1. Workplace Disability Management (Name of Presenter) (Date)

2. Disability Management “The process of minimizing the impact of an impairment (resulting from injury, illness or disease) on the individual's capacity to participate competitively in the work environment.” Dr. Donald Shrey, Sourcebook of Occupational Rehabilitation, Plenum Press, New York

3. Disability Management refers to a management process with 2 goals... 1. Enhance the health and safety of all employees 2. Diminish the impact of injury, accident, illness and absence on the employee & the organization

4. Disability Management Points to Consider:  The sooner an employee returns to work the more successful an employee will be in making the transition back to the work force  The program is structured and goal orientated, with established timelines  Effective communication with all stakeholders

5. Disability Management  To foster strong relationships while working towards the common goal of prevention and rehabilitation.  To work towards maintaining the employee at work and the progressive return of employees back to the workplace.  To maximize the employee’s work contribution within their capabilities.

6. With Successful Implementation We Will Expect to See: With Successful Implementation We Will Expect to See:  Reduction in Direct Costs Associated with Employee Injury/Illness  Reduction in Absenteeism (lost days)  Productivity Savings  Increase in Worker Satisfaction  Reduction in Human Suffering  Enhance Public Relations within the employer - employee community

7. Workplace Disability Management Program May include:  Safety and Loss Control  Health & Wellness Programs  Ergonomics  Employee Assistance Programs (EAP)  Return to Work Programs

8. Workplace Disability Management Program The Team: Employee Employee Family Physician Family Physician Rehabilitation Specialists: OT, PT, Kin. Rehabilitation Specialists: OT, PT, Kin. Case Manager/Return to Work Coordinator – employed by employer Case Manager/Return to Work Coordinator – employed by employer Sponsoring Agents: i.e. WCB, STD, LTD Sponsoring Agents: i.e. WCB, STD, LTD Employer - Management Employer - Management Medical Specialist(s) Medical Specialist(s)

9. Role of Injured Employee Early reporting of illness/injuryEarly reporting of illness/injury Assist in development of RTW PlanAssist in development of RTW Plan Work with MD and Rehabilitation provider to minimize disabilityWork with MD and Rehabilitation provider to minimize disability Understand importance of communication with stakeholdersUnderstand importance of communication with stakeholders

10. Role of Family Physician Communicate with RTW Coordinator via phone, fax or e-mail Communicate with RTW Coordinator via phone, fax or e-mail Provide medical-related diagnosis, prognosis and restrictions Provide medical-related diagnosis, prognosis and restrictions Defer to OT/PT functional data concerning functional related restrictions and abilities Defer to OT/PT functional data concerning functional related restrictions and abilities Communicate with OT/PT and other health care practitioners Communicate with OT/PT and other health care practitioners Follow established guidelines Follow established guidelines

11. CMA Policy---Highlights Physician should facilitate and promote timely RTW Physician should facilitate and promote timely RTW Should knowledgeably utilize other health care professionals when appropriate Should knowledgeably utilize other health care professionals when appropriate Ultimately the employer determines the type of work available and whether a physician’s recommendations concerning an employee’s RTW can be accommodated Ultimately the employer determines the type of work available and whether a physician’s recommendations concerning an employee’s RTW can be accommodated

12. Role of Family Physician Look for red flags that would indicate further medical investigation Look for red flags that would indicate further medical investigation if none found, RTW process commences ASAP if none found, RTW process commences ASAP

13. What does the Rehabilitation Clinic do? Bridging the Gap between the Health System & the Work Environment

14. Role of the Rehabilitation Clinic Screen Employee Screen Employee Intake: Initial PT Assessment & Program Coordinator Interview Intake: Initial PT Assessment & Program Coordinator Interview Review JSA – Job Description Questionnaire Review JSA – Job Description Questionnaire Objectively Test Physical Function Related to Job Demands: Functional Scan Objectively Test Physical Function Related to Job Demands: Functional Scan Active Rehabilitation Active Rehabilitation Facilitating Return to Work Facilitating Return to Work

15. Role of Therapist Provide accurate description of the injury Provide accurate description of the injury Provide an active treatment plan Provide an active treatment plan Functional based program – based on JSA and functional information Functional based program – based on JSA and functional information Work with RTW Coordinator, MD and employee toward RTW Work with RTW Coordinator, MD and employee toward RTW

16. Program Coordinator Interview Stakeholders identified Stakeholders identified External Communication External Communication Emphasis on Restoring Function Emphasis on Restoring Function Pain and Activity Questionnaire Pain and Activity Questionnaire Red Flags identified Red Flags identified

17. Pain and Activity Questionnaire

18. Required Physical Demands Job Description Questionnaire Job Site Visit Job Site Analysis

19. Functional Assessment Functional ScanFunctional Scan Rehabilitation AssessmentRehabilitation Assessment Standardized Functional AssessmentsStandardized Functional Assessments

20. JSA & Functional Assessments are used in the process to: Simulate job-specific work reconditioning tasks Simulate job-specific work reconditioning tasks Ensure the worker’s present functional capacities match those required for a safe return to work Ensure the worker’s present functional capacities match those required for a safe return to work Enable the therapist to make practical recommendations for reasonable accommodation Enable the therapist to make practical recommendations for reasonable accommodation

21. Functional Restoration Return to Work Program Work Conditioning Work Conditioning Work Hardening Work Hardening Worksite - Conditioning Worksite - Conditioning

22. Return to Work Full duties Full duties Partial duties/Modification Partial duties/Modification Continued functional restoration Continued functional restoration Transitional Work Plan Transitional Work Plan

23. Role of Transitional Work Plan Functional abilities after injury/illness Rehabilitation Accommodation & Modification Transitional Work Plan = Return to Work

24. Transitional Work Plan Roles and responsibilities identified Roles and responsibilities identified Goal(s) determined and agreed to Goal(s) determined and agreed to Structured plan with timelines Structured plan with timelines Communication – copies of documentation Communication – copies of documentation Follow-up Follow-up

25. Barriers for RTW – Biopsychosocial Unnecessary restrictions Unnecessary restrictions Genuine physical limitations Genuine physical limitations Lack of suitable employment Lack of suitable employment Unrecognized conflict Unrecognized conflict Secondary gain Secondary gain Motivation Motivation

26. DISCUSSION