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Janine Romero – Page 5 – WorkCare

WorkCare

Author: Janine Romero

  • First-time Fathers May Experience Distress on Return to Work

    First-time Fathers May Experience Distress on Return to Work

    While marking Men’s Health Week and preparing for Father’s Day on June 18, we’re thinking about the occupational health and safety needs of new fathers in the workplace.

    Fathers of newborns tend to get less attention than mothers and babies. However, that doesn’t mean men are less emotionally attached to their child or find it easier than their partner to return to work after taking parental leave.

    A study published recently in a special Mental Health Matters edition of Healthcare caught our attention. In the study, 12 first-time fathers reported experiencing distress, guilt and psychological challenges when they initially returned to work after paternity leave, as well as changes in their “worker identity” and insecurities about their role in the workplace.

    While this United Kingdom-based study had only a dozen participants, related research cited by its authors suggests that most new fathers can benefit from recognition and support upon their return to work. As the study’s authors note, “There is increasing research interest in the experiences of new fathers taking paternity leave, but less insight into men’s experiences of returning to work after the birth of their first baby.”

    Useful Insights

    There are many reasons – social, financial, emotional, physical – why more women than men decide to leave the workforce after childbirth. Returning to work after the birth or adoption of a child can be both challenging and rewarding.

    The study published in Healthcare provides some useful insights for employers who want to help new fathers successfully navigate their return to work. Among the findings:

    • Some new fathers have a sense of dread, feel sad and wish they had more time at home with their family; others discover a greater sense of purpose in their job when they become a parent.
    • There are differences in fathers’ perspectives on using and accessing leave and flexible scheduling depending on their socioeconomic or employment status.
    • Fathers who lack flexibility and autonomy in their working conditions have a higher risk for increased levels of stress, unhappiness and anxiety.
    • Men can experience mental health problems related to their transition to fatherhood, including post-natal depression, which is usually associated with women.
    • Men who witness a traumatic birth may be more prone to anxiety, stress, substance misuse and relationship problems.

    What Can Employers Do?

    New parenthood limits time for partner intimacy, friendships, leisure activities, and life essentials such as sleep, exercise and good nutrition. At work, exhausted parents of newborns may be prone to illness, work-related injuries, absence and presenteeism (being present but not fully engaged). Employers can make a difference in the quality of new parents’ lives. Recommendations include:

    1. Evaluate maternity and paternity leave policies. (Men who are able to take longer parental leave are found to be more involved in their children’s care and developmental play and have closer emotional relationships than those who take shorter leave.)
    2. Allow flexible work schedules, job-sharing and/or remote work, as feasible, to help ease the transition back to work after having a child.
    3. Provide behavioral health resources to support parental well-being in the workplace. This may include counseling, mental health champions or peer groups.
    4. Offer training to management personnel on how to positively support new fathers and mothers.
    5. Be aware of physical or emotional changes that can affect a new parent’s performance at work; know when to offer professional resources.

    Contact us to learn about the ways WorkCare’s expert team helps employees adapt to their new identity as parents, reduce separation anxiety and feel comfortable about their return to work after parental leave.

  • Distractions Contribute to Slip, Trip and Fall Injuries

    Distractions Contribute to Slip, Trip and Fall Injuries

    A dog can be trained not to chase squirrels. Trainers recommended distracting the dog with a loud noise, hiding treats in the yard, taking a walk on a leash or playing catch.

    Employees with a tendency to “chase squirrels,” meaning they are easily distracted, can’t be trained with distractions. Instead, they need to be reminded about situational awareness to ensure their safety and help prevent slips, trips and falls, which are leading causes of injuries.

    Work-related slips, trips and falls are so common that the National Safety Council has singled them out for attention during the second week of National Safety Month. Slipping and falling can cause injuries such as sprains, strains, concussions, fractures, abrasions and lacerations. Serious falls can result in cognitive impairment, permanent physical disability or death.

    Many factors increase slip, trip and fall risk, including one’s age, eyesight, balance and overall physical health. External hazards include uneven, slippery or slanted surfaces; working at height and changes in elevation; hidden objects or clutter; darkness or dimly lit areas; carrying awkward loads; climbing ladders or stairs; extreme weather conditions; and entering and exiting buildings or vehicles.

    The human tendency to get distracted or downplay these routine types of exposure risks is a significant underlying reason for slip, trip and fall accidents, injuries and fatalities.

    Dealing With Pressure

    Employees with busy lives often feel under pressure to get things done on the job and in their personal lives. Consequently, many Americans have become skilled at multi-tasking. While there may be feelings of pride associated with the ability to multi-task, a corresponding sense of invincibility creates the potential for physical injury and the development of stress-related conditions such as depression, anxiety, headaches, stomach upsets and fatigue due to sleep loss.

    Consider this: Most people know it’s inadvisable to text while driving or walking, eat and work simultaneously without taking a break, or play with young children while listening to a podcast, checking email or shopping online. Yet, they still do it. Some adults get so over-extended that they are no longer punctual. They may rely on substances to remain alert, miss recommended medical appointments or not get enough exercise.

    Reducing Distractions

    Here are some suggestions for employers to help reduce distractions that affect employee performance, health and safety.

    1. Identify vulnerabilities and implement appropriate measures to minimize or eliminate distractions without violating employees’ rights. For example, some companies prohibit or place limits on web access, texting and personal phone calls during work hours. Check applicable labor laws.
    2. Ensure employees take mandatory breaks during the workday and encourage them to use available time off for personal pursuits. (Studies show many Americans do not use all of their vacation days.)
    3. Designate specific areas where employees can engage in personal activities such as using electronic devices without disturbing others.
    4. Reduce noise, as feasible. Solutions may include sound-proof rooms, earplugs or noise-canceling headphones, quiet zones and low-volume background music. (The 9thS. Circuit Court of Appeals recently ruled in favor of employees who complained that their employer created a hostile work environment by playing loud, offensive music. The company said the music was motivational.)
    5. Within reason, limit interruptions. For example, allow use of silent modes and do-not-disturb indicators on devices. Schedule specific times for email messaging and meetings.
    6. Provide training on effective time management and stress-reduction techniques such as deep breathing. These are learned behaviors.
    7. Keep workspaces clean and provide ways for employees to organize tools, materials and computer files. Disorganization is distracting and time-consuming.

    Employers who support total worker health on and off the job lay a solid foundation for employees to recognize and eliminate distractions that are underlying causes of slips, trips, falls and other types of accidents.

    For additional guidance, contact WorkCare’s occupational health and safety subject matter experts.

  • WorkCare Supports National Safety Month

    WorkCare Supports National Safety Month

    As part of our recognition of National Safety Month, members of the WorkCare team are attending Safety 2023, the American Society of Safety Professionals’ annual conference and expo this week in San Antonio, Texas.

    WorkCare is exhibiting (Booth #1552) and Peter Greaney, M.D., our executive chairman and chief medical officer, and Justin Freeman, Industrial Athlete Program operations manager, will speak today, June 6, 2023, on ergonomic and industrial athlete interventions to protect outdoor workers (Session 6033). They will describe a holistic injury prevention and management model for workers who spend most of their time doing outdoor jobs requiring physical exertion. Reaching widely dispersed employees, working in extreme environmental conditions, and in densely populated, remote or agricultural areas can be challenging. The delivery model features:

    • Ergonomic assessments and work practice adjustments
    • Body mechanics coaching
    • Education on wellness and self-care
    • 24/7 telehealth with first aid guidance for minor injuries
    • Consultations with occupational physicians

    The model facilitates in-person and virtual engagement with industrial injury prevention specialists who provide instructions to help reduce risk for muscle aches, sprains and strains, and telephonic contact with occupational health nurses and physicians in the onset of a non-emergency injury. In most cases, employees working in the field can safely self-administer first aid with care guidance from a medical professional.

    Emergency Preparedness

    In addition to conference participation, WorkCare supports the National Safety Council (NSC) in its efforts to increase safety awareness during National Safety Month. The NSC has chosen a theme for each week of the month: emergency preparedness; slips, trip and falls; heat-related illness; and hazard recognition.

    In connection with National Safety Month, the first week of June is also recognized by the NSC, American Red Cross and American Heart Association as CPR and AED Awareness Week. CPR and AED preparedness means calling 911 in a medical emergency and knowing how to administer cardiopulmonary resuscitation and using an automated external defibrillator to save a life before first responders arrive.


    Many people don’t realize that it’s possible to perform CPR on someone suffering a cardiac arrest without having to administer breaths by pushing hard and fast in the center of the chest to the beat of a song that has 100 to 120 beats per minute. (The American Heart Association still recommends compressions and breaths for infants, children, drowning victims, and adults suspected of drug overdose or who have collapsed due to breathing problems.) Here is a 90-second hands-only CPR instructional video.

    For outdoor workers, preparedness may involve routinely stocking supplies such as water, a flashlight, blanket and first aid kit in vehicles and providing field training, equipment and communication devices to protect employees when they are exposed to hazardous conditions such as during a wildfire, storm, at high elevation or in extreme temperatures. For many companies and public service agencies, emergency preparedness involves comprehensive exposure risk assessments and planning for events such as natural disasters, contagious disease outbreaks, acts of violence, cyber and terrorist attacks, and mass-casualty incidents.

    Occupational medicine is a preventive medical specialty and preparedness is a logical extension of practice. The American College of Occupational and Environmental Medicine’s Emergency Preparedness and Management Center is a resource for occupational health and safety professionals that provides links to relevant local, regional and federal governmental sources and resources including:

    WorkCare assists clients by training and staffing onsite first responder teams, advising on first aid kit contents, AED equipment and use, providing 24/7 telehealth triage, and consulting on steps employers can take to ensure the health and safety of employees in the event of an emergency or disaster. Contact us to learn more.

  • Long List of Symptoms for Long COVID

    Long List of Symptoms for Long COVID

    A study published in JAMA provides useful insights into the symptoms of long COVID. The findings provide insights for the development of remedies for millions of Americans, including many who are either working with symptoms or unable to work.

    In a study of 9,764 adults, 37 symptoms, referred to as post-acute sequelae of SARS-CoV-2 (PASC), were reported more often by people who had a confirmed infection at least six months prior when compared to people who did not get COVID. Commonly reported symptoms included post-exertional malaise, fatigue, brain fog, dizziness, gastrointestinal upsets, palpitations, changes in sexual desire or capacity, loss of or change in smell or taste, thirst, chronic cough, chest pain and abnormal movements. Researchers identified clusters of symptoms with a range of complex health impacts.

    The research team, funded by the National Institutes of Health in connection with its Researching COVID to Enhance Recovery (RECOVER) initiative, found that long COVID symptoms were more severe in study participants infected before the 2021 Omicron variant emerged. Estimates of long COVID prevalence among U.S. adults vary, but they tend to be average around 15 percent of all confirmed cases.

    Leave and Accommodation

    Some employed long COVID sufferers request leaves of absence or reasonable job accommodations. Under the Family Medical Leave Act (FMLA), an eligible employee can take up to 12 work weeks of unpaid leave during any 12-month period. An employee with long COVID is likely to qualify for FMLA leave if symptoms affect their ability to perform their job, or for intermittent leave if their condition requires two or more doctor’s visits a year, as verified by their physician.

    Long COVID qualifies as a disability under the Americans with Disabilities Act (ADA) when it affects major life activities and the ability to perform essential job functions. In April, the Equal Employment Opportunity Commission (EEOC) updated its related guidance when the U.S. declared an end to the COVID-19 public health emergency.

    For employees working with long COVID, the EEOC update recommends “low- or no-cost reasonable accommodations” such as a quiet workspace; use of noise-cancelling devices; uninterrupted work time; alternative lighting and glare reduction; rest breaks; flexible scheduling or telework; and the removal of “marginal functions” that involve physical exertion.

    WorkCare’s occupational medicine physicians provide return-to-work assessments for employees with long COVID symptoms and recommendations on productive work environments. We also provide guidance to our Absence Management Solutions clients. Contact us to learn more.

  • Employee Well-being Requires a Holistic Approach

    Employee Well-being Requires a Holistic Approach

    Before Mental Health Awareness Month draws to a close, we want to mention that Doug Parker, who heads the federal Occupational Safety and Health Administration (OSHA), recently posted a blog in which he says it’s time to recognize “mental health hazards as occupational hazards” and the value of a “broader approach that includes both traditional occupational safety and health and paying attention to the huge impact of mental health on workers’ well-being.”

    At WorkCare, we understand that well-being encompasses all aspects of physical and mental health, and that a holistic approach helps companies by giving their employees the resources they need to be productive, have a purpose and enjoy good quality of life.

    As part of our commitment to protecting and promoting employee health, WorkCare acquired Wellness Solutions. We are integrating Wellness Solutions with other WorkCare service lines and developing comprehensive wellness programs that will be offered to employers to enhance occupational health offerings for their employees.

    Our Wellness Solutions Director Lynette Helmer and Industrial Athlete Program Director Bryan Reich will share findings from holistic delivery models at the annual American Industrial Hygiene Conference & Expo tomorrow, May 23, 2023, during their presentation on Medical Surveillance, Fitness, Ergonomics and Wellness for workers in physically demanding jobs. They will be talking about how multi-disciplinary teams can collaborate to break down silos and create cross-functional pathways in areas including:

    • Physical fitness
    • Behavioral health
    • Medical surveillance (health risks)
    • Employee education and training
    • Ergonomics
    • Injury prevention and management
    • Rapid response (24/7 triage)

    Post-COVID Tips

    In his blog post, Parker notes that stress and the COVID-19 pandemic have taken a toll on mental health, with many Americans reporting symptoms of anxiety and depression. Helmer and Reich offer these 10 tips for employers to help counter-act these impacts:

    1. Foster collaboration by getting to know colleagues you haven’t met.
    2. Include employee groups/labor representatives in discussions.
    3. Engage leadership in shared initiatives (walk the talk).
    4. Focus on strategies that support both business and health/safety objectives.
    5. Develop and communicate a unified vision.
    6. Discourage competitive attitudes.
    7. Encourage transparency and sharing of resources.
    8. Develop metrics that reflect desired outcomes.
    9. Audit, track and report on progress.
    10. Take corrective actions, as needed, and celebrate successes.

    “Every worker should feel confident that their employer values their physical safety and health, which means employers need to proactively create safety and health management programs that include input from workers to ensure all workers are trained to do their jobs safely,” Parker writes. “Workers deserve the peace of mind knowing that every precaution has been taken to ensure they go home to their families and friends at the end of their shift.”

    WorkCare’s occupational health professionals are passionate about employee well-being. Contact us at info@workcare.com to learn more about our solutions.

  • Recognizing Occupational Health Needs of Asian Americans, Native Hawaiians and Pacific Islanders

    Recognizing Occupational Health Needs of Asian Americans, Native Hawaiians and Pacific Islanders

    May is Asian American, Native Hawaiian and Pacific Islander (AAPI) Heritage Month – giving us a chance to recognize the cultural contributions and occupational health needs of employees who identify with one or more of these populations.

    The U.S. Bureau of Labor Statistics reports that the AAPI population’s employment ratio is higher than the national average across all racial-ethnic groups, largely because of favorable working-age demographics. The AAPI population comprises one of the nation’s fastest growing racial/ethnic groups, projected to represent 6.2 percent of the total U.S. population by 2025 and 8.9 percent by 2050.

    In the 2000 U.S Census:

    • 6 million people identified as AAPI
    • 1 million identified as Asian in combination with another race
    • 690,000 people identified as Native Hawaiian or Other Pacific Islander (NHPI)
    • Nearly 900,000 people identified as NHPI in combination with another race
    • 267,330 people identified as Asian and Hispanic and 67,948 people identified as NHPI and Hispanic

    Asian Americans

    The Asian American racial group is defined as people with origins in East Asia, Southeast Asia or the Indian subcontinent. The U.S. Department of Health and Human Services’ Office of Minority Health cites infrequent medical visits, language and cultural barriers, and lack of insurance coverage as health care access challenges for this population. Asian Americans are at risk for cancer, heart disease, stroke, diabetes and accidental injuries, and they have a higher prevalence of chronic obstructive pulmonary disease, hepatitis B, HIV/AIDS, tuberculosis, liver disease and smoking when compared to non-Hispanic white people.

    Native Hawaiians & Pacific Islanders

    NHPI populations comprise a racial group with origins in Hawaii, Guam, Samoa and other Pacific Islands. The Office of Minority Health reports that Native Hawaiian/Pacific Islanders have higher rates of smoking, alcohol consumption and obesity when compared to other populations. Leading health risks include cancer, heart disease and accidental injuries. Hepatitis B, HIV/AIDS and tuberculosis are also more prevalent in NHPI populations than they are in the white population.

    Experts say that understanding the physical and mental health needs of the AAPI demographic is important because of the vast heterogeneity of the group, cultural beliefs, and the emphasis frequently placed on connections between the mind and body.

    What Can Employers Do?

    Tweet This: Employers are encouraged to create targeted occupational health, safety and mental health interventions for AAPI adolescents and young adults entering the workforce and programs to meet the needs of all employees who identify with these racial and ethnic groups. Heritage Week is just one of many opportunities to honor racial and ethnic diversity by supporting cross-cultural engagement in the workplace.

    Here are some recommended resources:

    Contact us to learn about the ways WorkCare’s occupational health clinicians and subject matter experts can help your company protect and promote employee health.

  • COVID Public Health Emergency Ends…Now What?

    COVID Public Health Emergency Ends…Now What?

    The federal COVID-19 public health emergency declaration that was issued on Jan. 31, 2020, was lifted today, marking a transition to “sustainable public health practice.”

    The decision is based on declining rates of infection and collective measures that have been put into place to help prevent and manage the spread of disease, according to a Department of Health and Human Services fact sheet. Meanwhile, the World Health Organization (WHO) ended its Public Health Emergency of International Concern for COVID-19 on May 5. A WHO committee cited declines in hospitalizations and intensive care unit admissions and high levels of population immunity to SARS-CoV-2, the virus that causes COVID, as reasons for shifting to long-term pandemic management.

    What Happens Now?

    The U.S. Centers for Disease Control and Prevention (CDC) reports:

    • COVID vaccines will continue to be provided at no cost to adults and children.
    • Insurance providers will no longer be required to waive costs or provide free COVID-19 tests. (Refer to the CDC’s No-Cost COVID-19 Testing locator)
    • Medications such as Paxlovid to help prevent serious symptoms will remain available for free while supplies last. After that, the price consumers will pay and be reimbursed for medications will be determined by the manufacturer and health insurers.
    • The CDC and its partners will continue to monitor the impact of COVID and the effectiveness of prevention and control strategies. The way related data are collected and reported will change over time.

    WorkCare Recommendations

    While it’s understandable why everyone is breathing a sigh of relief, it’s advisable for employers to continue to maintain workplace infectious disease prevention programs and protocols, remain vigilant and be prepared to respond to any type of respiratory illness outbreak.

    We expect some WorkCare clients to have their human resource teams manage return-to-work after a COVID-related absence the same way they manage other kinds of illnesses, such as the flu. Employers who do not want to assume that responsibility may continue to use WorkCare for return-to-work evaluations via our secure WorkMatters portal or engage with our medical concierge service in special circumstances.

    “The end of the public health emergency is not an end to CDC recommendations,” WorkCare Associate Medical Director Isabel Pereira, D.O., M.P.H., reminds us. “A minimum five-day day isolation period with a positive COVID test and return to work with a high-quality mask through the 10-day mark (the full contagious period) is still recommended.”

    To help prevent COVID outbreaks, voluntarily wearing an N-95 or KN-95 mask as a precautionary measure, especially in crowded public places, is an option. Dr. Pereira recommends self-masking if ill and testing three-to-seven days from the start of symptoms. (The CDC recommends testing on day five or six.) As feasible, it’s advisable for employees to work from home at the start of symptoms, whether it’s influenza or COVID, because those are the most contagious days.

    WorkCare also recommend following CDC guidance for vaccination: Anyone over age 65 who has already been vaccinated and received a booster shot is advised to get a second booster if it has been more than four months since they received their first bivalent booster. Immunocompromised adults of any age are advised to get a second booster after two months.

    WorkCare physicians track public health developments, including the spread of animal-borne and human-borne viruses that could impact working populations. To learn more, contact us at info@workcare.com.

    Related Resources

    Did You Know?

    The U.S. Food and Drug Administration has approved use of a respiratory syncytial virus (RSV) vaccine for the prevention of this lower respiratory tract disease in people over age 60. Although RSV typically causes mild, cold-like symptoms, it can be deadly to the elderly, young children, and people with chronic heart or lung disease or weakened immune systems.

  • OSHA Launches Fall Protection National Emphasis Program

    OSHA Launches Fall Protection National Emphasis Program

    The Occupational Safety and Health Administration (OSHA) has launched a national emphasis program to help prevent falls, the leading cause of fatal workplace injuries.

    The program will focus on reducing falls among employees who work at heights in all industries. The targeted enforcement program is based on OSHA’s enforcement history and Bureau of Labor Statistics data that show 680 of 5,190 work-related fatalities reported in 2021 (13 percent) were associated with falls from heights.

    The new program features an educational component. It allows OSHA compliance officers to open inspections when they observe someone working unsafely at height and to leave the site after offering educational resources when they determine an inspection is not necessary.

    At construction sites, violations of fall protection standards are cited most often by OSHA. While the national emphasis program is for all industries, it was launched on May 1 in connection with the 10th Annual National Safety Stand-Down to Prevent Falls in Construction and the construction industry’s Safety Week (May 1-5).

    Falls are Costly

    The emotional and financial cost of lives lost due to preventable falls is incalculable, and related injuries are often serious. Fall survivors can suffer concussions, fractures, cuts and contusions, sprains, strains or tears that affect their quality of life and productivity.

    According to the National Safety Council’s Injury Facts, falls to a lower level are the third leading cause of workplace fatalities and the fifth leading cause of injuries resulting in days away from work. Factors considered by the NSC in relation to falls to a lower level include:

    • The incident involves impact between the worker and source of the fall
    • The injured person’s movement produced the injury
    • The motion of the person and the force of impact were generated by gravity

    In an analysis of 2020 data, the NSC found that injuries caused by falls to a lower level resulted in a median of 20 days away from work. Service-providing industries accounted for 64 percent of injuries due to falls to lower levels. By comparison, goods-producing industries accounted for 36 percent; trade, transportation and utilities 33 percent; and construction 22 percent.

    The 2022 Liberty Mutual Safety Index identifies falls to a lower level as the fourth leading cause of serious disabling workplace injuries – at an estimated cost of $5.07 billion a year for U.S. employers. (The top three causes were overexertion during material handling, falls on the same level and struck by an object or equipment.)

    Fall Prevention

    OSHA requires covered employers to have fall protection plans and provide training, personal protective equipment (PPE), and solutions such as safety nets or guardrails, as needed, to help prevent falls. Fall protection is required at elevations of 4 feet or higher in general industry workplaces, 5 feet in shipyards, 6 feet in the construction industry and 8 feet in longshoring operations. Fall protection also must be provided when working over dangerous equipment and machinery, regardless of the fall distance.

    In addition to concerns about working at height, it’s important to remember that it’s possible to fall from ground level to a lower level. Sometimes there are gaps in floors or holes in the ground that are big enough to stumble into. Potential fall hazards should be properly marked with protective barriers and warning signs. PPE must be appropriate for the job and the right fit for men and women. Consistent use and comfort is key. One slip without proper use of PPE can be fatal.

    Did You Know?

    WorkCare staffs and manages onsite clinics and emergency response teams in all industries. To learn more about the ways we support employee health from hire to retire, visit our Onsite Services & Clinics webpage and contact us at info@workcare.com.

  • Opioids Impact Labor Force Participation

    Opioids Impact Labor Force Participation

    We recently posted a blog about the U.S. Food and Drug Administration’s approval of over-the-counter Narcan nasal spray to reverse the effects of opioid overdose and save lives. We also published tips to streamline workplace drug testing to detect prescription and illicit drugs that can impair performance and increase accident and injury exposure risk.

    At WorkCare, we support employers in the addition of naloxone (Narcan) to onsite first aid kits for use by trained personnel and the delivery of cost-effective drug testing programs. We also do our part to help prevent opioid use disorder by providing care guidance at the onset of work-related injuries – before physical discomfort becomes a workers’ compensation claim involving medical treatment and prescription pain medication.

    In addition, our occupational physicians engage with local treating providers to facilitate safe return to work during recovery after an injury, while our occupational health nurses provide injury case management assistance and coordinate referrals to employee assistance programs that provide individual and family counseling services.

    Labor Force Impacts

    There is a growing body of evidence that employers should pay close attention to the impacts of opioid use in the workforce and solutions aimed at opioid abuse prevention and management. These impacts include fewer people who are qualified to work safely.

    In a recent blog post, Brookings cites statistics that indicate the national opioid epidemic measurably reduces U.S. labor force participation.

    “Opioid misuse can compromise labor supply in a variety of ways, including absenteeism, increased workplace accidents, and withdrawal from the labor force due to disability, incarceration or death,” the Brookings authors say. (The blog post was written by a team at the USC-Brookings Schaeffer Initiative for Health Policy, a partnership between Economic Studies at Brookings and the University of Southern California Schaeffer Center for Health Policy & Economics.)

    Evidence cited in by Brookings researchers includes:

    • Occupational injury statistics (2019 and 2021) that indicate U.S. industries with the highest rates of overdose fatalities also have higher than average injury rates for fractures and musculoskeletal disorders, which are risk factors for long-term opioid use.
    • A 2021 research paper that documents the negative effects of opioid use on long-term company growth and valuations. Firms located in counties with high opioid prescription rates were found to have lower employment and sales growth than companies located in regions with low prescription rates. Impacted companies invested more in information technology to compensate for labor force shortages than less-impacted companies.
    • A 2020 study published in the International Journal of Social Determinants of Health and Health Services that found an estimated 12.6 percent of the U.S. workforce, or about 21 million workers, received one or more outpatient opioid prescriptions per year, with private health insurance covering half of total medication costs.
    • A 2019 National Safety Council survey in which 75 percent of responding employers said their workplace was impacted by opioid use.
    • A 2018 report on occupational patterns of drug overdose deaths that ranked workers in the following industries as high risk for opioid-related mortality: construction; extraction; food preparation and serving; health care practitioners and technical health care support; and personal care and service.

    We’re Here to Help

    WorkCare offers 24/7 telehealth triage coverage, onsite clinical services, a nationwide drug testing network, and injury prevention and wellness programs to help employers sustain safe and healthy workplaces. Contact us to learn more.

  • Tips to Streamline Your Company’s Drug Screening Process

    Tips to Streamline Your Company’s Drug Screening Process

    WorkCare has a team dedicated to helping U.S. companies efficiently manage regulated drug and alcohol screening and non-regulated drug-free workplace programs. While drug screening seems like a routine function, it can be a complicated and time-consuming process for employers.

    WorkCare’s clients rely on us to ensure regulatory compliance. We provide timely urine, hair, blood, oral fluid or breath-alcohol testing, results reporting and documentation. Testing may be conducted as part of the hiring process, after an accident, for cause or reasonable suspicion, before returning to work after an absence, randomly or periodically.

    We schedule testing at convenient offsite specimen collection locations and perform screenings at some client worksites. This helps employers expedite hiring, minimize work disruptions and respond quickly in the event of an incident. WorkCare negotiates rates with certified laboratories and manages random testing pools to provide cost-effective solutions.

    Our drug and alcohol screening team is familiar with detectable illicit and prescription substances that can affect decision-making, alertness, mood and physical reaction times. WorkCare’s Medical Review Officers, who are listed on the Federal Motor Carrier Safety Administration’s National Registry of Certified Medical Examiners, are skilled at interviewing employees about their test results and making informed judgments about their fitness-for-duty.

    Streamlining the Process

    Here are some tips from the WorkCare team to help employers streamline the drug screening process while complying with federal and state regulations and best industry practices:

    • Understand the type of screenings that apply to your workforce and the circumstances under which testing will be performed.
    • Consult with experts when developing or updating your company’s drug and alcohol screening policy.
    • Inform job candidates and employees about the policy, including reasons for testing and consequences for violations.
    • Train supervisors on policy enforcement and how to evaluate and respond to behaviors that may indicate impairment by drugs or alcohol.
    • Provide reassurance that test results are confidential and that designated employer representatives are only informed about a positive, negative or non-negative result.
    • Be prepared to support employees who test positive for drugs, such as referral to an employee assistance program or community resource.
    • Use your drug testing program to demonstrate your commitment to workplace and community health and safety.

    WorkCare’s Medical Exams & Travel capabilities include a secure information technology platform and personalized service. Contact us to learn more about how we help companies streamline the drug screening process, save time and money, and allow human resources and environment, health and safety personnel to focus on other essential functions.