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Janine Romero – Page 3 – WorkCare

WorkCare

Author: Janine Romero

  • Prioritizing Heart Health in the Workplace

    Prioritizing Heart Health in the Workplace

    February, recognized as American Heart Month, is an ideal time to raise awareness about heart health, especially in the workplace. The heart beats tirelessly every second and is vital for our overall health and well-being. Yet, in the hustle and bustle of daily work life, we often neglect this critical aspect of our health.

    Why Heart Health Matters in the Workplace
    Heart health is not just a personal issue; it’s a workplace concern, as well. Poor heart health can lead to decreased productivity, increased absenteeism and higher health care costs for employers. According to the American Heart Association, heart disease and stroke are two of the leading causes of death globally, and working-age people are not immune. Stressful work environments, sedentary jobs and unhealthy workday eating habits can significantly contribute to heart-related issues.

    Types of Heart Health Screenings

    Blood Pressure Screening
    High blood pressure, often referred to as a “silent killer,” can lead to severe heart complications if left unchecked. The Centers for Disease Control and Prevention (CDC) advises adults to get their blood pressure checked at least once every two years, if it’s within the normal range, and more frequently if it’s elevated. Regular monitoring can help in early detection and management.

    Cholesterol Check
    Cholesterol, a fat-like substance in the blood, can build up and clog arteries, leading to heart disease. The American Heart Association advises adults to get a cholesterol test every four to six years. This test assesses levels of low-density lipoprotein (LDL), high-density lipoprotein (HDL) and triglycerides, providing a comprehensive picture of heart health risks.

    Blood Sugar, BMI and Waist Circumference
    There’s a strong link between diabetes, weight and cardiovascular disease. The American Diabetes Association suggests routine screening for type 2 diabetes starting at age 45, especially for people who are obese or  overweight. Take the Type 2 Risk Test to test yourself for prediabetes and diabetes. Body mass index (BMI) and waist circumference are key indicators of obesity, a known risk factor for heart disease. These measurements, according to the National Heart, Lung and Blood Institute, should be part of regular health assessments.

    Electrocardiogram (ECG or EKG) and Stress Test
    An ECG, as recommended by the Mayo Clinic, is a simple test that measures the electrical activity of the heart and can detect heart rhythm abnormalities, a potential sign of underlying heart conditions.

    A stress test, often used alongside an ECG, assesses how the heart functions under physical stress. The American College of Cardiology notes this as particularly useful for diagnosing coronary heart disease.

    Implementing a Heart Health Program in Your Workplace
    Creating a culture that prioritizes heart health is beneficial for both employees and employers. Workplaces can incorporate regular screening programs, provide educational resources about heart health, and encourage lifestyle changes like healthy eating and exercise. WorkCare’s Onsite Services & Clinics, Industrial Athlete teams offer heart health and other resources for employers to create work environments that foster prevention – before disease develops. This includes biometric screening, immunizations and health education on topics such as nutrition, stress management, sleep hygiene and physical fitness.

    Contact WorkCare to learn about more resources available for employers to support their employee’s heart health and overall well-being.

  • Obesity and Diabetes Prevalence Delivers One-Two Punch

    Obesity and Diabetes Prevalence Delivers One-Two Punch

    Rates of obesity and diabetes, along with poor eating habits, are on an upward climb among U.S. adults. In a recent survey, Gallup found 39 percent of adults were obese in 2023, an increase of 6 percentage points compared to 2019 (pre-COVID-19 pandemic), and 13.6 percent had diabetes, up 1 percentage point since 2019. For its research, Gallup used survey respondents’ self-reported height and weight to calculate body mass index (BMI) rather than randomized clinical measurements that typically result in higher obesity estimates. The Centers for Disease Control and Prevention (CDC) estimates 42 percent of the U.S. population was obese and 31 percent was overweight in 2022. (A BMI above 30 is considered obese.)

    Obesity is a contributing factor in the development of diabetes. Genetics, eating and exercise habits are among factors that influence the probability of being obese or diagnosed with diabetes. In the Gallup survey, the percentage of adults who reported they ate “healthy foods” on the previous day dropped 5 percentage points, from 51.7 percent in 2019 to 46.7 percent in 2023. There were particularly notable declines in healthy eating among those aged 30 to 44 (down 9.2 percentage points).

    Cost of Obesity

    Employees who are overweight or obese are more likely to develop weight-related comorbidities such as type 2 diabetes, hypertension, sleep apnea, cardiovascular disease and cancer. According to an Eli Lilly & Company study of 719,483 employees reported by the Endocrine Society, employees who were overweight or obese had a higher likelihood for productivity loss when compared to their normal-weight peers.

    Eli Lilly researchers found average costs associated with absenteeism, short and long-term disability, and worker’s compensation cases were $891, $623, $41 and $112 higher per year, respectively, for people with obesity. Researchers recommended that employers focus on building tailored interventions to improve employee health outcomes. (The U.S. Food and Drug Administration approved Eli Lilly’s Zepbound injection for the treatment of obesity in November 2023.)

    Cost of Diabetes

    Type 2 diabetes prevalence is considered a national epidemic. An estimated 38.5 million Americans have type 2 diabetes; many more have prediabetes or undiagnosed diabetes. Diabetes is a chronic disease that occurs when the body cannot produce enough insulin, or it does not use it effectively. Insulin is a hormone that lets glucose in consumed food pass from the blood stream into cells to produce energy.

    Diabetes causes fluctuations in blood-sugar levels that need to be monitored and managed. It can

    affect vision, the liver, kidneys, and circulatory and cardiovascular systems, and it is associated with increased risk for depression, anxiety and eating disorders. Symptoms of high blood sugar include fatigue, thirst, blurry vision and frequent urination. Low blood sugar symptoms include shaking, sweating, nervousness, anxiety, irritability, confusion, dizziness and hunger. These symptoms can affect cognitive and physical function and impact personal and workplace safety.

    According to the CDC, diabetes costs in 2022 included $5.4 billion in absenteeism and $35.8 billion in reduced workforce productivity. An American Diabetes Association report on the Economic Costs of Diabetes in 2022 found:

    • Total cost of diabetes in the U.S. was $12 billion, including $306 billion in direct medical costs and $106 billion in indirect costs.
    • The $106 billion cost is attributed to lost productivity at work, unemployment from chronic disability and premature mortality.
    • Presenteeism, or reduced work productivity, accounted for $35.8 billion in annual indirect costs.
    • Absenteeism, or missed workdays, accounted for $5.4 billion in annual indirect costs.

    It is estimated that the U.S. workforce could increase in size by about 2 million employees if people with diabetes between the ages of 18 and 65 who are not working were employed alongside peers without diabetes.

    What Can You Do?

    Employers have much to gain by providing resources to help employees make healthy choices about food, exercise, weight management, preventive medical checkups and mental health interventions. At WorkCare, our industrial athlete, wellness and onsite services teams are available to provide biometric screening, nutritional and fitness counseling, chronic disease education, personalized coaching and referrals, as needed, for community-based services.

    Here are some additional resources:

    Overweight and Obesity

    Type 2 Diabetes

    Contact us at info@workcare.com to learn more about our occupational health, wellness and absence management solutions and follow us on social media to stay informed.

  • Electronic Submission of OSHA Logs Will Increase Transparency

    Electronic Submission of OSHA Logs Will Increase Transparency

    Beginning Jan. 1, covered employers in high-hazard industries will be required to electronically submit injury and illness data to the Occupational Safety and Health Administration (OSHA) on an annual basis. Under 29 CFR Part 1904, covered establishments with 100 or more employees must submit forms 300 and 301 in addition to form 300-A to OSHA using an online portal by March 2, 2024.

    Required information includes:

    • The company’s name
    • The date, physical location and severity of an injury or illness
    • Information about the affected worker
    • Details about how the injury or illness occurred

    Establishments with 20 to 249 employees in certain industries and all establishments with 250 or more employees that are required to record injury and illness records on Form 300A will continue to electronically submit information to OSHA every year. The 300 form is the Log of Work-Related Injuries and Illnesses, the 301 form is the Injury and Illness Incident Report, and the 300-A form is the Summary of Work-Related Injuries and Illnesses.

    The new electronic recordkeeping regulation is actually not new. It was first introduced during the Obama administration and then rolled back by the Trump administration. OSHA’s regulatory agents typically check logs and reports during onsite inspections or in response to a specific written request. Now the agency will be systematically reviewing and analyzing data that is electronically submitted data from employers who were not previously required to do so.

    High-hazard establishments are listed by NAICS code in Appendix B, Subpart F of the final rule, Improve Tracking of Workplace Injuries and Illnesses, which was published in the Federal Register. Criteria used to select covered employers include total recordable cases; days away, restricted or transferred (DART) rates; and fatalities. (Industries that are required to submit form 300-A are listed by NAICS code in Appendix A.)

    Electronic Recordkeeping Benefits

    OSHA officials say expanded electronic data collection will make site- and case-specific data at identified workplaces more transparent and available to employees, job applicants, customers and other interested parties so they can make informed decisions based on the findings. Submitters may be found by company name using a searchable online database.

    OSHA plans to use the data to identify establishments with specific exposure hazards and interact directly with them through enforcement and/or outreach activities to reduce exposure risk, prevent injuries, and improve worker safety and health. OSHA believes electronic recordkeeping will ultimately help prevent occupational injuries and illnesses.

    OSHA estimates the rule will cost $7.7 million per year to implement, including $7.1 million per year in the private sector, with average costs of $136 per year for affected establishments annualized over 10 years. The agency projects that related benefits, while unquantified, will significantly exceed costs.

    Submitting Data

    Forms must be electronically submitted through OSHA’s Injury Tracking Application (ITA) in one of three ways:

    • Webform on the ITA
    • Submission of a comma-separated values (CSV) file to the ITA
    • Use of an application programming interface (API) feed

    The ITA will begin accepting 2023 injury and illness data on Jan. 2. Since the ITA login procedure was recently transitioned to Login.gov, all current and new account holders must connect their ITA account to a Login.gov account with the same email address to access the application. OSHA has stated it will not collect employee names or addresses, names of health care professionals, or names and addresses of offsite facilities where medical treatment was provided.

    OSHA said it intends to post some of the data from the annual electronic submissions on a public website after identifying and removing information that could reasonably be expected to identify individuals directly, such as their names and contact information.

    Legal Implications

    Digital recordkeeping and disclosure is expected to face court challenges, but for the time being, the law will go into effect in less than a month.

    According to employment law attorneys with Morgan Lewis, concerns for employers include less flexibility with regard to allowed revisions of injury and illness data when new information becomes available after initial data has been released in the public domain. In addition, there is a risk that records could contain proprietary information or mistakenly retain personally identifiable health information.

    In public comments written in response to the agency’s proposed rule, the U.S. Chamber of Commerce, said data could be used by competitors to gain insights on employers’ “efficiencies and productivity rates” or to mischaracterize an employer’s safety record.

    Compliance costs are also expected to be a burden for some companies. In public comments, the Motor & Equipment Manufacturers Association suggested that some covered establishments would need to spend significant time and resources to ensure that personally identifiable information is stripped from data submitted to OSHA. The maximum OSHA penalty for serious or other-than serious posting requirements or failure to abate a hazard is $15,625 per violation.

    Contact WorkCare to learn more about the ways we help employers comply with applicable OSHA regulations and keep employees healthy, safe and on the job: info@workcare.com.

  • Reducing Temporary Disability Costs with Early Intervention

    Reducing Temporary Disability Costs with Early Intervention

    There’s a high probability that an employee with an injury that results in a lost-time workers’ compensation claim will receive partial, total or temporary disability benefits.

    In an analysis of claims with a 12-month maturity period, the National Council on Compensation Insurance (NCCI) found that the average temporary disability (TD) duration was 94 days and median duration was 54 days. At the 25th percentile, one out of four claims had a duration of 18 days or less; at the 75th percentile, three in out of four claims had durations of 133 days or less.

    Among other key findings, the NCCI reports:

    • Average TD duration increased with age, but the rate of increase declined after age 40
    • Construction and utility industry sectors had the longest average TD durations
    • At 123 days, shoulder injuries had the longest average TD duration among all injury types; refer to WorkCare’s fact sheet on
    • TD durations are subject to state statutes and ranged from an average of 71 days in Iowa to 149 days in Louisiana

    For the study, duration was defined as the number of days TD benefits are paid. For example, a worker with a compensable injury could receive $50 per day for 100 days and $45 per day for 20 days, with a 20-day gap in between. In this illustration, the claim was active for 140 days, but the claimant received 120 days of TD benefits.

    Workers’ compensation benefits typically cover medical expenses, rehabilitation costs and wages to replace lost income within prescribed parameters. Temporary disability benefit payments also help compensate for lost wages while an employee is recovering from an injury or illness. Total related costs partially depend on how an employer manages an absence, such as paying overtime to other employees, hiring a temporary replacement or accounting for a decline in productivity.

    Reducing Temporary Disability Costs

    Many work-related injuries are prevented or limited in severity with mindful occupational health and safety practices. However, given the range of exposure hazards that exist in all types of industries and the nature of human behavior, injuries still inevitably occur – some of them tragically resulting in permanent disabilities and fatalities.

    At WorkCare, we believe that all employees should receive the best possible care. While some injury cases are severe, our experience shows that a significant percentage of non-emergency incidents can be safely managed at onset. An employee who reports an injury, receives immediate care guidance and voluntarily agrees to use first-aid remedies as recommended for the condition, usually does so before leaving work to visit a clinic.

    Our 24/7 Incident Intervention telehealth triage team evaluates symptoms and provides care guidance based on best medical practices to ensure that injured workers receive the right care, at the right time, in the right setting and that their supervisors understand how to help facilitate recovery without crossing personal health boundaries. We use a similar approach at locations where we have clinicians such as occupational nurses, physicians and athletic trainers onsite.

    When an Incident Intervention clinician refers an employee to a qualified local medical provider for further diagnosis and possible treatment, a WorkCare physician will follow-up to provide insights on contributing factors and suggestions for safe return to work that may be taken into consideration by the treating provider who is managing the case.

    When an injured employee applies for and qualifies for a job-protected leave of absence for any reason, including a work-related injury or illness, WorkCare’s Absence Management Solutions team helps the employee, employer and other involved parties navigate the entire leave and absence management process. We have developed a dedicated information management system that supports seamless communication.

    Contact us to learn more about the ways WorkCare’s injury prevention, early intervention, and absence management programs help improve employee health and business outcomes: info@workcare.com.

  • Prevention Measures For Health and Safety During the Thanksgiving Holiday

    Prevention Measures For Health and Safety During the Thanksgiving Holiday

    It’s important to take precautions to help prevent the spread of infectious diseases and foodborne illnesses and to avoid injuries. Simple preventive measures are particularly important when serving customers, in crowds, while traveling, near people who are vulnerable to serious illness, and even at small gatherings with friends and family members.

    Airports and roads are crowded with travelers who are making up for togetherness time lost during the pandemic. It’s not a good time to be complacent. Respiratory viruses that can cause life-threatening illnesses, including COVID-19 variants, influenza and RSV, are currently in circulation.

    According to the Centers for Disease Control and Prevention (CDC) COVID Data Tracker, COVID-19 related death rates increased in eight states earlier this month: Colorado, Illinois, Maine, Maryland, Missouri, Michigan, North Carolina and Tennessee. Hospitalizations due to COVID rose by 8.6 percent nationwide. Meanwhile, the number of flu cases reported by the CDC is increasing, particularly in South Central, Southeast and West Coast regions.

    Prevention Measures

    While these prevention measures are familiar, it never hurts to be reminded:

    • Frequently wash hands with warm water and soap for 20 seconds or use hand sanitizer.
    • Wear a mask when in crowds and near vulnerable people with high exposure risk.
    • Cover coughs and sneezes and dispose tissue in a covered receptacle.
    • Get vaccinated for seasonal flu, COVID and, for children and older adults, RSV.
    • Stay home if you feel ill or have a known exposure to a contagious illness.

    When preparing food, follow these four steps:

    1. Clean: Wash hands, surfaces and utensils in warm soapy water and rinse thoroughly, especially after handling raw meat, seafood or eggs. Rinse produce in fresh, running water.
    2. Separate: Store and handle raw meat, fish and seafood separately from other ingredients. Use different storage containers, cutting boards and platters.
    3. Cook: Follow recommended cooking directions. Use a food thermometer to ensure meat, fish and casseroles reach a safe internal temperature.
    4. Chill: Bacteria that cause illnesses multiply rapidly when food is kept too long at room temperature or in the “danger zone” of 40-140° Perishable foods should be refrigerated after no more than two hours at room temperature.

    It’s also advisable to keep a first-aid kit and working flashlight in vehicles, allow plenty of time for travel, check the weather before leaving work or home, and dress appropriately for outdoor conditions. Remember to get plenty of sleep, keep up your exercise routine, drink water and be mindful about alcohol consumption.

    While it may be tempting to skip these preventive steps, getting sick or injured is much more inconvenient. The WorkCare team will be celebrating Thanksgiving with friends and family and wishes you all a healthy and safe holiday.

    Contact WorkCare to learn more about the ways we help employers protect and promote employee health.

  • WorkCare Offers Guidance to Comply with Minnesota Ergonomics Rule

    WorkCare Offers Guidance to Comply with Minnesota Ergonomics Rule

    The Jan. 1, 2024, deadline for compliance with a new Minnesota ergonomics rule that takes aim at high rates of musculoskeletal disorders (MSDs) occurring in warehouse distribution centers, meatpacking and poultry processing plants, and health care facilities, is looming for covered employers.

    Minnesota Statutes § 182.677, Ergonomics passed earlier this year by the state legislature applies to:

    • Warehouse distribution centers defined as an employer with 100 or more employees in Minnesota with a North American Industrial Classification System (NAICS) code of 493110, 423110 to 423990, 424110 to 454110 or 492110.
    • Meatpacking worksites defined as an employer with 100 or more employees in Minnesota with a NAICS code of 311611, 311612, 311614 or 311615.
    • Health care facilities defined as a hospital with a NAICS code of 622110, 622210 or 622310; an outpatient surgical center with a NAICS code of 621493; or a nursing home with a NAICS code of 623110.

    The Minnesota Occupational Safety and Health Administration (MNOSHA) will enforce the statutes. Covered employers will be required to develop and implement an ergonomics program that includes:

    • Annual evaluations
    • Employee training
    • Employee representation on workplace safety committees
    • Identification of potential ergonomic risks
    • Early reporting of MSD signs and symptoms

    Employers in the targeted industries must maintain specific, related records as defined in the law and reference their ergonomics program under the state’s A Workplace Accident and Injury Reduction (AWAIR) Act, which mandates the use of a safety and health program.

    Two sections of the ergonomics statute are already in effect: encouraging reporting of MSDs, exposure hazards, and safety and health standard violations, and access to safety grants to help qualified employers invest in ergonomic improvements.

    Costly Injuries

    MSDs are one of the most commonly reported and potentially costly work-related complaints. When muscles, nerves, tendons, ligaments and blood vessels are affected, it can cause pain, stiffness, loss of mobility and fatigue. Most MSDs are preventable or could be managed at onset to promote healing before symptoms get worse.

    In the U.S. Bureau of Labor Statistics’ newly released annual private industry injury and illness report for 2021-22, overexertion and bodily reaction are identified as the leading cause of days away from work, activity restrictions or job transfer (DART rate). Among transportation and material moving occupations, for example, half of reported cases (165,690) resulted in one or more days away from work, with a median of 21 lost workdays.

    MNOSHA projects that compliance with its new ergonomics standard will save employers $12.6 million in workers’ compensation costs alone. This amount does not include savings associated with the avoidance of persistent aches and pain that diminish productivity and overall quality of life.

    WorkCare Can Help

    MNOSHA defines ergonomics as “the science of fitting work conditions and job demands to the capabilities of the work population.”

    At WorkCare, we understand that ergonomics is not a one-size-fits-all proposition. Ergonomic risks are present in all types of workplaces where employees encounter physical and mental demands. MSDs linked to overexertion, repetitive motion, awkward postures, pushing, pulling, lifting and even sitting are often associated with ergonomics.

    An ergonomics program involves planning, observation and adjustments in work practices, workstations, tools and equipment to reduce or eliminate exposure risks. It’s also about the people. That’s why WorkCare’s Industrial Athlete Program deploys industrial injury prevention specialists to engage one-on-one with employees and build trust on a personal level.

    Our specialists are trained in sports medicine, injury prevention and relief of discomfort, safety, first aid and wellness. They are available onsite and virtually to help employees combat fatigue, repetition, overexertion and other factors that contribute to the development of avoidable MSDs.

    At the onset of aches and pains, employees at companies that are enrolled in our 24/7 Incident Intervention telehealth triage program also can get immediate self-care/first-aid guidance from an occupational health nurse and physician, and be referred to an injury prevention specialist for follow-up, as appropriate. The earlier symptoms of an MSD are reported, the sooner an employee can take steps toward full recovery.

    Our Industrial Athlete team also performs ergonomic consultations in the field, industrial settings, warehouses, health care facilities, offices and other workplaces. We identify workplace ergonomic exposure risks and provide recommendations to reduce those risks. Our experience shows that  prevention and early intervention save employers thousands of dollars a year while protecting and promoting the health and safety of employees.

    Federal OSHA has not enacted an ergonomics standard. Instead, it cites employers for ergonomic hazards under its general duty clause. Minnesota is one of 29 and U.S. territories that operate their own federal OSHA-approved occupational health and safety programs. Two other states, California and Washington, have also adopted ergonomic standards.

    For help with federal and state OSHA compliance and your company’s ergonomic and employee health management programs, contact WorkCare at info@workcare.com to learn more.

  • Health & Productivity Decline When Employees Delay Medical Care

    Health & Productivity Decline When Employees Delay Medical Care

    What should an employer do when employees are not getting regular preventive and work-related medical checkups or recommended care because it costs too much, even when they have health insurance coverage?

    A newly released Commonwealth Fund 2023 Health Care Affordability Survey confirms previous studies that show Americans are delaying or declining recommended medical and dental care. In the survey, a significant percentage of working-age people enrolled in employer, marketplace and individual-market plans reported it was “very” or “somewhat difficult” to afford health care. They also said that they or a family member had delayed or skipped care and/or use of prescription medications due to cost, and that their health had gotten worse as a result.

    In addition, medical and insurance benefit costs have been found to be disproportionately higher among employees with health risks such as obesity, diabetes, high blood pressure or heart disease in comparison to lower-risk colleagues. Employees with multiple health risks also have higher-than-average risk for work-related accidents and injuries and prolonged absences when compared to healthier colleagues. These types of health risks are often associated with behavioral factors such as smoking, drinking alcohol, poor nutrition and lack of exercise.

    Along with insured employees, low-income, underserved and uninsured employees with limited access to care comprise another vulnerable segment of the working population with specific, potentially costly health risks and consequences.

    Costs Add Up

    According to the U.S. Centers for Disease Control and Prevention (CDC), 90 percent of the nation’s $4.1 trillion in annual health care expenditures are for people with chronic diseases and mental health conditions. Most of these conditions could either be prevented or detected earlier and treated to produce better health and economic results – as long as needed care is sought.

    The RAND Corporation reported in August 2023 that spending on mental health services rose by 53 percent from March 2020 to August 2022 among people covered by employer-provided insurance plans; utilization increased by 39 percent. Mental health conditions identified among 7 million covered adults in the RAND study included anxiety disorders, major depressive disorder, bipolar disorder, schizophrenia and post-traumatic stress disorder.

    One thing can lead to another. For example, it is estimated that 48 to 64 percent of lifetime medical costs for a person with diabetes are attributed to related complications such as heart disease and stroke. Studies also show that employees with physical and mental health risks tend to be more susceptible to illness and injury.

    Health risks include exposure to extreme temperatures, infectious particles, noise or toxic materials, rapid pace, repetitive or strenuous physical tasks, and emotionally stressful environments. Exposure risks that are not managed well with personal protective equipment, ergonomic adjustments, industrial athlete coaching or safety training can have a cascade of ill effects on workforce health.

    What Can Be Done?

    To help close care gaps and encourage employee engagement in their own health, safety and well-being, WorkCare provides occupational health services onsite and through secure virtual connections. With expertise that spans the care continuum, employees’ work-related physical and mental health care needs are never overlooked. For personal care, WorkCare clinicians refer employees to qualified local providers.

    Our occupational health practitioners are well-versed in the delivery of preventive interventions, self-care recommendations and health education based on personal health risks as well as risk of exposure to hazardous workplace conditions. WorkCare provides first aid and care guidance for minor injuries, vaccinations to help prevent the spread of contagious diseases, work-related medical exams, industrial athlete interventions, biometric screening to detect health risks and other services to help keep employees healthy, safe and on the job.

    The availability of occupational health expertise increases the likelihood that employees will be receptive to receiving work-related medical services as an alternative to skipping care because of out-of-pocket costs. This approach is cost-effective for employers. Prevention and early intervention are repeatedly shown to lower workers’ compensation case rates, and reduce absence and disability days, and limit legal costs while demonstrating to employees that their employer believes they are worth the investment.

    Here’s a related blog post on the critical role of occupational medicine physicians.

  • Workplace Violence: Identifying, Preventing and Responding

    Workplace Violence: Identifying, Preventing and Responding

    Workplace violence is an unfortunate reality that affects countless organizations and their employees. It encompasses a range of behaviors, from physical altercations and harassment to more subtle forms like bullying or intimidation. A study by Jackson Lewis, a national employment law firm, found that nearly 2 million American workers report being victims of workplace violence.  This blog post explores the different aspects of workplace violence, including its definition, prevention strategies and how to respond to incidents.

    Understanding Workplace Violence

    Workplace violence is defined as any act or threat of physical violence, harassment, intimidation or other disruptive behavior occurring at the worksite. This may include remote work locations. It can manifest in various forms, such as verbal abuse, property damage, physical assaults and even fatalities. The impact of workplace violence is not limited to the immediate victims; it can also have far-reaching consequences for an organization’s productivity, morale and reputation.

    Types of Workplace Violence

    Understanding the different types of workplace violence is crucial for prevention and intervention. They include:

    • Criminal Intent: Acts committed by individuals with no connection to the organization, such as robberies or break-ins.
    • Customer/Client Violence: Acts involving customers, clients or patients, including verbal or physical abuse toward employees.
    • Co-Worker Violence: Acts of violence initiated by a current or former employee directed at work colleagues.
    • Personal Relationship Violence: This occurs when a personal relationship conflict spills over into the workplace.

    Preventing Workplace Violence

    Prevention is the first line of defense against workplace violence. Here are some strategies to consider:

    • Create a culture of respect by encouraging open communication and respect among employees. Promote tolerance and diversity to reduce the risk of discriminatory behaviors.
    • Provide employee training on ways to recognize early warning signs of workplace violence, conflict resolution and de-escalation techniques.
    • Invest in safety measures such as security systems, access control and visitor management to minimize external threats.
    • Establish a zero-tolerance policy that clearly articulate the company’s stance on workplace violence prevention and response, including reporting procedures and consequences for offenders.
    • Support employee assistance programs (EAPs) and other support services and counseling opportunities for employees dealing with personal issues that might lead to workplace violence or who are the victims of domestic abuse.

    Responding to Workplace Violence

    When an incident of workplace violence occurs, a timely and appropriate response is vital. Here are five recommendations:

    1. Report the incident: Encourage employees to promptly report any incidents or concerns about workplace violence to HR or management.
    2. Investigate thoroughly: Conduct a comprehensive investigation to determine the facts and take appropriate actions.
    3. Provide support: Offer professional resource such as counseling to victims and witnesses to ensure that they feel safe and valued.
    4. Legal considerations: Consult legal experts to ensure compliance with applicable laws and regulations.
    5. Learning and improvement: Use any perceived threats or incidents as opportunities for organizational learning, and to improve security and prevention measures.

    Resources

    To further your understanding of workplace violence and prevention, consider these sources:

    Occupational Safety and Health Administration (OSHA) – Workplace Violence

    Centers for Disease Control and Prevention (CDC) – Workplace Violence Prevention

    American Society for Health Care Risk Management (ASHRM) – Workplace Violence Resources

    Workplace violence is a serious concern that impacts the health, safety and productivity of employees who are victims, their co-workers and the organization as a whole.  A collaborative approach is needed to reduce the risk of violence in the workplace.. If you would like assistance in implementing preventive measures, contact us at info@workcare.com and read more health and safety content like this on our blog page.

  • Exploring Occupational Connections to Breast Cancer

    Exploring Occupational Connections to Breast Cancer

    October is Breast Cancer Awareness Month. In the U.S., there are an estimated 3.8 million breast cancer survivors thanks to screening, early detection and effective treatments. Breast cancer is diagnosed in one of every eight American women sometime during their lifetime. Men also get breast cancer, but at much lower rates than women.

    Occupational exposure risk factors for breast cancer include age, family history/genetics, breast density, menstrual cycle and reproductive history, low physical activity, being overweight/obese, having had hormone replacement therapy, past exposure to ionizing radiation and drinking alcohol. Potential occupational exposure risks associated with breast cancer have also been identified in a variety of industries and occupations.

    This indicates that the bottom line for employers is to be familiar with cancer research findings linked to occupations, and to support the promotion of breast cancer awareness year-round as part of employee wellness outreach efforts. As always, it is incumbent on employers to take steps to ensure consistent use of the hierarchy of controls, including personal protection measures, to help prevent exposures to substances or environmental conditions that may be associated with the development of cancer or any other type of illness.

    What We Know About Occupational Exposure Risks

    Research on work-related breast cancer risks often results in recommendations for further study. This is partly attributed to the complex interconnections among contributing non-occupational factors. In addition, occupational cancer studies, in general, have historically focused more on men working in industries that have traditionally employed more men than women.

    Occupational causes of breast cancer have long been the subject of scientific research. In the early 18th century, Bernardino Ramazzini, referred to as the father of occupational medicine, found breast cancer prevalence was higher among nuns than it was in the general population. (He associated this with their lifestyle, including celibacy.)

    Exposure to endocrine-disrupting chemicals used in the production of many products and work in high-temperature environments have been the subject of evidence-based breast cancer studies. The American Cancer Society reports that links between breast cancer and genetics, lifestyle and environmental conditions are undergoing scientific investigation. Chemicals in the environment that have estrogen-like properties reportedly are of special interest.

    Meanwhile, findings from ongoing research on associations between anti-depressants, fertility drugs, parabens and stress are not strong enough to say whether they are truly related to breast cancer; more research is needed, according to Susan G. Koman, a non-profit organization supporting breast cancer research and other prevention initiatives.

    Research Notes

    Here are three studies that help illustrate the nature of links between occupation and breast cancer:

    • A 2023 review of Occupational Cancers Among Employed Women suggests that with the ratio of men to women in the workforce narrowing (refer to Department of Labor Women’s Bureau statistics), it’s possible that occupational exposure risks to hazardous agents, such as organic solvents, increasingly contributes to breast cancer incidence. However, most of the studies that were reviewed did not consider potential confounders such as reproductive history or hormone use. “Since the epidemiological research on occupational cancers in males has always been quantitatively superior to that reserved for females, we should expand our knowledge of occupational exposure risks among women both through future specific studies on this focus and through more complete analyses where data are already available,” the authors concluded.
    • A longitudinal study of breast cancer among Taiwanese women in different occupations that was published in 2022 found “slightly significant” breast cancer risk in manufacturing; wholesale and retail trade; information and communication; financial and insurance activities; real estate; professional, scientific and technical activities; public administration, defense and social security; education; and human health and social work activities. Researchers recommended further investigation of “the possible risk factors among female workers in those industries with slightly higher incidence of breast cancer.”
    • A 2020 literature review of 40 articles found “significant evidence” to support an association between breast cancer and exposure to some chemical products (certain pesticides, solvents and plastics), exposure to ionizing radiation and night-shift work, which disrupts the body’s circadian rhythm and may affect hormone production. However, researchers concluded that “most studies have difficulty establishing a causal relationship between these variables, pointing to the need for further investigation of these issues.”

    Why Wait to Find Out?

    Screening and early detection of breast cancer saves lives. Breast cancer cells may form a tumor that can be seen on an X-ray before it might be felt as a lump. When cancer is caught in an early stage, the five-year relative survival rate is 99 percent. Only 5-10 percent of people diagnosed with breast cancer have a family history of it. When there is a family history, testing may be recommended to identify or rule out a gene mutation.

    It’s important to be vigilant. Monthly self-checks and periodic mammograms based on a woman’s age and health history are recommended. In men (read the Better Health Campaign for Men) and women, noticeable changes such as a lump in the breast or armpit, thickening or swelling, skin dimpling, or discharge, inversion of or pain in the nipple should be checked by a doctor.

    After a diagnosis and during treatment, there are many local and online resources available for physical and emotional support. Employers can do their part by facilitating temporary job accommodations for an employee undergoing breast cancer treatment, for example, flexible schedules, remote work, modifying physically demanding tasks or providing ergonomic tools to help reduce upper body exertion. Giving survivors a chance to talk about ways breast cancer has affected their life can also be helpful. Here are some related resources:

    For a one-page Healthful Workplace breast cancer prevention and early detection handout for employees, please send a request to communications@workcare.com.

  • Get Ready for Reporting on ‘Forever Chemicals’

    Get Ready for Reporting on ‘Forever Chemicals’

    The U.S. Environmental Protection Agency (EPA) has finalized a reporting and recordkeeping rule that applies to any U.S. manufacturer or importer of per- and polyfluoroalkyl substances (PFAS) and “articles” containing PFAS, which are also called “forever chemicals.”

    To comply with the Toxic Substances Control Act (TCSA) under provisions of the 2020 National Defense Authorization Act, the EPA is requiring all covered entities to submit information on PFAS environmental or health effects and data on uses, production volumes, byproducts, disposal and exposures that occurred at any time since Jan. 1, 2011. Violators may be subject to penalties under the TSCA.

    Large, covered entities will have 18 months and smaller companies that are mainly importers will have 24 months from the date the final rule is published in the Federal Register to submit their reports to the EPA (Refer to the pre-publication version). In addition to manufacturing, other industries expected to be affected by the rule include construction, wholesale and retail trade, and waste management and remediation services.

    Unlike specific chemicals with potentially toxic health effects, OSHA does not regulate PFAS as a class of chemicals. In its guidance on PFAS exposures, testing and clinical follow-up, the National Center for Biotechnology Information reports that PFAS are comprised of more than 12,000 different compounds with various chemical properties.

    PFAS are characterized as “forever chemicals” because they can persist in the human body and the environment. They are widely used in industrial applications and a broad range of products because of distinct properties such as resistance to water, oil, grease and heat, and their ability to reduce friction.

    Community exposure to PFAS may occur through drinking water, air, soil, food or consumer products. (The EPA has proposed related drinking water regulations.) The National Institute for Occupational Health and Safety reports that workers might be exposed to PFAS in ways that are different from the general public, such as by touching concentrated products or breathing fumes containing PFAS. Occupations with high exposure risk include chemical manufacturing and firefighting.

    How Will the Data Be Used?

    In a press release, the EPA said the rule will produce actionable data that can be used to craft policies and laws that protect people from exposure to PFAS that are defined in the final rule by their chemical structure. At least 1,364 substances meet the agency’s structural definitions.

    The EPA has evaluated costs and benefits and provided an economic analysis of potential impacts of the rule. The Federal Register pre-publication notice states:

    “The primary benefit of this rule is providing EPA with data on PFAS which have been manufactured, including imported, for commercial purposes since 2011; the agency is not currently aware of any similar source of information for these substances of interest. Subsequently, EPA will use these data to support activities addressing PFAS under TSCA, as well as activities and programs under other environmental statutes. The additional data on the production, use, exposure, and environmental and health effects of PFAS in the United States may allow EPA to more effectively determine whether additional risk assessment and management measures are needed. This information may lead to reduced costs of risk-based decision making and improved decisions concerning PFAS.

    According to the Centers for Disease Control and Prevention, research on the cause-and effect relationship between measurable levels of PFAS in blood and harmful health effects in people suggest that high levels of certain PFAS may increase risk for liver disorders, kidney or testicular cancer, and high level of cholesterol, which increases risk for hypertension and other cardiovascular conditions. It is also linked to immune system effects, high blood pressure in pregnant women and lower than average infant birth weights.

    What to Do

    The reporting rule will produce the largest-ever dataset of PFAS and PFAS-related materials manufactured imported into and used in the U.S. Collecting and reporting retrospective data is expected to be a daunting task for some covered entities.

    Attorneys with the national business law firm Morgan Lewis recommend getting started now to understand what is required. They advise covered employers to begin collecting and organizing necessary data and planning for foreseeable next steps after their report is submitted.

    “In addition to informing potential PFAS-related regulation and enforcement actions, publicly accessible reports (apart from redactions of business-sensitive information), may influence public perception of products and businesses. Responding to these challenges will require careful consideration and preparation to mitigate both legal and business risks,” Jeremy Esterkin and Stephanie Feingold, partners at Morgan Lewis, write in an Oct. 3 Lawflash post.

    WorkCare’s occupational health clinicians and industry subject matter experts are monitoring these developments and are prepared to advise clients on next steps. Contact us: info@workcare.com.