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  • Keep Your Business Open and Employees Safe, Know the Facts About COVID-19 Testing

    Keep Your Business Open and Employees Safe, Know the Facts About COVID-19 Testing

    Like most companies, you are open for business and keeping employees and customers safe by following strict COVID-19 protocols on social distancing, masking, and hand washing. But there is more that you can do to manage the risk of COVID-19 to your business proactively. 

    Screening employees for COVID-19 reduces the risk that the virus will spread in your organization. Identifying and segregating those infected with the virus is an essential next step towards protecting your workplace’s safety. 

    There are two basic approaches to screening: proactive screening of the workforce once or twice a week and reactive screening of individuals who have been flagged due to the appearance of symptoms or possible exposure. 

    What are the tests, what’s the difference, and how do you choose?


    PCR Testing

    PCR stands for polymerise chain reaction and is the “gold standard” COVID-19 test. There are three ways to provide PCR (also known as molecular) tests. 

    The first is in a lab with a 24-hour turnaround time (TAT), offered by WMC. This test is also available through Public Health but with a TAT of about three to five days, which is too long for most businesses. 

    The second is onsite with a “mini-lab” operated by a medical lab technician. The onsite lab can test 9 samples at a time in less than 2 hours. 

    The third is a new, reportedly 15-minute PCR test from Abbott Laboratories However, this test is not yet widely available in Canada, and there are concerns about its accuracy and effectiveness.


    Antigen Testing
    The antigen test is also rapid, yielding results within 15 minutes.

    Both the PCR and antigen tests require a nasal swab by a nurse and physician requisition. Both tests provide useful information but in different ways.

    What’s the Difference?

    PCR and antigen testing each look at slightly different pieces of the virus.

    The PCR test looks at the virus’s genetic code, and is very sensitive to detecting whether the virus is present. 

    In contrast, the antigen test looks for the virus’s proteins and its shape. A positive antigen test means the individual is currently infectious and should be isolated.

    The PCR  test is exceptionally effective at confirming whether someone was recently infected. However, it can’t necessarily tell whether a person is still infectious.

    Conversely, the antigen test is slightly better at detecting infectiousness in people who test positive than the PCR test. However, because it requires more of the virus to be detected, it may miss infections.   

    What About the Virus Antibodies Test?

    Another COVID-19 test is the virus antibodies test. This blood test checks for COVID-19 antibodies in the blood. Antibodies are microscopic proteins made by the blood and are the body’s attempt to fight infection.

    If this test finds antibodies in the blood, it means the individual had a COVID-19 infection in the past and was either not diagnosed or asymptomatic. However, the antibodies test comes with a few limitations. First, it takes about 14 days to get the results, so it’s not a rapid test. Second, it can’t tell whether the person currently has COVID-19. Third, a negative result doesn’t always rule out a previous exposure.

    How Do I Choose?

    Choosing the right COVID-19 screening test (Lab PCR, Rapid PCR or Antigen) for your business is best done under a trained medical professional’s guidance. Having a broad discussion about your overall COVID-19 strategy will help to determine the best screening program for your needs. An important consideration is the organization’s risk profile. High-risk organizations like manufacturing plants and movie studies, where a missed positive can have significant costs and business repercussions, tend to use lab and rapid PCR testing.

    On the other hand, if you have an asymptomatic person who may have been exposed to the virus, the antigen test has a much better chance of predicting whether that person is currently infectious and should be quarantined. Antigen testing can be used for screening all asymptomatic employees, but you need to understand the limitation and the risk management issues if positives are missed.

    The choice is also influenced by the budget. The antigen test is cheap, fast, but less accurate. PCR on-site rapid testing is more accurate but cost more as it requires a Medical Laboratory Technician to operate the testing machine.

    On November 24th, 2020 the Ontario government announced they were rolling out two COVID-19 rapid tests, one based on molecular testing and the other using antigen testing. The goal is to provide faster results in regions of high transmission and rural and remote areas. “This new technology can provide test results in hours, even minutes, instead of days,” said Premier Doug Ford. The Ontario government has not announced when, or if, they will be providing these tests to business in the province. WMC is watching this development closely and will provide an update in a future blog.

    The Workplace Medical team is experienced with all forms of COVID-19 testing, including the new PCR rapid testing. Our experts will work with you to design and implement a customized solution tailored to your workplace needs and proactively manage both short and long-term risk. 

    Getting the right COVID-19 screening program for your business means you can open your door with confidence that you, your staff, and your business are well prepared to meet the second wave.

    If you would like to review how one of the tests can help you, please contact us.

    Jon Burtenshaw

    ,
  • New COVID-19 Related Services From WMC

    While the majority of people continue to practice the physical distancing and self-isolation that has been crucial over the past two months, how companies manage the absences of their employees has continued to evolve and adapt. We at WMC continue to monitor developments daily and are providing the following update.

    What WMC Sees Right Now

    There has been an increase in the number of COVID-19 claims in all business sectors, due to both quarantining requirements and confirmed COVID-19 diagnoses. Our STD Case Management team is closely monitoring these cases.

    We are also seeing a slowdown in response time from all Workers Compensation Boards, making it challenging for our case managers to obtain decisions, responses, and documentation. WMC’s WCB Case Managers are continuously working to obtain the required information and will keep you updated as information is received.

    Services Offered by WMC

    Assistance with Policies

    As always, WMC is available to help you with creating policies to handle employee absences due to COVID-19 diagnoses and/or adjacent quarantines, as well as formulating return-to-work strategies.

    Introducing Three New Services

    WMC is implementing these new services to assist employers:

    • Telephonic COVID-19 Return-to-Work Assessment Service:
      WMC provides access to qualified medical professionals who can assess and determine your employee’s fitness to return to work. If an employee is not cleared to return to work and a reassessment is required (in one to four weeks’ time), the follow-up assessment will be conducted by our Occupational Doctors.

      Essential workplaces can benefit from this service immediately, as well as any employer planning for the eventual return of employees to work. We encourage you to engage our return-to-work assessment service in the upcoming weeks to help smooth the return of employees back to the workplace.

    • On-Site Temperature Checks and Interviews:
      WMC can send a member of our medical team to perform on-site temperature screens with a thermal thermometer and pulse oximetry readings for employees, customers, and visitors to detect signs or symptoms of COVID-19. This WMC team member will also ask questions from our developed health questionnaire to help determine if those seeking entry may be at risk of illness themselves or of infecting others in the workplace.
    • Qualitative and Quantitative Mask Fitting Services:
      We are able to provide this equipment and a WMC team member to conduct fittings, either at a WMC clinic or at your place of business.

    What You Can Do to Strengthen Your Planning during COVID-19

    WCB Claims

    Remember to update your WMC Case Managers on the outcome of any communications with employees, changes to return-to-work plans, or any accommodations being provided, as this is critical to the effectiveness of our claims management.

    Absence Management Strategies

    COVID-19 management is going to be a part of our daily lives for the foreseeable future. To deal with its challenges, it is essential to stay informed and flexible, and to foster open communication with employees.

    1. Communicate with Your Employees:
      How we behave directly affects corporate culture. This pandemic is significantly impacting employee physical and mental wellbeing, so communicate with employees to provide the support available through your wellness program, EAP, or wellness initiatives. Make sure that this includes those who are not working due to illness, injury, or layoffs.
    2. Be Strategic, and Ensure you Have a Plan:
      Plan for increased volumes of absences, both occupational and non-occupational. Think outside the box: can your employees work from home, or can shifts be staggered to allow more distance between workers? Once these plans are implemented, make sure that every employee (both currently working or not) is informed.
    3. Be Flexible:
      Temporarily relax your need for doctor’s notes. Have your employee health department conduct employee interviews and collect as much information as they can, or contact WMC to conduct a third-party assessment to obtain objective information. Where possible and appropriate, focus on early return-to-work planning, including accommodations.
    4. Get the Help you Need:
      Government legislation and pandemic requirements can be overwhelming. Also, the threat that COVID-19 poses can cause anxiety amongst your employees and their families, directly affecting employee attendance. If you need help in creating or managing your pandemic response plan, don’t hesitate to contact us.

    On behalf of the WMC Disability Management Team, we remain committed to persevering together through this difficult time. Should you have any questions about our COVID-19 services, please do not hesitate to contact us.

    Jon Burtenshaw

    ,
  • Absence Management During the COVID-19 Pandemic

    While the majority of people continue to practice the physical distancing and self-isolation that has been crucial over the past two months, how companies manage the absences of their employees has continued to evolve and adapt. We at WMC continue to monitor developments daily and are providing the following update.

    What WMC Sees Right Now

    There has been an increase in the number of COVID-19 claims in all business sectors, due to both quarantining requirements and confirmed COVID-19 diagnoses. Our STD Case Management team is closely monitoring these cases.

    We are also seeing a slowdown in response time from all Workers Compensation Boards, making it challenging for our case managers to obtain decisions, responses, and documentation. WMC’s WCB Case Managers are continuously working to obtain the required information and will keep you updated as information is received.

    What You Can Do to Strengthen Your Planning during COVID-19

    WCB Claims

    Remember to update your WMC Case Managers on the outcome of any communications with employees, changes to return-to-work plans, or any accommodations being provided, as this is critical to the effectiveness of our claims management. 

    Absence Management Strategies

    COVID-19 management is going to be a part of our daily lives for the foreseeable future. To deal with its challenges, it is essential to stay informed and flexible, and to foster open communication with employees.

    1. Communicate with Your Employees: How we behave directly affects corporate culture. This pandemic is significantly impacting employee physical and mental wellbeing, so communicate with employees to provide the support available through your wellness program, EAP, or wellness initiatives. Make sure that this includes those who are not working due to illness, injury, or layoffs.
    1. Be Strategic, and Ensure you Have a Plan: Plan for increased volumes of absences, both occupational and non-occupational. Think outside the box: can your employees work from home, or can shifts be staggered to allow more distance between workers? Once these plans are implemented, make sure that every employee (both currently working or not) is informed.
    1. Be Flexible: Temporarily relax your need for doctor’s notes. Have your employee health department conduct employee interviews and collect as much information as they can, or contact WMC to conduct a third-party assessment to obtain objective information). Where possible and/or appropriate, focus on early return-to-work planning (including accommodations). 
    1. Get the Help you Need: Government legislation and pandemic requirements can be overwhelming. Also, the threat that COVID-19 poses can cause anxiety amongst your employees and their families, directly affecting employee attendance. If you need help in creating or managing your pandemic response plan, don’t hesitate to contact us.

    Services Offered by WMC

    Assistance with Policies

    As always, WMC is available to help you with creating policies to handle employee absences due to COVID-19 diagnoses and/or adjacent quarantines, as well as formulating return-to-work strategies.

    Introducing Three New Services 

    WMC is implementing these new services to assist employers:

    • Telephonic COVID-19 Return-to-Work Assessment Service: With this program, WMC provides you with access to our qualified medical professionals who can assess and determine your employee’s fitness to return to work. If an employee is not cleared to return to work and a reassessment is required (i.e., in one to four weeks’ time), the follow-up assessment will be conducted by our Occupational Doctors.

      Essential workplaces can benefit from this service immediately, as well as an employer who is planning for the eventual return of their employees to work. We encourage you to engage our return-to-work assessment service in the upcoming weeks to help smooth the return of employees back to the workplace.

    • On-Site Temperature Checks and Interviews: WMC can send a member of our medical team to perform on-site temperature screens with a thermal thermometer and pulse oximetry readings for employees, customers, and visitors to detect signs or symptoms of COVID-19. This WMC team member will also ask questions from our developed health questionnaire to help determine if those seeking entry may be at risk of illness themselves, or of infecting others in the workplace.
    • Qualitative and Quantitative Mask Fitting Services: We are able to provide this equipment and a WMC team member to conduct fittings, either at a WMC clinic or at your place of business.

    On behalf of the WMC Disability Management Team, we remain committed to persevering together through this difficult time. Should you have any questions about our COVID-19 services, please do not hesitate to contact us.

    Jon Burtenshaw

    ,
  • COVID-19 Update for WMC Clients
    As the world works to slow the transmission of coronavirus (COVID-19) through physical distancing and self-isolation, Workplace Medical Corp. is continuing to provide information and services for our clients.

    We are still open for business
    Many of our clients are essential services that must continue to follow health and safety protocols, including occupational health medical testing, to keep their employees safe.
     
    We are continuing to provide that service at our occupational health clinics in Toronto, Hamilton, London, Ottawa (reduced hours), Surrey (reduced hours), and on-site in southern Ontario as well as certain associate clinics throughout Canada and the US. We are prioritizing clients who need mask fitting for their employees. Also, please note that we are still shipping AEDs and AED accessories. 
    Our disability case managers are working from home and continue to support our clients’ STD and absence management programs.  Our team is here to help with the management of sick leave and absenteeism issues even if there are no formal STD claims or workers’ compensation claims triggered.

    Questions
    We receive a lot of questions about return to work and on-site screening of employees.

    •  Temperature Screening at the workplace.- This is a service we could provide; however, there is a shortage of appropriate PPE. We will monitor this closely and advise when we would be able to assist organizations with this service.  
    • COVID-19 Testing.- We have access to an instant COVID-19 screen that could be used to screen employees who have been off work with a fever and are now symptom-free and ready to return to work. This screen only works for previously symptomatic individuals. Once PPE is available, we be able to deliver this service at our occupational health clinics.
    Services that are suspended, or not offered at this time: 
    • Pulmonary Function Testing (PFT): The Academy of Occupational Health and Environmental Medicine (AOEM) has raised concerns about PFT during the coronavirus outbreak, specifically the risk of droplets from exhaling. Therefore, Workplace Medical is not currently providing this service.
    • H&S Training: On-site H&S training is suspended. However, we are still providing online H&S training through our website (https://www.workplacemedical.com/online-courses).
    • On-site mobile hearing testing. We are postponing testing and working with clients to rebook. Our MHT staff are working on retooling policies, procedures and workflows to be more efficient when we do return to testing.
    • First aid training. The WSIB has posted on its website a 90-day extension on all first aid training and has advised providers not to deliver any training at this time. Online only training is not approved.
    • Closed Locations: One clinic in BC (Burnaby), as well as Sarnia and Oshawa, are closed until further notice. 
    The manufacturer of the instant COVID-19 testing is hopeful that by May, they will have an instant test to screen asymptomatic people. This would be a huge step forward because those who are infected can be positive and asymptomatic. We will keep you posted on any developments.

    Resources
    At times like these, we must rely on only the most credible sources of information. We’ve compiled a list of websites to help you stay up to date on matters related to COVID-19.

    Jon Burtenshaw

    ,
  • COVID-19 List of Resources
    At times like these, we must rely on only the most credible sources of information. We’ve compiled a list of websites to help you stay up to date on matters related to COVID-19.

    The Atlantic:

    The College of Family Physicians of Canada:

    Health Canada    :

    Government of Canada Travel Advisories    : https://travel.gc.ca/travelling/advisories

    New York Times: “Lost Sense of Smell May Be Peculiar Clue to Coronavirus Infection”:

    Ontario Ministry of Health    :

    Toronto Public Health    :

    Jon Burtenshaw

    ,
  • Accommodation vs. Short-Term Disability for Employee Absences During the COVID-19 Pandemic

    As the COVID-19 pandemic continues to escalate, companies need to decide how they will continue to function, or whether they should shut down for the foreseeable future. Chances are that you are currently reviewing your emergency preparedness plans, and are implementing policies on how to manage employee absences.
    There are two main reasons people are staying away from work at this time:

    1. For medical reasons, such as a confirmed COVID-19 case, or exhibiting other flulike symptoms, and
    2. For non-medical reasons (i.e., the employee has been exposed to COVID-19, but is showing no symptoms).

    As WMC has received a large number of questions on this subject, we want to provide you with information and suggestions on how to deal with employee absences.

    Short-Term Disability (STD) vs. Accommodation Cases

    The first thing you should do is confirm the reason the employee is not coming to work. Are they showing symptoms (medical)? Have they been exposed, and are now in self-isolation in case they become symptomatic (non-medical)?
    If the reason is medical and confirmed, our recommendation is to approve that person’s STD claim without a waiting period.
    If the reason is non-medical, we recommend that this be considered an Accommodation Case (not an STD case). In this event, WMC’s hourly fee will be applied, as opposed to a fee-per-claim.


    WMC’s Short-Term Disability Policy

    Typically, STD benefits do not cover plant shutdowns. Therefore, if you decide to shut down or lay off employees, WMC recommends telling those employees to apply for EI benefits rather than STD.
    Also, review your policy to see if there are any pandemic exclusions. This is rare, but as each policy is different, it is worth taking the time to examine yours.


    WMC is Continually Monitoring the Situation

    At WMC, we are committed to being your partner, and helping you navigate the days and weeks ahead. We are:

    • Closely monitoring the situation, and have put policies in place to ensure the health and safety of our employees
    • Monitoring staffing levels and work accommodations, and have additional resources available in case of an escalation of claims
    • Here to assist you, and will consult with you regarding next steps with any claims you may encounter over this difficult time

    We understand that the constantly changing news and information can seem like a lot, so if you have any questions, please feel free to contact us.

    Anne Maul
    Manager, Disability Management
    Workplace Medical Corporation

    Jon Burtenshaw

    ,
  • COVID-19 Update

    If you manage a business in Canada, the biggest threat to your company’s productivity this winter might just be the flu. Canadian doctors are currently bracing for impact in anticipation of a particularly difficult flu season, having ordered an extra 300,000 doses of flu vaccine in Ontario alone. In fact, Ontario’s health minister Christine Elliott has predicted this year’s flu season will “likely be a bad one.”

    COVID-19 Update
    Workplace Medical Corp.

    Workplace Medical Corp. cares deeply about the health and welfare of our clients. We would like to share with you what we are doing, respond to questions we have been getting and provide you with links to credible sources of information.

    What we are doing at Workplace Medical

    • We are open for business.
    • Our hygiene and social distancing policies are in place and communicated to all staff.
    • We have new signage at our clinics, onsite locations, trucks and training rooms to remind employees if they are not feeling well, they should not participate in medical tests or training.
    • We have waived all cancellation fees. We understand if you need to cancel or postpone scheduled services with us.

    As the world faces the coronavirus (COVID-19) pandemic, we have been receiving many inquiries from clients on how best to manage workplace health.

    • The most common question is about screening for fever and exposure when employees enter the workplace. We are unable to offer this service and don’t recommend it as a company policy. Our recommendation is to vigorously enforce a policy of not coming to work if you are not feeling well.
    • Yes, our clinics and onsite services are open. In particular, we are expediting the provision of mask fit testing.
    • If you have a short-term disability (STD) plan, we suggest removing the waiting period and, for self quarantined employees, establish the reason for self-quarantine. Quarantine situations may be best handled as an accommodation claim versus a STD claim.
    • Review your STD policy regarding plant shutdown. Typically STD plans do not cover plant shutdown. You may want to consider relaxing this policy.

    We are monitoring the situation closely. As your outsourced occupational health and training provider, we encourage you to contact your Account Executive or our office if you have any questions.

    Our goal is to keep your organization and ours, healthy. Whether working in the office or remotely, we are dedicated to providing the services and training you need, so please feel free to reach out to us if you have any questions or concerns.

    At times like these, we must rely on only the most credible sources of information. We recommend the following websites to stay up to date on matters relating to COVID-19.

    Government of Canada Public Health
    https://www.canada.ca/en/public-health/services/diseases/2019-novel-coronavirus-infection.html

    Centers for Disease Control and Prevention
    https://www.cdc.gov/coronavirus/2019-ncov/community/guidance-business-response.html

    Government of Canada Travel Advisories
    https://travel.gc.ca/travelling/advisories

    Johns Hopkins Case Count
    https://gisanddata.maps.arcgis.com/apps/opsdashboard/index.html#/bda7594740fd40299423467b48e9ecf6

    Ontario Ministry of Health
    https://www.ontario.ca/page/2019-novel-coronavirus, https://files.ontario.ca/moh-coronavirus-pec-poster-en-2020-03-09.pdf, http://www.health.gov.on.ca/en/common/system/services/phu/locations.aspx

    The Atlantic: “Cancel Everything”
    This highly cited article provides a clear review of the spread of the virus and what we need to do
    https://www.theatlantic.com/ideas/archive/2020/03/coronavirus-cancel-everything/607675/

    William J. Shapiro
    President & CEO

    Jon Burtenshaw

    ,
  • Why This Year’s Cold and Flu Season May Be the Worst Yet for Canadian Business

    If you manage a business in Canada, the biggest threat to your company’s productivity this winter might just be the flu. Canadian doctors are currently bracing for impact in anticipation of a particularly difficult flu season, having ordered an extra 300,000 doses of flu vaccine in Ontario alone. In fact, Ontario’s health minister Christine Elliott has predicted this year’s flu season will “likely be a bad one.”

    Why This Year’s Cold and Flu Season May Be the Worst Yet for Canadian Business

    If you manage a business in Canada, the biggest threat to your company’s productivity this winter might just be the flu. Canadian doctors are currently bracing for impact in anticipation of a particularly difficult flu season, having ordered an extra 300,000 doses of flu vaccine in Ontario alone. In fact, Ontario’s health minister Christine Elliott has predicted this year’s flu season will “likely be a bad one.”

    You too should begin preparing your business so you can minimize the impact the flu has on your company and employees this season.

    How the Flu Affects Business

    Your employees are only human, and it’s expected that they will need some time off from time to time due to illness. As such, a few cases of the flu may not seem like a big deal. The numbers say otherwise, however.

    In the United States alone, the flu costs an average of $7 billion in sick days and lost productivity every year. Absent employees mean reduced productivity but not necessarily reduced expenses. If your company benefits include sick time, you bear the additional expense of paying your employees to stay home.

    Financial concerns aren’t the only problem you’ll need to deal with, however. When an employee is sick, others need to fill in for them. This can lead to low workplace morale. It can also make the workplace more dangerous, as employees step in to do jobs they’re not as familiar with or well trained on.

    Workplace injuries also tend to increase when employees feel rushed and understaffed. If covering for absent employees means working longer shifts and overtime, safety risks increase while the quality of the work produced by fatigued employees may decrease.

    Do They Really Know?

    Like forecasting the weather, predicting the severity of flu season isn’t always an exact science. It’s easy to wonder how seriously you should take admonitions that this year’s flu season will likely prove brutal. How do they know? The answer is Australia.

    Because of their respective positions on the globe, Canada experiences summer while Australia deals with winter. The two places then swap seasons, with winter and flu season creeping into Canada as summer breezes start to blow down under. Along with winter weather comes the virus that carries the flu. If that virus was particularly potent in Australia, it likely will remain so when it reaches Canada.

    And potent it is. Australian health officials recently announced that the 2019 flu season started earlier than usual and has already claimed 200 lives. It’s also caused three times more hospitalizations than normal. If this same strain of virus makes it to Canada, the country can expect the same increase in deaths and hospitalizations that Australia is currently experiencing. It can also expect a noticeable uptick in sick days.

    What to Do

    The good news is that you can take steps to help reduce the risks that your employees will suffer from the flu and miss work as a result. The first is to offer paid sick leave and encourage employees to stay home when they begin to feel ill. People with flu are most contagious in the first three to four days after their illness begins. The goal is to keep employees at work, but the flu virus often spreads through workplaces like wildfire. It’s better to have one employee out sick than have him share his illness and take five other employees out with him.

    Hygiene also matters. Make sure your cleaning crew sanitizes frequently touched surfaces throughout your office. Clean bathrooms aren’t enough. It’s also important to wipe down doorknobs, light switches, copy machines and other surfaces that many different people touch throughout the day. Strategically placing alcohol-based hand sanitizers around the work area helps too.

    Perhaps the best step you can take to reduce the flu’s impact, however, is to host a flu vaccine clinic. The flu vaccine is the best and most effective tool that Canadians have for fighting the flu. Unfortunately, anti-vaxxer campaigns and misinformation have convinced 11 percent of the adult population that vaccines are dangerous. It’s important that you post notices or provide information about the safety and efficacy of the flu vaccine to encourage employees to get one. The best way to encourage vaccination, though, is to host a clinic for your employees and vaccinate them on-site.

    Clinics work well because they are convenient. A clinic makes it easy for your employees to get a quick flu shot while they’re already at work, which means no extra trips or hassle.  And often, even with best intentions to go the drug store, employees often don’t make the trip. On-site clinic help ensure they actually get the shot.

    Clinics also help create positive peer pressure. Some employees will be more likely to get vaccinated if they see their coworkers doing the same. Even better – some providers of on-site clinics may have the technology that allows your employees to book their vaccination time online.

    There’s no way to eliminate the flu or its potential impact on your business, but there are ways to reduce it. Flu vaccine clinics are one of the very best ways to do that, and they’re easy to offer. At Workplace Medical Corp., we specialize in facilitating flu vaccination programs to make it easier for you to protect your workforce. Just contact us and let us know you’re interested in vaccinating your staff. We’re happy to help you protect the health and wellness of your employees and our community.

    Jon Burtenshaw

    ,
  • Workplace Medical Acquires CBHM

    We are pleased to announce that effectively immediately, Workplace Medical Corp. (Workplace Medical) has acquired Canadian Business Health Management Inc. (CBHM).

    Building upon its extensive first aid training business, this acquisition significantly broadens the range of training options available to Workplace Medical’s clients.

    Today, CBHM is one of Ontario’s leading health and safety training organizations. Over the past 20+ years, the team at CBHM has built a business that is widely regarded for its engaging, highly trained instructors and offering businesses across Ontario a single source for all their health and safety training requirements. Workplace Medical and CBHM have been working together to promote their complementary service offerings for over 20 years.

    “I couldn’t be more excited about what this development means for the clients of Workplace Medical” noted Bill Shapiro, President and CEO of Workplace Medical. “Not only can we address all of the health, safety and first aid training needs of clients, but can do so with the same level of exceptional instruction our clients have come to expect from our company.”

    CBHM offers health, safety and compliance training both on-site and online. Course material can be customized to address an organization’s specific workplace hazards and is always taught by Canadian Registered Safety Professionals with relevant practical backgrounds specific to the training objectives.

    Lisa MacKenzie, founder of CBHM, joins Workplace Medical’s leadership team and will take on a vital role in introducing the firm’s expanded service offering to clients across Ontario and Canada. “I am thrilled that by joining forces with Workplace Medical, we will be able to deliver an integrated training platform for organization across Canada. Now, more so than ever, I believe we can help create safer workplaces from coast to coast,” noted Lisa MacKenzie, President of CBHM.

    With this acquisition, Workplace Medical’s integrated service offering now includes a broad range of health, safety and compliance training, including:

    Chief Prevention Officer (CPO) Approved Compliance Programs
    • Part One Certification Training
    • Part Two Workplace Specific Hazards Training
    • JHSC Refresher Training
    • Working at Heights Training
    • Working at Heights Refresher Training
    Health and Safety Training
    • Health, Safety & Law / Competent Supervisor Training
    • Violence & Harassment
    • Health & Safety Gap Analysis
    • Health & Safety Management System Development
    • Industrial Fall Protection
    • WHMIS GHS
    • Transportation of Dangerous Goods
    • Lift Truck Operator
    • Zoom Boom Operator
    • Aerial Lift (Scissor Lifts, GR-20 Lifts)
    • Overhead Crane
    • Hoist Training
    • Confined Space – Non-entry Rescue
    • Workplace Inspection
    • Accident Investigation
    • Lock Out / Tagout
    • Spills Response
    • Tiger Torch
    • Ladder / Scaffolding
    • Respirator Fit Testing
    • Fire Extinguisher
    • Infection Control
    Workshops
    • Mental Health in Life & the Workplace Workshop
    • Mental Health First Aid

    Workplace Medical clients are invited to speak with their sales representative, or contact Anne Stevenson by phone 1-800-263-9340 (extension 2278) or email Anne.Stevenson@workplacemedical.com to discuss their health and safety, compliance and first aid training needs.

    About Workplace Medical

    Workplace Medical Corp. is tackling one of the greatest problems affecting organizations, both public and private, in Canada – employee absenteeism. Costing the Canadian economy more than $16 billion every year, absenteeism is a strategic issue impacting organizational effectiveness, profitability and employee engagement.

    Founded over 65 years ago, Workplace Medical is one of Canada’s largest integrated absence management companies serving more than 3,000 companies throughout Canada and the United States.

    Built upon a strong foundation in occupational medicine, Workplace Medical applies its expertise across a broad range of occupational health, employee wellness, and disability management services. The firm’s unique, integrated and comprehensive approach reduces the cost and disruption associated with avoidable workplace absenteeism.

    About Canadian Business Health Management

    Since 1997, Canadian Business Health Management Inc. has been meeting and surpassing their clients’ needs as one of Ontario’s leading health and safety service providers. The firm works with a broad range of organizations across Ontario representing nearly every aspect of the economy, including companies in construction, utility, community livings, healthcare, industrial, government and education.

    Jon Burtenshaw

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  • WSIB Introduces New Policy on Cannabis for Medical Purposes

    The Workplace Safety and Insurance Board (WSIB) has published its official Operational Policy on Cannabis for Medical Purposes. This policy issues clear guidelines about when the WSIB will pay for medical marijuana to treat workplace injury and illness. It also helps define when and how employees may use medical cannabis in the workplace. These guidelines went into effect on March 1, 2019 and will help you manage workplace medical cannabis use fairly, consistently and legally.

    If an employee is injured or falls ill, these WSIB guidelines will help you and your employees know what to expect if and when a doctor suggests medical cannabis as a treatment. The WSIB plans to review the policy again in two years, hopefully smoothing out any issues that continue to cause confusion.

    The Basics

    In order for medical marijuana to be an option, the WSIB requires users to meet two criteria. The first is an age limit. Employees under the age of 25 are never eligible for medical cannabis treatment. The WSIB also disallows medical marijuana for anyone who currently has or has ever had a substance abuse issue of any kind.

    From alcohol abuse to pain-killer addiction, employees who have abused legal or illegal substances in the past are automatically disqualified from receiving medical marijuana from the WSIB. These employees may still have the legal right to receive medical marijuana treatment, but the WSIB won’t pay for it.

    Designated Conditions

    Science supports the use of medical marijuana for a variety of ailments, but the drug isn’t a panacea by any means. The WSIB specifically outlines five conditions for which the drug is an acceptable treatment. They are:

    • Neuropathy and nerve pain
    • Spasms caused by spinal cord injury
    • Nausea and vomiting resulting from chemotherapy or cancer treatment
    • Anorexia caused by AIDS or HIV
    • Pain and other issues requiring palliative care

    The WSIB will not provide or approve marijuana or cannabidiol (CBD) treatment for any other conditions, injuries, or diseases.

    Doctor Approval

    Workers may not take it upon themselves to decide that medical marijuana is an appropriate or necessary treatment for their condition. The WSIB requires a qualified medical health professional to examine the person and authorize cannabis treatment. This ensures that medical marijuana is appropriate for both the condition it’s meant to treat and the individual receiving treatment.

    If an employee seeks a second opinion, both doctors must approve cannabis as a treatment. This prevents employees from finding a doctor to say “yes” to medical marijuana when their primary physician says “no.”

    Other Treatments Have Failed

    Medical cannabis is a blessing for those who need it, but it isn’t meant as a first line of defense. The WSIB requires employees to try conventional and established treatments before turning to medical marijuana. Treatment with marijuana and CBD should begin only when other treatments have failed or were poorly tolerated.

    A physician must document attempts to help an employee using traditional medical treatments before declaring them a failure. The doctor must note in the patient’s medical record which treatments were tried and with what results. If a treatment proved intolerable, the doctor must note why.

    The exception to this rule is palliative care. In a palliative care situation, a doctor has already established that curing a certain illness or eliminating pain is impossible and that symptom management is the only viable treatment.

    Employees seeking medical cannabis for palliative care need not meet this requirement.

    Assessment and Ongoing Findings

    The WSIB requires a physician to approve an employee’s medical marijuana use, but this approval must also have merit. Before approving treatment, the WSIB requires employees to undergo a clinical medical assessment of their condition. The doctor performing the assessment must include measurable findings and specifics in the records, and care must continue after the initial visit.

    Doctors must continue to monitor the employee and record progress, documenting the need for ongoing treatment. The WSIB continues paying for all treatments, including medical cannabis, only so long as the employee is benefiting from medical care.

    Benefits Must Outweigh Risks

    When undergoing any medical treatment, it’s important to weigh both the benefits and the risks. Though it’s considered a natural remedy, this remains true for medical marijuana. The WSIB will approve treatment only when it won’t interfere with other medications or treatments the employee is receiving.

    The WSIB won’t approve medical cannabis for employees with a history of substance abuse. They may also deny approval to those with a personal or strong family history of psychosis.

    How and How Much

    The WSIB requires employees using medical cannabis to take the lowest effective dose possible. The daily quantity of dried medical cannabis must not exceed three grams per day. The milligrams (mg) of THC per day should be no more than 30 mg, and in no case exceed 75 mg.

    Get It in Writing

    An employee who receives approval to use medical cannabis from their doctor and meets WSIB requirements must also comply with any legal requirements of their province.

    Employees must obtain documentation stating that a doctor approved their medical marijuana usage. This information must detail the authorized dosage amount and administration method. The document must also state how much THC the medication contains.

    Reimbursement

    An employee who meets all these requirements can have the WSIB pay a reasonable fee for their medical cannabis, as long as the drug treats a work-related injury.

    To receive reimbursement, the employee must register as a client of, and purchase the medication from, a hospital or fully licensed medical cannabis vendor. The WSIB will not reimburse employees for marijuana purchased at a recreational dealer or grown at home.

    Employees must also obtain WSIB approval before purchasing medical marijuana. Even if they meet all the WSIB’s usage criteria, reimbursement will not be issued if prior authorization was not obtained.

    The Bottom Line – Workplace Medical’s Perspective

    The legalization of cannabis has raised specific issues around the accommodation of medical marijuana use, but more importantly, it has shed light on broader questions related to any prescription or non-prescription drug use in the workplace.

    What are the employer obligations? What policies and procedures need to be in place? What are the supervisor’s responsibilities to report suspected impairment? How do you implement and follow up on the policies?

    Drugs and alcohol in the workplace are risk management issues for employers, with impacts on health and safety, absenteeism, employee engagement, customer service, and compliance.

    We can help your organization by providing a strategic review of your absence management program, developing your drug and alcohol policy, and providing services to implement and manage your policy. Contact us today.

    Jon Burtenshaw

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