Question Detail Return to work interviews The question was posted by Sallyanne Reed on 08/02/2010 13:22:13   I am preparing training sessions for Supervisors who have to carry out return to work interviews following sickness/absence. Policy and procedure are in place, this is about conducting the interview. I think I have covered all the fundamentals, but would appreciate it if any one has any recommendations for materials to use that would make this a more memorable session. I have not been able to find anything useful that is designed specifically to support learning for return to work interviews.    Sallyanne Reed has requested the following response type(s): General advice and information: Recommendations of other people's products and service. (Those responding will not be able to promote their own services): Information from Trainers' Library members about their products and services that will help me: responses date author Thank you for your responses, I think the WARM acronym is great and supports the material I was planning on using,very helpful......Sallyanne 11/02/2010 Sallyanne Reed I think the WARM format from Eleanor is excellent.Just a point we have done is to ensure the RTW form is signed by both the employee and the manager as this ensures the process has taken place. We have also insisted that this needs to be done formally in a private place(previosly i found RTW forms pinned on the notice board for completion) 09/02/2010 Anita Bower I did some training on this years ago when I was in HR, and I had a video from Fenmans on managing absence which was quite useful. The one thing I have consistently used from that since then for RTW interviews is the WARM acronym: Welcome: welcome them back to work and enquire after their health Absence: address the reasons for the absence and and make sure they are well enough to be there, discuss any potential re-occurence, etc. Responsibility: reiterate that they are personally responsible for their own health and attendance levels, check what they are doing to prevent re-occurence Move on: update them on any relevant events at work and discuss upcoming workload, finish on a positive note You could build a session around this, with maybe a role play or case study... hope that helps. Eleanor. 09/02/2010 Eleanor Maimane