We’re pride ourselves in our ability to collaborate with employers, case managers, payors and insurers to provide a comprehensive program focusing on three main components:
- Injury prevention
- Physical rehabilitation and treatment
- Return-to-work/case closure
How can we help?:
This overall process of returning to work is successful through our reputable and industry-known workers’ compensation continuum:
We assist employers in identifying candidates who are capable of handling the physical demands of the job they are applying for. Our WorkStrategies specialists partner with employers to develop a reliable, job-specific test the employer can use as a barometer to determine the physical abilities of a candidate.
Our WorkStrategies team assists employers in creating a safe environment for their employees. Through our comprehensive program of services, we can identify hazards and quantify risks that may be associated with the jobs being performed and design educational programs that help employees recognize and avoid risks associated with their work environment.
When an injury occurs, the WorkStrategies® Program offers injured workers a goal-oriented, progressive and functional physical rehabilitation program based on their specific job demands. This program facilitates safe and rapid return to work.
In some cases, due to the severity of an injury, return to work may be longer than desired. This can result in deconditioning. Our specialized program offers work conditioning and work hardening that helps an injured worker become fully prepared to return to their job with a task-specific conditioning program.
Managing the rehabilitation process of an injured worker, at times, may end with the individual unable to return to their original job. The WorkStrategies® Program offers Functional Capacity Testing that will identify the physical abilities of the injured worker, providing valuable information in the case closure process.
Ergonomics is the relationship between people and the work environment. Ergonomic Programs focus on evaluating a specific work environment and job tasks to identify risk factors that could result in musculoskeletal dysfunction.
The WorkStrategies® Ergonomic Program includes three types of assessments: WorkRisk Analysis, WorkTask Analysis and WorkStation Analysis, addressing various occupational settings and each focusing on a different aspect of the worker’s environment. Ergonomic programs are used to identify and quantify the physical demands and risk factors that may exist in the work environment and provide valid information to base an Injury Prevention or Post-Offer Employment Testing Program on.
Individual Ergonomic WorkStation Analysis
Evaluate the ergonomics of an injured employee and develop strategies to adjust their workstation to decrease strain and improve efficiency.
Ergonomic WorkStation Analysis
Evaluate multiple employees performing a job that has high injury rates and develop potential solution(s) to decrease ergonomic risk factors.
Office Ergonomic Analysis
Evaluate the employee at their computer workstation, identify ergonomic risk factors and assist in developing solutions.
Post-Offer Employment Testing (POET)
The least costly injury is the one that never occurs. Post-Offer Employment Testing (POET) focuses on determining whether an individual is physically capable of performing a specific job to proactively minimize the risk of injury. POETs have also been called Physical Abilities Tests, Pre-Placement Tests, Pre-Work Screens, Fitness for Duty Tests, Physical Demands Tests and Worker Selection Tests.
The goal of employment testing has always been to hire individuals physically capable of performing the essential job functions; however, in the past, some employment decisions have been based on stereotypes and medical conditions – stereotypes including age, gender and “healthy” appearance among others. Medical conditions including spine arthritis or degeneration identified on X-ray, high blood pressure and disability or disease are not good indicators of the candidate’s ability to perform the physical tasks of the job. To properly assess this ability, the use of tests that measure an individual’s physical abilities must be valid, job related and consistent with business necessity.
What are the employer’s needs when hiring?
- To comply with all federal legislation
- To hire healthy and productive workers
- To ensure workers are placed in jobs they are capable of performing
- To prevent and reduce injuries and associated costs
Legal standards and laws to considere:
- Uniform Guidelines of Employee Selection Procedures
- Title VII – Civil Rights Act of 1964
- Age Discrimination in Employment Act (1967)
- Americans with Disabilities Act – (1990)
Work Hardening and Work Conditioning