Unit 3 Concepts

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Kenyatta University *

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MISC

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Management

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Nov 24, 2024

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Week 3 OHS8115 Disability Management Knowledge Check Components of DM Program
Last week This Photo by Unknown Author is licensed under CC BY - SA Agenda • Occupational vs Non occupational • Review various Disability Management programs
• Defining concepts • Attendance vs Disability Management • Remain at work Observe Video • What external factors affect the workplace? • What internal factors affect the workplace?
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• What is not covered?
Scenario
Occupational Disability Management Refers to: • Injury or illness that occurs inside of the workplace • Illnesses that occur in the workplace What could they be? • Visible & invisible
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Medical- WSIB • Supportive medical documentation must be present for the claim to be allowable. • With work related claims the injury or illness must be directly attributed to how the work was performed (mechanism of the injury) • If claim is denied, every decision can be appealed occupational and non occupational What Forms are Required?
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This Photo by Unknown Author is licensed under CC BY - SA Forms • Form 6 • Form 7
• Form 8
Arden’s Story
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Non-occupational Disability Management Refers to: • Injury or illness that occurred outside of the workplace • Full time/PT
• Benefits are paid if the injury/illness occurs after the policy effective date, various benefit structures Pre-existing Example
Disability Management Programs Considerations
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• Employer, worker, insurance carrier • Internal / External stakeholders • Programs are developed based on the culture /needs of each organization DM Process • Notify of time away from work - who • Communication – who • Information – what • Review – who, what when
• Opportunity for return who • Modify work who what • Monitor ……..Full Duties This Photo by Unknown Author is licensed under CC BY - SA - NC Concepts- Review • Claims management • Case Management • Medical Management
• Financial Management • Rehabilitation Management Claims Management • Evidence required to administer the claim • Part of the adjudication process • Medical documentation to support the claim (does the mechanism of the injury match the medical)
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• On going medical to support the claim • Doctors notes? • Ability to Return to Work Case Management Activities that occur during the absence. Arranging treatment, referral to specialist, diagnostic evaluations Helping the employee through the Health Care system
Staying in touch Facilitate a FCE or IME to help, may be needed Work hardening vs physiotherapy Tools • FCE Functional Capacity Evaluation
• IME Independent Medical Evaluation Medical Management • Assisting the Doctor, NP, Therapist • PDA • Arranging treatment to support recovery
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Active versus Passive Treatment
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This Photo by Unknown Author is licensed under CC BY Rehabilitative Management • Suggest passive treatments such as massage, acupuncture, chiropractor
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• Active treatment such as physiotherapy, work simulation, work hardening • Assistive devices/tools may be needed ( Examples?)
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Assistive Devices is licensed under-S
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Summary of DM Case Manager • Prevention • Educating re: DM process • Submitting claim forms • Close contact • Problem solving • Communication external parties, workplace parties, opportunities for RTW • Arranging assessments • Confidentiality , records • Data to illustrate outcomes • Knowledge transfer • Financial Knowledge This Photo by Unknown Author is licensed under CC BY - SA - NC
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Financial Management Keeping an eye on the $$$ • For the employee • For the employer Business Reasons
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• Positive Impacts • Bottom line • Health Outcomes • Improved communication • Positive relationship with employee’s (valued)
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Costs T his Photo by Unknown Author is licensed under CC BY
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Costs of DM • Sick leave and STD • Disability Insurance premiums • Workers compensation premiums • Salary and benefits • Third party administrators • Hardware and software • Communication costs • Educational information (RTW Pamphlet) • Retraining • Manager and supervisor time
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Differences • Attendance Management • Disability Management Break Out Discuss in your group the difference and similarities between:
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Attendance Management versus Disability Management This Photo by Unknown Author is licensed under CC BY - SA - NC
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Attendance Management vs Disability Management • Taking a day here and there • Tracking pattern absenteeism • Ruling out a disability • Implement an Attendance Management Program to address non disability issues
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Attendance Management • Awareness - patterns and what is required • Expectations – employee • Role Modeling • Recognition • Attention • Action • Collective Agreements • Contract This Photo by Unknown Author is licensed under CC BY - SA - NC • Etext pg.932
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• Reasons for absence? Reasons for Absence • Personal Illness • Personal Needs • Family Issues • Entitlement • Stress
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Remain at Work Concepts • Ensuring you have a plan in place if a occupational and or non occupation injury/illness occurs to keep the employee at work • We support the worker and provide light/modified duties and or transitional duties to ease up on their work duties to support recovery
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• Various types of RTW will be discussed next week Remain at Work Advantages: What are they? Disadvantages: What are they?
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Culture • What is workplace culture?
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Workplace Culture • “The way things are done” • How we interact • Diversity • Attitudes • Values
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Culture • How does this influence a DM program? Behaviour Etext pg. 468
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Video
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Wellness Break T his Photo by Unknown Author is licensed under CC BY - SA - NC
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Case Study Maggie was a constable for a Security company, she worked shift work and was assigned to a commander who continually was critical of her work. The commander openly indicated that women should not be Security officers. Maggie got pregnant and returned to her post after maternity leave. At that time the commander’s critical comments increased to the point where Maggie began to have difficulty concentrating at work, she no longer socialized with co-workers and became depressed. She went off work briefly and then attempted to return to work. The commander continued to openly criticize her in the workplace and was known to discuss her errors with coworkers. Maggie became depressed that she went off work. At this point the doctors have indicated that it is unlikely that she will ever be able to work again at any fulltime job because of the severe psychological harm caused by this commander. Please respond to the following questions: 1. What factors from the scenario may have contributed to Maggie’s current psychological condition? 2. If you were the Human Resource Manager, what steps would you take to prevent this situation from happening again.
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Discussion Forum
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What’s Next • Week 4 • Discussion Posts – 10% of Final Mark • Due September 30th 11:59 pm (EST) • Gale and the Call Centre
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References • Dyck, Dianne E.G. 2017. Disability Management: Theory, Strategy & Industry Practice. (Toronto, Ontario): LexisNexis, 2017 • Harder, H.G., & Scott, L.R. (2005). Comprehensive Disability Management. Edinburg: Elsevier Churchill Livingstone • Piacquadio, A. https://www.pexels.com/photo/diverse colleagues- working-on-laptop-in-office-3931865/
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