RETURN TO WORK POLICY:

PROPERLY BALANCING
BUSSINESS AND EMPLOYEE’S HEALTH

PRESENTED BY:
DANIEL KURNIANTO
SENIOR MANAGER HUMAN RESOURCE MANAGEMENT SKK MIGAS

15th INDONESIA OCCUPATIONAL MEDICINE UPDATE

IMPROVING PRODUCTIVITY TO RECOVER TOGETHER
 BUSINESS AND HEALTH FOCUSED

HEALTH FOCUSED
BUSINESS FOCUSED ▪ Responsible to ensure all
▪Main focuses of company are employees are at their best
achieving target and condition and suitable to do
generating revenue their job
▪Injured or ill employees are ▪ Aim to minimize illness-
often considered as loss of related incidents in the
productivity workplace

EMPLOYEES
Critical resource for every business
 WORK RELATED ACCIDENT IN INDONESIA

234.270
2021
221.740
2020

182.835 ▪ Work-related accident tend to

2019 increase for the last 5 years
▪ 65% of work related accident
173.415
happened in the workplace
2018
and is caused by failure to
123.040 comply with safety procedure
2017 ▪ 25% is caused by traffic
accident during commuting
to/from the workplace
▪ 10% is caused by other causes

Data source: BPJS Ketenagakerjaan

 SKK MIGAS POLICY OF ILLNESS

SICK LEAVE COMPENSATION ILLNESS-RELATED TERMINATION

▪ Sick employee must report Employee who is not able to work If after 12 months, the employee is
to his/her immediate because of illness as stated in still in treatment or recovery and
supervisor and is allowed to medical certificate is entitled for still not able to work because of an
take leave up to 12 months of salary illness or after 18 months of being
▪ Sick leave of more than consecutively. disabled as a result of work
1 day must be submitted accident, SKK Migas may declare
along with medical the employee as unable to work
certificate. and may proceed to termination.
 EMPLOYEE HEALTH STATUS

All SKK Migas employees are required to attend annual medical check up

FIT FIT WITH NOTE FIT WITH RESTRICTION UNFIT

Employee is in prime TEMPORARY UNFIT
Employee is able to work Employee is allowed to Employee is not able to Employee is not able to
condition to work and has minimum to little work with certain work permanently due
work for certain period of
risk of health issues but restriction imposed (such time due to an illness to an illness
required to monitor as limited business
his/her health regularly traveling, limited working
hour, limited locations,
limited activities)
 IMPACT OF AN ILLNESS IN THE WORKPLACE

Decrease in employee morale:

anxiety, depression, mental health issues

Loss of production
Potential increase in compensation cost
(replacement and existing)
Additional training of employees
(replacement and existing)
 WHAT IS RETURN TO WORK POLICY?

A return to work The program should

program is a
workplace’s written
plan that focuses on
finding meaningful
and suitable work for
employees coming
back to the workplace
from injury or illness.
include prevention,
arrangement to
accommodate medical
needs, and support for
recovery. The goal of the
program is to have
employees return to their
pre-injury or pre-illness
job, where appropriate,
and in a timely manner.
 SKK MIGAS RETURN TO WORK PRINCIPLES

Medically Balanced Gradual Sustainable

Accommodative
Flexible Finding/creating a Carefully crafted Aim to ease
scheduling for meaningful work milestones and employee’s
medical that is suitable for transitional work transition from
appointments, employee but still that is suitable for illness to work to
adjusted working meet company’s the employee’s the best of his/her
hours, more need and physical abilities, ability in a long
frequent break requirement knowledge, and run
skills
 RELATED PARTIES

EMPLOYEE MEDICAL BOARD

Employee is the Medical board (or team) is
main focus in responsible in determining
return to work employee ability to return
program to work and monitor their
progress during the period

HR SUPERVISOR
HR facilitates Supervisor offers support
adjustments as to employee’s RECOVERY
advised by medical by creating a safe space
board and supervisor and assign tasks according
to employee ability
 ELEMENTS OF RETURN TO WORK POLICY

SUPPORT AND REVIEW

Support for recovery will include hours of work and a planned
progression of work hours, work location, and activities.
Employee and the program should be regularly reviewed and
evaluated by all parties involved.

PREVENTION AND
AWARENESS
Controlling and raising awareness of risks related to
illness/injury is the most effective and meaningful way to SUPPORT AND REVIEW
reduce workplace injuries, illnesses, and associated costs

COMMUNICATION
Open co mmunication between all involved in PREVENTION AND
the return to work process will allow for a AWARENESS
smooth return to the workplace after injury or
illness COMMUNICATION
ROLES AND RESPONSIBILITIES
Set clear roles and responsibilities for all
parties involved (employee, supervisor,
medical board, HR ROLES AND RESPONSIBILITIES
 BENEFIT OF RETURN TO WORK PROGRAM

CONTINUING EMPLOYEE’S CONTRIBUTION TO

THE WORKPLACE
RTW program enable employee to continue contribute to the
workplace and maintaining productivity

MAINTAINING SAFE AND SUPPORTING WORKPLACE

RTW program ensure safety and health are practiced in the workplace
for ill/injured employees to focus on rehabilitation and return to work
to the best of their ability
COMPLIANCE TO REGULATIONS
RTW program enables company to accommodate ill/injured
employees to be treated fairly and consistently in compliance to
regulations
REDUCE INCIDENTS RISKS
RTW program focuses on making effort to gradually return to their
post-injury position as safe as possible. Or if that is not possible, a
position that is comparable in nature and earnings.
 DEALING WITH REFUSAL

REASON OF REFUSAL HOW TO DEAL WITH IT

EMPLOYEE ADDRESS THE ISSUES

Refuse to return to work due to trauma
or fear of being rejected or losing jobs
SUPERVISOR
Refuse to provide flexibility due to
lack of empathy/understanding or
due to pressure to achieve targets
COWORKERS
Refuse to provide support as a
result of a feeling of unfairness or
involuntary additional workload
Identify the reason of refusal and address
them properly by openly discuss possible
solutions
CLEAR COMMUNICATIONS
Ensure everyone has the same
understanding of the program and what
is needed from them
CLEAR PROGRAM
Come up with structured and timely
program to help everyone adjust to the
situation
 CONCLUSION AND LESSONS LEARNED
Return to work policy or program is an evolving program tailored to meet company and employee’s needs
and to ensure safety and health are promoted in the workplace

Promote safety and

health focused behavior Build strong business case
Main goal of return to work Build strong business case supported
policy is to promote safety and with data, risks assessment and cost
health focused behavior while impact to encourage management
maintaining productivity and supervisors get on board with the
program

Craft a proper and clear Communicate and

policy/program, collaborate
Collaborate with management, HR, Ensure everyone gets on the
medical board, supervisors to same page and gets the same
properly tailor the program to meet message to be able to support
company’s and employee’s need the program and ensure health
and safety are treated as priority
THANK YOU
dkurnianto@skkmigas.go.id