Health and wellbeing

Health and wellbeing is an important part of life at RMIT. This section provides you with all the tools, support and information needed to improve the wellbeing of our RMIT community.

This section is informed by the Health and Wellbeing Global System Element.

Health promotion

Fatigue management (Coming soon)

Health surveillance (Coming soon)

  • Staff health checks
  • Health promotions
  • Noise monitoring

Stress management (Coming soon)

Fitness for work (Coming soon)

Alcohol and other drugs (Coming soon)

Vaccinations

RMIT is pleased to offer all staff access to the RMIT funded Flu Vaccination program.

RMIT offer this program to help support staff health and wellbeing and to reduce the impact of an influenza outbreak both at home and in the workplace. Flu vaccinations are voluntary and will be offered on the City, Bundoora and Brunswick campuses during April and May at no cost to staff.

For more information visit the Staff flu vaccination program page or contact HR Assist.

Pre-employment medicals (Coming soon)

Health promotion and wellbeing

Injury management

RMIT is committed to providing a safe work environment and preventing injuries. If an incident does occur that results in an injury, the Health, Safety and Wellbeing team strive to limit the impact on the individual involved and on the University. This means assisting the injured staff member back to a full and productive life as quickly as possible by implementing a workplace managed process that includes the staff member, the employer and the injury management team. Effective management of injuries provides physical and psychological benefits to staff.

The RMIT injury management team (IMT) is part of the Health, Safety & Wellbeing team in Human Resources. The IMT can assist staff members with any work and non-work related health issue that is impacting on their ability to perform their role.

Work Cover: Worker’s Compensation Scheme

The Worker’s Compensation Scheme is designed to provide support and compensation to workers after a work related injury or illness..

The introduction of this scheme has placed certain obligations on Victorian businesses to help injured workers remain at work or ensure their early return to work.

RMIT and injured worker Return to Work obligations: Work Cover

RMIT's RTW obligations

Injured worker's RTW obligations

  • Provide the injured worker suitable employment for the obligation period (to the extent it is reasonable to do so) and provide suitable employment
  • Make reasonable efforts to return to work with their employer, or if necessary, another employer
  • Plan for the injured worker’s return to work
  • Make reasonable efforts to actively participate and cooperate in planning for return to work
  • Assess and propose options for suitable employment for injured workers
  • Actively use an occupational rehabilitation service, if provided, and cooperate with the provider of that service
  • Provide injured workers with clear, accurate and current details of their return to work arrangements
  • Actively participate and cooperate in assessments of their capacity for work, rehabilitation progress or future employment prospects
  • Monitor the injured worker’s progress
  • Actively participate and cooperate in an interview for the purpose of enhancing their return to work opportunities, if requested to do so
  • Consult directly with the injured worker, their doctor or healthcare provider and occupational rehabilitation provider, if one is involved, about the worker’s return to work

  • Nominate a Return to Work Co-ordinator

  • Make specific information about return to work available to all workers

Rehabilitation providers

RMIT has preferred external occupational rehabilitation providers to assist in the occupational rehabilitation of any injured or ill worker for both work related and non work related injuries/illnesses.

Not all cases will require assistance from an external provider and referrals will be made through the Health, Safety and Wellbeing team, Human Resources.

Work Cover Return to work dispute resolution process

If at any time a return to work issue arises, this must be addressed as a matter of priority. A return to work issue is an issue relating to an injured worker’s return to work. A return to work issue must be reported to the return to work coordinator in writing. This issue can be submitted by the injured worker, treating health provider, worker’s representative, employer, manager, supervisor or occupational rehabilitation provider. Subsequently a meeting will be arranged with the relevant parties to resolve the issue.

For further information please contact injury management team via HR Assist

Phone: + 61 3 9925 0600 Email: hr.assist@rmit.edu.au

What to do if you are injured

If you are injured you should report the injury to your manager and seek medical advice. An incident report form may also be completed via RMIT’s Incident Management portal P.R.I.M.E.v

For information on Worker’s Compensation and return to work please contact HR Assist for referral to the Health Safety & Wellbeing team.

HR Assist Phone: + 61 3 9925 0600 Email: hr.assist@rmit.edu.au

Information on the Victorian Accident Compensation (WorkCover) system is available on the WorkSafe website.

For additional information, please see the following RMIT processes:

The benefits of return to work

There are many benefits to be gained by both the manager and staff member when occupational rehabilitation is actively supported in the workplace. Early return to work can

  • minimise the seriousness of the injury
  • reduce lost time and any loss of salary
  • reduce the loss of self-esteem, social contacts, work fitness skills
  • decrease both the upfront and hidden costs of:
    • injuries
    • WorkCover premium
    • replacement of staff
    • staff training
    • reduced productivity
    • staff turnover.

Occupational Rehabilitation

The aim of rehabilitation is to firstly maintain an injured/ill staff member at work. This of course is not always possible and the following outcomes could be expected of a staff member returning to work after a period of absence:

  • return to pre-injury duties
  • return to modified pre-injury duties
  • return to temporary alternative duties

Not every injured/ill staff member will require rehabilitation to return to work. Many staff members will be able to return to work after a short period of recuperation, but for some, rehabilitation assistance will be essential for a successful return to work.

Early intervention

Early intervention programs have proven to be effective in fostering a happy and health workplace. The University has an Early Intervention program that is a workplace based intervention to support and assist staff to improve their health and wellbeing. Staff exhibiting signs of not coping at work could be supported through this program.

Managers are asked to:

  • recognise early warning signs
  • recognise a change in work patterns
  • recognise any reduction in performance.

Staff should react to the first signs of ill health (mental or physical), report the situation to their manager and seek medical advice. Early intervention can often prevent the onset of a more serious injury and help the staff member to avoid the financial, health and emotional impacts on themselves and their family.