Second-Track Reintegration
Reintegration office in Haarlem
Is a return to the employee's own role off the table? We then take over the second track from Haarlem: searching, guiding and documenting, with a file built around what the UWV expects at assessment.
Trusted by organisations that invest in their people
What the second track is
Searching for other work once a return to the original role is ruled out
When the employee is not returning to their own work and no suitable position exists internally, the second track comes into effect. First it becomes clear what is still possible, then capacity grows, and only then do we approach employers. Each stage is set out at the second track programme.
Alongside the statutory obligation, something else applies here. In this region long service and physical work often go together, and the question is then not only what remains possible but also how many working years are left to bridge.
Our office
Second-track reintegration in Haarlem and nearby
Our Haarlem location sits on the Diakenhuisweg in Haarlem-Noord, with parking at the door and the Waarderpolder round the corner. What sets this city apart is not where people work but where they live: a large slice of the working population takes the train each morning to Amsterdam, Schiphol or the IJmond. Which means the question of what comes next usually turns out to be tangled up with the question of which stage of life you are in.
Absence plays out differently the older an employee is. With a colleague of thirty it is mostly about recovery and return; with someone of fifty-eight it quickly also involves the WIA, the pension and whether working through to the state pension is still realistic. Once the original role proves out of reach, we guide from Haarlem towards suitable work elsewhere and keep the file in order for the UWV.
About Haarlem
Good to know about Haarlem
Fifteen minutes from Amsterdam, and it counts
Sloterdijk is a quarter of an hour away, Schiphol roughly twenty minutes. Comfortable while it lasts. With small children at home, or with retirement in sight, that same journey suddenly weighs heavily.
The Waarderpolder is where the city works
Manufacturers, wholesalers, printers and IT firms sit together on one estate. It is where people from Haarlem find work without commuting, and where a change at one employer is noticed by its neighbours within weeks.
Healthcare, province and council as major employers
Spaarne Gasthuis, the provincial government of Noord-Holland and the municipality employ thousands between them. Careers there run long, which makes moving on after twenty years unusually complicated.
Diakenhuisweg, park at the door
Unlike the old centre, you can simply park here. From Haarlem station it is a short bus ride or cycle. Coming by? Say so beforehand and the right coach will be waiting.
Physical work has a shelf life
In the Waarderpolder and the IJmond many people work shifts or with their hands. Around fifty the body starts joining the conversation, and adapting then beats pushing through.
Past sixty the rules change
The UWV applies a simplified assessment to employees approaching the state pension age. That alters the process considerably; see the simplified WIA assessment.
What the programme looks like
From intake to aftercare, step by step
Below are the stages that jointly make up the second track programme. What is fixed is the order; the content depends on the employee and the recording on the Gatekeeper Improvement Act.
Intake meeting and situation overview
The opening conversation maps out where the employee stands. The medical opinion, the work history and the wishes are covered, and with long service we pay particular attention to what has been built up over the years without ever being written down. An action plan follows that fits within the formal frameworks.
Capacity analysis & occupational health assessment
In physical work it comes down to lifting, to standing and to the number of hours, and each of those has its own limit. What remains within them is shown by the functional capacity list and the medical papers. That becomes the objective in the reintegration plan; all parties are informed monthly.
Career scan & personal coaching
The career scan brings to the surface what the employee can do. For someone who did the same job for thirty years, this is usually the first time their skills are set down on paper. Tests, assignments and conversations together produce a profile they can present to an unfamiliar employer.
Labour market exploration & job matching
We then lay the profile alongside the market. The Waarderpolder brings manufacturers, wholesalers and IT firms together, and the hospital, the province and the municipality are recruiting as well. If the step is too large in one go, a practical period is inserted first.
Active job search & network approach
From this point the employee approaches companies themselves, with or without a vacancy. The CV is set to the direction, the profile updated and conversations run through beforehand. What happened that week and what it produced, coach and employee discuss together.
Aftercare and sustainable placement
The closing two months are aftercare. That is when it becomes clear whether the hours and the workload hold up in practice, and whether the WIA application has been prepared carefully. The coach remains reachable, keeps the reporting current and delivers the reintegration report in the form the UWV requires.
What we do first
Four steps, and what each one has to produce
The second track is the same process for everyone. What is reasonable within that process does depend on age and on the number of working years still ahead.
Establish capacity rather than estimate it
How many hours and what kind of work is achievable? An occupational health assessment answers both questions, and that judgement sets the limits within which the search takes place.
Look internally before searching outside
At the hospital, the provincial authority or the municipality, an adapted role is available more often than at a small firm. Follow that possibility through and record what was examined and why it did not fit.
Building up in a genuine working environment
Building hours works better on a shop floor than at home. A practical period in a work experience placement makes clear what holds, and those weeks count in the file.
Preparing the WIA application
The application comes into view around week 88. What has to be ready by then, and how the UWV weighs the efforts, determines how much has to happen in the preceding months; what a sanction costs is at the cost of a wage sanction.
What the programme aims at
The employee has work that can be sustained, and the file shows that action was taken in good time rather than repaired afterwards.
Healthcare, government and manufacturing
Why employers in Zuid-Kennemerland work with us
This region has a great deal of long service and a great deal of physical work. That combination makes a second track more delicate than average, certainly once the employee is past fifty.
The conversation about what is still possible, without closing the door
With an employee over fifty that conversation runs differently than with someone of thirty. We base it on what has actually been established, not on assumptions about age.
The Waarderpolder is around the corner
Manufacturers, wholesalers, printers and IT firms sit together on one estate here. For someone who has to let go of physical work, supporting roles in the same surroundings are often closer than a move to another sector.
Amsterdam counts, provided the journey is feasible
Sloterdijk is a quarter of an hour away and Schiphol around twenty minutes. Whether that journey suits the employee's capacity is settled beforehand, because after long-term absence the travel is a load in itself.
Clarity before the time runs out
If placement elsewhere runs aground, you hear it from us well before the deadline passes. That leaves room to arrange what comes next.
Questions from Zuid-Kennemerland
What employers here put to us
When should we start?
Week 52 marks the outer limit, and you can move sooner once the company doctor regards the employee's own work as out of reach. Bear in mind that the WIA application arrives around week 88, so the months in between determine what can still happen. How long that takes can be read at the duration of a second track programme.
What are the costs of a second-track programme?
The amount depends on the duration and on what is needed. Placement support alone stays limited; adding assessment, coaching or a practical period increases it. You see the build-up before anything is set in motion.
Our employee can still work twenty hours. What is possible then?
The search area then narrows, but it does not empty. Part-time roles exist, particularly in healthcare, logistics and at the municipality. More important than the number of hours is usually how those hours may be spread, and that belongs in the occupational health assessment.
What if the employee does not cooperate?
We then record what was offered and discuss it with the case manager. Cooperation is a statutory obligation, but in practice something else often lies underneath, such as the fear that lower pay will shape the rest of a career. We have that conversation first.
Where is Care4Careers in Haarlem?
Diakenhuisweg 39, 2033 AP Haarlem, in Haarlem-Noord. There is parking beside the building and buses run from the station. Drop us a line before you set off, so the coach handling your kind of question is the one sitting opposite you.
Do you also cover the IJmond and the Haarlemmermeer?
Yes. Heemstede, Bloemendaal, Zandvoort, Velsen, IJmuiden, Beverwijk and Hoofddorp all belong to the same area, and Amsterdam-West effectively does too. If travelling gets in the way, we switch to video calls.
Our employee is sixty-one. Do we still have to run a full track 2 programme?
Yes, the obligation does not lapse with age. What changes is what counts as reasonable: two years of retraining sits differently than it would for someone of forty. Record that consideration and support it, and it will hold up at the Gatekeeper assessment. An occupational expert assessment supplies that support.
Is your question missing here? Call or email; a first conversation costs nothing.
Your regular guide
Reintegration coaches in Haarlem
The employee keeps the same coach from intake to aftercare, and you have one point of contact. With long service that matters, because working out what has been built up over all those years is not finished in a single conversation.
Reintegration near Haarlem
Second-track reintegration throughout Noord-Holland
Towards the coast and the IJmond we handle the second track in the same way.
From Haarlem we likewise provide outplacement in Haarlem and career coaching in Haarlem. Where else we operate can be read at our locations.
Care4Careers location Haarlem
What can we take a look at?
State in the form how long the absence has run; we respond after that. You are welcome at the Diakenhuisweg by appointment, with parking right outside.
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