Creating An Effective Workplace Disability Management Program-Books Pdf

Creating an Effective Workplace Disability Management Program
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2 Creating an Effective Workplace Disability Management Program October 2013. explore opportunities for employers to further pro. mote health and prevent injuries in the workplace Plan Design Considerations. present effective strategies and best practices for Given the nature of their business and workforce com. employers in the areas of disability management position employers looking to implement a disability. accommodation and return to work management program need to consider the following. key questions, What type of disability coverage should be offered. The findings are being published in the following series e g paid sick days short term disability or. of three documents long term disability, 1 Missing in Action Absenteeism Trends in Canadian Should personal days be offered as well as sick days. Organizations The first briefing presents data on Should personal days and sick days be carried over. absenteeism rates in Canada the key drivers or causes from year to year If yes how many days should employ. ees be allowed to carry over to the next fiscal year. of absenteeism and the cost of employee absences, What per cent of salary continuance and length of. 2 Creating an Effective Workplace Disability, coverage are appropriate. Management Program The second briefing pro Who will pay the premiums the employee or. vides an in depth guide to creating an effective the employer. workplace disability management program Will the short term and long term disability plans be. 3 Disability Management Opportunities for Employer self insured or fully insured by an insurance provider. Will the organization administer employee, Action The report will feature the perspectives of.
claims in house or outsource management to a, employees and supervisors from across Canada on third party provider. their organizations disability management programs. It provides employers with advice and guidance on, how to more effectively manage absenteeism workplace Effective and comprehensive benefits pro. grams and disability management programs can help, This second briefing Creating an Effective Workplace control health related costs and help the employee stay. Disability Management Program provides a framework at work or return to work in a safe and timely manner. that employers can use to design an effective disability See Exhibit 1. management program It also looks at the key elements. of a successful disability management program a To effectively prevent and manage health related absen. strong focus on disability prevention and health promo teeism an employer must also ensure that the organiza. tion a sustained commitment to the safe and timely tion s benefits plan is aligned with the objectives of. return to work of employees and an organizational the disability management program For key questions. structure that sustains the objectives of the program to consider when designing an organization s benefits. Finally this briefing concludes with the business case plan see box Plan Design Considerations. for implementing a disability prevention and manage. ment program in the workplace, WHAT IS A DISABILITY. DISABILITY MANAGEMENT MODEL There are various definitions of the term disability. from legal social and corporate perspectives and these. As the financial and human costs of employee illness definitions are constantly evolving The World Health. and injury increase employers must control those Organization defines a disability as. expenses Some illnesses and injuries are preventable an umbrella term for impairments activ. and prevention is the best way to protect employees ity limitations and participation restrictions. and control costs However health issues will still Disability is the interaction between individuals. arise and supportive practices and programs that with a health condition e g cerebral palsy. assist employees can help reduce their impact in the. Find this briefing and other Conference Board research at www e library ca. The Conference Board of Canada 3, Disability Management Programs Using Strategic Prevention and Early Intervention to Contain Health Risks.
Employee Incidental Short term Long term, At work Sick leave. work status absences disability leave disability leave. intervention Prevention Early intervention Recovery. Employee Healthy Possible health Illness injury Serious or chronic conditions. health status risks, Employer Health promotion Health risk Injury disease Disability management. focus management management, Examples of Life habits Health risk Programs aimed Management of individual employee claims. employer programs assessment assessment at specific illnesses Specialized care. Information Behavioural Targeted education Chronic or episodic illness management. sessions change promotion programs Rehabilitation, Work life Stress Medication Transitional job options. balance programs management adherence Accommodations. Physical activity Physical fitness programs, promotion programs Care guides.
Preventative, accommodations, Return to work n a Proactive absence Stay at work Early return to work program. strategies management program, Sources Lindenberg An Organizational Health Perspective 18 Roach Disability Management Trends and Best Practices 8 and Seward Trends in Mental. Down syndrome and depression and personal was on the job It should be noted however that the. and environmental factors e g negative atti disability prevention and management approach high. tudes inaccessible transportation and public lighted in this research can also be used to manage. buildings and limited social supports 1 occupational injuries and illnesses. The focus of this research project was on physical and. mental health issues that were not related to an indi WHAT IS A DISABILITY MANAGEMENT. vidual s work They included chronic illnesses such PROGRAM. as depression diabetes cancer and respiratory issues. They also included temporary injuries such as a broken According to the National Institute of Disability. leg and more permanent disabilities such as chronic Management and Research see box About. back pain or spinal cord injuries However they did not NIDMAR a disability management program is a. include any injury or illness that was covered by work process in the workplace designed to facilitate the. ers compensation or that occurred while the employee employment of persons with a disability through a. coordinated effort and taking into account individual. 1 World Health Organization Disability and Health needs the work environment enterprise needs and legal. Find this briefing and other Conference Board research at www e library ca. 4 Creating an Effective Workplace Disability Management Program October 2013. About NIDMAR Exhibit 2, Probability That an Employee Will Return to Work. The National Institute of Disability Management and. After a Health Related Leave of Absence by Length, Research NIDMAR is a Canadian organization governed of Leave. by a joint labour management board of directors Over per cent weeks. the past 20 years it has developed education profes. sional certification and return to work disability man 100. agement program assessment protocols that have been. broadly adopted, Following the International Organization for Standardization.
ISO model NIDMAR s professional and program stan, dards provide the basis for the International Disability 20. Management Standards Council IDMSC which is jointly 0. governed by senior executives from Canada Germany 0 4 8 12 16 20 24 28 32 36 40 44 48 52. and the United States At present the IDMSC oversees the. implementation of return to work disability management Source Stay at Work and Return to Work Committee. Preventing Needless Work Disability, protocols in 18 countries. The International Social Security Association ISSA is cur. rently leading the rollout of the United Nations best prac. have shown that the longer the leave of absence the. tice guidelines for return to work disability management. lower the probability that the absent employee will. NIDMAR and ISSA recently signed an agreement under. which NIDMAR will become a global centre of excellence return to any form of employment In fact the odds. for ISSA and will support the international rollout of best of an employee returning to work from a health related. practices to ISSA s 158 member countries leave of absence drop to 50 per cent after six months. Source NIDMAR www nidmar ca away from the workplace 3 One study at a high profile. U S manufacturing company even found that the, probability of a worker s return to work decreased. responsibilities 2 It is a proactive workplace process to 50 per cent after just 12 weeks of absence See. that allows employers to better support employees Exhibit 2 The employee s bond to his or her work. with physical and mental health issues while they are place can be broken during a leave of absence This. at work It also promotes their early and safe return to can have a profound impact on the individual the. work if they require a leave of absence with a primary employer and society. focus on minimizing the impact of injuries or illnesses. on employees employers and society as a whole THE EMPLOYEE PERSPECTIVE. Different models and approaches exist for different Although many believe that insurance coverage protects. employer needs environments and cultures an employee s lifestyle and family if he or she needs. to take a leave of absence due to a health related issue. financial concerns still plague an employee who can. WHY SHOULD EMPLOYERS IMPLEMENT not work due to illness or injury Employees face a. A COMPREHENSIVE DISABILITY greatly reduced income especially if benefits run out. MANAGEMENT PROGRAM or if the employee was never eligible for coverage. According to NIDMAR research an employee with, In the past when employees became ill or injured they an annual income of 50 000 who can no longer work. were often expected to stay away from their workplaces due to a health related condition at age 35 will lose. until they recovered from their health issues and were approximately 400 000 in earnings before retirement. once again fully productive at work However studies based on 60 per cent long term disability coverage. 2 National Institute of Disability Management and Research 3 Stay at Work and Return to Work Committee Preventing Needless. Disability Management in the Workplace 174 Work Disability 12. Find this briefing and other Conference Board research at www e library ca. The Conference Board of Canada 5, If the employee must rely on social assistance his or decreases in productivity due to delays and missed.
her loss of earnings will increase to almost 800 000 4 deadlines and lower customer satisfaction due to. Furthermore if the employee is no longer able to con decreased productivity 6. tribute to retirement plans this can have a profound. impact on the entire family s future In 2011 12 the average direct cost of absenteeism. was estimated at 2 4 per cent of gross payroll in, Other impacts are much more difficult to measure and Canadian organizations This may seem insignificant. quantify As the Canadian Medical Association stated but since the total average income for Canadian employ. in its policy The Physician s Role in Helping Patients ees was 691 7 billion during this period this resulted. Return to Work After Illness or Injury in 2010 in a loss of 16 6 billion to the Canadian economy 7. Prolonged absence from one s normal roles, including absence from the workplace is detri. mental to a person s mental physical and social In 2011 12 the average direct cost of workplace. well being Physicians should therefore encourage absenteeism in Canada was 16 6 billion And. a patient s return to function and work as soon as every 1 000 employees cost nearly 380 000 in. possible after an illness or injury provided that productivity losses. return to work does not endanger the patient his, or her co workers or society 5. Previous research has also shown that employees with. An employee s overall quality of life and that of his or health problems had productivity losses ranging from. her family is profoundly affected when he or she must 15 to 1 600 more annually than similar employees. stop working due to a health related condition without health issues In fact for every 1 000 employ. ees an employer can face nearly 380 000 each year, THE EMPLOYER PERSPECTIVE in productivity losses in addition to health care costs 8. The costs of employee absences to employers are In fact since employees must interact with colleagues. significant Productivity losses increases in benefits regularly in most organizations the productivity of. premiums and the need to hire and train replace teams of four to eight co workers can drop by close to. ment workers result when employees are off the job a quarter 22 per cent when one of the team members. for health related reasons If the employee s leave of is absent due to illness 9. absence becomes long term or permanent the employer. also loses all of the employee s corporate knowledge Other more intangible organizational outcomes. The costs to employers of not bringing employees on of employee absence are also important to note. health related leaves of absence back to productive Absenteeism can add to the workload of other employ. work fall into two categories ees and disrupt their work schedules This can increase. A COMPREHENSIVE DISABILITY MANAGEMENT PROGRAM In the past when employees became ill or injured they were often expected to stay away from their workplaces

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