Coordinator as soon as possible,
copies of any completed ACC forms and relevant medical certificates for a work-related
injury or illness
b. providing to their line manager and Payroll Services copies of relevant medical certificates for
lost-time as a result of a non work-related injury or illness
c. where appropriate, participating in the development and implementation of an appropriate
return-to-work plan which may require alternative duties and/or partial hours.
11. Line managers are responsible for:
a. taking steps to ensure that appropriate levels of confidentiality with respect to a staff
member's illness or injury are maintained, consistent with the principles of the Privacy Act
1993
b. liaising with Payroll Services to ensure that weekly compensation or sick leave entitlements
are paid during periods of incapacity in accordance with the staff member's employment
agreement
c. remaining in contact, and providing support as appropriate, with staff who are off work for
an extended period of time as a result of work-related injury, non work-related injury or
illness
d. where appropriate, working with the Health and Safety Coordinator to identify suitable
alternative duties to enable an early return to work for the staff member
e. where appropriate, working with the Health and Safety Coordinator to ensure that a returnto-work plan is established, if required, following a work-related lost-time injury or illness
f. where appropriate, working with the ACC case manager to develop a return-to-work plan, if
required, following a work-related lost-time injury or illness
g. where appropriate, monitoring the staff member's progress towards recovery and the
suitability of any alternative duties and/or the return-to-work plan.
12. The Health and Safety Coordinator is responsible for:
a. in the event of an ACC claim, providing advice to the staff member on their rights and
entitlements under the Accident Compensation Act 2001 and the Privacy Act 1993
b. in the event of an ACC claim for a work-related injury or illness, ensuring that the staff
member has signed the appropriate consent form if medical information or a return-to-work
plan is required
c. ensuring that any completed ACC forms and relevant medical certificates are received from a
staff member who has experienced a work-related injury or illness
d. where appropriate, in the event of a lost-time work-related injury or illness, liaising with the
ACC and any registered medical practitioner involved in the treatment of the staff member
e. where appropriate, in the event of a lost-time work-related injury or illness, facilitating the
development, agreement and implementation of a return-to-work plan in conjunction with
the staff member and relevant line manager, including any alternative duties and/or partial
hours
f. where applicable in the event of a lost-time work-related injury or illness, ensuring that any
proposed return-to-work plan provides for a safe and sustainable return to work, in line with
the restrictions and recommendations provided by the staff member's medical practitioner.
Responsibility for monitoring compliance
13. The Director of Human Resource Management is responsible for monitoring compliance with
this policy and reporting any breaches to the Vice-Chancellor.
14. Breaches of this policy may result in disciplinary action under the Staff Code of Conduct.