Chapter 13 - Disability Management and Return to Work.docx

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Department
Management and Organizational Studies
Course
Management and Organizational Studies 3344A/B
Professor
Julie Schermer
Semester
Fall

Description
Chapter 13: Disability Management and Return to Work - Each year ~270 million workplace accidents occur worldwide = 1.25 trillion USD = 4% of GDP - Ontario: for every 100 workers there were 1.7 lost-time injuries - Ensuring a timely and safe return to work benefits the employee and the organization - In Canada, legislation protects the rights of disabled workers, including those who lost work time due to an injury or work-related illness - Employers have a Duty to Accommodate: legislated responsibility of employers to accommodate workers who are attempting to return to work following an injury or illness via changes in job tasks and/or the work environment to enable workers with temporary or permanent disability to perform work productively - Undue Hardship: aspect of human rights legislation that means employers must accommodate the needs of disabled worker unless the necessary modifications would lead to H&S difficulties or present unsustainable economic or efficiency costs Disability Management Disability Management: proactive employer practices with the goals of preventing or reducing workplace disability, intervening early in the face risk or injury, and providing coordinated management and rehabilitation functions to promote worker’s recover and safe and timely return to work - Promotion of safe workplace, coordinated programming in health, rehabilitation and accommodation interventions and representation of all stakeholders (workers, unions, mgmt, gov’t and insuring agencies) - Systems Approach: an approach to disability management that emphasizes the work and organizational context - Full Recovery Mode: a former approach to disability management that operated completely outside the workplace and was dictated by the physician’s assessments of recovery Goal of Disability Management Programs: 4 financial and social indicators of the impact of workplace disability 1. Duration of work disability  amount of time worker receives benefits 2. Associated Costs  wage replacement, health care costs and intervention costs 3. Sustained Return to Work  4. Quality of Life Best Practices in Disability Management to reduce incidence and impact of workplace disability: 1. People-focused climate  Positive Safety Climate: organizational context with a well-communicated commitment to occupational health and safety; employees generally share the perception that their safety is valued 2. Prevention Focus  Organizations can use benefits programs to promote prevention (i.e. massage therapy use)  Employee and Family Assistance Program: a service to help employees with problems that may
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