Mental health (MH) and disability management (DM) businesses and DM professionals are proficient at addressing employee physical health, yet promoting employee MH is often ignored. Individuals claiming long-term disability (LTD), 85% identified MH conditions as their primary disability (Carls et al., 2012). Mental health LTD expenses are often higher due to longer recovery and challenges in return to work (Salkever, Goldman, Purushothaman, & Shinogle, 2000). Financial burdens of depression, anxiety, and emotional disorders are among the greatest of any disease condition in the workforce (Johnston et al., 2009). Globally, a fifth to a quarter of employees go to work everyday with a mental illness (Lorenzo-Romanella, 2011). Health care research has shown the impact of mental illness on work performance, however many employers and researchers are unaware of the value quality MH care has on employees and costs (Langlieb, & Kahn, 2005). The American Psychological Association (APA) identified five categories of workplace practices that promote psychological health in employees including: employee involvement; work-life balance; employee growth and development; health and safety; and employee recognition (APA, 2014). Organizational benefits of the five elements include: improved quality, performance and productivity; reduced absenteeism, presenteeism and turnover; fewer accidents and injuries; improved ability to attract and retain quality employees; improved customer service and satisfaction; and lower healthcare costs (APA, 2014). The presenters will discuss employer costs of MH claims and how psychologically healthy workplaces align with successful DM programs, decreasing MH claims and costs. Opportunities for future research include the United States Affordable Care Act (ACA) and its impact on MH (Mechanic, 2012) through provisions that encourage employers to adopt health promotion programs (Goetzel et al., 2012) and opportunities for research including comparisons of multinational employers regarding MH costs in countries with single payer systems, and in those without (United States), (Tanner, 2013).
心理健康(MH)和残疾管理(DM)企业和DM专业人员精通解决员工的身体健康，但促进员工的MH往往被忽视。声称长期残疾(LTD)的个人，85%将MH条件确定为他们的主要残疾(Carls等，2012)。由于恢复时间较长和重返工作面临的挑战，心理健康有限公司的费用往往更高(Salkever, Goldman, Purushothaman， & Shinogle, 2000)。抑郁、焦虑和情绪障碍的经济负担是劳动力中最大的疾病之一(Johnston et al.， 2009)。在全球范围内，五分之一到四分之一的员工每天带着精神疾病去上班(Lorenzo-Romanella, 2011)。医疗保健研究表明，精神疾病对工作绩效的影响，然而，许多雇主和研究人员没有意识到高质量的MH护理对员工和成本的价值(Langlieb， & Kahn, 2005)。美国心理协会(APA)确定了五类促进员工心理健康的工作场所实践，包括:员工参与;工作与生活的平衡;员工成长与发展;健康和安全;和员工认可(APA, 2014)。组织效益的五个要素包括:质量、绩效和生产率的提高;减少缺勤、出勤和人员流失;减少事故和伤害;提高吸引和留住优秀员工的能力;改善客户服务和满意度;更低的医疗成本(APA, 2014)。演讲者将讨论MH索赔的雇主成本，以及心理健康的工作场所如何与成功的DM计划保持一致，减少MH索赔和成本。未来研究的机会包括美国平价医疗法案(ACA)及其对MH的影响(Mechanic, 2012)，通过鼓励雇主采用健康促进计划的规定(Goetzel et al.， 2012)，以及研究的机会，包括比较跨国雇主在单一付款人制度的国家和在没有付款人制度的国家(美国)的MH成本(Tanner, 2013)。
{"title":"Employer costs of mental health claims and how psychologically healthy workplaces align with successful DM programs","authors":"W. Coduti","doi":"10.1017/idm.2014.38","DOIUrl":"https://doi.org/10.1017/idm.2014.38","url":null,"abstract":"Mental health (MH) and disability management (DM) businesses and DM professionals are proficient at addressing employee physical health, yet promoting employee MH is often ignored. Individuals claiming long-term disability (LTD), 85% identified MH conditions as their primary disability (Carls et al., 2012). Mental health LTD expenses are often higher due to longer recovery and challenges in return to work (Salkever, Goldman, Purushothaman, & Shinogle, 2000). Financial burdens of depression, anxiety, and emotional disorders are among the greatest of any disease condition in the workforce (Johnston et al., 2009). Globally, a fifth to a quarter of employees go to work everyday with a mental illness (Lorenzo-Romanella, 2011). Health care research has shown the impact of mental illness on work performance, however many employers and researchers are unaware of the value quality MH care has on employees and costs (Langlieb, & Kahn, 2005). The American Psychological Association (APA) identified five categories of workplace practices that promote psychological health in employees including: employee involvement; work-life balance; employee growth and development; health and safety; and employee recognition (APA, 2014). Organizational benefits of the five elements include: improved quality, performance and productivity; reduced absenteeism, presenteeism and turnover; fewer accidents and injuries; improved ability to attract and retain quality employees; improved customer service and satisfaction; and lower healthcare costs (APA, 2014). The presenters will discuss employer costs of MH claims and how psychologically healthy workplaces align with successful DM programs, decreasing MH claims and costs. Opportunities for future research include the United States Affordable Care Act (ACA) and its impact on MH (Mechanic, 2012) through provisions that encourage employers to adopt health promotion programs (Goetzel et al., 2012) and opportunities for research including comparisons of multinational employers regarding MH costs in countries with single payer systems, and in those without (United States), (Tanner, 2013).","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"9 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84863006","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Background: Delivering quality health services in a cost effective manner is becoming an increasingly critical issue for insurance companies and government agencies. The Clinical Framework used as part of peer review has been proposed as an alternative for institutions to control costs and maintain optimal clinical care. Objectives: To develop a concise set of principles for use by clinicians and regulators to determine the need for treatment within in a compensable setting. Method: The Clinical Framework was first implemented in 2003 at the Victorian WorkCover Authority as part of peer review of physiotherapy management of injured workers. It consists of five principles that clinicians and institutions use to determine the ongoing need for intervention. The Framework allows clinicians to exercise judgment in selecting treatment with due consideration to the evidence and patient's individual needs. Results: Following its introduction in 2003, it broadened to apply to chiropractic, osteopathy, psychology, and occupational therapy. In 2012 it was endorsed across Australia for motor accident and worker's compensation bodies by the representative bodies of the above disciplines. In 2013 Federal Minister Shorten released a review of the SRC Act which recommended amendments including “medical treatment must meet objective standards such as those in the Clinical Framework.” Discussion: This paper will discuss some of the issues that have been addressed in implementing the Clinical Framework on over 20,000 files over the past ten years. Conclusions: The Clinical Framework is a document that has won broad acceptance across the Australian compensable system in allied health as part of sustaining quality care while reducing unnecessary costs.
{"title":"Developing a concise set of principles for use by clinicians and regulators to determine the need for treatment within a compensable setting","authors":"P. Coburn","doi":"10.1017/IDM.2014.41","DOIUrl":"https://doi.org/10.1017/IDM.2014.41","url":null,"abstract":"Background: Delivering quality health services in a cost effective manner is becoming an increasingly critical issue for insurance companies and government agencies. The Clinical Framework used as part of peer review has been proposed as an alternative for institutions to control costs and maintain optimal clinical care. Objectives: To develop a concise set of principles for use by clinicians and regulators to determine the need for treatment within in a compensable setting. Method: The Clinical Framework was first implemented in 2003 at the Victorian WorkCover Authority as part of peer review of physiotherapy management of injured workers. It consists of five principles that clinicians and institutions use to determine the ongoing need for intervention. The Framework allows clinicians to exercise judgment in selecting treatment with due consideration to the evidence and patient's individual needs. Results: Following its introduction in 2003, it broadened to apply to chiropractic, osteopathy, psychology, and occupational therapy. In 2012 it was endorsed across Australia for motor accident and worker's compensation bodies by the representative bodies of the above disciplines. In 2013 Federal Minister Shorten released a review of the SRC Act which recommended amendments including “medical treatment must meet objective standards such as those in the Clinical Framework.” Discussion: This paper will discuss some of the issues that have been addressed in implementing the Clinical Framework on over 20,000 files over the past ten years. Conclusions: The Clinical Framework is a document that has won broad acceptance across the Australian compensable system in allied health as part of sustaining quality care while reducing unnecessary costs.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"15 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85563889","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Objective: To show that benchmarking, through internal and/or external structured comparisons, is the ideal method to conduct more efficient and more effective processes. The presentation illustrates that benchmarking, especially in the rehabilitation of accident victims, is the appropriate method to use to focus on the various interests, backgrounds and individual needs of accident victims during therapy management. The objective of the project, Benchmarking the Effectiveness and Efficiency of Case Management, was to identify usable examples and methods for optimizing therapy management based on structured comparisons. The project, in which fourteen insurance carriers took part, was initiated by the German association of accident insurance carriers, Deutsche Gesetzliche Unfallversicherung (DGUV). The Benchmarking focused on how the insurance carriers handled the rehabilitation process, from the time of the accident to the end of the treatment period or the occupational reintegration. The entire rehabilitation process, including the case work as well as the active planning, cooperation and monitoring of the medical, professional and social rehabilitation was divided into several segments. In this way, regardless of differences in the various procedures of the participants, fair and speedy comparisons of the segments could be established. For example: • Analysis of all the processes and structures of therapy management• Parameters for accident severity and frequency• Resources used (overhead, personnel cost, time)• Assessment of existing management tools Results: None of the participating carriers had the “ideal organization” of his therapy management program. Nevertheless, clear “Best Practice” examples were identified within the respective sub processes. From this, several recommendations were made. The presentation points out the most significant ones. Conclusion: The Benchmarking project was successful. The participating carriers followed the recommendations and thereby increased the efficiency and effectiveness of their therapy management program.
{"title":"Benchmarking as an ideal method for optimising rehabilitation","authors":"Bernd Fuhrlaender","doi":"10.1017/idm.2014.69","DOIUrl":"https://doi.org/10.1017/idm.2014.69","url":null,"abstract":"Objective: To show that benchmarking, through internal and/or external structured comparisons, is the ideal method to conduct more efficient and more effective processes. The presentation illustrates that benchmarking, especially in the rehabilitation of accident victims, is the appropriate method to use to focus on the various interests, backgrounds and individual needs of accident victims during therapy management. The objective of the project, Benchmarking the Effectiveness and Efficiency of Case Management, was to identify usable examples and methods for optimizing therapy management based on structured comparisons. The project, in which fourteen insurance carriers took part, was initiated by the German association of accident insurance carriers, Deutsche Gesetzliche Unfallversicherung (DGUV). The Benchmarking focused on how the insurance carriers handled the rehabilitation process, from the time of the accident to the end of the treatment period or the occupational reintegration. The entire rehabilitation process, including the case work as well as the active planning, cooperation and monitoring of the medical, professional and social rehabilitation was divided into several segments. In this way, regardless of differences in the various procedures of the participants, fair and speedy comparisons of the segments could be established. For example: • Analysis of all the processes and structures of therapy management• Parameters for accident severity and frequency• Resources used (overhead, personnel cost, time)• Assessment of existing management tools Results: None of the participating carriers had the “ideal organization” of his therapy management program. Nevertheless, clear “Best Practice” examples were identified within the respective sub processes. From this, several recommendations were made. The presentation points out the most significant ones. Conclusion: The Benchmarking project was successful. The participating carriers followed the recommendations and thereby increased the efficiency and effectiveness of their therapy management program.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"12 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89133483","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Background: General Practitioners (GPs) play an important role in worker's treatment and return-to-work (RTW). Objectives: To establish what factors potentially predict the type of medical certification that GPs provide to injured workers following work-related injury. Methods: A logistic regression analysis was performed to assess the impact of a number of factors on the likelihood that an injured worker would receive an alternate (ALT) vs. Unfit for work (UFW) duties certificate from their GP. Compensation Research Database, containing claims and medical certification data of Victorian injured workers was accessed for the research purposes. Results: A total of 119,900 claims were included into this study. The majority of the injured workers were males, mostly age of 45–54 years. Nearly half of the workers with UFW and 36.9% with ALT certificates had musculoskeletal injuries. The regression analysis revealed that older males were less likely to receive ALT as opposed to the younger females (25–34 years old) in most occupations. Living in rural areas was associated with smaller odds of receiving ALT. We also found that seeing a GP who is more experienced with workers’ compensation increased the odds of ALT certificates. However, suffering from mental health issues decreased the odds of receiving the ALT in all workers. Discussion: To our knowledge this is the first study to describe factors predicting GP medical certification of injured workers. The results clearly indicate that workers with physical injuries, female workers, and workers visiting GPs with a higher injured worker case load in metropolitan area are more likely to receive an ALT certificate. Conclusions: The findings of this study help to identify groups of injured workers that are less likely to be recommended ALT certificates. It also suggests that certain health service providers and policy makers might require more education on the health benefits of RTW.
{"title":"Unfit for work or alternate duties: what predicts the type of medical certificate for injured workers in Victoria, Australia","authors":"R. Ruseckaite","doi":"10.1017/IDM.2014.6","DOIUrl":"https://doi.org/10.1017/IDM.2014.6","url":null,"abstract":"Background: General Practitioners (GPs) play an important role in worker's treatment and return-to-work (RTW). Objectives: To establish what factors potentially predict the type of medical certification that GPs provide to injured workers following work-related injury. Methods: A logistic regression analysis was performed to assess the impact of a number of factors on the likelihood that an injured worker would receive an alternate (ALT) vs. Unfit for work (UFW) duties certificate from their GP. Compensation Research Database, containing claims and medical certification data of Victorian injured workers was accessed for the research purposes. Results: A total of 119,900 claims were included into this study. The majority of the injured workers were males, mostly age of 45–54 years. Nearly half of the workers with UFW and 36.9% with ALT certificates had musculoskeletal injuries. The regression analysis revealed that older males were less likely to receive ALT as opposed to the younger females (25–34 years old) in most occupations. Living in rural areas was associated with smaller odds of receiving ALT. We also found that seeing a GP who is more experienced with workers’ compensation increased the odds of ALT certificates. However, suffering from mental health issues decreased the odds of receiving the ALT in all workers. Discussion: To our knowledge this is the first study to describe factors predicting GP medical certification of injured workers. The results clearly indicate that workers with physical injuries, female workers, and workers visiting GPs with a higher injured worker case load in metropolitan area are more likely to receive an ALT certificate. Conclusions: The findings of this study help to identify groups of injured workers that are less likely to be recommended ALT certificates. It also suggests that certain health service providers and policy makers might require more education on the health benefits of RTW.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"175 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74058889","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This presentation outlines disparities in the uptake of accident compensation entitlements by indigenous New Zealanders and a programme to prevent injury and improve outcomes/experience for Māori. ACC administers NZ's 24/7 no-fault accident compensation scheme which covers New Zealanders and visitors to NZ injured at work, home, play, in road crashes, or during treatment. Research has shown that disparities persist in injury outcomes/experience for NZ's indigenous population (Māori make-up 15% of the population and experience multiple disadvantage). This is inconsistent with the Government's commitment to Crown-Māori partnership. Disparities findings persist for Māori included; higher rates of serious/fatal injuries on the roads, lower GP referral rates to medical/surgical specialists, found the claim process more complicated and ACC less helpful in their return to work and lower rates of employment participation following a serious injury. ACC's 10 year vision of success; improved outcomes/experience for Māori clients and businesses, increased injury prevention effectiveness for Māori and improved ACC culture and capability in relation to Māori. Over a three year period, the ACC Board considered a series of papers on disparities in the uptake of entitlements by Māori. In early 2013, the Board considered advice on the Scheme's and organisation's responsiveness to Māori and endorsed the need for significant improvements. We shall explore two phases. Phase 1 of ACC's Māori Programme aims to reduce disparities, build organisational capability and establish relationships. Initiatives include innovative solutions to improve employment participation of seriously injured Māori. Phase 2 builds new partnerships with indigenous organisations and embeds cultural-responsiveness into the organisation/system. Challenges include building genuine partnerships and sustaining the Programme in a changing organisational, social, political and economic context. Improving injury outcomes/experience for Māori is a long-term commitment. Programme success includes fewer fatal/serious injuries to Maori, better employment participation after injury, and new partnerships.
{"title":"Improving injury outcomes and experience of indigenous New Zealanders","authors":"Suzanne Witheford-Smith, Ronald Karaitiana","doi":"10.1017/idm.2014.55","DOIUrl":"https://doi.org/10.1017/idm.2014.55","url":null,"abstract":"This presentation outlines disparities in the uptake of accident compensation entitlements by indigenous New Zealanders and a programme to prevent injury and improve outcomes/experience for Māori. ACC administers NZ's 24/7 no-fault accident compensation scheme which covers New Zealanders and visitors to NZ injured at work, home, play, in road crashes, or during treatment. Research has shown that disparities persist in injury outcomes/experience for NZ's indigenous population (Māori make-up 15% of the population and experience multiple disadvantage). This is inconsistent with the Government's commitment to Crown-Māori partnership. Disparities findings persist for Māori included; higher rates of serious/fatal injuries on the roads, lower GP referral rates to medical/surgical specialists, found the claim process more complicated and ACC less helpful in their return to work and lower rates of employment participation following a serious injury. ACC's 10 year vision of success; improved outcomes/experience for Māori clients and businesses, increased injury prevention effectiveness for Māori and improved ACC culture and capability in relation to Māori. Over a three year period, the ACC Board considered a series of papers on disparities in the uptake of entitlements by Māori. In early 2013, the Board considered advice on the Scheme's and organisation's responsiveness to Māori and endorsed the need for significant improvements. We shall explore two phases. Phase 1 of ACC's Māori Programme aims to reduce disparities, build organisational capability and establish relationships. Initiatives include innovative solutions to improve employment participation of seriously injured Māori. Phase 2 builds new partnerships with indigenous organisations and embeds cultural-responsiveness into the organisation/system. Challenges include building genuine partnerships and sustaining the Programme in a changing organisational, social, political and economic context. Improving injury outcomes/experience for Māori is a long-term commitment. Programme success includes fewer fatal/serious injuries to Maori, better employment participation after injury, and new partnerships.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"AES-21 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84585594","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Background: Returning to work following a workplace injury or illness is a complex, multi-faceted and continuously evolving issue that involves a range of challenges and complexities. Very little, however, is known about the stages individual injured worker's progress through, from their personal perspective, in returning to work. Objectives: The objectives of this research were to provide Comcare with greater insights and a better understanding about how to positively engage with injured/unwell workers in the federal jurisdiction, and to encourage more positive return to work (RTW) and recovery outcomes. Methods: A total of 47 in-depth interviews were conducted with injured workers from both premium paying and self-insured organisations in four Australian States and Territories. An independent research company conducted the interviews on behalf of Comcare between December 2012 and February 2013. A purposeful sampling approach was employed, however, this was influenced by the willingness of people to participate. Principle Findings:- Six stages were identified in the RTW journey, with each stage representing a distinct dynamic. The mind-set and needs of an individual were found to shift through each of these stages, thereby influencing the likelihood of them achieving a successful RTW outcome. Discussion: The RTW experience of injured and unwell workers was found to be a very personal journey that encompasses a range of experiences which can be completed in a few weeks, or continue for years. It is very emotionally charged, challenging, and tends to result in changes to personal and professional identity, life and work expectations. Conclusion: The insights gained by Comcare into an individual's RTW journey have reaffirmed our commitment to having the injured/unwell worker at the centre of what we do, and to continuing to tailor our claims management strategies to meet their individual needs. le: Key factors influencing an organisation's approach to return to work.
{"title":"Return to work journey: an injured worker perspective","authors":"P. Odgers","doi":"10.1017/IDM.2014.59","DOIUrl":"https://doi.org/10.1017/IDM.2014.59","url":null,"abstract":"Background: Returning to work following a workplace injury or illness is a complex, multi-faceted and continuously evolving issue that involves a range of challenges and complexities. Very little, however, is known about the stages individual injured worker's progress through, from their personal perspective, in returning to work. Objectives: The objectives of this research were to provide Comcare with greater insights and a better understanding about how to positively engage with injured/unwell workers in the federal jurisdiction, and to encourage more positive return to work (RTW) and recovery outcomes. Methods: A total of 47 in-depth interviews were conducted with injured workers from both premium paying and self-insured organisations in four Australian States and Territories. An independent research company conducted the interviews on behalf of Comcare between December 2012 and February 2013. A purposeful sampling approach was employed, however, this was influenced by the willingness of people to participate. Principle Findings:- Six stages were identified in the RTW journey, with each stage representing a distinct dynamic. The mind-set and needs of an individual were found to shift through each of these stages, thereby influencing the likelihood of them achieving a successful RTW outcome. Discussion: The RTW experience of injured and unwell workers was found to be a very personal journey that encompasses a range of experiences which can be completed in a few weeks, or continue for years. It is very emotionally charged, challenging, and tends to result in changes to personal and professional identity, life and work expectations. Conclusion: The insights gained by Comcare into an individual's RTW journey have reaffirmed our commitment to having the injured/unwell worker at the centre of what we do, and to continuing to tailor our claims management strategies to meet their individual needs. le: Key factors influencing an organisation's approach to return to work.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"101 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80439287","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Background: Previous research into the retirement experience tends to focus on the individual experience. This study looks at the role of work and retirement on subjective wellbeing and how corporations must change to engage workers for longer if they themselves are to remain sustainable. Objectives: The objective of the study was to ascertain the need for creative solutions for older employer engagement. Method: Using mixed methods Internet-based research methodology, 317 people were recruited with an online survey. Thematic content analysis was utilised to explore trends that emerged from the qualitative analysis. Findings: The principle finding was that, employers need to rethink how they engage the older worker to ensure that their workforce remains stable. Discussion: Low levels of life satisfaction were linked with being dissatisfied at work. Being at work also decreased the likelihood of social interaction. In contrast retirement offered freedom from the constraints of work. Employers need to adopt suggested solutions around flexibility, offering choices and a differentiation of the meaning of the “working day” to this cohort if they are to be successful in retaining older workers in employment. Conclusion: The results are significant because governments, both local and federal, are encouraging an ageing workforce to remain in work longer. However employers need to consider how they can create greater autonomy for older people in the workplace to encourage them to want to work longer.
{"title":"The role of employers in retaining older workers","authors":"C. Howe","doi":"10.1017/idm.2014.4","DOIUrl":"https://doi.org/10.1017/idm.2014.4","url":null,"abstract":"Background: Previous research into the retirement experience tends to focus on the individual experience. This study looks at the role of work and retirement on subjective wellbeing and how corporations must change to engage workers for longer if they themselves are to remain sustainable. Objectives: The objective of the study was to ascertain the need for creative solutions for older employer engagement. Method: Using mixed methods Internet-based research methodology, 317 people were recruited with an online survey. Thematic content analysis was utilised to explore trends that emerged from the qualitative analysis. Findings: The principle finding was that, employers need to rethink how they engage the older worker to ensure that their workforce remains stable. Discussion: Low levels of life satisfaction were linked with being dissatisfied at work. Being at work also decreased the likelihood of social interaction. In contrast retirement offered freedom from the constraints of work. Employers need to adopt suggested solutions around flexibility, offering choices and a differentiation of the meaning of the “working day” to this cohort if they are to be successful in retaining older workers in employment. Conclusion: The results are significant because governments, both local and federal, are encouraging an ageing workforce to remain in work longer. However employers need to consider how they can create greater autonomy for older people in the workplace to encourage them to want to work longer.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"26 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87531378","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Background: Little is known about the overview of legal essences and their enforcement regarding educational provisions for persons with disabilities (PWDs) in Thailand. Objectives: It aims to 1) comprehensively review, establish and launch model regarding reformation of policy and law, 2) identify results of law enforcement as a past decade, present as a lesson learned on educational provisions for PWDs through consciousness raising of stakeholders. Methods: This research is participation action research (PAR) and content analysis. As PAR, the two research sites with 13 and 15 participants as private and public education centres for PWDs respectively were voluntarily and purposively selected. Those participants included teachers, administrators, parents of PWDs. As content analysis, the results of two previous research projects were collected. Those data were analyzed by interpretation and analytic induction. Findings: Even the rights of PWDs were more concerned by society than the past decade, but educational provisions for PWDs have still challenged and should be mainly promoted on 1) positive attitudes toward PWDs, 2) particular skills and knowledge of teachers as IEP, inclusive education and transition services 3) reasonable accommodation and assistive technologies, 4) human resource development. As PAR, inclusive education was mainly concerned by participants. It reflected what participants coped with and how they solved comprehensively. Discussion: Problems and ineffective law enforcement on educational provisions for PWDs in Thailand existing like previous studies in other developed and developing countries. Positive attitudes of society toward PWDs, collaboration, consciousness raising and patience among stakeholders are the key success of educational provisions for PWDs in which can be enhanced through PAR. Conclusion: The majority of law enforcement and educational equality of PWDs were still ineffective and discriminated. Thus, role of parents and private centers as well as positive attitudes and collaboration among stakeholders need to be systematically promoted.
{"title":"Social policy and law regarding education and equal social integration of persons with disabilities: model and lessons learned","authors":"Tavee Cheausuwantavee","doi":"10.1017/idm.2014.46","DOIUrl":"https://doi.org/10.1017/idm.2014.46","url":null,"abstract":"Background: Little is known about the overview of legal essences and their enforcement regarding educational provisions for persons with disabilities (PWDs) in Thailand. Objectives: It aims to 1) comprehensively review, establish and launch model regarding reformation of policy and law, 2) identify results of law enforcement as a past decade, present as a lesson learned on educational provisions for PWDs through consciousness raising of stakeholders. Methods: This research is participation action research (PAR) and content analysis. As PAR, the two research sites with 13 and 15 participants as private and public education centres for PWDs respectively were voluntarily and purposively selected. Those participants included teachers, administrators, parents of PWDs. As content analysis, the results of two previous research projects were collected. Those data were analyzed by interpretation and analytic induction. Findings: Even the rights of PWDs were more concerned by society than the past decade, but educational provisions for PWDs have still challenged and should be mainly promoted on 1) positive attitudes toward PWDs, 2) particular skills and knowledge of teachers as IEP, inclusive education and transition services 3) reasonable accommodation and assistive technologies, 4) human resource development. As PAR, inclusive education was mainly concerned by participants. It reflected what participants coped with and how they solved comprehensively. Discussion: Problems and ineffective law enforcement on educational provisions for PWDs in Thailand existing like previous studies in other developed and developing countries. Positive attitudes of society toward PWDs, collaboration, consciousness raising and patience among stakeholders are the key success of educational provisions for PWDs in which can be enhanced through PAR. Conclusion: The majority of law enforcement and educational equality of PWDs were still ineffective and discriminated. Thus, role of parents and private centers as well as positive attitudes and collaboration among stakeholders need to be systematically promoted.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"37 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87877171","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The Guidelines on Return to Work and Reintegration of the International Social Security Association (ISSA) in Geneva published 2013 provides key-elements for successful disability management programs worldwide: Early intervention, personal-centred, work-place orientated, holistic-driven and multi-disciplined approach. Lots of tools and good practice from various countries and stakeholders in prevention and rehabilitation support the efforts of retaining and restore the employability of persons with disabilities within societies. The lecture offers an overview of the ISSA Guidelines and how they could be used as standard in social security institutions.
{"title":"International standards on return to work for social security institutions","authors":"F. Mehrhoff","doi":"10.1017/idm.2014.53","DOIUrl":"https://doi.org/10.1017/idm.2014.53","url":null,"abstract":"The Guidelines on Return to Work and Reintegration of the International Social Security Association (ISSA) in Geneva published 2013 provides key-elements for successful disability management programs worldwide: Early intervention, personal-centred, work-place orientated, holistic-driven and multi-disciplined approach. Lots of tools and good practice from various countries and stakeholders in prevention and rehabilitation support the efforts of retaining and restore the employability of persons with disabilities within societies. The lecture offers an overview of the ISSA Guidelines and how they could be used as standard in social security institutions.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"53 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86926111","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Background: In 2007, the Health and Disability Strategy Group (HDSG) of the TAC and Victorian WorkCover Authority recognised an opportunity to improve scheme outcomes by working more closely with health disciplines. To investigate whether this was feasible, a pilot program was proposed with a select group of physiotherapists. Objectives: To determine whether a network of physiotherapists who were provided with training, monitoring and support could achieve improved outcome in return to work and health outcomes. Method: In 2008, 92 physiotherapists undertook a select tender process and then completed training in return to work, the HDSG's Clinical Framework and familiarisation of the compensation system for work related and motor accident injuries. The outcomes of this network physiotherapist program were evaluated internally and by three independent research organisations to determine 1) impact on return to work, 2) impact on health outcomes, 3) patient satisfaction and 4) satisfaction of the physiotherapist providing the service. Results: When compared to non-network physiotherapist, the network physiotherapists demonstrated improved return to work for clients, better health outcomes, and greater patient satisfaction. Therapist satisfaction was also higher within the network physiotherapists. Discussion: This body of work conducted on a pilot group of physiotherapists demonstrates improved outcomes in a number of important domains for the management of worker's and motor accident injuries. It indicates that there is a benefit for schemes in supporting clinical programs. Current evidence suggests that compensable patients have worse health outcomes than their non-compensable counterparts. There is a need to promote programs that are beneficial to patients, compensable schemes and providers. Further investigation is required to demonstrate this benefit on a larger scale. Conclusions: This study indicates that there may be opportunities to improve health outcomes by investment from compensable bodies in training, support and monitoring of specific health disciplines.
{"title":"A physiotherapy network provided with training, monitoring and support achieves improved return to work and health outcomes","authors":"P. Coburn","doi":"10.1017/IDM.2014.3","DOIUrl":"https://doi.org/10.1017/IDM.2014.3","url":null,"abstract":"Background: In 2007, the Health and Disability Strategy Group (HDSG) of the TAC and Victorian WorkCover Authority recognised an opportunity to improve scheme outcomes by working more closely with health disciplines. To investigate whether this was feasible, a pilot program was proposed with a select group of physiotherapists. Objectives: To determine whether a network of physiotherapists who were provided with training, monitoring and support could achieve improved outcome in return to work and health outcomes. Method: In 2008, 92 physiotherapists undertook a select tender process and then completed training in return to work, the HDSG's Clinical Framework and familiarisation of the compensation system for work related and motor accident injuries. The outcomes of this network physiotherapist program were evaluated internally and by three independent research organisations to determine 1) impact on return to work, 2) impact on health outcomes, 3) patient satisfaction and 4) satisfaction of the physiotherapist providing the service. Results: When compared to non-network physiotherapist, the network physiotherapists demonstrated improved return to work for clients, better health outcomes, and greater patient satisfaction. Therapist satisfaction was also higher within the network physiotherapists. Discussion: This body of work conducted on a pilot group of physiotherapists demonstrates improved outcomes in a number of important domains for the management of worker's and motor accident injuries. It indicates that there is a benefit for schemes in supporting clinical programs. Current evidence suggests that compensable patients have worse health outcomes than their non-compensable counterparts. There is a need to promote programs that are beneficial to patients, compensable schemes and providers. Further investigation is required to demonstrate this benefit on a larger scale. Conclusions: This study indicates that there may be opportunities to improve health outcomes by investment from compensable bodies in training, support and monitoring of specific health disciplines.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"44 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90722080","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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