Disability Management Outcomes in the Ontario Long-Term Care Sector

Abstract

Across facilities, there was no evidence that modified duty arrangements were associated with lower disability compensation expenditures and there was mixed evidence that modified duty was associated with a lower burden of disability. In this setting, disability days managed by modified duty arrangements were not accurately documented in worker's compensation claim records.

Do Personal Factors or Types of Physical Tasks Predict Workplace Injury?

“…Other work-related risk factors for musculoskeletal injuries include overloading of joints (A. Nelson et al, 2003), wholebody vibration (Maikala & Bhambhani, 2006), overexertion from manual materials handling activities, and physical demands of work such as lifting frequency; number of trunk, knee, and shoulder flexions per hour; and twists and motions per hour (Lipscomb, Cameron, & Silverstein, 2008;Lloyd et al, 2008). Health care workers have a high risk of work-related disability due to WMSD, partly because of excessive workloads, patient handling, and physical aggression by residents, especially in the institutional health sector (Mustard et al, 2010).…”

Formal Caregivers' health characterization and self-perception: implications for long-term care practicess

“…shown that musculoskeletal demands such as awkward postures, heavy lifting and repetitive movements negatively influence health (Bowers et al, 2003;Mustard et al, 2010;Pope, 2002;Roelen et al, 2007) and compromise well-being.…”

“…Formal caregivers who reported a worse physical health perception had been working at the same institution for a longer period of time and had chosen this job for circumstantial reasons. As caregiving is a difficult job, with continuous musculoskeletal demands ( Jorgensen et al, 2009;Mustard et al, 2010;Smith & Baughman, 2007;Wilner, 2000) it is expected that it leads to caregivers' exhaustion ( Jorgensen et al, 2009;Wilner, 2000) and therefore, influence their perception of physical health. Moreover, caregivers who chose this job for circumstantial reasons have less motivational factors that negatively influence their behaviors, satisfaction, performance and job commitment (Tadin et al, 2005).…”

“…However, there are some barriers which could affect their well-being, such as long hours, poor pay (minimum wage), minimal benefits, few opportunities for job advancement and being prone to injury ( Jorgensen et al, 2009;Mustard et al, 2010;Smith & Baughman, 2007;Wilner, 2000). Moreover, formal caregivers have high work demands combined with low work control experience, job strain (Edvardsson et al, 2009), face persistent physical and mental demands and thus, are at risk of adverse health effects, which could affect their quality of work, well-being and may lead to absence from work (Menzel & Robinson, 2006;Mustard et al, 2010).…”

The Job Accommodation Scale (JAS): Psychometric Evaluation of a New Measure of Employer Support for Temporary Job Modifications

“…Successful return-to-work coordination often depends on the ability to develop and implement a modified work plan that fosters recovery and rehabilitation but is also responsive to concerns and agreeable to the injured worker, the healthcare provider, and employer [16][17][18]. Despite the acknowledged benefits of workplace job accommodation to prevent sickness absence and reduce disability costs, studies have provided a recurring theme that job modifications are often poorly planned or executed in the workplace [19][20][21][22][23][24][25][26].…”