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}
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}
Measuring return to work outcomes after injury is in itself a challenge for most workers’ compensation schemes. Increasing return to work rates is even more difficult. In Australia, the national return to work measure obtained via an annual survey of injured workers has not risen since its introduction in 1997/98. However, unlike most other Australian jurisdictions, Queensland, Australia's ‘sunshine state’, records return to work outcomes at the end of every time lost claim. More than this, Queensland has increased its overall return to work outcome in recent years from 90% to over 95%. A number of specific strategies were introduced to improve these return to work results. The presentation will outline these strategies which other jurisdictions and countries can hopefully learn from. In addition, WorkCover Queensland, the state's monopoly insurer outside self-insurers, has introduced further return to work measures it successfully uses both internally and externally.
{"title":"Return to work rate rises in the Sunshine State (Queensland, Australia)","authors":"Sharon Stratford","doi":"10.1017/idm.2014.50","DOIUrl":"https://doi.org/10.1017/idm.2014.50","url":null,"abstract":"Measuring return to work outcomes after injury is in itself a challenge for most workers’ compensation schemes. Increasing return to work rates is even more difficult. In Australia, the national return to work measure obtained via an annual survey of injured workers has not risen since its introduction in 1997/98. However, unlike most other Australian jurisdictions, Queensland, Australia's ‘sunshine state’, records return to work outcomes at the end of every time lost claim. More than this, Queensland has increased its overall return to work outcome in recent years from 90% to over 95%. A number of specific strategies were introduced to improve these return to work results. The presentation will outline these strategies which other jurisdictions and countries can hopefully learn from. In addition, WorkCover Queensland, the state's monopoly insurer outside self-insurers, has introduced further return to work measures it successfully uses both internally and externally.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"14 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75378381","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: The use of early intervention (EI) strategies following workplace injuries and illnesses have long been espoused by medical specialists, rehabilitation providers, regulators and others to be important in hastening recovery, and shortening the length of absence from work. Little is known, however, about the application, content or effectiveness of EI practices within the Comcare scheme. Objectives: The aim of this research is to provide a strategic assessment of EI in the Comcare scheme by: • investigating what constitutes EI from an employer perspective,• determining which agencies/organisations use EI and why, and• establishing the impact EI has or could have on the scheme. Methods: Phase one will consist of in-depth interviews and/or small group discussions with representatives from both premium paying and self-insured organisations. An independent research company will conduct phase one on behalf of Comcare between February and March 2014. A targeted sampling approach has been used to ensure organisations with known greater and lesser experience in the use of EI are included. Phase two will build on phase one, using an online survey to collect information from all premium paying and self-insured organisations in the Comcare Scheme. Findings: It is anticipated that, within the Comcare scheme, the project will identify: what constitutes EI; what role EI plays or could play; what influences EIs success; and how EI is impacting the type and complexity of claims entering the scheme. Discussion: This paper will focus on the key findings of the research and the implications they have for policies, practices and service delivery. Conclusion: Understanding the role of EI in organisations provided Comcare with a framework to better guide and support employers in their response to workplace injuries and illnesses, and improving the outcomes for their people.
{"title":"Early intervention: what is it really?","authors":"P. Odgers","doi":"10.1017/IDM.2014.12","DOIUrl":"https://doi.org/10.1017/IDM.2014.12","url":null,"abstract":"Background: The use of early intervention (EI) strategies following workplace injuries and illnesses have long been espoused by medical specialists, rehabilitation providers, regulators and others to be important in hastening recovery, and shortening the length of absence from work. Little is known, however, about the application, content or effectiveness of EI practices within the Comcare scheme. Objectives: The aim of this research is to provide a strategic assessment of EI in the Comcare scheme by: • investigating what constitutes EI from an employer perspective,• determining which agencies/organisations use EI and why, and• establishing the impact EI has or could have on the scheme. Methods: Phase one will consist of in-depth interviews and/or small group discussions with representatives from both premium paying and self-insured organisations. An independent research company will conduct phase one on behalf of Comcare between February and March 2014. A targeted sampling approach has been used to ensure organisations with known greater and lesser experience in the use of EI are included. Phase two will build on phase one, using an online survey to collect information from all premium paying and self-insured organisations in the Comcare Scheme. Findings: It is anticipated that, within the Comcare scheme, the project will identify: what constitutes EI; what role EI plays or could play; what influences EIs success; and how EI is impacting the type and complexity of claims entering the scheme. Discussion: This paper will focus on the key findings of the research and the implications they have for policies, practices and service delivery. Conclusion: Understanding the role of EI in organisations provided Comcare with a framework to better guide and support employers in their response to workplace injuries and illnesses, and improving the outcomes for their people.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"111 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79618994","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: It is widely recognised that the type of injury sustained plays a role in an individual's ability to return to work (RTW). Employers are quick to point out, though, that the injury alone does not always impact an injured/unwell worker's RTW outcome. Objectives: The objectives of this research were to provide Comcare with greater insights and a better understanding of the factors that influence RTW outcomes for workers in the Australian federal workers’ compensation scheme. 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. Findings: Personal situation, expectations of the organisation, relationship with the organisation and personality traits were identified as key factors influencing an individual's ability to return to work. The two driving characteristics of ‘personal resilience’ and ‘trust in the employer’ were used to identify four key types of claimants – Strivers, Temporarily Floored, Defensive & Entitled, and Victims. Discussion: Although individuals were found to have a clear disposition towards one typology over another, it was apparent that they could move between these typologies depending on how their RTW journey was going. For example, a ‘Temporarily Floored’ individual encountering perceived ‘unfair or harsh’ judgement from their employer could develop a ‘Victim’ mindset. Conclusion: Understanding that core individual dispositions impact a person's readiness, preparedness and confidence to RTW, has provided Comcare with the framework to further explore how we can identify and use these personal characteristics at the beginning of a claim to improve the recovery and RTW outcomes of our claimants.
{"title":"Individual dispositions that impact readiness, preparedness and confidence in returning to work / Return to work journey: an injured worker perspective","authors":"P. Odgers","doi":"10.1017/idm.2014.5","DOIUrl":"https://doi.org/10.1017/idm.2014.5","url":null,"abstract":"Background: It is widely recognised that the type of injury sustained plays a role in an individual's ability to return to work (RTW). Employers are quick to point out, though, that the injury alone does not always impact an injured/unwell worker's RTW outcome. Objectives: The objectives of this research were to provide Comcare with greater insights and a better understanding of the factors that influence RTW outcomes for workers in the Australian federal workers’ compensation scheme. 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. Findings: Personal situation, expectations of the organisation, relationship with the organisation and personality traits were identified as key factors influencing an individual's ability to return to work. The two driving characteristics of ‘personal resilience’ and ‘trust in the employer’ were used to identify four key types of claimants – Strivers, Temporarily Floored, Defensive & Entitled, and Victims. Discussion: Although individuals were found to have a clear disposition towards one typology over another, it was apparent that they could move between these typologies depending on how their RTW journey was going. For example, a ‘Temporarily Floored’ individual encountering perceived ‘unfair or harsh’ judgement from their employer could develop a ‘Victim’ mindset. Conclusion: Understanding that core individual dispositions impact a person's readiness, preparedness and confidence to RTW, has provided Comcare with the framework to further explore how we can identify and use these personal characteristics at the beginning of a claim to improve the recovery and RTW outcomes of our claimants.","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":"82172323","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}
Twenty years ago, those of us in the allied health field were trained to believe that mature people didn't lodge workers’ compensation claims and mature workers didn't have injuries because they ‘knew their work environment so well’. Only 7 years ago, insurers believed that their book of claims in Workers’ Compensation had no age related correlation to claims costs. We now know that all of these assumptions do not stand up in relation to the current workforce in Australia and we are building a wealth of knowledge about the mature cohort in today's workforce. This presentation will guide the audience through the process of developing a compelling business case to assist employers understand the cost benefit of proactively engaging with their mature employees and the benefits for both the workers over fifty five years of age and businesses in Australia. In developing a business case, the first stage of a strategy is being formulated for the care and well-being of mature workers, this leads to preparedness for effective return to work measures in the event of injury and health maintenance strategies for mature workers. The side benefits to a business are vast; from reduced turnover and associated costs, the retention of knowledge to reduced insurance costs and productivity benefits. Five years of analytical data will be presented to demonstrate the trending, the influences and precautionary tales for those committed to the psychological well-being of the mature workforce in Australia.
{"title":"Creating a compelling business case for employers; psychosocial benefit for mature workers","authors":"Kristine Gatt","doi":"10.1017/IDM.2014.32","DOIUrl":"https://doi.org/10.1017/IDM.2014.32","url":null,"abstract":"Twenty years ago, those of us in the allied health field were trained to believe that mature people didn't lodge workers’ compensation claims and mature workers didn't have injuries because they ‘knew their work environment so well’. Only 7 years ago, insurers believed that their book of claims in Workers’ Compensation had no age related correlation to claims costs. We now know that all of these assumptions do not stand up in relation to the current workforce in Australia and we are building a wealth of knowledge about the mature cohort in today's workforce. This presentation will guide the audience through the process of developing a compelling business case to assist employers understand the cost benefit of proactively engaging with their mature employees and the benefits for both the workers over fifty five years of age and businesses in Australia. In developing a business case, the first stage of a strategy is being formulated for the care and well-being of mature workers, this leads to preparedness for effective return to work measures in the event of injury and health maintenance strategies for mature workers. The side benefits to a business are vast; from reduced turnover and associated costs, the retention of knowledge to reduced insurance costs and productivity benefits. Five years of analytical data will be presented to demonstrate the trending, the influences and precautionary tales for those committed to the psychological well-being of the mature workforce in Australia.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"86 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83762174","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}
In the United States, workers’ compensation law is state-specific, and employee benefits including health care costs are born primarily by the employer. In response to cost increases in medical treatment and absences due to illnesses and injuries occupational or non-occupational, the practice of Disability Management (DM) has continued to evolve. The purpose of Disability Management is to reduce the incidents of employee absences, whether due to illness, injury, or other causes. There is a distinct paucity of meaningful analyses of the history and emerging evidences in the DM field. As a more integrated approach to disability management, both a theoretical understanding and an evidence-based practice is sought by each stakeholder in order to structure the evolution of practice and to document consistent ROI metrics. Theoretical underpinnings, historical evolution of disability and absence management, and specific evidence-based trends emerging in the field form the foundation of these standards. This study is a workplace approach that begins to define standards of practice to integrate disability management, health and wellness, and absence management. The purpose of this study is to collect data to comprehend how employers perceive their own awareness, importance, and feelings of preparedness pertaining to the primary practice domains identified in DM. This data will be obtained through an electronic survey using rating scales with an online questionnaire which will include descriptive and ex post facto design components. The survey items were developed by these authors in collaboration with other colleagues known in the field of Disability Management. Descriptive statistics will be computed for the employer participants characteristics based upon the demographic portion of the online questionnaire. The population of interest in this study is national or international employer(s) that have deployed or interested to develop Disability Management program(s) at their worksite(s). The specific type of employees/partners with these employers include: Occupational Health Practitioners, Department Heads and Supervisors, Human Resources personnel and Risk Management/Safety Personnel. The findings from this study will help identify employer perceptions of recognized DM practice domains, identify potential training needs of employers, and assist in developing standards of practice approach to workplace disability, health/wellness, and absence management, and DM educational standards. In addition, employers will be able identify their position on the continuum of the model disability management that evolves to engage practices integrating health and wellness, absence management, and productivity management. Maturation benchmarks will place the employer in a continuous improvement mode towards a workplace with a healthier workforce in a healthier community. Information will also be beneficial to the literature, and capacity development of students and pract
{"title":"Identifying employer perceptions of recognised DM practice domains","authors":"W. Coduti, C. King","doi":"10.1017/IDM.2014.10","DOIUrl":"https://doi.org/10.1017/IDM.2014.10","url":null,"abstract":"In the United States, workers’ compensation law is state-specific, and employee benefits including health care costs are born primarily by the employer. In response to cost increases in medical treatment and absences due to illnesses and injuries occupational or non-occupational, the practice of Disability Management (DM) has continued to evolve. The purpose of Disability Management is to reduce the incidents of employee absences, whether due to illness, injury, or other causes. There is a distinct paucity of meaningful analyses of the history and emerging evidences in the DM field. As a more integrated approach to disability management, both a theoretical understanding and an evidence-based practice is sought by each stakeholder in order to structure the evolution of practice and to document consistent ROI metrics. Theoretical underpinnings, historical evolution of disability and absence management, and specific evidence-based trends emerging in the field form the foundation of these standards. This study is a workplace approach that begins to define standards of practice to integrate disability management, health and wellness, and absence management. The purpose of this study is to collect data to comprehend how employers perceive their own awareness, importance, and feelings of preparedness pertaining to the primary practice domains identified in DM. This data will be obtained through an electronic survey using rating scales with an online questionnaire which will include descriptive and ex post facto design components. The survey items were developed by these authors in collaboration with other colleagues known in the field of Disability Management. Descriptive statistics will be computed for the employer participants characteristics based upon the demographic portion of the online questionnaire. The population of interest in this study is national or international employer(s) that have deployed or interested to develop Disability Management program(s) at their worksite(s). The specific type of employees/partners with these employers include: Occupational Health Practitioners, Department Heads and Supervisors, Human Resources personnel and Risk Management/Safety Personnel. The findings from this study will help identify employer perceptions of recognized DM practice domains, identify potential training needs of employers, and assist in developing standards of practice approach to workplace disability, health/wellness, and absence management, and DM educational standards. In addition, employers will be able identify their position on the continuum of the model disability management that evolves to engage practices integrating health and wellness, absence management, and productivity management. Maturation benchmarks will place the employer in a continuous improvement mode towards a workplace with a healthier workforce in a healthier community. Information will also be beneficial to the literature, and capacity development of students and pract","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"19 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84455123","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}
Aboriginal and Torres Strait Islander people carry a high disease burden with a consequent reduced life expectancy. There are reduced opportunities for conventional employment with further difficulties if the person has a disability. Nevertheless meaningful participation in community activities can occur. This paper will explore these issues giving examples of how this can be facilitated.
{"title":"Barriers for the injured indigenous person to return to work","authors":"H. Flavell","doi":"10.1017/IDM.2014.33","DOIUrl":"https://doi.org/10.1017/IDM.2014.33","url":null,"abstract":"Aboriginal and Torres Strait Islander people carry a high disease burden with a consequent reduced life expectancy. There are reduced opportunities for conventional employment with further difficulties if the person has a disability. Nevertheless meaningful participation in community activities can occur. This paper will explore these issues giving examples of how this can be facilitated.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"16 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72902108","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}
Objectives: We investigate the prevalence of poverty across different workers compensation programs using large representative samples of workers’ compensation claimants who have sustained a permanent impairment from a work injury. The programs, which have existed in the provinces of Ontario and British Columbia, Canada over the last 25 years, are the Permanent Disability (PD) program, the Future Economic Loss (FEL) program, the Loss of Earnings (LOE) program, and the Bifurcated Benefits (BB) program. The nature of benefit determination and the return to work supports provided by the four programs are very different. The focus of the study is on evidence of programmatic impact on the probability of poverty in the nine years post injury. Methods: The study included claimants sampled from each of the four programs who sustained a permanent impairment from a work injury. Claimants were identified in a Revenue Canada tax database know as the Longitudinal Administrative Databank (LAD), which is a longitudinal 20% simple random sample of all Canadian tax filers. Each claimant was matched with similar uninjured controls that were also in the LAD, based on sex, age, labour-market earnings amounts and trajectories in the four years prior to injury, family income, marital status, number of children, and a propensity score. Descriptive analysis was undertaken to compare near poverty, poverty and deep poverty levels of claimants relative to their match controls using data on family and individual earnings over a ten-year period post injury. Statistical modeling was used to determine the probability of poverty and near poverty for claimants versus controls. A key issue of interest was to determine was whether the probability of poverty differed between programs. Results: Based on after-tax adjusted family income, the level of poverty was quite low, less than 2% in every program over a ten-year period. The level of poverty was also lower for claimants than their matched controls, but only nominally so. The BB program had the lowest proportion of poverty followed by the PD program, the FEL program and then the LOE program. In the statistical modelling analysis male claimants did not have a higher probability of poverty compared to controls, though female claimants did. Both male and female claimants had a higher probability of near poverty. Conclusions: Poverty levels are very low for workers’ compensation claimants who sustain permanent impairments from a work injury across different programs and time periods in Ontario and British Columbia. Overall the Bifurcated Benefits program from British Columbia had the lowest proportion of claimants in poverty in absolute terms and relative to non-injured workers. Increased levels of poverty due to work injury and permanent impairment are particularly a concern for female claimants, though both female and male claimants have a higher chance of near poverty compared to non-injured workers.
{"title":"The impact of work injury and permanent impairment on the probability of poverty","authors":"E. Tompa","doi":"10.1017/idm.2014.22","DOIUrl":"https://doi.org/10.1017/idm.2014.22","url":null,"abstract":"Objectives: We investigate the prevalence of poverty across different workers compensation programs using large representative samples of workers’ compensation claimants who have sustained a permanent impairment from a work injury. The programs, which have existed in the provinces of Ontario and British Columbia, Canada over the last 25 years, are the Permanent Disability (PD) program, the Future Economic Loss (FEL) program, the Loss of Earnings (LOE) program, and the Bifurcated Benefits (BB) program. The nature of benefit determination and the return to work supports provided by the four programs are very different. The focus of the study is on evidence of programmatic impact on the probability of poverty in the nine years post injury. Methods: The study included claimants sampled from each of the four programs who sustained a permanent impairment from a work injury. Claimants were identified in a Revenue Canada tax database know as the Longitudinal Administrative Databank (LAD), which is a longitudinal 20% simple random sample of all Canadian tax filers. Each claimant was matched with similar uninjured controls that were also in the LAD, based on sex, age, labour-market earnings amounts and trajectories in the four years prior to injury, family income, marital status, number of children, and a propensity score. Descriptive analysis was undertaken to compare near poverty, poverty and deep poverty levels of claimants relative to their match controls using data on family and individual earnings over a ten-year period post injury. Statistical modeling was used to determine the probability of poverty and near poverty for claimants versus controls. A key issue of interest was to determine was whether the probability of poverty differed between programs. Results: Based on after-tax adjusted family income, the level of poverty was quite low, less than 2% in every program over a ten-year period. The level of poverty was also lower for claimants than their matched controls, but only nominally so. The BB program had the lowest proportion of poverty followed by the PD program, the FEL program and then the LOE program. In the statistical modelling analysis male claimants did not have a higher probability of poverty compared to controls, though female claimants did. Both male and female claimants had a higher probability of near poverty. Conclusions: Poverty levels are very low for workers’ compensation claimants who sustain permanent impairments from a work injury across different programs and time periods in Ontario and British Columbia. Overall the Bifurcated Benefits program from British Columbia had the lowest proportion of claimants in poverty in absolute terms and relative to non-injured workers. Increased levels of poverty due to work injury and permanent impairment are particularly a concern for female claimants, though both female and male claimants have a higher chance of near poverty compared to non-injured workers.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"78 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76586132","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 experience of unnecessary suffering as a result of another's actions or the experience of irreparable losses are likely to give rise to perceptions of injustice. Until recently, little systematic research had been conducted on the effects of perceptions of injustice on recovery outcomes following injury. It is now becoming clear that justice-related appraisals can have a dramatic impact on the physical and emotional consequences of injury. High levels of perceived injustice have been associated with more severe pain, more severe emotional distress, and more pronounced disability. Research has also pointed to multiple sources of a client's perceptions of injustice including, the person responsible for the accident, the insurance representative, as well as the health care provider. This presentation will summarize what is currently known about the relation between perceived injustice and recovery outcomes. The presentation will also address the processes by which perceptions of injustice might contribute to adverse health and mental health outcomes consequent to injury. Implications for prevention and intervention will be discussed.
{"title":"Perceived injustice contributes to poor rehabilitation outcomes in individuals who have sustained workplace injuries","authors":"H. Adams","doi":"10.1017/IDM.2014.40","DOIUrl":"https://doi.org/10.1017/IDM.2014.40","url":null,"abstract":"The experience of unnecessary suffering as a result of another's actions or the experience of irreparable losses are likely to give rise to perceptions of injustice. Until recently, little systematic research had been conducted on the effects of perceptions of injustice on recovery outcomes following injury. It is now becoming clear that justice-related appraisals can have a dramatic impact on the physical and emotional consequences of injury. High levels of perceived injustice have been associated with more severe pain, more severe emotional distress, and more pronounced disability. Research has also pointed to multiple sources of a client's perceptions of injustice including, the person responsible for the accident, the insurance representative, as well as the health care provider. This presentation will summarize what is currently known about the relation between perceived injustice and recovery outcomes. The presentation will also address the processes by which perceptions of injustice might contribute to adverse health and mental health outcomes consequent to injury. Implications for prevention and intervention will be discussed.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"14 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79288156","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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