Second track approach is truly a specialty
Reintegration 2nd track is focused on work experience outside one’s own organization. It must then be clear that there are no possibilities to reintegrate the employee with the current employer: first-track reintegration. Reintegration 2nd track follows from the Gatekeeper Improvement Act.
Reintegration second track is a legal obligation
Employing a 2nd track program is a legal obligation for the employer. Second track is initiated at the earliest after the 8th week and and at the latest in the 52nd week of disability. A 2nd track program covers approximately a period of 9-12 months with a legal maximum of two years. In this process, it is the company doctor who determines what work the reintegration candidate can do. If the employer defaults, the UWV imposes a wage penalty at the end of the 104-week waiting period. Since it is not easy for an employer to redeploy a sick employee externally, a reintegration agency is used in most cases.
Content reintegration second track pathways
Reintegration 2nd track often includes three types of activities. First and foremost, that is job counseling. Also a prominent component that the UWV looks at when assessing reintegration efforts. For the employer, it is important to keep a close eye on this and record it accurately in the reports to avoid wage sanctions. Second, personal development and mentoring is an important pillar. And third, there is jobsearching. Often crucial for reintegration 2nd track to be successful. As a whole, a 2nd track program includes a whole range of activities and modules that can be used depending on the reintegration candidate and situation. Examples include assessments, (re)training, grief counseling, guidance to self-employment, job exploration, trial placement and aftercare.
Reintegration guidance in second track
The timely engagement of a capable reintegration specialist, significantly increases the chances of 2nd track success. Whereas 1st-track reintegration can often be done relatively easily by the employer, 2nd-track reintegration is usually more difficult. After all, there is a lot involved and a lot at stake. Consider knowledge and experience with reintegration regulations and the UWV and having the required competencies to properly guide reintegration candidates to new work. Or estimating the financial risks to the company that may be significant.
Panthion makes a difference in second-track coaching
A reintegration agency can make a lot of difference then. They can also use alternative employment opportunities to get the reintegration candidate back to work, such as trial placement, secondment or self-employment. In doing so, reintegration agencies know how to make the best use of the various subsidies and schemes for target groups that are more difficult to find work. Examples include people with disabilities or older employees, for whom there are various schemes.