P&O2, Answers Chapter 7

PER SONNEL& ORGANISATIONHOSPITALIT Y PERSONNEL & ORGANISATION FOR THE HOSPITALITY INDUSTRY ELLEN VAN KOOTEN Chapter 7 | Answers | Questions about the chapter 2

Personnel & Organisation for the Hospitality Industry | Part 2Chapter 7 | Answers | Questions about the chapter 1. What is the difference between white, grey and black absenteeism?\ Absenteeism due to a demonstrable illness (a medically diagnosed physically illness or psychological condition) is known as white absenteeism. The cause of the problem with grey absenteeism has not been diagnosed by a doctor, such as when someone takes time off due to stress. In the case of unjustified absence (black absenteeism), the employee is not sick but does not wish to go to work for some other reason. 2. How can a company calculate its absenteeism rate? 3. What has to happen when an employee reports sick? In the first week, the employer notifies an occupational health and safety services specialist or an independent certified company doctor with whom a contract has been signed that the employee has called in sick. If the sick leave lasts longer than 10 days, then the Eligibility for Permanent Incapacity Benefit (Restrictions) Act comes into effect. In order to ensure that short-term sick leave does not become a longer-term absence, proper supervision is necessary. Good record keeping can help to understand patterns of absenteeism within the company. 4. What are the possible causes of sickness in the company? Causes of absenteeism in the company. • nature of the work • working conditions • working relations • terms of employment Causes of absenteeism that are outside the company • accidents, sport injuries, and illness due to simple bad luck or hereditary factors • ageing of the working populations, the general economic situation and changes in the morale of the workforce • family circumstances 5. What are the implications of the Working Conditions Act? The Working Conditions Act (‘Arbowet’ in Dutch) is the legislation that specifies the rules that employers and employees must follow in order to safeguard the health, safety and well-being of employees and self-employed persons. The purpose of the legislation is to prevent accidents and sickness caused by work. 6. What are the implications of the Eligibility for Permanent Incapacity Benefit (Restrictions) Act? The Eligibility for Permanent Incapacity Benefit (Restrictions) Act specifies the rights and obligations of the employer and the sick employee. The legislation includes a timetable for the first two years of illness. After two years of illness, the employee is covered by statutory welfare provisions and ceases to be employed.Version 1 | 25-10-2018 | [email protected]

Personnel & Organisation for the Hospitality Industry | Part 27. Name the legally required basic insurance of an occupational health and safety service.Occupational health and safety services If the company has a works council /offer: The works council must consider:1. The core services provided. A coherent package will include aOccupational health and safety services need to provide balanced approach to primary andguidance in relation to developing an integrated approach to tertiary prevention.health and safety at work. An integrated approach includesthree aspects: - Does the organisation only require- Primary prevention: preventing absenteeism by improving the bare minimum of services?working conditions. - Will we rely on the health and- Secondary prevention: monitoring and supervision for safety services specialist for theemployees on sick leave and providing support to ensure their expertise required, or do we alreadyrapid return to work. have some expertise in our network?- Tertiary prevention: supervision for employees who cannot The decision for the works councilresume their original work. and management comes down to2. The four legally required basic services provided by the health this: should we have the riskand safety services specialist (2.1 to 2.4) inventory: - done by people within the2.1 Support during the hazard identification organisation?and risk assessment. - done partly by people within theThe law states that the company’s working conditions policy organisation and partly bymust be based on a thorough inventory and evaluation of risks specialists?in the workplace. Support from the occupational health and - done by other external experts?safety service - done by the health and safetycan be provided in two ways: services specialist?- The occupational health and safety service carries out the riskinventory. - What is their overall approach to- The occupational health and safety service evaluates the absenteeism policy?quality of the risk inventory. - What does the organisation wantThe advice of the occupational health and safety service must to achieve through its absenteeismbe sent to employer and works council. policy?2.2 Sick leave supervision - Is the emphasis on monitoring orThe contract should specify which tasks relating to the supervision?supervision and monitoring of employees on sick leave will be - Does the policy focus solely on sickdone by the occupational health and safety service. The leave or does it include identifyingoccupational health and safety service must provide a and removing bottlenecks in theminimum level of support in this area. The works council is labour situation?entitled to approve the policy on absenteeism as well as the - How does it ensure coherence?contract with the occupational health and safety serviceconcerning the supervision and monitoring of employees on Considerations for the work councilsick leave. when choosing a contract: - How often should the review beCurrent practice is that the supervision of absentees is one of done?the core activities of the health and safety services specialist, - Which groups and potential healthwhich seek to differentiate themselves through their approach conditions should be included?to sick leave. - How is this decision made, taking2.3 Periodic Occupational Health Examination into account the views of the worksThe employer must also consult the works council on the nature council, management and theand frequency of the Periodic Occupational Health occupational health and safetyExamination. This review, which is not to be confused with the service?former PBGOs, is intended to identify occupational healthrisks. The occupational health and safety service is responsiblefor implementing this review.Version 1 | 25-10-2018 | [email protected]

Personnel & Organisation for the Hospitality Industry | Part 22.4 Surgery hours. Points to consider for the contract:The employer and the works council must discuss the issue of Where will the consultation hours beoccupational health and safety consultation hours. The held?occupational health and safety service needs to provide these - When will they be held (during/consultation hours. outside working hours)? - How often will they be held?3. Additional (optional) services: - Who will be available for- training and information consultation?- organisational advice, contra expertise - Which other services should the- environmental and quality management systems organisation use?- specific risk inventories - Would including these in the- pre-employment medical examinations contract benefit the works council or- SMT meeting other parties?- workplace review - Use the health and safety services- and so on specialist or another party? Also see the results of other4. Services for the works council. checklists, especially those mentioned in step 3. See the result for the checklist ‘Services of the occupational health and safety service for the works council’ in step 3.See following pages for the other questions.Version 1 | 25-10-2018 | [email protected]

Personnel & Organisation for the Hospitality Industry | Part 28. Which criteria can a hospitality entrepreneur apply when selecting an occupational health and safety service?Criteria Importance How does the of the occupationalApproach/style of the occupational health and safety criterion: health andservice: high, safety service- clear reporting average, low? score on this- includes safety / health / well-being, not just medical aspects criterion?- results-oriented- able to work independently- focuses on primary prevention- overall vision of preventive occupational health and safety policy- also seeks to promote development policy- single point of contact- comprehensible use of language- pleasant style, not arrogant-................Relationship with works council:- consultation and communication with the works council includedin package- attaches importance to reporting to the works council- has ideas about how to handle the works council-................Performance:- accessible- knowledge of the sector- knowledge of working conditions in practice- knowledge of solutions (including technical ororganisational)-................References / performance:- response to our example XX- positive evaluation by another works council- reports own results- able to meet output requirements-..............General impression9. What is reintegration? The longer an employee is absent from work, the harder it is for him/her to return to work. In order to prevent the employee from staying at home for longer than necessary, it is important that the employee is properly supervised during the period of sick leave (reintegration). Every hospitality entrepreneur is legally required to do this. This means that every employer must have a contract with a registered company doctor who may or may not be affiliated to a certified occupational health and safety service. The contract should cover, inter alia, the following matters: • supervision in cases of absenteeism • Preventive Medical Examination, improved Periodic Occupational Health Examination • pre-employment medical examination • access to the working conditions consultation hoursVersion 1 | 25-10-2018 | [email protected]

Personnel & Organisation for the Hospitality Industry | Part 2 10. Name the two parts of the Action Plan through reintegration. The Action Plan includes the following points which must be completed: • agreements (with deadlines) • identity of the case manager • evaluation of previous agreements • changes to previous agreements, with reasons • date and time of next meeting • agreements between employer and employee • action to be taken by the employee • action to be taken by the employer • agreements between the employee and company doctor • goals • short-term and long-term goals and how these will be achieved • solutions • possible adaptations in the workplace • possible adaptations in the type of work • possible adaptations in working times • possible change of employee’s position within the company • agreements on resumption of work in a different position: - within the current organisation - within a different organisation Ultimately, the Action Plan consists of: • the UWV form • adaptations (where applicable)Version 1 | 25-10-2018 | [email protected]