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}
The injured worker himself is provides the most powerful of all healing and recovery forces, and yet is the most ignored in contemporary disability management practice. The well-meaning attempts to assist the worker return to work by health professionals may actually be prolonging his disability. It's very difficult for most health professionals to step outside the heath professional paradigm and remember that the injured worker is the entity most capable of recovery, and most responsible for it. If the health professional is “ working harder than the injured worker”, the chances of a successful outcome are minimised. Associating with other professionals by way of referrals, team management practices make it even harder to step outside the health professional paradigm of “we know what's best for you.” The advantage of “encouraging”, “allowing”, “permitting” the injured worker to take the lead role in his own recovery is that the worker can resume the central place in his own life and not become beholden to others. Self-determination in recovery is the principal method whereby an injured worker offsets the psycho-social elements of the cause of, and the recovery from, any workplace injury. Psycho-social reasons are the principal reasons why a person becomes injured in the first place and takes longer to recover than he might otherwise do. Without placing the psycho-social element in a place of prominence, much input by Rehabilitation Providers, Physiotherapists, Physicians and other health professionals is not only ineffective, but contributing to the very psycho-social elements which caused the problem in the first place. Allowing the injured worker to take responsibility for his own recovery is vital to this recovery and preventing injury in the future. Health professionals need to be constantly vigilant that their input is contributing to the injured worker helping himself, and not usurping that role.
{"title":"The injured worker's role in the recovery process","authors":"J. Harrison","doi":"10.1017/idm.2014.19","DOIUrl":"https://doi.org/10.1017/idm.2014.19","url":null,"abstract":"The injured worker himself is provides the most powerful of all healing and recovery forces, and yet is the most ignored in contemporary disability management practice. The well-meaning attempts to assist the worker return to work by health professionals may actually be prolonging his disability. It's very difficult for most health professionals to step outside the heath professional paradigm and remember that the injured worker is the entity most capable of recovery, and most responsible for it. If the health professional is “ working harder than the injured worker”, the chances of a successful outcome are minimised. Associating with other professionals by way of referrals, team management practices make it even harder to step outside the health professional paradigm of “we know what's best for you.” The advantage of “encouraging”, “allowing”, “permitting” the injured worker to take the lead role in his own recovery is that the worker can resume the central place in his own life and not become beholden to others. Self-determination in recovery is the principal method whereby an injured worker offsets the psycho-social elements of the cause of, and the recovery from, any workplace injury. Psycho-social reasons are the principal reasons why a person becomes injured in the first place and takes longer to recover than he might otherwise do. Without placing the psycho-social element in a place of prominence, much input by Rehabilitation Providers, Physiotherapists, Physicians and other health professionals is not only ineffective, but contributing to the very psycho-social elements which caused the problem in the first place. Allowing the injured worker to take responsibility for his own recovery is vital to this recovery and preventing injury in the future. Health professionals need to be constantly vigilant that their input is contributing to the injured worker helping himself, and not usurping that role.","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":"89642386","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: 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}
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: KMG Health Partners has delivered education, consulting and return to work services to a diverse range of international customers and clients since 1996. Our team has been directly involved in the development of standards of practice across several countries, and has had the opportunity to engage with organisations from the commercial and government sector in Canada, the U.K., Iceland, Norway, Austria, Slovakia, Czech Republic, Netherlands, and Sweden. Hypothesis: KMG has worked with organisations that are in various stages of development in their return to work, absence management, and disability management practices. KMG anticipated there would be common challenges, objectives, and desired outcomes amongst most countries. Methods: KMG has modified our education programmes in various countries to ensure that the content is consistent with local legislation, policy, and current standards of practice. This has included discussion and analysis on current local practices, and subsequent recommendations for policy development, standards of practice, and service delivery for workers and employers. KMG regularly reviews and incorporates international best practices established by key agencies, including the International Labour Organisation, the World Health Organisation, International Social Services Agency, and NIDMAR. Findings: Most countries have established or demonstrate a desire to establish best practice principles that are consistent with the 7 principles of effective disability management. Training and education that provides a common ideology for all stakeholders and meets both national and international best practice standards was observed to be a critical component to achieving success. Conclusions: There are similarities in the challenges, objectives, and desired outcomes across many countries. Variances can be attributed to factors that include government legislation, cultural beliefs, and pre-existing social programmes. The delivery of training and education that meets national and international best practice standards is a critical component in establishing effective policies and best practice in absence and disability management.
背景:KMG Health Partners自1996年以来一直为各种国际客户和客户提供教育、咨询和重返工作岗位的服务。我们的团队直接参与了多个国家实践标准的制定，并有机会与来自加拿大、英国、冰岛、挪威、奥地利、斯洛伐克、捷克共和国、荷兰和瑞典的商业和政府部门的组织进行合作。假设:KMG曾与处于不同发展阶段的组织合作，包括重返工作岗位、缺勤管理和残疾管理实践。KMG预计，大多数国家将面临共同的挑战、目标和期望的结果。方法:KMG已经修改了我们在不同国家的教育计划，以确保内容符合当地的立法、政策和现行的实践标准。这包括对当前地方做法的讨论和分析，以及随后对政策制定、做法标准和向工人和雇主提供服务提出的建议。KMG定期审查并纳入主要机构制定的国际最佳做法，包括国际劳工组织、世界卫生组织、国际社会服务机构和国家卫生和社会福利部。调查结果:大多数国家已经建立或表现出建立符合有效残疾管理七项原则的最佳做法原则的愿望。与会者认为，为所有利益攸关方提供共同意识形态并符合国家和国际最佳做法标准的培训和教育是取得成功的关键组成部分。结论:许多国家在挑战、目标和预期结果方面存在相似之处。差异可归因于包括政府立法、文化信仰和先前存在的社会计划在内的因素。提供符合国家和国际最佳做法标准的培训和教育是制定有效的缺席和残疾管理政策和最佳做法的关键组成部分。
{"title":"International trends in DM education","authors":"Karen Michelazzi","doi":"10.1017/IDM.2014.37","DOIUrl":"https://doi.org/10.1017/IDM.2014.37","url":null,"abstract":"Background: KMG Health Partners has delivered education, consulting and return to work services to a diverse range of international customers and clients since 1996. Our team has been directly involved in the development of standards of practice across several countries, and has had the opportunity to engage with organisations from the commercial and government sector in Canada, the U.K., Iceland, Norway, Austria, Slovakia, Czech Republic, Netherlands, and Sweden. Hypothesis: KMG has worked with organisations that are in various stages of development in their return to work, absence management, and disability management practices. KMG anticipated there would be common challenges, objectives, and desired outcomes amongst most countries. Methods: KMG has modified our education programmes in various countries to ensure that the content is consistent with local legislation, policy, and current standards of practice. This has included discussion and analysis on current local practices, and subsequent recommendations for policy development, standards of practice, and service delivery for workers and employers. KMG regularly reviews and incorporates international best practices established by key agencies, including the International Labour Organisation, the World Health Organisation, International Social Services Agency, and NIDMAR. Findings: Most countries have established or demonstrate a desire to establish best practice principles that are consistent with the 7 principles of effective disability management. Training and education that provides a common ideology for all stakeholders and meets both national and international best practice standards was observed to be a critical component to achieving success. Conclusions: There are similarities in the challenges, objectives, and desired outcomes across many countries. Variances can be attributed to factors that include government legislation, cultural beliefs, and pre-existing social programmes. The delivery of training and education that meets national and international best practice standards is a critical component in establishing effective policies and best practice in absence and disability management.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"28 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88348199","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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