From Pre-Hire to Retire: Supporting Wellness in the Workplace and Return to Work Success

Transcription

1 From Pre-Hire to Retire: Supporting Wellness in the Workplace and Return to Work Success

2 Our Story Trusted advisors for Occupational Health and Wellness Founded in 2003 by Dr. Doug Friars as Focus Workplace, re-positioned and branded as Apex Occupational Health and Wellness in 2013 Clients across Ontario with national reach 3 main Business Units Occupational Health and Medical Consulting Corporate Wellness Ergonomics (Industrial and Workstation)

3 About Jon Jon Howard is the Chief Executive Officer at Apex Occupational Health and Wellness and has completed both a Kinesiology degree and Masters of Science degree at Brock University. Jon has been a Registered Kinesiologist in the corporate wellness and ergonomics field for 8 years, working with amazing forward-thinking companies like Johnson & Johnson, Toyota, and the Ontario Teachers Insurance Plan. Jon has experienced firsthand, the impact of comprehensive wellness programs on both employee health and morale, and how it naturally leads to better overall organization health.

4 About Anne With over 20 years of experience in medicine, Anne is the natural leader of our Account Management team. Anne s experience encompasses the full spectrum of Occupational Health Services from small manufacturing companies to multi-national conglomerates. Anne has assisted clients in addressing Occupational Health and Safety issues in order to ensure due diligence, minimize liability and assure compliance with governmental legislation. Anne s certifications in Occupational Health & Safety, Hearing Conservation, Respiratory Protection, along with a strong background in Occupational Health Legislation have proven an invaluable resource for numerous clients. As an integral part of the Apex team, Anne provides significant expertise as a subject matter expert to employees, supervisors and managers to help interpret, implement and ensure consistent application of internal standards and compliance with Occupational Health and Safety regulations.

5 Our Approach

6 Agenda Fit for Duty Testing Health Risk Assessments: Building the Foundation for an Effective Wellness Program Return to Work and the Role of Independent Medical Examinations

7 Fit for Duty Testing: According to the Canadian Centre for Occupational Health and Safety, fit for work testing is: a medical assessment done when an employer wishes to be sure an employee can safely do a specific job or task. The purpose is to determine if the employee can perform the job or task under the working conditions, from a medical perspective.

8 Fit for Duty Testing: Pre-Hire or Post Offer Customized specific to unique requirements of the workplace Principle of individual assessment of fitness ensures candidates with disabilities are not disadvantaged Ensures candidate s success in the position Reports in accordance with PHIPA

9 Fit for Duty Testing: Baseline measure for ongoing health in the workplace testing as necessary Details made available to employer to validate or dispute WSIB claims

10 Health Risk Assessments: Building the Foundation for an Effective Wellness Program

11 We ll Cover: Corporate Wellness Overview Process for Building an Effective and Sustainable Program Collecting Data: Health Risk Assessments Sample HRA Data - Aggregate Information Using HRA Data to Build Your Program Sample Wellness Calendar Putting it all Together - From HRA to Programming

12 Corporate Wellness Overview Hooray!! More than 90% of employers with over 50 employees offer at least one wellness initiative. But the top risks reported by employers don t line up with the wellness programs being offered. Reconcile this gap or risk wellness programming that misses the mark and fades.

13 Corporate Wellness Overview: Top Health Risks vs. Most Common Wellness Initiatives Top Risks 1. Sedentary Lifestyle 2. Work Related Stress 3. Obesity 4. Blood Pressure 5. Smoking 6. Cholesterol 7. Poor Nutrition Common Programs 1. Flexible Work Time 2. First Aid/CPR Training 3. Staff Appreciation Events 4. Time off in lieu of OT 5. Say in work schedule 6. Flu Shot Program 7. Employee Recognition

14 Corporate Wellness Overview: Top Barriers to Implementing Wellness Programs Top Barriers 1. Lack of Budget 2. Lack of Staffing 3. Lack of Ability to Quantify Results 4. Little Knowledge of Wellness 5. Unconvinced of Cost Savings Taking a strategic approach to wellness would relieve each one of the top barriers however only a very small number of companies report taking a planned strategic approach to wellness.

15 Process for Building a Sustainable and Effective Program Use Health Risk Assessments to drive decisions around wellness programming.

16 Process for Building a Sustainable and Effective Program Use Health Risk Assessments to drive decisions around wellness programming.

17 Collecting Data: Health Risk Assessments Establish a baseline and suite of metrics in direct relation to the strategic plan and your why for wellness. What is a Health Risk Assessment? How is it delivered? Decide on a participation goal and develop a plan to reach it (Incentives work!) Year 1 - aim for 30-40% Participation

18 Online Questionnaire Only Online Questionnaire + Coaching Blood Analysis + Coaching Full Service: Online Lifestyle Questionnaire, Blood Analysis & Coaching Full Service + Health Fair Potential Components of a Health Risk Assessment

19 Collecting Data: What types of information do you get? Individual Report Drives individual change Personal health results Blood Pressure, Cholesterol, Triglycerides, Nutrition, Activity, Mental Health Aggregate Report Drives organizational change Top health risks Program interests Year over year trends

20 Sample HRA Data Organization Profile: About 270 employees, 90 completed the HRA (30% participation, should be higher) Manufacturing and office based Incentives used Delivered by Apex Health Technicians (biometrics) Annual delivery

21 Sample HRA Data: Individual Coaching and Reports Main benefits: Individual health coaching and biometrics Full report with summary of results Report outlines action items to improve your health Personal Action Plan Document Think about a disease management program and use the coaching session to filter people into it. High and quick ROI.

22 Sample HRA Data: Organizational Coaching and Reports Average overall wellness score Top 4 Risk Factors Distribution of Health Risk Confidential Report: no individual data

23 Percent as high risk Sample HRA Data: Aggregate Data Presentation Cholesterol Blood Pressure Weight Exercise Top 4 Risk Factors Cholesterol Blood Pressure Weight Exercise Risks

24 Percent of Participants Sample HRA Data: Aggregate Data Presentation HDL is the protective type of cholesterol meaning we want higher levels in our blood. LDL contributes to heart disease and can build up on the inner walls of the arteries. We want LDL levels to be low HDL and LDL Cholesterol Levels Normal/Ideal Borderline High Don't Know HDL LDL

25 Percent of Participants Sample HRA Data: Aggregate Data Presentation Elevated blood pressure, often called the silent killer because it has no symptoms, is largely a lifestyle related risk that can be modified via behaviour change. Decreasing sodium intake and increasing physical activity are two ways to decrease blood pressure Blood Pressure Normal/Ideal Borderline High Combined Borderline and High Risk Level

26 Using HRA Data to Build your Program You now have amazing data. Use it to build a focused & effective program. A program that sticks because it is grounded in fact. Build your Wellness Calendar

27 Sample Wellness Calendar Month Monthly Theme Details: Quick Bit, Clinic and Challenges January Healthier You National & World Observances February Heart Health March Nutrition & Healthy Eating

28 Sample Wellness Calendar Month Monthly Theme Details: Quick Bit, Clinic and Challenges January Healthier You Quick Bit: Sneaky Fruit & Veg Clinic: Strength Training Basics Challenge: Healthy Me Team Challenge February Heart Health Quick Bit: Sodium Sabotage Clinic: Pump Up Your Heart March Nutrition & Healthy Eating Quick Bit: Healthy Fats Clinic: Workout Roulette National & World Observances Alzheimer Awareness Month National Non-Smoking Week Jan World Cancer Day Feb 4 World Tuberculosis Day Mar 24 Brain Awareness Week Mar 10-16

29 Who is Responsible for Wellness? Wellness initiatives don t have to start at the top but they MUST be supported by the top (management and executive) Wellness champions and committees to drive and deliver the program Benefits of a wellness consultant

30 Putting it all Together: From HRA to Programming Visit to learn more about how we can help.

31 Stretch Break!

32 Return to Work and the Role of Independent Medical Examinations

33 Return to Work: An IME is an objective assessment of the worker s condition, with no bias for either the employer or employee. Evaluations can be focused on an employee s Functional Capacity (FCE) as performed by Kinesiologists - work capacity evaluators - or in more complex cases an Independent Medical Evaluation (IME) will provide detailed answers to assist in making effective return to work decisions. When an employee is assessed in comparison to the physical demands of a position, an IME will provide you with detailed information about the employee s capabilities in direct relation to the physical aspects of the job

34 Return to Work: When is it time to use an IME? Prognosis needs clarification Lack of progress or lack of proactive medical management Determination of appropriate treatment Treatment appears excessive or unnecessary Pre-existing medical issues exist Injury or disability causation needs clarification Establishing a return-to-work plan

35 Return to Work: Basis of an Effective IME Effective IMEs are developed on 3 critical pillars: PILLAR 1: Confidence with the diagnosis of the illness or impairment PILLAR 2: Accurate evaluation of the essential physical and/or cognitive demands required to return to pre-impairment level of function PILLAR 3: Accurate measurement of the individual s present physical and/or cognitive abilities in order to match them with the demands of the job

36 Return to Work: An effective IME will ensure that the key issues are understandable to the non-medical reader The IME consists of: Detailed interview and history review with the employee Complete physical examination (or psychological/ neuropsychological testing) Review of the employee s medical file and all pertinent information Report that answers specific questions

37 Return to Work: Included in report: Purpose of the assessment Assessor qualifications Documentation review History Physical examination Prognosis Return to Work and/or Treatment Recommendations Answers to specific questions Reports should clearly state the purpose of the assessment and address that purpose. Treatment/RTW recommendations must be clear and include the duration and frequency

38 Return to Work: Gather Information: From Employer Understand job (PDA) Available FAF/Doctors notes RTW Plan in progress From Health Care Providers Family Doctor Notes and Records Any applicable Specialists Notes Diagnostic/Test Reports Treating healthcare provider notes Previous assessment/consult reports

39 Return to Work: Select Specialty appropriate to the challenge Orthopaedic - Soft tissue, neck, back, bones, muscles, joints Physiatry - Soft tissue, Fibromyalgia, chronic pain Neurology - Headaches, dizziness, numbness, brain injury, Psychiatry - Mental disorders, depression, anxiety, anger Psychology - PTSD, emotional issues, mental function, phobias Neuropsychology - Cognitive changes, head injury, brain injury, behavioural changes Neurosurgery - Head injury with physical symptoms, spinal cord injury, Respirology Asthma, Sleep Disorders, Fatigue Otolaryngology - Hearing loss, tinnitus, vertigo, dizziness

40 Apex is the trusted advisor for many organizations when it comes to RTW. If you have a question, our team is always here to help answer it. or