Second-Track Reintegration
Reintegration agency in Leeuwarden
When it is clear that an employee will not resume their own work, it is important to look at other work in good time. Care4Careers guides the second track from Leeuwarden, in a labour market with a manageable number of large employers, and works with a case file shaped around the Gatekeeper Improvement Act.
Trusted by organisations that invest in their people
The second track explained
Suitable work with another employer, backed by a carefully maintained file
When a return to the employee's own role is not possible and the organisation has no suitable position of its own, the search moves outside. That programme is called the second track: establishing what is feasible, rebuilding capacity and searching purposefully among other employers. The individual phases are set out at the second track programme.
Besides the statutory obligation, the size of this market plays a part. The number of large employers is limited, which means a targeted approach and an early start make more difference than sending out a high volume of applications.
Our office
Second-track reintegration in Leeuwarden and nearby
Our Leeuwarden location sits on Polluxweg, on the business estate at the west side. Healthcare, government and financial services keep this city running, with the hospital, the province and several insurers as the largest names. Anyone losing their job here faces one question that rarely comes up elsewhere: do you stay in Friesland or not. Which way that goes decides the size of the market we search in.
About Leeuwarden
Good to know about Leeuwarden
A small market where everyone knows everyone
The number of large employers is limited and the lines between them are short. Pleasant if you have a good name, awkward if you want to look around quietly; the latter needs a different approach.
Frisian on the floor, Dutch on paper
If language plays a role in a particular job or organisation, we include that in your search profile. The starting point remains the knowledge, experience and communication skills required for the role.
Groningen and Zwolle an hour away
Looking beyond the province here quickly means commuting or moving. That makes staying a heavier choice than in the Randstad, where the next city is round the corner.
Polluxweg, at the west side
The site has plenty of parking, and from the station it is a few minutes by car. Doing it all remotely works too, from introduction to aftercare.
What the programme looks like
From intake to aftercare, step by step
The guidance follows the steps below, which jointly make up the second track programme. The content is shaped by the employee, the reporting by the Gatekeeper Improvement Act.
Intake meeting and situation overview
The first step serves to bring the situation fully into view. The coach and the employee discuss what the company doctor has established, which roles were held previously and what wishes exist for the coming years. The action plan that follows is drawn up in a form the UWV can follow.
Capacity analysis & occupational health assessment
Next it is established which work remains realistic. The FML and the additional medical information form the basis for that, and the coach converts the outcome into goals with a timeline. Each month the employer, the company doctor and the UWV receive an account of what has been done.
Career scan & personal coaching
In the career scan the employee themselves takes centre stage. Through tests, assignments and conversations it becomes visible where their strength lies and what motivates them. It is also the moment to determine how visible the search may be, because in a province with short lines that is a genuine consideration.
Labour market exploration & job matching
We then set the profile against what is available. Healthcare, government and financial services are the largest employers here, while the shortages sit in healthcare, IT and engineering. In this phase we also determine whether Groningen and Zwolle belong to the search area, and what that means for travel time and capacity.
Active job search & network approach
Employers are approached deliberately and, where preferred, without the employee's name being mentioned straight away. The CV and interview preparation are sharpened per organisation, and each week the coach and employee discuss which contacts were made and what they produced.
Aftercare and sustainable placement
After the move, the guidance continues for two more months. The coach remains available for questions that only arise on the shop floor, and in the same period the file is completed and the reintegration report is submitted to the UWV.
How we work
Four subjects the file needs to substantiate
At an assessment, the UWV looks at what has been recorded. In practice these four subjects determine how well a file is substantiated.
Has it been established what the employee can still do?
An occupational expert's judgement is not the same as a line manager's estimate. The occupational health assessment sets the limits within which suitable work is sought and substantiates the choices that follow.
Has the internal route been fully followed?
At the hospital, the provincial authority or an insurer there are more roles than come into view within a single department. Record which were examined and for what reason they turned out not to be suitable.
Where can the employee rebuild?
A period in a work experience placement demonstrates in practice what proves sustainable. Those weeks count as demonstrable effort and give the employee something to hold on to as well.
What happens if the assessment is negative?
If the UWV judges that too little was done, wage payment continues for up to a further 52 weeks. What that extension costs is worked out at the cost of a wage sanction.
What we are steering towards
Work has been found that matches the employee's capacity and can be sustained, while the file shows that the efforts were substantiated and made in good time.
A manageable labour market
Why Frisian employers work with us
Healthcare, government and financial services are the largest employers here, while the shortages sit mainly in healthcare, IT and engineering. In a market of this size, long-term absence calls for a targeted approach.
Discretion in a market with short lines
Organisations in this province know one another. We approach employers without naming the employee for as long as that is desirable, and we record in advance which contacts are left out of it.
The choice to search inside or outside the province
Groningen and Zwolle are around an hour away. Whether that is realistic depends on the employee's capacity and personal circumstances. We make that consideration explicit rather than letting it run in the background.
Language is given a place in the search profile
Where Frisian plays a part within a role or organisation, we take that into account. The starting point remains which knowledge, experience and skills matter for the role in question.
A monthly overview of progress
The employer, the company doctor and the UWV receive a monthly account of what has been done and what it produced. This keeps the file current at the moment it is needed.
Questions from Friesland
What Frisian employers put to us
When should the second track begin?
Usually the answer is that it could have started already. The law names the first-year evaluation, but the company doctor may establish earlier that the employee's own work will not return, and from that opinion onwards every month counts. The duration of a second track programme shows how the time is distributed across the phases.
How is the programme fee determined?
The scope of the programme determines the rate. A short placement effort sits differently from a programme that includes assessment, coaching and a practical period. We propose the composition together with the associated costs, so that you know in advance where you stand.
Our employee insists on staying in Friesland. Does that reduce the chance of placement?
It narrows the search area, though not necessarily to your disadvantage. There are fewer vacancies and at the same time fewer candidates per vacancy. We record that choice and its consequences, so that no discussion arises about it afterwards.
How do we prevent the programme becoming common knowledge internally?
By agreeing in advance who is informed and who is not. Employers can be approached without the employee's name being mentioned, and we establish beforehand which contacts stay out of view.
Where do I find Care4Careers in Leeuwarden?
Polluxweg 20, 8938 AZ Leeuwarden, on the business park west of the city. Tell us which part of the day works and we will have a coach standing by.
How far does this service area reach?
Drachten, Heerenveen, Sneek, Dokkum, Harlingen and Franeker are included. Looking further, Groningen and Zwolle are about an hour away.
Do these answers leave something open? A conversation is quickly arranged and commits you to nothing.
Your permanent contact
Reintegration coaches in Leeuwarden
The employee keeps the same coach from intake through to completion. You have one contact who tracks progress and takes care of the reporting, so that nothing falls between the cracks along the way.
Care4Careers location Leeuwarden
What are you running into?
In the form, please state how long the employee has been absent and what opinion the company doctor has given. We will then get in touch with you. There is room to park in front of our building on the Polluxweg.
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