English for

Occupational Hygienists

&

Labour Consultants

Symptoms from Physical/Environmental Factors

You experience vibrations while sitting down, is that right?

while using equipment,
while driving the forklift,
while driving the equipment,

You are in very cold/hot environments often, is that right?

Do you experience fluctuations in room temperature a lot?
What do you experience when you move from one environment into the other?
How are you dealing with the vibrations
differences in temperature
low temperatures
high temperatures
draft
irritants
fluids
Do you protect your hands in any way?
Do you usually wear PPE
gloves
ear protection
a breathing mask
protective gear
protective clothing
warm clothing
clothing with sufficient ventilation

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Giving Labour Advice

I think it might be good if we - kept certain employees (e's) away from

physically strenuous activities
- considered the amount of strenuous activity e's
can cope with
- tried to reduce the number of hours e's exert
themselves per [day/week]
- determined which bodily movements e's are
comfortable making
- determined which bodily movements are
presently harmful to e's
(static) - discussed how e's could get more exercise
- got e's to vary standing and sitting more
- kept e's from remaining in the same position so
much
- made e's more comfortable at work
(functioning) - found a way to structure e's work better
- better structured e's varied responsibilities
- encouraged a smaller set of tasks for each e
- helped e's get more of an overview at work
- regulated the extent to which e's were
interrupted
- helped e's with their work planning
(interpersonal) - gave e's some coaching on interpersonal work
relations
- limited e's interaction with certain
clients/customers/patients for the time being
- considered e's difficulties commuting
- considered e's difficulties with public transport
(environmental) - improved e's PPE
- equipped e's with some PPE
- set e's up with newer PPE
- set e's up with some protective gloves
- set e's up with some surgical glovess
- limited e's exposure to dust particles
- limited e's exposure to certain irritants
- limited e's exposure to fumes/gases
- got e's some more ergonomically sound chairs
- set e's up with standing desks
- encouraged e's to walk more
- got e's specially fitted computer mouses

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 - got e's some ergonomically sound equipment
- got e's accommodative seeing aids
- got e's higher/lower/adjustable desks
- set e's up with standing aids
- set e's up with some lifting aids
(hours) We should lower the e's number of working hours
per [day/week/month] for the time being.
It might be good if e's didn’t work nights for a while.
Perhaps e's should start later in the day.
Perhaps e's should work shorter days.
Perhaps e's should stick to the day shift for a while.

In Case of One Absent Employee

Certain things will have to be communicated with the Dutch national employment
office.
The employment office is called UWV (you – double you – vee) has forms for the
employer to fill out in Dutch.
I would advise you hire a reintegration specialist to take care of certain official
matters.
Because the absenteeism is presently at [#] weeks, we
- have prepared a detailed analysis of the problem.
- have set forth a structured approach to the
problem.
- have prepared and are officially promulgating a
reintegrative approach to the problem.
- have prepared a year-one evaluation.
- presently need to determine [NAME]’s level of
incapacity.
- need to determine [NAME]’s continued pay grade
because of certain chronic problems and
associated incapacity.
[NAME] will need to be registered with the employment office as taking sick leave.
We will conduct an evaluation at [#] weeks into the absenteeism.
We are preparing a return-to-work dossier.
[NAME] may be eligible for disability benefits under Dutch law, or WIA (double you
– eye – ay).
I’m sorry, but I can’t answer that.
I’m not at liberty to divulge that.
I’m sorry, but that doesn’t fall under my purview.
You must understand that I am bound by patient confidentiality.

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Useful Terminology
acceptatie - acceptance
accepteren - to come to terms with, to (learn to) accept
adequaat - adequate(ly)
advies - advice, piece of advice
arbeidsomstandighedenwet – law on working conditions, labourUK law (laborUS ...)
arbeidsongeschikt - incapacitated for work, not able to work, (temporarily)
incapable of working normally
~-heid - incapacity, disability, illness
~-heidscriterium - disability criterion, disability criteria
arbodienst - occupational health and safety service
bedrijfsarts - “Occupational Health Physician (OHP)”, doctor, specialist,
medical professional, occupational physician,
occupational specialist, company doctor
begeleiding - guidance
begrip - understanding, insight
~ tonen to show understanding
beheersbaarheid - controllability, one’s ability to exert control
beïnvloedbaar - suggestible
beïnvloedbaarheid - suggestibility
benadering - approach
beoordeling - assessment
beroepsmatig - occupational
~ gezondheidsrisico occupational health hazard, occupational hazard
beroepsziekte - occupational illness
bewust - purposeful(ly)
bijdragen - to contribute (to)
blokkade - hurdle, problem, roadblock
concreet - specific, concrete, well-defined, clear
consult - appointment, session, consultation
crisisfase - crisis phase
diagnose - diagnosis
doel - goal
draaglast - burdens, stressors
draagkracht - one’s ability to cope, coping mechanisms, ability to
withstand stress
eenzijdig - (ongenuanceerd) one-sided
eenzijdig - (opgelegd door een ander) unilateral
etikettering - labeling
positieve ~ - to give something a postive label, positive labeling
evaluatiemoment - evaluation

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gedachtengang - thought stream, stream of thoughts, line of thinking, line
of thought
grip krijgen op - to get a handle on something
herbeoordeling - reassessment, reassessment under art. 57of the disability
benefits act (WIA)
herstel - recovery
inzicht - insight, understanding
inventaris - inventory
inventarisatie - inventory, making an inventory
inventariseren - to make an inventory
kaart, in ~ brengen - to map, to get an overview of
klacht - symptom, chief complaint, presenting symptoms
bijbehorende ~en - associated symptoms, associated complaint
loon - wages
~ doorbetalen - continued wages, wages continuing normally
~ -doorbetalingsplicht - obligation to pay continued wages, wage obligation
~ -stop - wage freeze, pay freeze
~-verlies - wage adjustment, wage loss
metafoor - metaphor
opdracht - assignment
oplossing - solution
organisatorisch - organisational
overspannen - overworked, burned out, overcome by stress
overspanning - being overworked, feeling overcome by stress, burnout
perspectief - perspective
~ geven - to give a perspective, to grant a new perspective
piekeren - to worry, to worry excessively, to be fixated on something
plan van aanpak - approach, plan
prikkel - input, signal
lichamelijke ~ - physical input, physical signal
praatadvies - advice on who to talk to, advising who to confide in
probleem- en - problems and solutions phase
oplossingsfase
probleemanalyse - description of problems, disability description, problem
analysis
probleemstelling - problem
realiseren - (toepassen, uitvoeren) to put something into practice
realiseren - (zich bewust worden) to realizeUS, to realiseUK
reïntegratiedossier - return-to-work dossier, recovery dossier
reïntegratieverslag - recovery report, return-to-work update, overview of the
reintegrative progress
ritme - flow, work flow, one’s day-to-day life

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rust - rest, relaxation, recovery time
schema - timetable, schedule
schillen, drie ~ - three levels of healthcare
spreekuur - appointment, session, consultation
structuur - order, regularity, structure
symptoom - symptom
toepassing - application
toestandsbeeld - collected signs and symptoms, overview of signs and
symptoms
tussenstap - intermediate step
vastlopen - (in een gedachtenstroom) to get stuck, to think in circles
verhelderen - to clarify
verheldering - clarification
verlof - leave, leave of absence
~ nemen - to take a leave of absence, to use one’s off days
veroorzaken - to cause
verplichting - obligation
verstandig - prudent, smart, wise
verzuim - absenteeism
langdurig ~ - continued absenteeism
~-spreekuur - consultation to remedy absenteeism
voorlichten - to inform, to give information
wegnemen - remove, help to overcome
werkplek (bedrijf) - workplace, place of work
werkplek (bureau) - workspace
weegschaal - scales
Wet Verbetering - vertaling van overheid: “Eligibility for Permanent
Poortwachter Incapacity Benefit (Restrictions) Act”, eligibility act,
reintegrative law
WIA - “Work and Income (Capacity for Work)
Act”, disability benefits act
WIA-uitkering - disability benefits
ziekmelden - to start one’s sick leave
ziekmelding - registering as being on sick leave

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Reference:
Reintegrative Law (“Wet Poortwachter”) in the Netherlands: What it Means For You

If one of your employees falls ill, you will need to take several steps. If your
employee stays ill for a longer period of time, you are obligated to work together
with them on their reintegration.

Reporting Illness
If you employ people in the Netherlands and one of them calls in sick, you will need
to notify a company doctor or an occupational health and safety service
(“Arbodienst”). If your employee is entitled to disability benefits, you are obligated
to report their illness to the Employee Insurance Agency (“Uitvoeringsinstituut
Werknemersverzekeringen”, UWV). You should do this no more than four working
days after they call in sick. If your employee stays ill for longer than 42 weeks, you
will have to notify UWV.

If your employee stays ill for a longer period of time, you will have to ensure they
return to work as quickly as possible. This could be the same work they originally
did, or another suitable position within your organisation. It might also be a position
with a different employer.

Return-to-Work Action Plan

You will have to take certain steps within a certain time frame to make sure your
employee returns to work as quickly as is reasonably possible.
1 - You have to maintain a reintegration dossier. This is a record of all agreements
made with your employee, and all steps taken. The dossier includes a return-to-work
action plan, reintegration reports from a company doctor, and all correspondence
you have had with the company doctor and the occupational health and safety
service.
2 - You are to conduct progress meetings with your employee every six weeks, and
you are to draw up a report for each meeting.
3 - You are to ask a company doctor (either a medical physician or a psychologist, to
be determined on a case-by-case basis and according to relevant symptoms) to
assess what your employee is still competent to do in terms of employment. The
doctor fills in the UWV's problem analysis (“Probleemanalyse”).
4 - You are responsible for writing a plan of action if your employee’s absenteeism
continues into its eighth week. You will draw up this action plan together with your
employee. You may request a standard template for this plan of action from UWV.
5 - You are expected to adjust your employee’s tasks, working hours and
workstation if this is at all possible and if your employee’s reintegration would
benefit from any such steps.

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If your employee’s reintegration programme comes to a halt, or if your reintegration
company are no longer able to assist you, you can request an expert assessment
from the Employee Insurance Agency (UWV). You will need this expert assessment
should you request a district court to order the dismissal of your employee on the
grounds of uncooperative behaviour or excessive (unfounded) absenteeism.

Employee Obligations
Your employee is obligated to cooperate actively with his or her own work
reintegration. This means they have to:
• Discuss their health situation with the company doctor
• Discuss their progress with you every 6 weeks
• Work with you to draw up a reintegration plan
• Accept suitable work if and when it should become available

Continued Payment of Salary

You are to pay any employee who is on a permanent or fixed-term contract no less
than 70% of their last earned wages and holiday allowance. The duration of your
obligation to pay cannot exceed 104 weeks.

Permanent Disability
If despite all reintegration efforts your employee is still incapable of returning to
work for 35% or more, they are to apply for the Work and Income (Capacity for
Work) Act (“Wet werk en inkomen naar arbeidsvermogen”, WIA) after 2 years.

This text was adapted from rijksoverheid.nl for educational purposes and ought not
to be reproduced outside of an educational setting.

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Reference: Explaining the Disability Eligibility Act (Wet Verbetering Poortwachter)

Introduction
In the Netherlands, there are laws and regulations regarding sick leave, intended to
both support employees with medical issues as well as to reduce long-term
absenteeism rates. The most important law is the “Wet Verbetering Poortwachter”
which from now on will be referred to with the abbreviation “WVP”.

Among other things, the WVP stipulates that employers are obligated to support
their employees that are forced to take sick leave. This obligation has a duration of
up to two years, starting from the first sick day, although some exceptions exist. The
WVP outlines the responsibilities of employers and employees during this period of
time.

The responsibilities listed below apply during the entire two-year period.
Other duties are more time-specific and will be explained elsewhere.

The employer is responsible for:

· Supporting the employee during their reintegration process back in to work,
in accordance with the recommendations given by occupational healthcare
professionals
· Arranging an appointment with an occupational health physician within 6
weeks of the first sick day (unless there is a valid reason to postpone, for example
when the employee is in hospital)
· Appointing a case manager who evaluates proceedings with the employee at
least every 6 weeks, and updates the action plan accordingly (see below)
· Maintaining records of the reintegration process (events, arrangements made
and actions taken)

o An important part of this is the “Plan van Aanpak” (action plan) which details the
current re-integration plan as agreed upon by both parties.

§ The Plan van Aanpak should be drawn up within 8 weeks of the first sick day.
It usually contains (among other things) agreements on work (what tasks, how many
hours, etc.), the end goal of reintegration, and when and how to evaluate together.

§ It should be drawn up at 8 weeks regardless of whether there are possibilities to

resume work; even if that is not yet an option, other relevant elements need to be
logged.

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The employee is responsible for:
· Facilitating their recovery; e.g. attending appointments with appropriate
healthcare professionals and following their advice, taking medication as
prescribed, etc.
· Following the company rules regarding absenteeism
· Being available when the employer or the occupational health service is trying
to get in touch
· Following the advice of the occupational health physician
· Notifying the employer of upcoming possibilities for work
· Accepting alternative tasks provided by the employer.

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