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  • New WSIB Stress-Claim Ruling Could Signal Big Changes For Employers

    If you are an employer in Ontario and you are subject to the provisions of the WSIB, you should be aware that your employees may now have the ability to make a whole new class of claims, due to Decision 2157/09. For businesses, mental illness is estimated to cost the Canadian economy in excess of $50 billion dollars annually. The direct cost to business in lost productivity and turnover is more than $6 billion dollars. Mental illnesses account for approximately 30 percent of short and long-term disability claims. In fact, they are the fastest growing disability claim in Canada. With the possible further changes to the legislation, employer costs may keep rising.

    What does it mean for employers?

    Decision 2157/09 has the potential to have a significant impact on employers in Ontario. It opens the door for claims that were previously not allowable under WSIB. The two main areas of concerns are:
    1) the ability of the WSIB to adequately assess and manage mental health claims;
    2) the creation of a new category of medical claims under WSIB will obviously increase costs to employers;
    While WSIB has previously assessed and managed mental health claims secondary to traumatic events in the workplace, these claims have had a clear trigger, which can be linked to the causation of symptoms, and severity can be assessed through viewing medical assessments and care that were required and initiated immediately following the traumatic event. This will not be the case with claims that may occur secondary to Decision 2157/09. These mental health claims are likely to have symptoms that occur over time, with no single event trigger. The employee may have a predisposition or past history of mental health issues, which the board should investigate, but may not have the experience to investigate. Unfortunately, the board has neither assessed nor managed these claims previously, which implies that there will be a steep learning curve for them, which will cost you, the employer!

    What Employers can proactively do?

    Penny Buckner, RN, Director of Workplace Medical Corp. Disability Management Division says this new legislation could have a significant impact on employers:

    Proactively, employers should ensure that they have policies in place to prevent harassment and bullying, and all managers should receive training regarding these policies to ensure that they are adhered to. Employers should also review the status of their resources and support systems in place to manage the medical issues that may arise through these claims,” advises Penny.

    Employers should ensure that they are protecting themselves to the greatest extent possible from potential mental stress claims. They can do this by:

    • Employers who have ongoing mental stress cases should ensure that the events giving rise to these cases have been, and continue to be, are addressed and well documented.
    • Adopting and enforcing policies against illegal discrimination and sexual harassment;
    • Ensuring that managers and supervisors know that actions that cause emotional distress, even if they are related to a covered injury, can result in civil liability

    What constitutes a claim of mental stress?

    The panel compared claims of mental stress over time to those of physical injuries over time. To determine causation, the tribunal considered whether the workplace injuring process made a “significant” contribution to the development of the injury or condition.

    The tribunal said: “The evidence demonstrates that workplace stressors are not limited to ‘job strain,’ but rather, there are many other types of non-traumatic workplace stressors that may be associated with mental stress.” The panel noted that a determination is more a consideration of whether the evidence of work-relatedness of mental disorders is distinguishable from physical injury claims to the extent that it warrants different treatment from physical claims.

    The kinds of work which has been shown to contribute to mental distress:
    • Imposition of unreasonable demands
    • Withholding of adequate levels of materially important information, whether deliberately or by neglect
    • Refusal to allow the exercise of reasonable discretion over the day to day means, manner, and methods of work
    • Failure to acknowledge or credit contributions and achievements
    • Failure to recognize and acknowledge the legitimate claims, interests, and rights of others (unfairness, or justice at work)

    Changes in the legislation:

    The Ontario Workplace Safety and Insurance Appeals Tribunal (“WSIAT”) has found that the prohibition against claims by workers for mental stress to be unconstitutional. The panel found that chronic workplace-related stress could be a valid claim under the province’s workplace insurance system. Currently, the Workplace and Safety and Insurance board only compensates workers for physical injuries suffered on the job or acute psychological injuries that follow a “traumatic” event.

    • Other workplace stressors are not limited to ‘job strain,’ but rather, with mental disorders, including bullying, lack of managerial support, interpersonal conflicts, and humiliating events.
    • The WSIB will only consider paying benefits for physiological conditions where the worker’s doctor or psychologist has diagnosed a psychiatric condition.
    • A claim of mental stress cannot arise solely from an employment decision, such as termination, demotion, transfer or disciplinary action.

    What to expect from your medical department

    Employers should utilize their Company Doctor or medical department to provide confidential services to support employees. Your medical department should also serve as an intermediary between the employee and employers, as well as between the employee’s family doctor and your medical department. Your medical department can also provide independent medical advice and support concerning potential workplace stressors. If an employee goes on leave, your medical department can perform a Time Loss Review to assess the amount of time off required, and assist in workplace accommodation and return to work plans if necessary Decision 2157/09 has opened the door to further potential legislative changes – in relation to claims for mental stress; and it has served to highlight the ever-increasing importance of promoting and protecting mental wellness in Ontario workplaces.

    Many resources are available to aid workplaces seeking to address the psychosocial hazards responsible for work-related mental stress.     A new workplace mental health Standard was published in 2013. The standard, entitled Psychological health and safety in the workplace—Prevention, promotion, and guidance to staged implementation (CAN/CSA-Z1003-13), was developed by the Canadian Standards Association (CSA) and the Bureau de normalisation du Quebec (BNQ). It was commissioned by the federally-funded Mental Health Commission of Canada (MHCC). Another resource is the Mental Injury Prevention Tool Kit developed by the Occupational Health Clinic for Ontario Workers (OHCOW) in partnership with several unions, academics, and others.

    To read the official documents detailing the ruling, click here.

    WSIB official site: http://www.wsib.on.ca

    Jon Burtenshaw

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  • How To Prepare Your Workplace For The Ebola Threat

    The Ebola virus is in the news and, if your workplace is like ours, your employees may be wondering what your company is doing about it. This would be a good time to review your disaster recovery plans and update it for medical disasters if it was not done during the SARS scare. Workplace Medical Corp.’s Medical Director, Dr. Craig Karpilow, advises companies to always be prepared when medical outbreaks occur, as it is the employers’ overall responsibility to ensure that all practicable preventive and protective measures are taken to minimize occupational risks.

    “Employers should consider the wide range of decisions that may arise, including: restricting international travel; medical inquiries and potential quarantines for employees who have traveled; leave from work; and educating management and employees,” says Karpilow.

    Four Steps to Take to Prepare

    One: Consider Evacuating Non-Essential Employees

    If you have employees in the West Africa region, it is a good idea to evaluate the need for them to work in that area. If there are any employees who could do their jobs in countries not currently at risk, it’s best to temporarily relocate them to ensure their safety

    Two: Put a Hold on Any Immediate Future Travel

    Similar to evacuating employees is refraining from sending more employees to West Africa. In Guinea, Sierra Leone and Liberia, the Center for Disease Control (CDC) has issued a travel advisory asking that only essential travelers enter the region. If you have scheduled employees for relocation or temporary business travel to the region, and that travel is not absolutely vital, it is wise to put a temporary halt to the moves.

    Three: Put procedures in place in order to ensure that business proceeds as usual

    Review employee leave policies, giving attention to flexible work solutions including staggered hours and telecommuting. Employ cross training so employees can help fill in and complete tasks in case of a co-worker falling ill. Establish points of contact for reporting absences. There should also be backups for these contact points. Make sure contacts know where to find answers with regard to the firm’s health plan.

    Four: Have an Emergency Plan in Place

    A good emergency plan for Ebola will include the following, non-exhaustive, parts:

    •  A way to recognize and report symptoms;
    • A method to isolate an employee who demonstrates symptoms;
    • The sterilization methods and protective equipment used to prevent the virus from spreading;
    • How workers with symptoms will get proper medical care; and
    • How any necessary information will be communicated to employees

    While the spread of any virus is a scary thing, employees knowing that their employer is taking precautions, has a plan in place and has their health and best interests in mind can provide employees with great confidence and reassurance.

    Jon Burtenshaw

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  • Medical Marijuana- A Workplace Safety Hazard?

    The use of prescribed medical marijuana by employees creates questions for Canadian employers. How do you deal with an employee in a safety-sensitive role who has a medical marijuana licence? Are employees with medical marijuana licences exempt from drug testing? If an employee with a licence says they need to use their marijuana at the workplace, how is this addressed?

    What Employers need to know:

    • Employees with a license should be treated like any other employee with prescription medication that could affect their ability to carry out their duties of employment.
    • The regular principles around duty to accommodate apply.
    • Accommodation does not mean allowing an employee to carry out his or her duties while impaired. Under Ontario’s Occupational Health and Safety Act (OHSA), an employer has an obligation to take every precaution reasonable in the circumstances to protect the health and safety of workers. This includes identifying hazards which may result from an employee working while under the influence of medical marijuana.
    • An employer must carry out its health and safety due diligence at the same time it accommodates an employee requiring the use of medical marijuana in the workplace. In the case of a safety-sensitive position, this may mean considering whether the employee can be reassigned to a non-safety-sensitive position.
    • Employers can set limits if the employee says they need to smoke on the job, such as where and when they can smoke.

    Proactive steps for employers

    Employers can get ahead of the changes occurring by re-examining their workplace drug and alcohol policies. Employers should pay special attention to the wording around prescription and non-prescription medication. The companies drug and alcohol policy should:

    • Require an employee to disclose information about any prescription drug that may impair his or her ability to perform work safely.
    • Prohibit an employee in a safety-sensitive position from working while impaired.
    • Set out a process for obtaining additional medical information to facilitate accommodation.
    • Ensure the employee (and union if applicable) participates in the accommodation process.
    • Identify restrictions on the use of medical marijuana in the workplace (e.g., where and when).
    • Identify consequences in the event of a breach of the policy i.e., discipline.
    • Employers should advise employees and candidates that such medical opinions will be required prior to the worker’s taking on safety sensitive work.

    What to Expect From Your Medical Department:

    • Employers should seek out guidance from knowledgeable and experienced physicians to determine how to treat cases involving medical marijuana use, to develop general guidelines around what constitutes safe use versus impairment.
    • As it is difficult to measure individual sensitivities to the drug, a physician knowledgeable about occupational health, who also understands the potential impact of medical marijuana on workplace safety should evaluate the employee to determine if he or she can perform their job safely while taking the drug. The worker’s doctor should also sign off on this evaluation.
    • An Occupational Health physician may act as a liaison between your organization and the employees family doctor to understand the condition marijuana has been prescribed for, the dosage, side effects, etc.
    • Provide expert advice and support in developing a comprehensive and effective drug and alcohol policy and when dealing with complex cases.
    • Help set out a process for obtaining additional medical information to facilitate accommodation

    While making sure organizations understand and effectively implement new legislative and policy changes can sometimes be challenging, with the right support and guidance, the process can be made easier for all parties involved. Dr. Karpilow urges employers to have an open dialogue with their employees regarding any policy changes so everyone is informed and in compliance. To learn more about Workplace Medical Corp.’s Company Doctor program, please click here

    If marijuana is used in the workplace it can affect the health and safety of the person taking it as well as those around them, as well as have an adverse effect on productivity.  Marijuana is known to have the following effects (Wadsworth EJ et al, 2006):

    • Short-term memory problems
    • Impaired thinking
    • Loss of balance and coordination
    • Decreased concentration
    • Changes in sensory perception
    • Impaired ability to perform complex tasks
    • Decreased alertness
    • Decreased reaction time

    See more at http://learnaboutmarijuanawa.org/factsheets/workplace.htm#sthash.GU0nekQn.dpuf

    If marijuana is used in the workplace it can affect the health and safety of the person taking it as well as those around them, as well as have an adverse effect on productivity.  Marijuana is known to have the following effects (Wadsworth EJ et al, 2006):

    • Short-term memory problems
    • Impaired thinking
    • Loss of balance and coordination
    • Decreased concentration
    • Changes in sensory perception
    • Impaired ability to perform complex tasks
    • Decreased alertness
    • Decreased reaction time

    See more at http://learnaboutmarijuanawa.org/factsheets/workplace.htm#sthash.GU0nekQn.dpuf

    How Does Marijuana Affect Work Performance?

    Marijuana affects every user differently and those effects can depend on:

    • The person – their mood, personality, size, and weight;
    • The amount taken and whether it is mixed with anything else;
    • The environment in which the drug is used.

    If marijuana is used in the workplace it can affect the health and safety of the person taking it as well as those around them, as well as have an adverse effect on productivity.  Marijuana is known to have the following effects (Wadsworth EJ et al, 2006):

    • Short-term memory problems
    • Impaired thinking
    • Loss of balance and coordination
    • Decreased concentration
    • Changes in sensory perception
    • Impaired ability to perform complex tasks
    • Decreased alertness
    • Decreased reaction time

    The effects of marijuana can last from two to six hours.  These side effects may make it hazardous to use marijuana at work, particularly if a person is operating heavy machinery or driving a vehicle. There is also a greater risk of an accident occurring due to the poor performance of even simple manual tasks. Regular marijuana users may start to exhibit signs of loss of energy and interest in their tasks, causing their performance to suffer. They may also find it difficult to learn new work skills. 

    Jon Burtenshaw

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  • Noise Induced Hearing Loss Increases Risk For Workplace Injuries

    A new study published in the April 10, 2014, edition of Canadian Occupational Health e-magazine, finds that noise induced hearing loss and exposure to loud noise on the job may cause workers to miss danger warnings and result in a higher number of workplace accidents.

    Study Findings

    • For every decibel of hearing loss, the risk of hospitalization due to work related injury increased by 1%.
    • Workers exposed to noise levels above 100dB had almost 2.5 times the risk of being hospitalized for work related injuries compared to workers not exposed to loud noise.
    • Workers who already have a hearing loss are also more likely to be seriously hurt.
    • For workers with both a severe hearing loss AND high noise exposure, the risk of being hospitalized with a work related injury is 3.6 times that of workers with neither condition.
    • Exposure to high noise levels increases fatigue, decreases concentration and impairs the quality of communication. These can be contributing factors in workplace injuries and absences.

    Study Background

    The study was led by Serge-Andre Girard, who is a researcher with the National Public Health Institute of Quebec in Quebec City. His research looked at records for 46,550 male workers over nearly 20 years, and found that 1,670 had been hospitalized for work-related injuries within five years of being given hearing tests. The researchers compared the number of injuries to worker’s levels of hearing loss indicated by the tests and their exposure to loud noises in the workplace.

    In an e-mail to Reuters, Mr. Girard states that “noise induced hearing loss is a public health issue…despite considerable energy devoted to the prevention of noise-induced hearing loss, it remains a significant problem. From an occupational safety perspective, work-related injuries remain an important issue that generates significant costs for businesses, workers and compensation organizations.”

    How you can protect your employees from hearing loss and workplace accidents

    A complete Hearing Conservation Program will protect your employees and eliminate – not reduce – eliminate, noise induced hearing loss. A complete hearing conservation programs include:

    • Noise & Dosimeter Surveys
    • Mobile Audiometric Screenings
    • Education, Training, and Consulting
    • Custom hearing protection
    • In-house medical supervision & accredited technicians
    • Proactive Management Report with comprehensive demographics, trend analysis, and proactive action recommendations.

    Noise-induced hearing loss is the leading occupational disease in North America, ranking as one of the most costly and frequently reported compensation claims. Protect your workplace from avoidable employee hearing loss, workplace accidents, and costly compensation cases and implement a hearing conservation program today. Workplace Medical Corp. is hosting one-day hearing conservation seminars in London and Ottawa.
    For more information on the London conference click here. For more information on the Ottawa conference click here.
    To contact us to learn more about Workplace Medical’s hearing conservation program click here.
    To view the original article click here.

    Jon Burtenshaw

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  • Reducing Absences In The Flu Season Through On-Site Flu Clinics

    You already know that in the beginning of the fall season word starts to spread about the flu shot and the importance of protecting yourself from this highly contagious and prevalent virus. Why should you consider the flu shot in relation to your business? Below we explore the reasons why the flu may be costing your organization lost time and revenue, and why a convenient, on-site workplace flu clinic is the best way to protect your employees and your business.

    Flu and absenteeism

    The flu is a contagious respiratory illness caused by the influenza viruses that is spread very easily when people cough, sneeze, shake hands or touch an object that someone with the flu has touched.

    • The flu has detrimental effects on industry and employers alike, as it is the leading cause of lost time.
    • This represents thousands of dollars in lost productivity for your company and higher labor costs associated with replacing the worker who is absent.
    • The 2011 Direct Health Solutions Absenteeism Survey found organizations lose an average of $385 per day per employee in lost productivity when a staff member is away sick.
    • Each flu season, nearly 111 million workdays are lost due to the flu.
    • That equals approximately $7 billion per year in sick days and lost productivity.
    • The average flu-related absence is one work week.
    •  The flu cannot be treated with antibiotics.
    • Some corporations will have the healthy employees work overtime to keep up with the production demands when others are sick

     How on-site flu clinics can help

    On site flu clinics are a great choice for organizations big and small because:

    • On-site flu clinics are a convenient, quick and affordable way to get all your employees immunized at one time, in one place, without having them leave the work site or lose worker productivity.
    • On-site flu clinics ensure your employees are vaccinated and lessen the risk of spreading the virus to family and other high-risk groups.
    • On-site flu clinics ensure that your employees are protected if exposed to the virus from outside sources.
    • Many employees intend to get to the clinic and get their flu shot, but life gets in the way and they just never get around to it. Others know they should get to the clinic, but the thought of sitting in a packed waiting room is not appealing and they decide to wait until they’re not so busy – a time that never comes.

    Vaccinated employees experience:

    • 13 – 44% fewer doctor visits;
    • 18 – 45% fewer lost work days; and
    • 18 – 28% fewer days with reduced productivity

    Dealing with employee objections, fears, and misconceptions

    Some employees may hesitate to get the flu shot because they fear that the flu shot will give them the flu. In truth, flu is caused by a virus — and there’s no virus in the flu shot. There is no scientific evidence for — absolutely no truth — to the urban myth that vaccine will give you the flu. Rather, what the flu shot does is introduce your body to the killed virus so that it can develop a proper immune response in case you encounter the live virus later on in the flu season. Vaccinations are often in the new as people fear possible links between vaccinations and autism. This fear first surfaced because of thimerosal, a form of mercury used as a vaccine preservative, which was purported to be linked to autism but has since proven unrelated. As a precaution, thimerosal was removed from all childhood vaccines and most, but not all, flu shots in 2001.

    Final thoughts

    If money is tight, then you can’t afford to not host a workplace flu shot clinic! It will cost you approximately $16.00 to immunize an employee against the flu. Compare that to how much it will cost you to pay that employee’s sick benefits for a week, in addition to all the other indirect costs like production delays and having to bring in a replacement worker.

    Book your workplace on-site flu clinic today- contact us.

    Jon Burtenshaw

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  • How to Manage Commercial Truck Driver’s Under “W” Licence Laws Through a Company Doctor Program

    Your organization probably already knows about the new “W” code or class D license change, a result of the US/Canada Medical Reciprocity Agreement for Commercial Drivers. You may be asking yourself, what does this new regulation mean for you, the employer? How can you make sure your drivers are fit to drive in the U.S. and if they are not, what can you do? First, to review the legislation:

    Drivers with any of the following medical conditions are restricted from driving in the U.S:

    • Hearing impairment
    • Monocular vision
    • Insulin-dependent diabetes
    • Epilepsy/seizure history
    • If they have failed to file a cyclical medical report and were downgraded to a class “D” as a result

    An important aspect of this regulation is that it will be the Ministry of Transportation, not the family doctor that will determine if your driver will receive a “W” code on their license. Many organizations have taken the new legislation as an opportunity to evaluate the policies and procedures they have in place to deal with the changes occurring in their industry.

    Policies and procedures that should be reviewed in light of new regulation are:

    • What to do if a driver is determined as not medically fit?
    • How are you informed if your driver is classified as “W”? Are you dependent upon him or her telling you? The Ministry determines this, amends the actual DL and the employee reports to their employer.
    • If your driver is using a family physician, are you getting an objective medical?
    • Who do you turn to for medical advice and support?

    Many organizations see value in turning to an occupational health physician or “company doctor” program to help facilitate the policies and procedures that need to be updated and to help streamline any future changes that are required.

    How your occupational health physician or “Company Doctor” can help:

    • Provide you with the confidence of knowing the medical status of your employee.
    • Help integrate the services of the physician in your policies and procedures so it becomes a well-known standard for your company.
    • Provide updated medical review if your driver is downgraded.
    • Know your industry and work environment.
    • Provide centralized record keeping.
    • Provide objective driver medical exams.
    • Provide medial advice and support to help you, your drivers and their treating physician develop a return to work plan based on early intervention and objective medical information.
    • Support your risk management strategies.
    • Provide you with the peace of mind that your drivers are safe and fit for work.

    Not surprising, one of the biggest risks your driver faces in not being downgraded and refused entry to the U.S. is not the driver medical, but the record keeping process.

    What you need to know about the record keeping process:

    • You, as the employer are responsible to file your driver’s cyclical medical. If you don’t, they will be downgraded to Class G.
    • The driver takes the original medical assessment to the Ministry office, they grant a license (with possible restrictions), and then the driver has to provide a valid license to their employer.
    • Those drivers who failed to file a medical report and were downgraded to D must file a satisfactory medical report to have the “W” code removed.
    • Medical records are required every 3 to 5 years.

    If you would like to know more about how working with Workplace Medical Corporation’s Company Doctor program can save your organization time, money and boost productivity with our occupational health expertise, please contact us.

    Jon Burtenshaw

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  • 3 Misconceptions About Mobile Hearing Testing

    Noise induced hearing loss is now the most common occupational disease in North America, affecting both the employee and employer. Here, we take a look at the 3 most misunderstood concerns about using a mobile hearing testing service.

    Misconception: The test must take place in a 100% soundproof environment:

    Audiometric booths (or attenuation booths), which are used in all clinical applications and most mobile unit applications, are simply designed to reduce the background noise to a level that no longer affects the test result. There are standard criteria for allowable background noise levels, and a properly designed mobile unit will meet these standards. Furthermore, It is standard practice for the person conducting the test to triple-check the results at each test tone before determining the patient’s true hearing level.

    Misconception: You must avoid any noise exposure prior to your test:

    It is hazardous noise that must be avoided, so wearing appropriate hearing protection is the equivalent of no noise exposure. Second, avoiding noise is essential for your baseline test, but not necessarily so for subsequent tests. In fact, it may be of more value to test a worker in the middle or even at the end of a shift. Here’s why: A person working in a high-noise environment prior the test will be (or should be) wearing hearing protection, so their test results shouldn’t indicate any noise-induced shifts, no matter what time the test was done. However, if this person is not wearing hearing protection (or not wearing it properly) and is tested at the end of a shift, the results are likely to indicate a temporary shift. This is the most important information of all. It’s exactly what you need to know. In fact, it’s the primary reason for a hearing conservation program.

    • You get a better understanding of the true level of hearing protection compliance in the workplace. You can’t simply assume that everyone’s wearing hearing protection and wearing it properly. You need a metric.
    • These temporary shifts will become permanent if allowed to continue. Since the hearing test will spot a shift before the worker begins to notice it, follow up remedial action can be taken at the earliest possible stage…before significant damage occurs and before it becomes compensable.
    • The results can be used as a training tool to help the worker see the risks of noise exposure and understand the benefits of hearing protection.

    If hearing tests were only conducted after temporary shifts have receded, we may not know about the shifts until it started to become a permanent shift.

    Misconception: The tests need to be conducted by a hearing specialist or audiologist:

    Most companies believe it’s neither efficient nor necessary to spend the time and money on a professional/clinical service when most people don’t need it. What’s needed is a quick way to screen for those with a condition that actually should be flagged for professional follow-up. This is where the mobile hearing testing services come in. Most services are capable of doing multiple-simultaneous tests and can screen the entire workforce in a fraction of the time it would take for a professional or nurse to do them one at a time. As an added bonus, many of these services also provide very comprehensive demographic and statistical reports. Proactive implementation of a comprehensive hearing conservation program can reduce and even eliminate occupational hearing loss. Save your organization and employees the time, costs and damages associated with hearing loss and book a mobile hearing test today. For more information, please contact us.

    Jon Burtenshaw

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  • Ironman Athlete Collects Monthly Workers Compensation Cheque

    The Phoenix Arizona News describes an extreme case of Workers Compensation fraud – woman competes in Ironman while on Workers Compensation. As an experienced case manager, I see workers compensation fraud often – although it is not usually as extreme as collecting Workers Compensation cheques while competing in an Ironman event.

    How does fraud happen and what can you do about it?

    The problem starts when employers and Case Managers accept a Doctor’s Note from a family or general physician. The family physician often gets only one side of the story and claims are approved by “word of one doctor”.

    Be in control. Proactively manage your disability claims.

    As the employer, you will ultimately be paying for this fraud so you need to proactively manage claims and not rely on the worker’s compensation board. Claims Management relies on a complete diagnosis that takes into account the physical demands of the job as well as the physical and mental limits of the employee. Often an employee will advise their doctor that their job demands exceed their limitations, and the doctor will diagnose from there. Employers are not privy to the medical background that went into the diagnosis and thus, cannot know how complete the assessment was. This is when a company needs an Occupational Health Physician.

    What role does a Company Doctor play?

    My recommendation is that the employer should have their own “company doctor” or occupational health physician to review the physical demands of the job and compare that to the capabilities of the employee. If the employee is completely unfit for duty, the Physician would be able to recommend a rehabilitation program. If the employee is somewhat fit for duty, they could potentially go back to work immediately, with modified work duties. The Occupational Health Physician would then reassess the employee to mark any changes or improvements until the time that the employee could return safely to work. Case Managers require the Occupational Health perspective in order to effectively manage claim expenses for the employer and to ensure the employer is in control.

    5 Ways to Avoid Fraudulent Claims

    1. Be involved in Case Management. Ensure Case Managers obtain all of the medical information used to make the diagnosis and do not rely on the interpretation of the information from treating providers. The employee should not drive the diagnosis.
    2. Separate medical from non-medical information in order to determine the cause of an absence.
    3. Work with Case Managers who will validate the initial medical report by using Doctor-to-Doctor Conferencing and Time-Loss Reviews, which are medical assessments performed by an Occupational Health Physician.
    4. Confirm that the diagnosis takes into account the actual requirements of the employee’s job, and note the potential for modified work duties.
    5. Require that Case Managers have ongoing contact with the employee to note their responses to their rehabilitative treatment and reassess their functional abilities over time.

    For more information about Claims Management, Workers Compensation disputes and how to prevent avoidable absences, contact us.

    Strategic Absence Management Inc., a division of Workplace Medical

    Penny Buckner is the Director of Strategic Absence Management Inc. She is also a Registered Nurse with over 15 years of experience in the Group Disability arena in both Canada and the United States. Penny’s experience includes managing Short and Long Term Disability claims at Canada Life and Sun Life, developing and implementing an Early Intervention product used at several national insurers as well as providing case management and auditing services for OTIP (Ontario Teachers Insurance Plan).  Currently, Penny leads our disability management program and our team of nurse case managers.

    Jon Burtenshaw

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  • Top 5 Things to Know About Hearing Protectors

    We are often asked, “What is the best type of hearing protector?” Our answer is always, “The one that gets worn!”

    When selecting hearing protection, people usually focus on the product’s Noise Reduction Rating (NRR), presuming that the one with the highest rating is the best choice. We would suggest that this is not the best approach because no matter how much noise reduction they offer, if they’re not comfortable, they’re not likely to be worn properly or even worse, at all.

    Top 5 things you need to know when selecting hearing protectors:


    1. DETERMINE HOW MUCH PROTECTION IS NEEDED     A hearing protector should only provide the appropriate amount of noise reduction for the environment in which it will be used. Any less and it won’t do its job. Any more and you may get complaints such as “I can’t hear anything with these on!” The goal is to get the noise exposure down to a safe level – around 80dB (decibels).

    2. SELECT THE RIGHT NOISE REDUCTION RATING (NRR) Hearing protectors come with an NRR rating that indicates how many decibels of noise reduction they provide. An NRR20 should reduce the noise by 20dB, an NRR30 should reduce it by 30dB, and so on. The problem is that NRR ratings are established under ideal laboratory conditions. In the real world people don’t always get a proper fit. Research shows the average NRR rating for a group of employees is as follows:

    • Earplugs: Around 40-50%
    • Ear muffs: Around 60-70%
    • Custom-fitted earplugs: 80-90% or more

    When selecting hearing protection, keep this in mind and shop accordingly. If necessary, you can always double-up by wearing ear muffs over top of earplugs.

    3. FOCUS ON FIT & COMFORT Once you’ve established the necessary NRR rating, focus on the models that offer the highest comfort level.

    4. OFFER CHOICES You’ll never find a group of people that all agree on what’s comfortable, so offer a choice of at least three types of earplugs and two types of ear muffs. There is no right or wrong (better or worse) choice between plugs & muffs. They’re both available in ratings from NRR10 to NRR34 and, if worn properly, work equally well. They both have their advantages and disadvantages:

    • Ear plugs are small, convenient, and inexpensive, but they can also be hard to insert properly, uncomfortable, easily lost, needing good hygiene, and be a source of litter. It can also be difficult for a supervisor to tell if they’re being worn properly.
    • Ear muffs are easier to fit properly, less likely to get misplaced and last much longer. It’s also easier to see if they’re being worn properly. But they’re also more costly, heavier & less portable, may have fitting issues with glasses, hair & headwear, and they may be uncomfortable in hot & humid conditions.
    • Custom-fitted earplugs. Since the best hearing protector is the one that’s both comfortable and has just the right amount of noise reduction, we’re strong advocates of custom fitted, calibrated earplugs. There’s a growing body of research indicating that properly fitted custom plugs perform notably better on average than off-the-shelf models. They typically last for 3 to 5 years, so they can actually be cheaper and more cost-effective in the long run than using off-the-shelf products, including the throw-away foam earplugs. And like custom eyewear, they are a personalized safety product, so workers tend to take them more seriously and treat them with more care.

    5. ALLOW TIME TO GET USED TO THEM If you are introducing hearing protection to people that have never worn them before, be sure to provide them with proper training on the use and care of the protectors and let them “ease” into wearing them. For example, allow wearing the protectors for 2 hours a day for a week, extend to 4 hours for a week, then 6 hours and so on. By the end of the month, they’ll be comfortable wearing them for the full shift.

    Increase your chances of selecting hearing protectors that get worn

    If you keep these 5 tips in mind the next time you’re in the market for new hearing protectors, you will increase the chances of protecting your most valuable resource – your people. For more information about Hearing Protectors and Hearing Testing, contact us or download our free guide on Workplace Hearing Conservation.

    Jon Burtenshaw

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  • 6 Ways to Protect Yourself from Noise Induced Hearing Loss

    Almost everyone has been in a restaurant, bar or office where we have cupped our ear or tilted our head to hear someone speaking to us. Even with good hearing, we may have difficulty because of background noise or what is known as ambient noise. However, if you find yourself having difficulty hearing even when there’s little background noise and you have been exposed to noise on or off the job, you may be experiencing NOISE INDUCED HEARING LOSS (NIHL).

    Hearing loss is more noticeable to those around us

    Family members may begin noticing you missing out on parts of conversations or the television being too loud for the rest of the family. NIHL is PERMANENT and can occur from exposure to noise levels of 85 decibels or higher. Furthermore, hearing aids are not very helpful with this type of hearing loss. Yet many jobs produce noise levels that exceed this level. For example Machinists, Millwrights, and General Repairman are exposed to air chisels, air guns, grinding, riveting, stamping and tamping that can be as high as 100 decibels or more.

    Why is it difficult to recognize the onset of Noise Induced Hearing Loss?

    1. Pain or discomfort does not occur until the noise is around 110 to 120 decibels (sirens, concerts, airplanes, blasting). This is why you will always see employees working at the airport wearing ear muffs. Ears hurt in loud environments and that pain motivates them to protect their ears. Unfortunately, noise can damage our hearing at much lower volume levels. Everyday sounds such as highway traffic, electric razors, and gas lawnmowers, which are well below the pain motivator, but can still cause significant hearing damage. Don’t let the absence of pain to fool you into losing your hearing.

    2. Hearing loss happens very slowly over time. The noise builds up in the ear, and damages a little every day. It can often go unnoticed until it is too late.

    3. People expect NIHL to affect all their hearing all at once. Noise damages the high pitch tones first, such as a beeper on a watch or a bird chirping. Then it gradually erodes into the other tones, including those of the human voice.

    6 Ways to Save Yourself from NIHL

    1. Wear ear protection both on and off the job, even for short periods of exposure…remember, it all adds up!
    2. Reduce any noise exposure as much as possible, both on and off the job.
    3. Enjoy your music but enjoy it at a reasonable volume, and for short periods of time.
    4. Make sure you have an annual audiometric screening (hearing test) and understand your results.
    5. Check to see if your results indicate a change from your last hearing test.
    6. If there is a change, then you must increase protection both on and off the job and your follow up hearing test will let you know if you are doing everything right.

    Protect your employees from Noise Induced Hearing Loss

    Our widely popular hearing conservation program focuses on four key areas to protect your most valuable assets from premature hearing loss. We offer

    For more information, please contact us or download your free Management Essentials guide for an Effective Hearing Conservation Program today.

    Jon Burtenshaw

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