Second-Track Reintegration
Reintegration office in Emmen
When an employee's own work proves permanently too demanding, suitable work with another employer comes into view. Care4Careers guides the second track from Emmen, in an area where travel distance is a genuine factor, and records every step in the way the UWV applies at assessment.
Trusted by organisations that invest in their people
What the second track turns on
Looking for work outside your own organisation, within a distance that can be sustained
Where returning to the employee's own role is no longer achievable and the organisation has no suitable alternative position, the second track comes into play. It is determined which work remains within reach, the employee builds on that, and then turns towards employers outside their own company. How the stages follow one another is explained at the second track programme.
For the employer, a practical fact counts alongside the statutory obligation. In this part of Drenthe, employers lie further apart than in the Randstad, which means the question of what is feasible in daily travel time has to be answered early.
Our office
Second-track reintegration in Emmen and nearby
After leaving an employer, it can be useful to look beyond your previous role or sector. With outplacement in Emmen, we identify your experience and skills and explore which directions could fit them.
Absence in Zuidoost-Drenthe often comes out of work done on your feet: irregular hours in care, lifting in a warehouse, standing in a greenhouse or a plant. Once the original role is no longer possible, the question here bites harder than elsewhere: where does suitable work actually sit, given the distances? We find it, and keep the file usable for the UWV.
About Emmen
Good to know about Emmen
Five sectors hiring at the same time
Healthcare, education, engineering, trade and manufacturing all have posts open here. A move between two of those succeeds more often than it would in a loose market, because employers are readier to train someone who brings the groundwork with them.
Plastics and engineering around the Emmtec site
On and around the industrial estate sits a concentration of plastics processing, maintenance and supply firms. Demonstrable experience on the floor counts there for more than a certificate, which lowers the threshold for anyone coming from a neighbouring trade.
Distance decides the search area here
Coevorden is twenty minutes away, Hoogeveen half an hour and Assen three quarters of an hour. How far you are willing to drive says more about your chances in this area than your CV does, and we work that through at the start of the programme.
Eigenhaardweg, at the edge of Emmen
There is parking in front of the building and from the centre you are here in minutes. Living in Klazienaveen, Coevorden or Hoogeveen and rather not travelling, then the whole programme runs by video.
Inside the gate there is often more than expected
An industrial estate like Emmtec holds roles in work preparation, quality and planning that nobody on the shop floor knows exist. We map those first.
Travel time counts towards what is suitable
Work an hour away is rarely suitable for someone limited in hours. That argument belongs in the file with evidence, otherwise the UWV reads it as reluctance.
Building up goes faster on a shop floor
Waiting at home until someone has recovered costs weeks that do not come back. At a work experience placement with an employer nearby, it becomes clear within a month whether the roster and the physical load are sustainable. That is usable information, both for the file and for the employee.
What the programme looks like
From intake to aftercare, step by step
The route towards suitable work with another employer runs along the steps below, together the second track programme. Each step is matched to the employee and recorded in line with the Gatekeeper Improvement Act.
Intake meeting and situation overview
The opening conversation serves to bring the situation fully into view before any choices are made. The coach and the employee discuss the company doctor's opinion, the work history and the wishes, and in this region the question of a realistic travelling distance arrives on the table straight away. From that follows an action plan tested against the formal requirements.
Capacity analysis & occupational health assessment
In physical work it turns on lifting, on standing and on how long a shift lasts. The functional capacity list and the other medical documents make clear what remains of that. The coach converts it into goals with a deadline and handles the monthly progress report.
Career scan & personal coaching
The career scan brings out what the employee has to offer. For someone who learned their trade in practice, this is often the first time knowledge and skills are written down concretely. That produces a profile they can take to an employer who does not know them.
Labour market exploration & job matching
The profile is then held against what this region actually offers. Healthcare, education, engineering, retail and manufacturing are all recruiting here, and Coevorden and Hoogeveen fall within reach. Where the step to other work is too large in one go, a work experience placement comes first.
Active job search & network approach
The employee now approaches companies, including where no vacancy is posted. CV and profile are tuned to that and conversations run through beforehand. Meppen and Lingen are around half an hour away and belong to the area if the employee is open to it. Each week what was sent gets talked through.
Aftercare and sustainable placement
After the first working day the guidance continues for two more months, because only then does it become clear whether the work is sustainable in practice. In those weeks the coach remains available, supplies the reports and writes the final reintegration report in the format the UWV prescribes.
The order we follow
Four steps, with accessibility as an added consideration
The second track follows the same process everywhere. In this region one question is added, namely what can genuinely be found within a reasonable travelling distance.
Establishing what remains possible
Hours, physical demands and type of work should be established rather than estimated. Request an occupational health assessment for that; the outcome sets the limits within which the search continues.
Testing whether external work is realistic
Before the search begins, we map out whether placement within a feasible travelling distance stands a chance. That consideration belongs at the start rather than halfway through the programme.
Building up at an employer nearby
In physical work, condition returns on a shop floor rather than at home. A period in a work experience placement shows what proves practically sustainable and counts as effort.
Recording everything with dates
The UWV assesses what was done and when it happened. Agreements and results therefore belong in the file on the day itself, with the date and the outcome attached.
What the programme leads to
Work has been found within the distance that proved feasible, and the file sets out on what grounds that limit was drawn.
Healthcare, education, engineering and industry
Why employers in south-east Drenthe work with us
Physical work and long distances make the second track more demanding in this region than average. Healthcare and education are the largest employers here, with engineering, plastics, transport and industry around them.
Travel time counts from the first conversation
What is self-evident elsewhere calls for a deliberate choice here. Together with the employee we determine which travelling distance is sustainable day after day and which employers fall within it.
Five sectors are recruiting here at the same time
Healthcare, education, engineering, retail and manufacturing all have vacancies. A move between two of those sectors therefore comes into consideration more often than in a looser labour market.
A wage sanction can cost a third year of salary
On top of the usual 104 weeks, the UWV can impose up to 52 weeks of continued payment. The financial side of that is set out at the cost of a wage sanction.
Clarity when the region offers too little
If suitable work within a feasible travelling distance is not available, we say so in good time and discuss which other directions exist, rather than letting the programme run on.
Questions from south-east Drenthe
What employers here ask about the second track
When should we start?
Week 52 forms the outer limit, but the actual signal to start comes from the company doctor as soon as a return to the employee's own work appears to be off the table. Beginning from that opinion leaves room to explore several directions. How the duration is built up is described at the duration of a second track programme.
How much does second-track reintegration cost?
What the programme covers determines the amount. Placement support towards other work alone stays limited; adding an occupational health assessment, coaching and a work experience placement raises it. You see the composition and the associated costs before anything is set in motion.
Our employee's contract ends shortly. What then?
The contract ends, but your responsibility does not stop at the same moment. Up to the end date you carry it in full, and after that the employee leaves employment while still unwell, with the consequences that brings. Start well before the contract ends, because the options are narrower afterwards.
What is expected of us as the employer?
Starting on time, searching broadly and demonstrably, and recording every step. What that covers in detail is listed at the employer's obligations. We take over the execution and make sure the substantiation grows along with the programme.
Where can I find Care4Careers in Emmen?
You will find us at Eigenhaardweg, 7811 LR in Emmen. Visits are by appointment; say what it concerns when you book and we will put the coach who fits on it.
How far beyond Emmen do you go?
Yes. From Emmen we guide people across south-east Drenthe, including Klazienaveen, Coevorden and Hoogeveen, at one of our locations or entirely by video.
Do we have to search outside the region as well?
Reasonably reachable is the measure, and that ties to the capacity. For someone managing four hours a day, ninety minutes of travel is not reasonable. Record that consideration with the evidence attached and it will stand. An occupational expert assessment puts that reasoning on paper.
What if nothing suitable turns up anywhere in the region?
The programme still holds up. The UWV assesses the effort rather than the outcome, so what counts is whether the search was demonstrably broad and serious. In an area with fewer employers that documentation is half the work: which companies were approached, what came of it, and why it fell through.
What does it cost us if we start too late?
On top of the 104 weeks you pay in any case, the UWV can impose up to 52 weeks of additional salary payment. What such a third year adds up to is calculated at the cost of a wage sanction. Almost every sanction we come across concerns delay in the first year of illness, not a programme that fell short on substance.
Any further questions about the second track? Let us know and we will arrange a conversation without obligation.
Your point of contact in Emmen
Reintegration coaches in Emmen
The employee keeps one coach and the case manager needs only one number. The guidance and the reporting therefore stay in step.
Reintegration near Emmen
Second-track reintegration throughout Drenthe
We also take on the second track for employers in Coevorden, Klazienaveen and Borger-Odoorn.
From south-east Drenthe we also handle outplacement in Emmen and career coaching in Emmen. The other towns appear at our locations.
Care4Careers location Emmen
What shall we start with?
Use the form to tell us what is going on and how long the absence has lasted. We will call you afterwards to go through the situation. Visiting us on the Eigenhaardweg is possible by appointment.
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