Workplace accommodations: Occupational therapists as mediators in the interactive process

Schreuer, Naomi; Myhill, William N.; Aratan-Bergman, Tal; Samant, Deepti; Blanck, Peter

doi:10.3233/wor-2009-0913

Cited by 17 publications

(11 citation statements)

References 28 publications

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“…“Positive corporate cultures (i.e., the attitudes, policies, and practices of a business and its employees) are important to embrace open communications, goal exploration and sharing, and the employee’s active involvement in the accommodation selection and decision-making process” (Schreuer et al, 2009, p. 158).…”

Section: Resultsmentioning

confidence: 99%

“…Evidence shows that employers may benefit from implementing accommodations to retain current employees, rather than hiring new workers. About half of all implemented accommodations have either very little or no cost, and show a high cost-effectiveness when indirect benefits (e.g., not having to hire and retrain workers) are calculated (Schreuer, Myhill, Aratan-Bergman, Samant, & Blanck, 2009). Reasonable disability accommodation includes acquisition and modification of equipment and devices, as well as any necessary training.…”

Section: Idm In the Workplacementioning

confidence: 99%

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Integrated Disability Management

Angeloni

2013

SAGE Open

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This article sets out to increase awareness regarding the wide and universal significance of disability, as well as the important benefits of an Integrated Disability Management (IDM) approach. The scientific basis for IDM is explored in the first place through an analysis of its relationship to the International Classification of Functioning, Disability and Health (ICF). The conceptual paradigm of the ICF shares an ideological position with the IDM approach in that they are both underpinned by dynamic and multidimensional constructions of disability, which imply equally holistic and interdisciplinary responses. The IDM approach can be applied across a diversity of human situations to provide solutions that reflect the multifaceted and widespread nature of disability. The IDM approach is intended as a strategy capable of handling: inclusion of people with disabilities, active aging of human resources, health and safety in the workplace, prevention of disabilities and various diseases, return-to-work, absenteeism, and presenteeism.

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Section: Resultsmentioning

confidence: 99%

Section: Idm In the Workplacementioning

confidence: 99%

Integrated Disability Management

Angeloni

2013

SAGE Open

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“…A successful RTW system decreases absenteeism rates and enables an ill or a disabled employee to secure, retain or advance in suitable employment within the current workplace thereby reintegrating employees back into the open labour market and decreasing the burden on the state in terms of disability pensions or incapacity pay-outs (Angeloni, 2013;Gensby et al, 2012;Naidoo et al, 2016). Reasonable accommodation is defined as measures taken to ensure that a person with disability is able perform duties with minimal assistance through provision of assistive devices, rearranging working hours, reassigning duties and making the premises accessible (Schreuer, Myhill, Aratan-Bergman, Samant & Blanck, 2009;Department of Public Service and Administration, 2007;Naidoo et al, 2016). Reasonable Accommodation is not universal and is aligned to an individual employee's needs.…”

Section: Introductionmentioning

confidence: 99%

Return to Work following Ill Health or Disability in a Public-Private Health Care Facility: A Study in South Africa

Govender¹,

Naidoo²,

Govender³

2019

GJHS

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INTRODUCTION: Disability management involves is dynamic interactional strategies used to promote an individual’s return to work. These strategies revolve around the person’s health condition and contextual factors for example their employer and the work environment. However, there remains limited literature on the strategies used in the public healthcare sector. Objective: To explore the return to work strategies used at a public sector facility in the province of KwaZulu Natal, South Africa. METHOD: A case study design, with multiple sources of data contributed towards profiling disability management strategies implemented at a central quaternary health care facility. Data collection methods included a file audit, work ability index assessments and semi-structured interviews with employees. Saturation sampling was used to recruit n = 23 employees who had been referred for occupational therapy vocational assessments over a period of 10 years. Data from the file audit were analysed using descriptive statistics and interviews were analysed using thematic analysis. RESULTS: Fifty six percent (n = 38) of the participants that were currently employed at the institution scored between 28 and 38 (moderate) on the Work Ability Index and required job realignments and reasonable accommodations within their current vocations. Twenty two percent (n = 5) scored 7–9 (poor) and were medically boarded or on long-term incapacity leave. CONCLUSIONS: Occupational therapists play a significant role in disability management within public health care facilities. Return to work strategies and reasonable accommodations can improve productivity in the workplace.

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“…Factors that influence job modification efforts include physical and psychological job demands, the extent of worker limitations or restrictions, the impact of related organizational policies and practices, and supervisor and co-worker support [13][14][15]. 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].…”

Section: Introductionmentioning

confidence: 99%

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

et al. 2014

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The pilot administration of the JAS with respect to a hypothetical worker with low back pain showed initial support for its applicability, reliability, and validity when administered to supervisors. Future studies should assess its validity for use in actual disability cases, for a range of health conditions, and to assess different stakeholder opinions about the feasibility of job accommodation strategies.

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Workplace accommodations: Occupational therapists as mediators in the interactive process

Cited by 17 publications

References 28 publications

Integrated Disability Management

Integrated Disability Management

Return to Work following Ill Health or Disability in a Public-Private Health Care Facility: A Study in South Africa

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

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