City of Leuven
In 2022, Cathelijne van der Veer joined the City of Leuven and the Leuven Public Centre for Social Welfare (OCMW) as a reintegration coach. Together with her colleagues, she provides support to employees on long-term sick leave during their time off, when they want to return to work and afterwards. “IDEWE is a key partner in implementing our reintegration policy,” says Cathelijne.
Cathelijne supports employees in a range of ways, and always looks to find what’s best for that particular person. Anyone can contact Cathelijne for an initial exploratory consultation. Employees can ask for support themselves, or request it through their manager or IDEWE’s occupational doctor. “The sooner a reintegration process is launched, the greater the chance that you’ll find the right solution.”
Confidentiality is key, but it’s equally important to keep the organisation’s interests in mind.
Confidential coaching conversation
According to Cathelijne, trust forms the basis for good reintegration. Everything employees share with her during a coaching conversation is confidential.
“The key to a successful reintegration process is to always keep the interests of both the organisation and the employees in mind, and to reconcile the two. I try to bring ill employees and the department closer together.”
Our occupational doctor knows all our employees. If we end up in a jam, she’ll support us straight away.
Successful collaboration and support
Cathelijne appreciates the successful collaboration with Dr. Allaer, IDEWE’s coordinating prevention advisor – occupational health doctor for the City of Leuven and Public Centre for Social Welfare. “When we end up in a jam and don’t know what to do, the value of the collaboration is clear to see. Dr. Allaer knows all our staff, and makes sure that her fellow doctors get the information they need.”
Cathelijne and her colleagues are in touch with Dr. Allaer on a weekly basis. “A social-medical team meets every three months. We use this consultation to discuss the situations of certain employees together with the doctor. This allows us to support them with specific proposals.”
When the City of Leuven or Public Centre for Social Welfare know an employee will be absent for four weeks, the employee will receive a standard letter containing the contact details for IDEWE, the contact details for the relevant person in the HR department for any practical questions, and the option of asking Cathelijne for support. “People can make an appointment themselves. But it can also happen that a manager asks us to contact an employee a week after someone has fallen ill. They may then get in touch with you quite quickly, but it all depends on the individual’s personal situation. We tailor our approach to make sure it is optimal for everyone.”
Almost no-one refuses a voluntary consultation. Simply because we don’t put any pressure on them.
Focus on dialogue
The City of Leuven and the Public Centre for Social Welfare primarily use informal reintegration processes. Unlike a formal process, an informal process starts with dialogue on a voluntary basis – and not with a mandatory investigation at IDEWE. Such dialogue, based on genuine interest, creates an open atmosphere.
“We can see that it has a positive effect on us. We ask people to have a conversation. If they don’t respond straight away, that’s their right. It is an offer of support. However, we don’t let anyone go and continue to stay in touch to keep the link between the employee and the organisation alive. But I can’t force anyone to have a conversation who doesn’t want one. I believe this is due to the informal nature of the reintegration process. We see that a combination of genuine interest, concern and tailored efforts towards a return to work is the best combination for a successful reintegration.”
One step forward
A step-by-step process has been developed since 2019. “We’re satisfied with what we’ve achieved. You feel that employees share with each other what they get out of such a journey. More and more managers are also finding their way to the team of reintegration coaches. That’s why we are developing a process in which we train managers to be able to take on their crucial role in a reintegration process. We support them in dealing with their employees on (long-term) sick leave in a caring and effective manner. The more complex cases are handled by the reintegration coaches themselves.”
“Our cooperation with IDEWE is also moving this way. It’s not only us, but other mangers too, who are increasingly engaging in dialogue with IDEWE. That’s a great step for the future.”
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