nuts and boits of returning employees to work
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Nuts and BoIts of Returning Employees to Work. Shelley Stoyles BSc. OT And Todd Lewin BSc. PT Eastern Rehabilitation Inc. Outline of Workshop. Why Implement a Return to Work Program Building the Relationship with the Physician Determining the Employee’s Abilities - PowerPoint PPT PresentationTRANSCRIPT
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Nuts and BoIts of Returning Employees to Work
Shelley Stoyles BSc. OT
And
Todd Lewin BSc. PT
Eastern Rehabilitation Inc.
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Outline of Workshop
Why Implement a Return to Work Program
Building the Relationship with the Physician
Determining the Employee’s Abilities
Determining Physical Demands of the Job
Comparison: Abilities & Demands
Facilitating The Return to Work Process
Case Study
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WhyWhy Implement a RTW Process?
Individual regains their former income levels and a chance to perform meaningful work
Union satisfies their role in protecting the employability of one of their members while still maintaining rights and principles
Employer retains a valuable employee and decreases their total costs
** National Institute of Disability Management and Research
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Building a Relationship with the Physician
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The Traditional Role of the Physician
DiagnosisDiagnosis
FunctionFunction
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Canadian Medical Association
CMA Paper – 1994, Updated in 2000Physician should facilitate and promote timely RTWShould knowledgeably utilize other health care professionals when appropriateUltimately the employer determines the type of work available and whether a physician’s recommendations concerning an employee’s RTW can be accommodated
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Current Role of the Physician
Collaborate with employers & multidisciplinary team
Provide medical-related dx, prognosis & restrictions
Look for RED FLAGS that would indicate need for further medical investigation
If none found, return to work process commences ASAP
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How to Work with the Physician
Provide essential function job requirements and obtain FCE &/or physician’s opinion regarding specific job in question
Clarity concerning information requested
Pay reasonable fee promptly
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DETERMINING ABILITIES
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Determining Abilities
What Does This Mean ?
What Is The Purpose ?Treatment Monitoring
Comparison To Job Demands / Abilities
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Determining Abilities
How Do We Measure This ?
Functional InformationFunctional Information
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The Spectrum Of
Functional Information!
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Spectrum of Functional Information
Ask The Employee
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Spectrum of Functional Information
Ask The Physician
(Fitness For Work)
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Spectrum of Functional Information
FUNCTIONAL ASSESSMENTS
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Spectrum of Functional Information
Functional Scan
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Functional Scan Intake Form Name: ____________________________________ Date: _____________________ Therapist Completing Assessment _________________________________________ Injury Date: ____________________ Injury Location: _______________________ Physio Start Date: _____________ Family Doctor: ________________________ Occupation: ____________________ Employer/Contact: _____________________ Date Off Work: ________________ RTW Date: ___________________________ WC/WH Start Date: __________________ Insurer/Contact: ______________________ Job Status: Working Not Working Modified Duties Modified hours Job Demands Reviewed: Questionnaire Yes Or No With Employment: Yes Or No
F = Frequent O = Occasional Frequent - 33-66% of time Occasional = 0-33% of time (all weights measured in pounds)
Date
Initial Functional Activities
Job/Lifestyle Demands
Limited By F O
F O F O Comments/ Observations
Above Shoulders
Desk to Chair
Chair to Floor
Push
Pull
Unilateral Carry- Right
Unilateral Carry- Left
Bilateral Carry
Walking Tolerance
Standing Tolerance
Sitting Tolerance
Body Mechanics: Poor Fair Good Excellent Comment (e.g. Forward Bend at Waist; Trunk Twist in Lift):
________________________________________________________________________________________________________________________________________
Affiliated with Eastern Rehabilitation Inc.
Injury Management Centres Form No. 1302 V1 – 02/2002
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Spectrum of Functional Information
Job Specific AssessmentSimulation
Demonstrated Sit, Stand, Walk
Job Information Required
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Spectrum of Functional Information
Standardized AssessmentsKey Functional Assessment
Isernhagen
Hanoun/Arcon
Matheson
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Spectrum of Functional Information
Key Functional Assessment
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Spectrum of Functional Information
Key Functional AssessmentStandardized
Validity Components
Activity Tolerance Extrapolations
Work Day Tolerance Recommendation
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Spectrum of Functional Information
2 Day Key Functional AssessmentDay I – Standardized KFA
Day II- Reproducibility
- Job Simulation
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Spectrum of Functional Information
Hanoun Assessment
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Spectrum of Functional Information
Hanoun/Arcon Assessment1 or 2 Day Assessment
COV For Consistency Check
Computerized
Non-Standardized
No WDT
No Postural Tolerances/ Extrapolations
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When To Request ?
2-4 Weeks Post Injury!
Prior To RTW
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Which Assessment ?
File Review with Service Provider !
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Determining The Physical Determining The Physical Demands of the JobDemands of the Job
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Physical Demands Analysis
WhatWhat is it?
A PDA is an objective measurement of the essential physical demands associatedwith a specific job classification.
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Physical Demands Analysis
WhyWhy do it?
Basis of any Work Injury Management Program
Return to work program Injury Prevention/Early Intervention Program
Job Library ErgonomicsJob rotations and/or enlargementPost Offer Pre- Placement Screening Tool
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Physical Demands Analysis
Standardized Format
Concise Format
Objective Measurements
Digital Photographs
Essential vs. Non-Essential Physical Demands
Labour & Management Endorsement
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Data Collection
Demographic
Work Environment
Positioning
Mobility
Strength
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Frequency
Not at all
Seldom or not daily
Minimal
Occasional
Frequent
continuous
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Essential Function
Position exists to perform the function
More than 50% of the workers’ shift
Requires special expertise
Not requiring will cause undue hardship
Limited # of workers whom the function can be reassigned
Must be performed in the manner demonstrated
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COMPARISON
Determination Of
Abilities
Determination Of Job
Demands
Return to work
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Transitional Work PlansTransitional Work Plans
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What is it?
Individualized Structured Progressive
Re-integration back into the workplace
Transitional Work PlansTransitional Work Plans
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Who is appropriate?
“Employees who do not fully meet their job requirements may benefit from a structured
Transitional Work Plan.”
Transitional Work PlansTransitional Work Plans
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How is it established?
Consent Doctor Approval Functional Abilities Job Requirements - physical
Transitional Work PlansTransitional Work Plans
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How is it established?
Initial TWP MeetingTeamLocationEstablish clear action plan
Transitional Work PlansTransitional Work Plans
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How is it established?
MonitoringTeamLocationDocumenting achievements Modify action plan
Transitional Work PlansTransitional Work Plans
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How is it established?
DocumentationInitial reportProgress report Discharge report
Transitional Work PlansTransitional Work Plans
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KEY ELEMENTS Structured plan with timelinesCommunicationWritten daily plan - documentedProgress is monitoredPlan is adjusted, if neededEducationConnection with stakeholders
Transitional Work PlansTransitional Work Plans
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Shelley StoylesDirector, Disability ManagementEastern Rehabilitation Inc6155 North StreetHalifax, NS B3K 5R3
Tel: 902-455-4911Fax: 902-455-1866E-mail: [email protected]
For more information please contact: