Second-Track Reintegration
Reintegration agency in Helmond
When an employee is not returning to the production floor, work with another employer comes into view. Care4Careers handles the second track from Helmond, looks for work that fits within their capacity and maintains the file in the way the UWV applies at assessment.
Trusted by organisations that invest in their people
What track two involves
Searching for other work outside the organisation, with a file that shows the steps
Where a return to the employee's own position proves unachievable and there is no suitable internal alternative, the second track comes into play. What remains possible is established first, after which the employee builds up capacity and turns towards other employers. You will find the stages laid out at the second track programme.
Besides the statutory obligation, something practical applies here. In engineering the answer often lies not in a different trade but in a different form of the same trade, and working that out takes time. Only an early start leaves that time available.
Our office
Second-track reintegration in Helmond and nearby
Our Helmond location is on Mierloseweg, on the east side of the city. Manufacturing, automotive and technical trades set the picture here, with the Automotive Campus and a dense layer of suppliers around it. Eindhoven at fifteen minutes keeps the search area generous. The question that comes up most often here is not what someone wants to become, but what they absolutely want to keep.
Production work in shifts produces a specific kind of absence. It is not the trade that becomes impossible but the circumstances around it: the nights, the standing, the repetition or the lifting. Making that distinction early keeps a far larger part of the labour market open than writing off the whole role.
About Helmond
Good to know about Helmond
Automotive here is a chain, not a company
Around the campus sits a network of suppliers, technical firms and test companies. When a project falls away at one, another often starts up elsewhere, and that movement is not always visible from outside.
Eindhoven fifteen minutes away
In practice the two cities share one labour market. Drawing your circle across both shows a multiple of the technical roles without the commute growing.
Shift work is no exception here
A large part of production runs in two or three shifts. That sets your income through the allowance and your rhythm at home through the rota, and those two are hard to change independently.
Mierloseweg, on the east side
Park at the door; Helmond station lies a few minutes off. Where travelling is not an option, the programme moves to the screen.
The circumstances fall away, not the craft
Night shifts, lifting and prolonged standing are usually the obstacle while the trade knowledge stays intact. Make sure the occupational health judgement keeps those two apart, because it decides which roles count as suitable.
The chain moves continuously
Around the campus sits a network of suppliers, design offices and testing companies. If a project falls away at one, a new one starts at another, and that movement is not always visible from outside.
Eindhoven simply counts
In practice the two cities share one labour market. For an employee with limited capacity a quarter of an hour's travel is usually workable, and that enlarges the list of roles considerably.
Delay costs more than the programme
On top of the two years of pay you keep carrying, the UWV can add 52 weeks. What that means in money is at the cost of a wage sanction.
What the programme looks like
From intake to aftercare, step by step
Below are the steps that together form the second track programme. The sequence stays the same while the content varies per employee, and everything is documented under the Gatekeeper Improvement Act.
Intake meeting and situation overview
It opens with a long conversation in which coach and employee go through the whole situation: what the company doctor has established, which work the employee did and which direction they consider achievable. With production work, the question of whether it is the physical load or the roster that has fallen away arrives immediately. The action plan that results is checked against the formal requirements.
Capacity analysis & occupational health assessment
Lifting, standing and shift length are separate limits; one may well fall away while two remain. The functional capacity list and the medical documents make that visible. Goals with a deadline follow from it, and employer, company doctor and UWV receive monthly notice.
Career scan & personal coaching
The career scan maps out what the employee has to offer. In engineering a great deal of knowledge sits in the hands rather than on paper, so we pay attention to making that explicit. Out of the tests, assignments and conversations comes a profile that an employer who does not know them can work with.
Labour market exploration & job matching
We then look for the connection with the market. The automotive chain runs through to Eindhoven here, and alongside it installation engineering, logistics and healthcare are calling for people. If the move to other work is too big in one go, a work experience placement comes first.
Active job search & network approach
The employee now goes out to companies directly, whether or not anything is open. CV and profile are set to the new course and conversations rehearsed in advance. Which contacts were made and what they produced comes up every week.
Aftercare and sustainable placement
The final phase covers the two months after the start. That is when it becomes clear whether the role fits in practice and whether the roster works at home. The coach is reachable during that period, handles the reporting and draws up the closing reintegration report as the UWV requires.
How we work
Four questions on which a second track stalls or keeps moving
A second track seldom stalls on the employee's unwillingness. It stalls on four questions whose answers have not been recorded anywhere.
What can this employee still manage?
This should be a judgement and not an assumption by the line manager. Capacity is recorded in the occupational health assessment, and everything that follows rests on it.
Is there genuinely nothing within the organisation?
Alongside the production floor there are roles in work preparation, planning, maintenance and quality. Review those and keep track of which were considered, when that happened and why they were ruled out.
Where does the building up start?
In a real working environment rather than from home. A few weeks in a work experience placement make clear what is sustainable in practice, and those weeks count as demonstrable effort.
What happens if the assessment turns out badly?
Up to 52 weeks of continued wage payment can then be added. What that adds up to is shown at the cost of a wage sanction.
The intended result
The employee is doing work they can sustain, and the file shows when each step was taken and what it produced.
Industry, automotive and engineering
Why employers in the Peel region work with us
Industry, automotive and engineering shape this labour market. Absence regularly lasts a long time in those sectors, and that is when the second track comes up.
Technical roles away from the floor are close at hand
Work preparation, planning, maintenance, quality and training call for the same trade knowledge with a different physical load. For someone who cannot continue in production work, that is often a smaller step than moving to another sector.
The supply chain runs through to Eindhoven
Suppliers, engineering firms and test companies are spread across both cities, fifteen minutes apart. Whether that counts depends on the employee's capacity, and we make that assessment at the start.
Shift work is weighed separately
It regularly turns out that the roster is the obstacle while the work itself remains feasible. Have that distinction recorded in the occupational health assessment, because it decides which roles qualify as suitable.
The file grows along with the programme
What happens is noted on the day itself, including the date and the response it drew. That makes it possible afterwards to trace which steps were taken and what came of them.
Questions from the region
What employers in the Peel region ask us
When does a second-track programme become relevant?
Almost always earlier than expected. Formally the period runs to week 52, but the company doctor's advice is decisive as soon as it shows that the employee's own work will not return. How much time the phases take after that can be read at the duration of a second track programme.
What costs should the employer expect?
The duration and the chosen components determine the amount. Placement support alone stays at the lower end; adding an occupational health assessment, coaching and a work experience placement raises it. Price and composition are set out in writing before an appointment is made, and no supplementary invoice follows.
What if our employee is no longer able to work a shift rota?
The search then turns to day roles with the same trade content, such as work preparation, planning, maintenance or quality. That is not a step out of the trade but a different form of it. Do bear in mind that the shift allowance falls away; we calculate that difference in advance so it does not come as a surprise.
What if the company doctor's opinion does not convince us?
Ask a different company doctor for a second opinion. Acting quickly pays off, because the time it takes comes off your own period. More on this at the role of the company doctor.
Can we register several employees at the same time?
That is possible. Each employee receives their own coach and their own file, because capacity and background differ from person to person. You keep a single point of contact for progress, and we can go through the reporting as one package.
Where is Care4Careers in Helmond?
Mierloseweg 200, 5707 AT Helmond, on the east side of the city. Register your visit in advance and we will assign a coach.
Which municipalities do you serve from this office?
Deurne, Gemert, Someren, Asten, Mierlo, Beek en Donk and Geldrop are included. Eindhoven is fifteen minutes from here and forms part of the area as standard.
Our employee can no longer work night shifts. Is that track 2?
Not yet. Look first at whether there is work in your own organisation outside the nights; if that produces nothing, the second track starts running. Record both steps with a date, because the order weighs in the assessment.
Where does responsibility for the file sit?
The same day, our coach writes down what happened, and each month the case manager receives a report. The formal documents remain yours. There is a separate page on what the closing report must contain.
The shift allowance disappears in other work. Does that count?
Pay plays a part in judging what is suitable, though a lower income on its own is no reason to reject something. We put the difference on paper so the conversation about it rests on figures rather than assumptions.
Is the answer you need not here? Call or email us; a first conversation commits you to nothing.
Who you will speak to
Reintegration coaches in Helmond
The employee works with a single coach; you have one number for progress updates. What happens in the conversations therefore reaches the file in the same form.
Reintegration near Helmond
Second-track reintegration throughout Noord-Brabant
For employers in Deurne, Gemert, Someren and Geldrop the programme runs in the same way.
This location also handles outplacement in Helmond and career coaching in Helmond. For the remaining towns, see our locations.
Care4Careers location Helmond
What can we help you with?
In the form, please add since when the complaints have been playing up and which question is on the table. We will call you back afterwards to go through it. A visit to the Mierloseweg is by appointment.
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