This protocol describes the steps to take by employer, employee and Arbo-service in case of absence related to illness.

P-advisor is case-manager. He supports the process and creates the file.

Responsible	Processes	Max. duration
Employee	Employee reports ill or better with the secretary	1st day of illness or being better, before 10.00 'o clock a.m.
Secretary	Secretary reports the employee ill or better with the management and P&O-decentral	Direct
P&O decentral	P&O decentral reports employee via system il/better with P&O central	Before 12.00 'o clock a.m.
P&O central	P&O central reports illness/recovery via EDI-link with Arbo service. (P&O central operates as reporting station for the scheme/terms)	Around 12.00 o'clock
Arbo service	Arbo service contacts the employee around the 5th day of illness (by telephone)	Around the 5th day of illness
Arboservice	Arbo service makes problem analyses and re-integration advice for manager and employee	Week 6 at the latest
Management and employee (evt. SMT)	Management and employee formulate plan of approach (with assistance of P-advisor/case-manager	Week 8 at the latest
P-advisor/case-manager	P-advisor/case-manager informs at Arbo service about the necessity to formulate a plan of approach	Week 4
Management and employee	Discussion progress re-integration with managment and employee. If necessary with the help of the Arbo service and/or P-advisor/case-manager	Week 12, 16, 20, 24, 28, 32, 36, 40, 44 en 48
P&O Central	Salary reduction>	Week 39
Arbo service	Arbo service reports illness to UWV	Week 42
Manager and employee	Evaluation moment at the end of the first year of illness	Week 46/52
Management and P-advisor	Could start procedure to end contract after 2 years of illness	Month 18
Arbo service	An assessment by an employement expert needs to take place.	Month 20 at the latest
Management and employee	Management and employee evaluate plan of approach. Employer makes the re-integration report and sends a copy to the employee for the WIA-application	Month 20
Arbo service	Arbo service sends medical information to employee for the WIA-application	Month 20
Employee and P&O central	WIA-application is sent to UWV by the employee. The employers part is directly send to UWB by P&O central with a copy to employee	Month 21
UWV	UWV assesses the re-integration efforts by examening the re-integrationdeclaration	Month 21/24
UWV	Possible start payment WIA benefit	Month 24

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When the employee does not feel fit to work he/she reports this before 10.00 a.m. at the one who has been appointed for this by the management. The same goes for reporting better.
In most cases this will be a secretary.
The secretary will ask information about the kind of illness (serious/not serious) and the expecting recovery date.

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The secretary reports the employee ill or better at the management and at the P&O department of the faculty or service.

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P&O-decentral imports the illness/recovery in the personell-system (Oracle HRM), daily before 12.00 a.m.

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P&O-central reports illness-and recovery at the Arbo serivce. Daily around 12.00 hours.

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The Arbo service contacts the employee around the 5th day of illness and asks information about the kind of complaints. Arbo service gives feedback to the management.
In addition the Arbo service decides whether it is a matter of illness. Every employee needs to keep to the instructions mentioned in the brochure "If you are not able to work", that is handed out during the first visit to the Arbo service/company doctor, in case of imminent long term absecne through illness.
Not all situations in which an employee reports ill are regarded as illness by the Arbo service. In case of  f.e. an employment conflict illness is not automatically the case, but all parties need to find a solution by means of mutual consulation.

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In week 6 at the latest the Arbo service formulates a problem analysis and a re-integration advice for the benefit of the management and the employee. A copy of  this is sent to the P-advisor.

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In week 8 at the latest the management and the employee formulate, with the assistance of the P-advisor, a plan of approach. The problem analysis and the re-integration advice from the Arbo service are the basis for this plan.

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In week 9 at the latest the P-advisor tests the plan of approach against the legal criteria and gives feedback to the management and the employee. This possibly can lead to an alteration of the plan of approach.
The P-advisor sends a copy of the plan of approach to the Arbo service.

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The plan of approach needs to be evaluated on a regular basis and adjusted when necessary. The SMT can play an advisory and supporting roll in this.

The management discusses, with the employee and with the P-advisor if necessary, the progress of the re-integration. This discussion is repeated every 4 to 6 weeks and documented bij management.

The P-advisor makes a dossier in which all agreements and activities towards recovery and re-integration are mentioned.

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According to article 4 of the ZANU regulation after 9 months of sickness the salary is reduced to 76% of the full salary. The reduction only applies to the part that the ill employee doesn't work.

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In the 42nd week of illness the Arbo service sends an illness report to UWV.

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Between week 42 and 52 there is an evaluation moment. All activities toward re-integration are assessed by employer and employee.

This evaluation is documented via a UWV-form called: ""Evaluatie van het plan van aanpak"".

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After 2 years of illness the employement can be ended.

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The Arbo-service judges about the working capabilities and actual problem analysis. The findings are send to employee, management and P-advisor.

 

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Manager and employee evaluate the plan of approach together.

Employer makes up a re-integration declaration based on the employees dossier. In this declaration all re-integration efforts are mentioned.

Employer hands a copy of the re-integration declaration to employee for the WIA-application.

Arbo-service sends the medical information to employee.

Employee sends the WIA-application plus the re-integration declaration to UWV. Employer sends the employers part to UWV and a copy to employee.

UWV examines wether employer and employee made enough efforts toward re-integration. This examination is based on te re-integration declaration.

Possible start WIA-benefit.