Second-Track Reintegration
Reintegration office in Venlo
When an employee cannot resume their own role, attention turns to work with another employer. Care4Careers guides the second track from Venlo, in a region shaped by trade, processing and transport, and delivers a case file that can be followed at the gatekeeper review.
Trusted by organisations that invest in their people
What track two stands for
Work with another employer, supported by a file that can be followed
If a return to the employee's own role is off the table and the organisation offers no suitable alternative, the second track comes into effect. The employee maps out which work remains feasible, works on building that up, and then searches among employers outside their own company. How those phases follow one another is described at the second track programme.
For the employer this touches on more than the statutory obligation. In a region where staffing levels move with the season, the timing of an approach partly determines the result, and that timing can only be used when the programme is running early enough.
Our office
Second-track reintegration in Venlo and nearby
Our Venlo location stands on Kaldenkerkerweg, between the station and the German border. Trade, processing and transport keep this area running; Greenport and the estates along the A67 supply most of the jobs. What sets Venlo apart is that the national border runs through the middle of the search area, and that almost nobody thinks of it first after a dismissal.
About Venlo
Good to know about Venlo
Germany begins where the city ends
Straelen, Nettetal and Kaldenkirchen are closer than Roermond. Anyone applying there meets different collective agreements, different hours and a letter built along other lines.
Trade and processing, not factories
This region packs, sorts and ships more than it produces. That calls for people who keep the overview when a hundred pallets arrive at once, and that skill travels.
The season sets the pace
In agrifood staffing rises and falls with the harvest. Employers therefore recruit at different moments than elsewhere, which is usable once you know the calendar.
Kaldenkerkerweg, between station and border
Ten minutes on foot from the platform; drivers leave the car in the street. Running the whole thing at a distance is equally possible, intake through to aftercare.
What the programme looks like
From intake to aftercare, step by step
The steps below jointly form the second track programme. They are worked through in a fixed order, are given their own content per employee, and are recorded as the Gatekeeper Improvement Act prescribes.
Intake meeting and situation overview
The programme starts with a conversation in which the full situation is put on the table. The coach and the employee discuss the company doctor's opinion, the work history and the wishes, and record these in an action plan drawn up in line with the formal requirements.
Capacity analysis & occupational health assessment
Next it is determined which work remains within reach. In physical work in trade and processing it makes a difference whether the lifting, the pace or the refrigeration is the obstacle, and the FML settles that question. The coach translates this into goals and takes care of the monthly report.
Career scan & personal coaching
The career scan makes clear what the employee brings. Tests, assignments and conversations show where their strengths lie and what motivates them, after which a search profile emerges that can also be read outside their own sector.
Labour market exploration & job matching
We then set that profile against demand in the region. Transport, agrifood and industry provide most of the work here, and the German border is close enough to weigh in. If the move proves too large, the employee first builds up through a work experience placement.
Active job search & network approach
In the placement phase the employee approaches employers, including beyond advertised vacancies. Because staffing levels here move with the season, we choose the moment of approach deliberately. CV and interview preparation are sharpened per employer and reviewed weekly.
Aftercare and sustainable placement
After the start, the coach remains reachable for two months for questions about settling in and about capacity. In the same period we complete the documentation and the reintegration report goes to the UWV in the required form.
How we work
Four questions the file rests on
At an assessment it is striking how rarely effort is what is missing. What is missing is a record of the answer to one of these four questions.
What demands can the employee still handle?
In logistics and agrifood it comes down to lifting, standing, pace and working in refrigerated conditions. The occupational health assessment establishes which of those factors remain feasible, and only then can a search direction be set.
Are other duties available within the company?
Trading and processing companies have roles in planning, quality control and administration alongside the shop floor. Review those and record which were examined and why they turned out not to be suitable.
How is it tested whether other work is sustainable?
A period in a work experience placement answers that in practice. It carries more weight than an estimate made in advance and counts as demonstrable effort as well.
What follows from a file that falls short?
Where a file falls short, the UWV extends the wage payment obligation by up to 52 weeks. The financial consequences are worked out at the cost of a wage sanction.
The intended result
Suitable work has been found that matches the employee's capacity, and the file shows step by step how that came about.
Trade, processing and transport
Why employers in North Limburg work with us
Transport, agrifood and industry supply the majority of the jobs here, and those are also the sectors recruiting hardest. Long-term absence occurs regularly within them.
The season determines when employers are hiring
In agrifood, staffing levels rise and fall with the harvest. We take that into account when planning the programme, so that the employee approaches employers at the moment they genuinely have room.
Germany lies within the search area
Straelen, Nettetal and Kaldenkirchen are closer than Roermond. Different collective agreements and working hours apply there, and a German contract changes social security and tax returns. We raise that before any steps are taken.
Keeping an overview is a transferable skill
Anyone working where a hundred pallets arrive at once has learned to plan and to set priorities. That skill also counts in planning, quality assurance and administration, which lengthens the list of suitable roles.
Reporting that can withstand assessment
Every step is recorded at the moment it is taken, with the date and the outcome. That makes it possible to read back at the assessment what was undertaken.
Questions from the region
What employers in North Limburg ask us
When should the second track begin?
The moment lies earlier than many employers assume. From the company doctor's opinion that the employee's own work is unlikely to return, the programme can be running. Waiting until the first-year evaluation costs time that proves necessary later. How the time is distributed across the phases is set out at the duration of a second track programme.
What does a second track programme cost?
The amount depends on how long the guidance lasts and which components it contains. Before the start you receive a quotation in which that is broken down. An exploratory conversation costs nothing.
Our work is seasonal. What does that mean for the programme?
It mainly affects the planning. In agrifood and logistics, employers recruit at different moments than elsewhere, and we align the approach phase with that. Building up capacity continues in the meantime.
Can an employee take up work in Germany?
That is possible, and the border is close by here. A German contract does change social security, health insurance and tax returns. We map out those consequences and refer you to someone who works through the figures.
Where do I find Care4Careers in Venlo?
Kaldenkerkerweg 20, 5913 AE Venlo, walking distance from the station. Say when you plan to drop by and we will keep someone free.
How far does this service area reach?
Tegelen, Blerick, Horst, Venray, Panningen and Roermond are included. Looking across the border too? Then we take in Straelen, Nettetal and Kaldenkirchen.
Is your question not among these? We are happy to answer it in a conversation without obligation.
Who you will be dealing with
Reintegration coaches in Venlo
The employee works with the same coach throughout the programme and you have one point of contact for progress. That avoids handovers and keeps the reporting in line with practice.
Reintegration near Venlo
Second-track reintegration throughout Limburg
Is this playing out at a site in Tegelen, Blerick or Horst? We work in the same way there.
This location likewise handles outplacement in Venlo and career coaching in Venlo. All towns are on the page our locations.
Care4Careers Venlo location
What can we think along on?
In the form, please note the date from which the employee has been absent and whether an occupational health assessment is already available. We respond to your request as soon as we can. The Kaldenkerkerweg is a ten minute walk from the platform.
Thank you for your message!
We’ve received your request and will get back to you as soon as possible, usually within one business day.
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