Injury Management Procedure

1. The purpose of our procedure

Our Injury Management Procedure (procedure) describes Adelaide University’s commitment to staff returning safely and in a timely manner to work from an injury or illness by applying: 

• principles and obligations of a self-insured employer as required by section 13 of the Return to Work Act 2014 (SA) (the Act) 
• delegated powers and discretion set out in section 134 of the Act 
• service standards set out in Schedule 5, Part 2 of the Act. 

This procedure aims to support injured or ill staff during their recovery, involves them in return to work planning, and provides reasonable adjustments or suitable duties in accordance with eligible provisions.  

Please read this procedure in conjunction with our Wellbeing and Safety Policy.

2. Who our procedure applies to

2.1 Inclusions 

Our procedure applies to: 

• all staff employed by us or our controlled entities 
• staff with work-related injuries or illnesses. 

2.2 Exclusions 

Our procedure does not apply to: 

• people not employed by us, such as students 
• staff with personal or non-work-related injuries or illnesses (a separate process applies).  

For further information refer to the [Non-Work-Related Injury Management Process].  

This procedure authorises the Executive Director, People Advisory and Wellbeing to maintain associated protocols. 

3. Our injury management procedure

When a work-related injury or illness occurs, follow the steps below, which also align with the Incident Management Procedure. 

3.1 Seek medical support and notify others 

Staff who experience a work-related injury or illness must seek immediate medical treatment in line with the First Aid in the Workplace Protocol. In a medical emergency, this includes calling 000 if the situation is beyond the University’s capacity to treat. Staff are expected to notify their [manager/ supervisor] as soon as possible, provide medical documentation if required, and log the incident in Unisafe within 48 hours or as soon as possible after that.  

[Managers/supervisors] must assist staff to access medical support, ensure the incident is logged, and escalate the matter if required for further follow-up or if a workers’ compensation claim may be required. 

Other staff who witness an incident are expected to provide assistance if safe to do so, notify a [manager/supervisor], and follow directions under the First Aid in the Workplace Protocol. 

3.2 Consider options to cover injury costs 

Injured or ill staff may choose to use the Early Intervention Service to cover the cost of diagnostic or preventative treatment services for work-related injury. This is available where medical costs are incurred, and in accordance with the [input final resource title, for example, Injury Management Staff Manager Guide]. 

Injured or ill staff may also choose to lodge a workers’ compensation claim. If they do, they will be informed of the process, services and support as soon as reasonably practicable, particularly where there are costs associated with lost time from work or medical expenses. This includes: 

• how to lodge a workers’ compensation claim 
• what supporting documentation is needed to support their claim 
• who staff can contact regarding the overall process 
• their rights and responsibilities and those of Adelaide University in the recovery and return to work process 
• what happens if their claim is not accepted. 

For more information refer to the [input final resource title].   

3.3 Understand the outcome of claims 

Adelaide University uses an external third-party provider to help administer claims. The outcome of the claim is then determined by the Director, Wellbeing and Safety based on delegations granted in the Act and in accordance with our business processes outlined in the [input the resource].   

Staff will be notified of the outcome of their claim, the reason for the decision, and the services and support available to them. All personal information will be managed confidentially, in accordance with the Act. 

3.4 Learn about support and rehabilitation options 

Staff will be supported in their recovery through an early intervention strategy and wellbeing program. This may include a recovery and return to work plan (RTWP), developed in accordance with the Act agreed upon by staff in consultation with relevant stakeholders. The plan may identify suitable duties aligned with the staff member’s medical capacity and a timeline for a safe and timely return to pre-injury work. Alternative employment arrangements may also be considered, if required, in line with the RTWP. 

Staff with an accepted workers’ compensation claim will be supported by a [RTW Coordinator] to assist their recovery and return to work.  

External rehabilitation services may be engaged if needed.   

Refer to the [input final resource title, for example Work-Related Injury Management Process] for further details on support. 

3.5 Disputing claim decisions 

We acknowledge some claim decisions may not meet staff expectations. In keeping with our commitment to deliver high-level services, all dispute claims or decisions made under an accepted claim will be managed under the [Injury Management Handbook] or escalated to the South Australian Employment Tribunal (SAET) for determination under the Act. 

3.6 Ways to improve services for our staff 

Our operational processes, such as the [input relevant resource], will be maintained to monitor, measure and review the effective implementation of the delegated powers and achievement of the self-insured service standards. Where relevant, these processes will also support the implementation of strategies to improve services and outcomes for injured or ill staff. 

Refer to the [insert final resources title] for further details. 

3.7 Managing resources effectively 

We will monitor and maintain the resources required for: 

• effective claims administration 
• support of staff during recovery and RTW 
• early intervention strategies, which may include wellbeing programs. 

Refer to the [input final resource title] for further details. 

4. Who holds a responsibility within this procedure 

4.1 [Executive/Senior Staff] are required to: 

• Provide reasonable adjustments or suitable duties for staff in accordance with either an accepted workers’ compensation claim or another eligible provision (for example, Early Intervention Service).
• Provide alternative arrangements for staff, such as redeployment options, in accordance with medical advice. 

4.2 The Deputy Vice Chancellor - People and Culture is required to: 

• Approve redeployment of staff, where possible, whose medical restrictions mean that suitable duties cannot be provided within their pre-injury work area. 
• Ensure consultation occurs with potential receiving areas, and that agreement is obtained from the injured or ill staff member before redeployment occurs. 

4.3 [Managers/ Supervisors] are required to: 

• Where possible, support staff with reasonable adjustments or suitable duties in their pre-injury work area, in accordance with medical advice, an accepted workers’ compensation claim or another eligible provision (for example, Early Intervention Service). 

4.4 Staff with an accepted workers’ compensation claim are required to: 

• Comply with the requirements of their recovery, RTWP, and other requirements under the Act. For further information refer to the [insert final resource title]. 

4.5 The Director, Wellbeing and Safety is required to: 

• Exercise their delegations under the Act and in accordance with our operational processes. 
• Ensure the contracted external claims administration provider delivers services in accordance with the [insert title such as Injury Management Handbook] and their contractual obligations. 

4.6 An [Injury Management Advisor] is required to: 

• Support staff with an accepted workers’ compensation claim for their recovery and RTWP in accordance with the Act and our operational processes. 

Refer to the [insert final resource title such as the Work-Related Injury Management Process] for further details on responsibilities. 

5. Definitions used in our procedure

Please refer to our Adelaide University glossary for a full list of our definitions.

Injury includes a work-related physical injury, aggravation of a pre-existing condition, acute or chronic illnesses, and any other health condition. This definition also includes psychiatric or psychological disorder. 

Rehabilitation is a process designed to ensure the safe and earliest possible return to pre-injury employment for injured staff.  This may include agreed recovery and return to work plans outlining pre-approved suitable duties, treatment services, timelines, aids or equipment.  

Return to work plan (RTWP) is an agreed plan between injured/ ill staff, their treating doctor and their [Manager/ Supervisor]. This plan outlines suitable duties that can be worked in accordance with their medical restrictions and periodically reviewed to assess their recovery progress.  

Staff is a person employed by Adelaide University or by its controlled entities.  

Unisafe is the online system used by our staff and students to manage information related to wellbeing and safety issues. This includes reporting incidents, injuries and hazards to ensure timely investigations, risk assessments and control measures are applied to keep our community safe.  

6. How our procedure is governed

This procedure is categorised, approved and owned in line with the governance structure of Adelaide University and the offices and officers listed below.

7. Legislation and other documents related to this procedure

Refer to the Delegation Policy for all delegations at Adelaide University.  

8. History of changes

At the time of writing, the organisational structure, positions, committees, or any other unknown item etc. for Adelaide University have not been confirmed. Accordingly, square brackets [ ] are a placeholder for future information in this procedure until confirmed.