Forget return-to-work, the third step in Lesmana’s claims crack-down was the introduction of a stay-at-work scheme.
“We introduced our stay-at-work program to accommodate [injured] employees where we can,” says Lesmana.
As most of the injuries suffered at Sunrise Poultry are simply soft tissue, they typically go away within a day or two so, if possible, employees are given a “modified duty list” and kept on-site.
Lesmana coordinates with production managers to find suitable and safe tasks for employees who may have a minor injury but wish to remain at work.
“Employees have to sign off if they decline,” says Lesmana. That way, they know if the alternative arrangement offered by Sunrise Poultry is deemed reasonable, they won’t be paid.
In light of the accomplishment, Lesmana attributes the success to her team – “You can only achieve those kinds of results with a team effort,” she says. “It’s not a one man show.”
“At the end of the day the key role of HR is to keep that positive relationship with everybody. Keep that positive energy and you almost can achieve anything because you’ve got people on your side, you’ve got trust and you’ve got a relationship that builds.”
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