What we do

1st Track

Is your employee stuck due to psychological, social or social problems? Do you expect your employee to be absent for a long period of time as a result? Absenteeism initially has major consequences for your employee's personal and work life. But for you this means high absenteeism costs and obligations under the Gatekeeper Improvement Act. Many wage sanctions result from incorrect handling of track 1 and track 2.
  • Plan of approach
      Identify the causes of absenteeism with your employee. Draw up a time-contingent plan aimed at a quick return to work. Coach your employee in dealing with the current problem. Advise and refer to possible solutions/interventions. Together with you and your employee, determine whether adjustments are possible, so that your employee can quickly resume his or her own work. Supports overall communication with the employee's social environment, with his colleagues and you as the absenteeism manager.

2e Spoor-online

To meet a growing demand, WerkmanMobiliteit has recently started offering '2nd track online'. These are 2nd rail routes that take place completely online and fit within the framework of the Gatekeeper Improvement Act. The only condition is that your employee can use the internet and has the option to make video calls (including Skype/Facetime/Zoom/Hangout/etc.). We can offer employees who do not have these skills a short training so that they can do it online. process can be easily completed. And if desired, we also supply the necessary hardware. Of course, 2nd track routes in this form are more effective and efficient than a regular 2nd track route. In principle, the intake will be live, the rest of the process can be completely online. All steps in the process are supported online by the consultants. Our client tracking system is fully equipped for this. Both client and client have direct access to the system so that they can follow the process 24/7 and work in it whenever they want. an app has been developed that has made communication even easier and more efficient. the following components are usually standard in the 2nd Track online: intake (live) solution-oriented thinking qualities in visual professions and labor market orientation appropriate CV vacancies social media networks the job interview After these modules the job hunter will be deployed, who, together with the customer, looks for suitable vacancies.
  • Plan of approach

    Presents a feasible time plan to help your sick employee return to work as soon as possible.

2e Spoor

Are there no longer any opportunities for your absent employee to work within their own position in your organization? Does your employee still have options to work for another employer or in another position? Then your employee is obliged to rely on a 2nd track route.
  • Plan of approach
      Presents a feasible time plan to help your sick employee return to work as soon as possible. Provides professional advice on the steps to be taken arising from the Gatekeeper Improvement Act. Knows how to structure your 2nd track trajectory according to fixed modules, each with a fixed period of time, so you only pay for what you ask of us.Always use a professional career test to gain insight into the possibilities of your sick employee on the labor market.Provide one-on-one support to your employee in all application activities.Coach and trains your employee in the entire process. Has a very extensive, national network of potential new employers for finding suitable vacancies. Has a Gatekeeper-proof approach to the entire 2nd track process, so that wage sanctions can be avoided.

2nd Track-online- for Polish-language

To meet a growing demand, WerkmanMobiliteit recently offered the '2nd track online for Polish speakers'. These are 2nd rail routes that take place completely online and fit within the framework of the Gatekeeper Improvement Act with a Polish-speaking reintegration expert as an interpreter during the process. The only condition is that your employee can use the internet and has the option to make video calls (including Skype/Facetime/Zoom/Hangout/etc.). We can offer employees who do not have these skills a short training so that they can do it online. route can be easily completed. And if desired, we also supply the necessary hardware. Of course, 2nd track routes in this form are more effective and efficient than a regular 2nd track route.

In principle, the process is completely online with support from an experienced native-speaking Polish reintegration specialist.

All steps in the process are supported online by the consultants.

Our client tracking system is fully equipped for this. Both client and client have direct access to the system so that they can follow the process 24/7 and work in it whenever they want. An app has also been developed, making communication even easier and more efficient.

the following components are usually standard in the 2e Spoor-online:

 

    intake (live) solution-oriented thinking qualities in visual professions and labor market orientation appropriate CV vacancies social media networks the job interview

 

After these modules, the candidate will be supported in finding a suitable workplace.

  • Plan of approach

    Presents a feasible time plan to help your sick employee return to work as soon as possible.

3e Spoor

Has your sick employee ended up in the WIA after two years as a 'gatekeeper'? You will then be responsible for this employee for another ten years. You will notice this in a significant increase in your differentiated WGA premium. This increase is calculated over the total wage costs of all your employees and is therefore significant amounts. Whether or not you are a WGA own risk bearer, your claim costs will be passed on to you by UWV or your insurer. With 3rd track guidance you actively monitor how your sick former employee is doing and you keep a grip on the reintegration and the significant amounts of absenteeism involved.
  • Plan of approach
      Checks the capacity of your WGA former employee. Assess the file for possible damage burden. In consultation with the company doctor and/or an occupational expert, maps out the options that can still be used for your WGA former employee. Actively guides your WGA former employee to appropriate work or the minimum use of his residual earning capacity. Supports in filing an appeal against the WIA decision and requesting a reassessment in the context of limiting the burden of damages.

Feasibility study

The feasibility study is used to investigate whether its use is feasible and realistic prior to a 2nd track reintegration process. This examination is usually requested on the basis of information from the company doctor about the employee's ability to cope and/or when occupational research shows that there are few opportunities on the labor market.
  • Plan of approach

    The research consists of a combination of:

Labor expert research

Does your sick employee's absence last almost one year? Or has the company doctor previously concluded that a sustainable return to your own workplace is not possible in the short term? The company doctor will then recommend an occupational examination.
  • Plan of approach
      Investigates whether your employee is able to perform his own work. Investigates whether the work can be adapted so that your employee can still perform his own work. Investigates whether there are other functions within your company that the employee could perform. Investigates what the options of your employee are outside your organization (2nd track). Advises you on the reintegration steps to be taken arising from the Gatekeeper Improvement Act.

Internal job coaching UWV

What is an internal job coach of the UWV? This is a subsidy scheme for employers. With this subsidy you can arrange a job coach for your employee. You or your employee are free to choose who will be the job coach. Together with the job coach, you draw up a personal training or induction program and make agreements for guidance in the workplace. The job coach is the link between employer and employee. At the end of a successful program, the employee can perform his work independently. The job coach remains available if a problem arises or if there are any uncertainties. Applying for a subsidy Would you like to apply for a subsidy for an internal job coach from the UWV? Then you and your employee must meet a number of conditions. Are you applying for a subsidy for an internal job coach for the first time? Then your employee must: • have an employment contract of at least 6 months; • earn at least 35% of the minimum wage. Are you extending your employee's employment contract and does he need longer guidance from an internal job coach? Then you can receive a subsidy for as long as the employment contract lasts, with a maximum of 3 years in total. If your employee still needs guidance after these 3 years, this is only possible with a well-substantiated request. Would you like to apply for a subsidy for an internal job coach? Then you can ask WerkmansMobiliteit to arrange this for you.
  • Plan of approach
      Brings your employee's personal goals into line with your organizational goals. Improves the work performance of your employee. Increases the employee's self-knowledge and self-confidence. Reduces the chance of failure. As a coach, brings out the best in your employee and supports them during life events.

(Job)coaching

Is your employee in danger of getting stuck in his position? Would you like to help your employee regain his balance between work and private life? Or do you expect your employee to take a different approach to work problems or perhaps growth in his development? Coaching is used to improve the performance and well-being of your employee and benefits the cooperation between the employee and your organization.

  • Plan of approach
      Brings your employee's personal goals into line with your organizational goals. Improves the work performance of your employee. Increases the employee's self-knowledge and self-confidence. Reduces the chance of failure. As a coach, brings out the best in your employee and supports them during life events.

Outplacement

Are you thinking about outplacement with your employee? Is there a reorganization looming that threatens to make your employee redundant? Or is there another reason why you want to say goodbye to your employee properly? Outplacement is good employment practice and can be used to keep your organization and/or your employee moving.
  • Plan of approach
      Helps your employee to cope with the loss of work. Builds your employee's confidence and focus on opportunities and possibilities. Identifies personal qualities and wishes for a new career. Supports your employee in his job search and application .Use our own extensive network of employers, job hunters and proven tools.

Career exploration

Is your employee not getting the most out of themselves? Does your employee demonstrate a need to further develop himself? Or does your employee appear to be decreasing in effectiveness? If your employee seems to find little inspiration in his current tasks, a career assessment can help realize new ambitions.
  • Plan of approach
      Maps your employee's competencies and points of attention in the field of work. Translates the personality traits of your employee into work characteristics. Investigates personal effectiveness, coping and motivation factors. Translates the insights obtained into real career advice and suitable positions for your employee. Gives your employee direction and makes it easier for him to make choices.

Work psychological research

Is your employee in danger of dropping out due to psychological problems? Or would you like insight into suitable options for returning to work for your ill or incapacitated employee who has withdrawn due to psychological complaints? Are you wondering whether a 2nd track trajectory is feasible because of the psychological problems identified in your sick employee?
  • Plan of approach
      Conducts expert (occupational) psychological research. Collects information about the performance of your employee. Increases insight into your employee's employment options. Provides realistic and workable advice for a quick return to work and better performance of your employee.

Secondment

WerkmansMobiliteit offers secondment through WMM flex & Zeker, the employer services of the Werkmansgroep. Are you looking for an employee (initially) through a secondment agreement? WMM Flex & Zeker will inform you about potential candidates for your vacant position within five working days of your assignment. The candidates will be introduced to you within two weeks. Are you satisfied? Employment after secondment is possible. Are you ultimately looking for an employee with a different profile? Then WMM Flex & Zeker will be happy to mediate with you in finding a new candidate. WMM Flex & Zeker, in collaboration with the Werkmansgroep, has an extensive pool of potential employees with diverse backgrounds and experiences in the labor market. A suitable candidate for your job profile is usually found quickly. Because financial benefits, such as facilities, are passed on in favor of the hirer, WMM Flex & Zeker can offer secondment at a reduced rate. WerkmansMobiliteit often already has extensive experience with a candidate, which means that a suitable match for your job profile can quickly be made. You can therefore trust that the candidate suits your organization and position. A win-win situation After placement, both the employee and the immediate working environment are guided by WerkmansMobiliteit in making and keeping the return to work sustainable. If it turns out in practice that you are looking for a different match, we will provide a new candidate in consultation with you. Are you satisfied? You can then hire the employee at the end of the secondment period.

Prevention

As an employer, you want to get the most out of your employees. Research has shown that you can increase the well-being and therefore the output of your staff. You also have an influence on reducing the risks of absenteeism due to illness. But what do you need for that?
  • Vitality scan

    Our prevention specialists use proven methods and indicate what you as an employer can do to increase your output and reduce risks.

Career scan

The market is changing, your company is changing and you also adjust the way you approach your business operations accordingly. Due to influences such as automation within your company, functions may look different. Do your employees change with you? Do you identify a possible contradiction in a timely manner? By identifying this in time, you can prevent employee absenteeism. The career scan is carried out by an industrial psychologist and shows to what extent the competencies, motivations and capabilities of your employees still fit with current and predicted future business operations. You also have the option to extend the process with two coaching sessions in which the employee also draws up an action plan. Goals from the action plan can be, for example: adapting activities, developing a certain skill or looking for new career opportunities.

Trainings

WerkmansMobiliteit offers training to support the development and well-being of your staff and your business operations. Our training courses contain scientifically substantiated information and the emphasis is on the transfer or training, or the translation into practice. Trainings are offered in-company, unless otherwise desired. We tailor our training to your specific objectives. We offer the following training courses:

Communication

Effective communication is crucial for the quality of your service and the productivity of your staff. Yet you notice that communication, between your employees or with the customer, is not always optimal. WerkmansMobiliteit offers communication training tailored to your specific objectives. For example, increasing the service orientation to your customers or improving communication within/between departments. In the training we pay a lot of attention to becoming aware of other people's signals and applying different communication styles.

Personal effectiveness

Personal effectiveness is about increasing self-management and thus steering towards desired effects with regard to personal goals. Self-insight and self-reflection are the starting point. WerkmansMobiliteit offers training in the field of personal effectiveness, tailored to the specific question. For example, do you want to increase the entrepreneurship and self-confidence of your staff? Then a personal effectiveness course is the right intervention.

Assertiveness

Some people have more difficulty sensing and setting boundaries than others. On the one hand, the reason for this can often be found in beliefs and values originating from the person's background. On the other hand, it may also be due to a lack of skills to indicate boundaries in an appropriate manner. Depending on the specific question, WerkmansMobiliteit offers training and coaching in the field of assertiveness, both in groups and individually.

Effective Teams

In order for a team to get the most out of it, it is crucial that everyone is aware of both their own qualities and pitfalls and those of their colleagues in the team. Each team member has their own role, strengths and values. If you are not fully aware of this, it can lead to collisions. In addition, it is important for team members to develop skills to be able to communicate clearly and effectively with each other. Finally, each group has its unique dynamics. Here too, it is very important for a team member to recognize which phase of group formation the team is in and to be able to act accordingly. The Effective Teams training covers the necessary skills and knowledge, after which these are also trained in a practical sense. In this way, it benefits the productivity and job satisfaction of your employees.

Time for Vitality!

In the context of vitality and sustainable employability, WerkmansMobiliteit offers a workshop in which monitoring one's own vitality is central. Research has shown that older employees are inclined to (continue to) invest less in new knowledge and personal development, colleagues and new networks. This does not benefit productivity, the quality of the work and the "fun". The challenge is therefore: conservation of energy, self-management and proactive behavior. The workshop can be used as an intervention for middle-aged employees, but also in the context of prevention.

Training Work and Mental Problems

The introduction of the Participation Act calls on municipalities and the business community when it comes to knowledge of psychological problems. Not everyone has prepared for this yet. That is why WerkmansMobiliteit offers a training that increases your knowledge and skills in this area. At the end of this training you will be able to better recognize and understand psychological complaints, so that you can deal with them appropriately. Depending on your specific question, WerkmansMobiliteit provides training that matches this.
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