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Karen O’Hara – WorkCare

WorkCare

Author: Karen O’Hara

  • WorkCare Results Affirm Pledge to Prevent Musculoskeletal Disorders

    WorkCare Results Affirm Pledge to Prevent Musculoskeletal Disorders

    The National Safety Council (NSC) and its MSD Solutions Lab recently released results from organizations that have pledged to reduce musculoskeletal disorders (MSDs). Work-related sprains, strains, and similar preventable disorders are a common cause of discomfort that can lead to lost work time and disability.

    WorkCare and more than 200 other organizations took the NSC’s initial pledge to reduce MSD exposure risk and injuries by 25 percent by 2025. A follow-up campaign (MSD Pledge 2.0) calls on organizations to continue their injury prevention efforts while building workplace cultures that value safety and engage in innovation and collaboration.

    Findings from 52 organizations were reported in the NSC’s 2022-2023 MSD Solutions Index. For the 2023-2024 index, 44 organizations completed a survey to report results. (Download both reports here.) According to key findings, organizations with favorable index scores track leading indicators and:

    • Incorporate environmental, organizational, individual, and other human factors in work processes
    • Consider ergonomics in purchasing decisions
    • Consistently provide appropriate ergonomic tools and equipment
    • Ask employees for suggestions about safe work practices and take steps to implement them

    WorkCare Gets Results

    WorkCare is dedicated to supporting its clients and their employees from hire to retire. We provide injury prevention and healthcare guidance in person at the workplace and virtually via our 24/7 telehealth triage program.

    In addition to taking the MSD prevention pledge, WorkCare’s injury prevention subject matter experts engage with the MSD Solutions Lab Advisory Council. One of our goals is to provide safety professionals with occupational health insights to create innovative and collaborative pathways for total employee health solutions.

    WorkCare’s Industrial Injury Prevention Specialists have training and experience in sports medicine, MSD prevention and management, ergonomics, first aid, and health education. In 2024, they provided more than 79,000 on-site occupational and non-occupational injury prevention and management encounters in group and individual settings at selected client locations.

    Among total encounters, 76 percent were preventive in nature. Services included ergonomic assessments, health and movement coaching, and wellness education to help employees build their physical and mental health resilience – on and off the job. Reactive services for physical discomfort included first aid and guidance on preventive maintenance.

    Our 2024 results show that the timely management of MSDs produces favorable health and business outcomes. Among more than 5,600 musculoskeletal discomfort cases, we found that:

    • There was an average of one prevention specialist visit per case
    • 95 percent of cases seen by a prevention specialist closed within 14 days
    • 84 percent of cases remained at the non-recordable, OSHA first-aid/self-care level
    • Nearly nine out of 10 employees remained at work during recovery

    Check out our website to learn about all the ways WorkCare deploys its medical expertise and best-in-class services in support of MSD pledge goals.

  • Wildfire Health Effects and Precautions

    Wildfire Health Effects and Precautions

    The January 2025 wildfires in the Los Angeles area have significant physical and mental health implications for residents, including respiratory complaints, potential exposure to toxins during cleanup, and long-term mental health concerns. These conditions underscore the importance of comprehensive occupational and public health responses during and after such disasters.

    The intense Los Angeles wildfires generated Air Quality Index (AQI) readings that surpassed 200 in affected areas, indicating “very unhealthy” conditions. In some regions, particulate matter (PM2.5) concentrations reached 184.1 µg/m³, approximately 36 times the World Health Organization’s recommended annual guideline.

    While much-needed rain in Southern California over the Jan. 25-26 weekend helped improve air quality and slow the spread of remaining fires, new problems emerged with reports of mudflows carrying toxic ash that closed roads and created hazardous conditions.

    Health Risks

    Wildfires produce smoke, ash, and other toxic matter. While anyone in a wildfire zone is at risk of exposure to toxins during and after a fire, particularly vulnerable populations include those with outdoor occupations, the elderly, children, and people with respiratory ailments such as asthma.

    Beyond the physical impact of wildfires, detrimental effects on mental health are also significant. Fire victims and first responders often experience symptoms of anxiety, depression, post-traumatic stress disorder, and other conditions that can remain unresolved without appropriate mental health interventions.

    Most wildfire-related injuries and deaths are caused by smoke inhalation, lack of oxygen, and exposure to toxic fumes from burning materials such as plastic and vinyl. Potentially lethal components include:

    • Particles that can lodge in the lungs, irritate eyes, and affect respiratory and digestive systems
    • Toxic liquids, gases, and vapors that can be inhaled or absorbed through the skin

    Chemical irritants found in smoke include ammonia, carbon monoxide, chlorine, hydrogen chloride, hydrogen cyanide, phosgene, and sulfur dioxide. Carbon monoxide, hydrogen cyanide, and hydrogen sulfide are examples of chemicals produced in fires that interfere with the body’s use of oxygen at the cellular level. Heat is also a respiratory hazard. Superheated gases burn the respiratory tract and can be fatal.

    Although the ash in Los Angeles is not classified as a hazardous waste, public health officials say it may contain traces of lead, cadmium, nickel, and arsenic; asbestos; perfluorochemicals (from degradation of non-stick cookware, for example); flame retardants; and caustic materials.

    Exposure Prevention

    During and after wildfires, public health officials advise people with exposure risk to wear an N95 mask with two elastic straps. A tightly fitted mask with an N95 rating (N=not oil resistant) filters out 95 percent of particles that are at least 0.3 microns in diameter. An N95 mask does not provide protection against toxic gases. (For firefighters, refer to National Fire Protection Association Standard 1970 on Protective Ensembles for Structural and Proximity Firefighting, Work Apparel, Open-Circuit Self-Contained Breathing Apparatus (SCBA) for Emergency Services, and Personal Alert Safety Systems.)

    To help reduce exposure to toxins in the air:

    • As feasible, work indoors or limit outdoor exposure
    • Avoid strenuous activity and outdoor exercise
    • Keep windows and doors closed and use the air recirculation option in vehicles
    • If using an air conditioner, keep the fresh-air intake closed and clean the filter
    • Do not burn candles or light a fire in a fireplace or wood-burning stove
    • Check local air quality reports or visit AirNow.gov to avoid polluted areas

    Refer to this California Environmental Protection Agency fact sheet on Protecting Public Health from Home and Building Fire Ash for toxic ash exposure risk reduction recommendations.

    Symptoms and Response

    In a medical emergency, it’s imperative to follow workplace first-response protocols or call 911. In non-emergency situations, WorkCare occupational health providers recommend moving to a location with clean air and seeking medical advice. Where there is toxic smoke exposure risk, watch for the following signs and symptoms:

    • Loss of consciousness (medical emergency)
    • Nausea/vomiting
    • Shortness of breath
    • Chest tightness
    • Coughing with or without mucus
    • Burning sensation in the throat and/or lungs
    • Voice changes/hoarseness
    • Tingling sensations (may be related to oxygen deficiency)
    • Headache, dizziness, lightheadedness
    • Confusion or irritability
    • Burning sensation to the eyes, blurry vision, watery eyes

    To help relieve discomfort:

    • Increase fluid intake to the extent personal health allows
    • Use over-the-counter natural tears or eye drops for burning or watery eyes
    • Use an inhaler, as directed, for respiratory distress

    Fire victims with mental health challenges are encouraged to seek professional counseling, join support groups, and get a medical evaluation, as needed, for symptoms such as trouble sleeping, loss of appetite, low energy, agitation, or irritability. It’s important to access available resources, which may include employee assistance programs, mental health care covered by insurance, and free or low-cost services provided by local community mental health agencies.

    Taking Precautions

    The risks and impacts of wildfires are escalating nationwide, with the Los Angeles area wildfires serving as a stark reminder of their destructive power. The U.S. Fire Administration estimates that more than 60,000 communities in U.S. wildland urban interface areas have elevated fire risk, and authorities say that number is climbing.

    Corelogic reports in its 2024 analysis of wildfire hazards that embers blown from burning vegetation into urban zones are responsible for an estimated 90 percent of home ignitions caused by wildfire. The U.S. Environmental Protection Agency tracks the frequency, extent, and severity of wildfires. It reports that wildfires are starting more easily and burning at higher temperatures than they have in the past, in some cases creating super-heated conditions that make them harder to fight, especially in remote areas.

    Preparation is key. This may include clearing dead and dry brush and trees located close to buildings, participating in neighborhood and business area watch groups and cleanup programs, identifying escape routes, having a family-friends-co-workers contact plan that doesn’t rely on cell phones, and knowing what you will take in the event of an evacuation.

    As the Los Angeles wildfires have so dramatically demonstrated, fire combined with high winds, hot temperatures, low humidity, and tinder-dry conditions can result in a conflagration that quickly overwhelms public safety and firefighting resources. Being prepared and leaving at-risk areas before an evaluation order is given helps save lives and structures.

    WorkCare’s telehealth triage team is available 24/7 to provide non-emergency care guidance to employees in the event of work-related exposures to wildfire smoke, ash, and other potentially toxic materials. Our Wellness Solutions team assists firefighters and other first responders with all aspects of their occupational and personal health.

  • Keep Employees’ Reproductive Health in Mind

    Keep Employees’ Reproductive Health in Mind

    The American College of Obstetricians and Gynecologists marks Maternal Health Awareness Day annually on January 23. Research shows that efforts to reduce the risk of exposure to certain workplace reproductive health hazards help improve outcomes for employees and their offspring.

    According to the Occupational Safety and Health Administration (OSHA), reproductive health risks may be chemical, physical, or biological in nature. Potential routes of exposure include inhalation, ingestion, and/or skin absorption. In some cases, exposure to certain substances or agents may impair fetal development or cause a miscarriage.

    Some exposure risks are more apparent than others. For example, in a study of 144 women working in industrial settings who were or had been pregnant, workload intensity, high temperatures, strong odors, and shift work were found to be contributing factors in pregnancy and menstrual cycle disorders. A study of 733 women in healthcare occupations found that:

    • Exposure to solvents was a risk factor for stillbirth
    • Prolonged work shifts were associated with spontaneous abortion and disrupted breastfeeding
    • Job rank and socioeconomic status affected fertility

    Pregnant women experience exposure risks differently from their non-pregnant co-workers because of the changes that are occurring in their bodies. In a paper on the effects of work during pregnancy, researchers reported:

    • Prolonged standing or repetitious lifting may reduce blood flow to an expectant mother’s placenta, which can affect fetal growth and cause preterm delivery.
    • Women whose jobs involve medical care, childcare, or teaching have a higher-than-average risk for miscarriage and preterm birth because they are more likely to get a contagious illness like the flu while pregnant.
    • Pregnant women are susceptible to injuries from slips and falls as their balance shifts and ligaments and tendons relax in preparation for childbirth.
    What Can You Do?

    Here are some suggestions for employers:

    1. Comply with applicable OSHA injury and illness prevention standards and provisions of the Pregnancy Discrimination Act, Pregnant Workers Fairness Act, Family and Medical Leave Act, and other federal laws that are intended to help protect employee health and support families.
    2. Provide well-fitted, personal protective equipment for all employees when reproductive health and other exposure hazards are or may be present. This includes making PPE adjustments during pregnancy.
    3. Facilitate the use of reasonable job accommodations (e.g., flexible work hours, more frequent breaks, less physically demanding tasks), as needed, for women during pregnancy and while breastfeeding.
    4. When supervising women, bear in mind that their healthcare needs differ from men for complex reasons. There is not a one-size-first-all approach to injury prevention and wellness.
    5. Employees often cite job-related stress as a health concern. Take steps to address stress-inducing conditions by keeping lines of communication open, supporting personal autonomy, and setting reasonable expectations.
    6. When evaluating employees’ performance, follow your employer’s human resources policies and procedures and look for opportunities to avoid gender bias.

    Questions? Consult with WorkCare’s occupational health subject matter experts on maternal health exposure risks in your workplace and ways to help mitigate them. We’re here to help.

  • Why WorkCare Monitors DOT Medical Exam Quality 

    Why WorkCare Monitors DOT Medical Exam Quality 

    A first-of-its kind study on the accuracy of medical information recorded on a form used to determine whether a driver can safely operate a commercial motor vehicle and qualify for a Department of Transportation (DOT) card reveals discrepancies that appear to warrant a second look. 

    The mandatory Federal Motor Carrier Safety Administration (FMCSA) Medical Examination Report form features questions designed to collect commercial drivers’ medical histories and document their physical examination results. Researchers found “significant inconsistencies” during a retrospective quality review of 1,603 forms completed in 2019. (The current version of the FMCSA 5875 form was updated in 2023.) 

    For the study, researchers abstracted data from one national employer. The examinations were performed by providers in a national network of medical examiners certified by the FMCSA to perform DOT exams.  

    More than half (55.5 percent) of completed forms contained errors. Medical examiners incorrectly or incompletely populated the form in 30 percent of examinations. Drivers inconsistently filled out their health history 38.7 percent of the time, including unanswered questions, inconsistent responses, or lack of necessary elaboration for positive responses.  

    The forms were reviewed by three FMCSA-registered medical examiners with board-certification in occupational medicine who were retained as corporate medical directors. The corporate physicians reviewed forms for completeness and documented their personal agreement or disagreement with findings based on The DOT Medical Examination: A Guide to Commercial Drivers’ Medical Certification, 6th Edition (2017). Strong disagreement could prompt a recommendation to restrict an employee’s operation of company vehicles.  

    What Does This Mean for Employers? 

    While the study was confined to the experience of a single national entity, the findings suggest that it’s advisable for any company that employs commercial motor vehicle operators to monitor the quality of medical exam findings. “This study precisely illustrates the reason why WorkCare provides oversight of DOT exams for our clients,” said Fred Kohanna, M.D., M.B.A., vice president of WorkCare’s medical screening business division. “When we see these errors on DOT exam forms, we get them corrected by the provider, or we fill in the missing information after speaking with the provider or the employee as part of our review process.” 

    A DOT card is typically valid for up to two years. Commercial drivers with certain medical conditions, such as high blood pressure or diabetes, may be issued a card with a shorter validity period and require more frequent monitoring. According to the study’s authors, medical exams require attention to detail on the part of both examiners and drivers. “Continued research, education, and regulation are needed to decrease inconsistencies and omissions in DOT certification documentation, and ultimately to understand and reduce the risks posed to drivers and society by virtue of these errors,” they concluded. 

    Medical monitoring helps save lives and reduce the risk of property damage, injuries, and related legal liability costs in the event of an accident. WorkCare facilitates timely scheduling of physical exams with qualified providers so drivers can promptly obtain or renew their DOT cards. WorkCare reviewers are on the lookout for findings that require follow-up to correct errors or omissions, or that warrant another medical opinion as part part of our mission to protect and promote employee health.

    Reference: Retrospective quality review of Department of Transportation (DOT) commercial drivers’ medical examination forms; M. Starchook-Moore, et. al; American Journal of Industrial Medicine, Vol. 67, Issue 12, September 2024; published by Wiley. 

  • Helping Employees Counteract Post-Holiday Blues 

    Helping Employees Counteract Post-Holiday Blues 

    While the start of a new year presents opportunities for a fresh start, it can also be a trigger for feelings of inadequacy. 

    Many employees feel blue after the holiday season draws to a close. Time constraints, financial pressures, and social demands that increased stress levels during the holiday season may linger. Meanwhile, in the winter months when it gets dark early and it’s cold outside, symptoms of stress-induced anxiety or depression can become more pronounced.  

    10 Tips

    Here are 10 tips to help employees manage post-holiday low moods:

    1. Get exposure to sunlight or a light therapy lamp. 
    2. Spend time outdoors or bring nature indoors. 
    3. Dress in layers and take precautions in extreme cold. 
    4. Remain socially connected without overcommitting. 
    5. Start or maintain a consistent exercise routine. 
    6. Eat a heathy diet to support your immune system. 
    7. Limit consumption of alcohol, a depressive substance.  
    8. Follow a consistent sleep schedule in a quiet place. 
    9. Occupy your mind with activities you enjoy. 
    10. Create a budget and stick to it to reduce stress. 
    Expectations 

    In daily life, expectations are often not clearly articulated. In the workplace, a lack of understanding about what an employee is expected to do within a specific timeframe and what the consequences will be if those expectations are not met can have a detrimental effect on productivity and morale. 

    Fear, negative self-talk, anger, social isolation, and eating disorders are examples of unhealthy responses to unrealistic expectations. It helps to clearly identify what can reasonably be accomplished and discuss ways to alleviate stress-inducing expectations with all stakeholders. Workplace supervisors who are receptive to employee suggestions on ways to improve processes and promote job satisfaction often see favorable results. 

    For people who tend to ruminate (obsessively dwell on problems without finding solutions), experts recommend deep breathing and other mindfulness techniques that encourage staying present in the moment rather than fretting about the past or worrying about the future. When a nagging issue is resolved, it can be crossed off the list. Even taking a small step toward solving a problem helps relieve stress.  

    Important Reminder 

    A mental health professional should be consulted for persistent symptoms of anxiety or depression such as rapid heart rate, irritability, fatigue, sleep loss, poor appetite, inability to concentrate, sadness, or suicidal thoughts. Referral to an employee assistance program or another behavioral health resource is a way for employers to support employees’ overall well-being. A qualified professional can evaluate symptoms and recommend solutions to help relieve them.  

    WorkCare’s Prevention + Wellness team has workplace resources for stress management across eight dimensions of wellness. Contact sales@workcare.com to learn more. 

     

  • AI Revolutionizing Occupational Healthcare

    AI Revolutionizing Occupational Healthcare

    Posted by Peter P. Greaney, M.D.

    The use of artificial intelligence (AI) and related technologies in healthcare is poised to transform the delivery of occupational health services in the U.S.

    Healthcare is becoming a highly technical field, but that doesn’t diminish the importance of the human touch. Occupational health is both a science and an art. AI can serve as a valuable tool to enhance both dimensions.

    I agree with other thought leaders who see AI-related technology as a tool physicians should use to augment their medical practice, not as a replacement for doctors. Using AI, occupational health providers will have instantaneous access to diagnosis and treatment recommendations based on the best medical practices and data from millions of cases.

    The use of algorithms and machine learning will help make these recommendations even more robust, accurate, and individualized over time. AI-driven technology will also encourage employee adherence with care guidance and help streamline administrative functions for more efficient and cost-effective healthcare management.

    At WorkCare, our plans include the use of proprietary employee health information management platforms that put AI at the forefront of our business processes. For example, we will use AI to:

    • Build on our years of experience in the practice of occupational medicine
    • Simplify telehealth triage and medical management transactions
    • Streamline appointment scheduling with qualified providers
    • Auto-populate and securely store electronic medical records
    • Provide self-service access to certain functions and work-status reports
    • Help expedite hiring, job placement, and return-to-work decisions

    These efforts are driven by professionals at WorkCare who understand industry regulations, workplace environments, and the benefits of caring deeply about employee health and safety.

     FDA Guidance – A Related Development

    The U.S. Food and Drug Administration released guidance on Dec. 4, 2024, that is intended to streamline the market submission approval process for medical devices that use AI, including those that enable a machine or system to learn and improve its performance over time.

    In the guidance document, the FDA supports revisions to its approval process for the development and release of AI-enabled device software functions (AI-DSFs). It states that the process should be the “least burdensome for manufacturers” while providing reasonable assurance of device safety and effectiveness.

    Under the newly released guidelines, manufacturers can seek approval to change AI-enabled products without having to file a new submission. Applicants are expected to describe planned changes to a device, outline the testing needed to ensure the device remains safe and effective, and include a risk-mitigation strategy.

    The FDA recognizes that AI-related technology has the potential to improve methods of disease detection, diagnosis, therapeutics, and user experiences. The agency also notes that its guidance exemplifies its commitment to developing innovative approaches to the regulation of device software functions, in general.

    If you believe, as I do, that the practice of preventive medicine and population health management depends on astute pattern recognition, you will understand why the FDA is taking steps to support the iterative processes that are needed to drive technological advancements.

    Dr. Peter P. Greaney is WorkCare’s Founder, Chief Medical Officer, and Executive Chairman.

  • Insights for a Healthy, Safe and Prosperous New Year

    Insights for a Healthy, Safe and Prosperous New Year

    Along with unpredictable weather forecasts comes business trend projections for 2024. We did some research and offer this collection of insights as you adapt your workplace environment, occupational health and safety programs to address emerging trends in the new year. (Each insight includes a weblink to access more information.)

    Economic Outlook

    “A smaller workforce will define the economy in 2024. In fact, it will be the key economic challenge we face for the foreseeable future.” (U.S. Chamber of Commerce)

    • U.S. economic growth will return to pre-pandemic rates, inflation will hover around 2 percent and the Fed will lower interest rates. (The Conference Board)
    • Approximately 4.7 million new jobs will be created through 2032 at an annual growth rate of 0.3 percent. (U.S. Bureau of Labor Statistics)
    • Business growth will continue to pick up into 2025; inflation will continue to gradually decline. (Congressional Budget Office)
    • Projected risks include declines in consumer spending, cash in short supply, and reductions in certain federal spending and infrastructure programs. (Morgan Stanley)
    • Eight factors are projected to drive up the total cost of risk: energy transition, severe weather, inflation, aging infrastructure, workplace injuries, legal system abuse, cyber events and political unrest. (Risk & Insurance)

     Sustainability and ESG

     “Compliance will become a key concern for environment, social and governance (ESG) teams, which will need to work closely with communications and marketing teams to ensure environmental messages adhere to jurisdictional requirements.” (FiscalNote)

    • Renewable energy deployment is projected to grow by 17 percent to 42 gigawatts in 2024 and account for almost a quarter of electricity generation. (Energy Information Administration)
    • Customers increasingly prefer to buy from companies that demonstrate authentic commitment to sustainable practices, including climate risk modeling, clean energy and supply chain management. (PWC)
    • Sustainability is one of the top 10 strategic technology trends that provides a framework for digital solutions driving ESG outcomes; by 2027, 25 percent of a chief investment officer’s compensation will be linked to sustainable technology impacts. (Gartner)
    • In 2024, almost 50,000 companies will be subject to the European Union Corporate Sustainability Reporting Directive, including non-EU companies with subsidiaries operating within the EU or listed on EU-regulated markets. (European Commission)

     Generative Artificial Intelligence (AI)

     “To be an industry leader in five years you need a clear and compelling generative AI strategy today.” (Boston Consulting Group)

    • AI will allow companies to enhance customer experiences and streamline internal operations through automation. (Linked In and Forbes)
    • In a U.S survey, 53 percent of responding employees said they don’t feel prepared to work with AI, robotics or other advanced technologies. Employers will need to provide AI skills training and development to avoid blindsiding employees. (Gallup Workplace)
    • The proliferation of generative AI will make it easier to access information, increase productivity for some workers and require employers to demonstrate the value of peer-to-peer interaction. (Glassdoor)

     Workforce and Workplace

     “With the evolution of digital tools and changing work norms, remote work is no longer a niche concept but a growing trend spanning various fields.” (Forbes Advisor)

    • To counteract automation, organizations are hiring people with demonstrated “soft skills” and investing in training on interpersonal communication. Experts say technical proficiency may get workers in the door, but soft skills will help keep them there. (HR Magazine and SHRM)
    • Gen Z employees will comprise a larger percentage of the workforce than Boomers as the older generation ages out of the workforce; middle managers will feel the squeeze as workforce demographics, responsibilities and expectations shift. (Glassdoor and Gallup Workplace)
    • Workplace vs. anyplace will continue as a post-COVID-19 pandemic trend. In 2023, an estimated 13 percent of full-time U.S. employees worked from home; 28 percent had hybrid or flexible schedules. By 2025, it is estimated 22 percent will work remotely, while the majority of employees will continue to present in a workplace or doing a job in the field at least part of the time. (WFH Research and Upwork)

     Mental Health

     “In 2023, 77 percent of employers reported an increase in workforce mental health needs. In 2024, and for the near future, employers will be acutely focused on addressing employees’ mental health needs while ensuring access and lowering cost barriers.” (2024 Large Employer Health Care Strategy Survey, Business Group on Health)

    • In a survey, 64 percent of responding employers said they plan to enhance mental health and well-being offerings in 2024. (Mercer Health and Benefits Strategies for 2024)
    • It is estimated that one in five U.S. adults has a mental illness. As the stigma associated with mental illnesses decreases, an increasing number of employees are expected to seek mental health care. (National Institute of Mental Health)
    • In a survey, 92 percent of workers said it is important to work for an organization that provides support for employee mental health; 43 percent reported that their employer offers health insurance coverage for mental health and substance use disorders. (American Psychological Association)

     Diversity, Equity and Inclusion

    “Companies should be prepared to receive shareholder proposals for the 2024 proxy season relating to racial equity and civil rights audits.” (The Conference Board)

    • Research shows successful DEI programs improve an organization’s adaptability, in turn producing better financial performance, stronger culture/leadership and more engaged employees. (Harvard Business Review)
    • The U.S. workforce is becoming more diverse as a whole, but diversity within industries is not keeping pace. For example, Black and Hispanic people are underrepresented in science, technology, engineering and math (STEM) professions. (U.S. Chamber of Commerce)
    • In a 2023 survey, 51 percent of companies had trained leaders on ways to create inclusive team environments, indicating that many employers need to provide effective DEI training programs with an emphasis on inclusion for leadership teams, and in particular, human resource professionals. (Paradigm)

    Happy New Year from all of us at WorkCare! To learn more about ways our comprehensive occupational health, wellness and absence management solutions can help you and your company stay ahead of the curve in 2024, please contact us at info@workcare.com.

  • Choosing the Right Backpack for School and Work

    Choosing the Right Backpack for School and Work

    It’s back-to-school time in most parts of the U.S. You may be shopping for a new backpack – it might be a child’s very first one, a replacement for a teenager’s thrashed pack or one for yourself.

    Studies also indicate that the design of a backpack can make a difference in terms of balance, muscle activation and energy expenditure. Studies show there is a statistically significant relationship between wearing a backpack and the prevalence of musculoskeletal injuries and pain among adolescents. When comparing an ergonomically designed backpack with side pockets and extra straps to commercially available backpacks worn by college students, researchers found the ergonomic design reduced force on the shoulders and back.

    We asked Kála Earley, a certified athletic trainer and regional Industrial Athlete Program manager at WorkCare, for some tips to select a backpack that support good posture and helps prevent musculoskeletal discomfort. The same principles apply to children and adults, including employees who routinely wear packs. Here’s what she advises:

    1. Choose an ergonomically designed model with the wearer’s height, weight and what they will be carrying in mind. The pack should be the same length as the person’s torso.
    2. A backpack full of books, lunch, a jacket and other stuff is heavy, especially for a smaller child. Have the user try different packs on in the store and walk around with some weight added. A rule of thumb for a loaded backpack is no more than 15 percent of a child’s body weight.
    3. The backpack should have:
      • A padded back to increase comfort and reduce the likelihood of being poked by objects in the pack.
      • Wide, padded shoulder straps that rest comfortably on the shoulders and can be adjusted for a comfortable fit against the back – neither too loose nor too tight.
      • A wide hip belt with an easy-to-use slide release buckle to shift weight from the shoulders to the hips and reduce strain on the back. Hips should carry most of the weight.
      • Chest strap with release buckle to prevent shoulder straps from sliding down, distribute weight across the upper body and improve overall stability.
    1. When loading the pack, put heavier objects at the bottom of the bag and toward the back. Put lighter items on top and toward the front. Select a pack with compartments and/or pockets with zippers.
    2. When putting on, wearing and taking off a full pack:
      • Bend the knees and lift with the legs; try to avoid bending or twisting at the waist.
      • Use both shoulder straps. Do not carry the pack on one shoulder.
      • Check to make sure the pack is centered and not sagging low or riding high. The bottom should rest in the curve of the lower back. If the fit is not right, adjust the straps. This also help prevent the load from swaying back and forth.
      • When taking off the pack to get into or exit a vehicle or toss it onto a seat or in the trunk, be aware of awkward movements.
    1. Over time, adjust the straps as the backpack stretches with use.

    It’s important to take time to adjust a backpack to ensure the right fit for comfort and safety. If you’re unsure, it’s advisable to ask an authorized retailer or medical professional for guidance. WorkCare’s Industrial Injury Prevention Specialists are available to clients to advise them on all types of ergonomic solutions to reduce risk of injury and physical discomfort.

  • Protecting Employees with Visual Disabilities

    Protecting Employees with Visual Disabilities

    Millions of Americans are blind or have vision loss that cannot be completely corrected by wearing glasses or contact lenses, taking medication or having surgery. The number of people with visual disabilities is expected to significantly increase as the population ages and rising diabetes case rates continue to be a serious public health concern.

    Leading causes of visual impairments include diabetic retinopathy, which is caused when high blood sugar damages the retina, cataracts, macular degeneration and glaucoma, a diverse group of eye diseases that affect the optic nerve. Other common eye conditions include amblyopia (the brain favoring one eye over the other), strabismus (eye misalignment), monocular vision (one “good” eye) and injuries, most of them preventable.

    People with visual disabilities have certain rights under the Americans with Disabilities Act (ADA), which is enforced by the Equal Employment Opportunity Commission (EEOC). On July 26, the ADA’s 33rd anniversary, the EEOC published a document to answer questions about how these rights apply to job applicants and employees with vision impairments.

    Visual Disability Rights

    According to the EEOC, many people with visual impairments can work safely, either with or without reasonable accommodations that do not cause an undue hardship to an employer. For example, an undue hardship would be a measure that is determined to be too costly or disruptive to implement.

    The EEOC document explains:

    • When an employer may ask an applicant or employee questions about a vision impairment and how an employer should treat voluntary disclosures.
    • Types of reasonable accommodations applicants or employees with visual disabilities may need.
    • How an employer should handle safety concerns about applicants and employees with visual disabilities.
    • Ways an employer can ensure that no employee is discriminated against because of a visual disability.

    Here are a few key points:

    Glasses: Individuals who wear “ordinary eyeglasses or contact lenses” to fully correct their vision are usually not considered to have a visual disability. To determine impairment, vision should be assessed without considering the positive effects of mitigating measures such as using low-vision devices to enhance or magnify an image.

    Hiring: An applicant is not required to disclose any type of visual impairment except when requesting a reasonable accommodation. An employer may not ask about eye health or a vision impairment, or require an examination before making a conditional job offer. It is permissible to ask whether an applicant can perform essential functions such as reading small print or operating equipment.

    Post-offer: When an applicant discloses a vision impairment after receiving a conditional job offer, the employer may inquire about how long the applicant has had the impairment, the nature and extent of visual limitations, and reasonable accommodations that may be needed.

    Reasonable accommodations: Examples of reasonable accommodations cited by the EEOC include assistive technology; braille or large-print materials; modification of workplace/employer policies or procedures, such as guide dogs; alterative forms of training and testing; bright lighting; and sighted assistance.

    Safety: An employer may exclude an individual with a vision impairment from a job for safety reasons only when there is a significant risk of substantial harm to the health or safety of the individual or others that cannot be eliminated or reduced through reasonable accommodations.

    Protective Prescription Eyewear

    There were 18,510 eye-related injury or illness cases that resulted in at least one day away from work in 2020, with an incidence rate of 1.7 cases per 10,000 full-time workers, according to U.S. Bureau of Labor Statistics data released in March 2023. In addition to the human toll, OSHA reports that eye injuries cost an estimated $300 million a year in lost productivity and medical care.

    Many employees who wear corrective lenses but do not qualify as visually disabled are covered by OSHA regulations. WorkCare partners with SafeVision to provide prescription safety eyewear programs in workplaces with eye injury exposure risks.

    Most eye injuries occur when safety glasses or goggles are not consistently worn or are not properly fitted. People who wear glasses to correct their vision need prescription safety eyewear to protect their eyes and have clear vision on the job. The style and type of protection worn must be selected and fitted based on specific workplace hazard exposure risks.

    SafeVision, a division of Hoya Vision, makes referrals to local eye care professionals for exams and prescriptions at over 3,500 locations nationwide. To learn more, contact WorkCare’s business development team: info@workcare.com; 800-455-6155.

  • Celebrate Labor Day with Well-being in Mind

    Celebrate Labor Day with Well-being in Mind

    Well-being is the experience of health, happiness and prosperity. It includes having good physical and mental health, high life satisfaction, a sense of meaning or purpose, and the ability to cope with stress.

    Over the Labor Day weekend, you may want to take some time to reflect on your own sense of well-being in connection with both your personal and occupational health. When you make a commitment to well-being, you become a role model for employees you may supervise, other co-workers, friends and family members.

    Physical Health

    A healthy, active lifestyle helps people control their weight and prevent chronic conditions such as diabetes, heart disease, asthma and high blood pressure. Exercise releases endorphins, serotonin and other brain chemicals that help lift mood, decrease anxiety and depression, and promote a positive mindset. Physical play is also associated with better sleep, higher self-confidence and self-esteem, and more effective stress management skills.

    Here are some related fitness tips:

    1. Do “mini-workouts” throughout the day. For example, take the stairs, go on a brisk walk or use a treadmill desk.
    2. Use at-home aerobic equipment and training programs with recorded or live instructors to help keep you motivated.
    3. Use body weight or hand-held weights to improve muscle tone, flexibility, and bone and muscle health.
    4. Rotate cardio exercise with rest days and mindful practices. Be active outdoors.
    5. Take a dance class or play a sport suitable for your age and skill level.
    6. Consider retaining a coach to help you identify and attain your heath goals.

    Mental Health

    Mental well-being is an indicator of how people respond to life’s ups and downs. It includes how you think, behave and manage strong emotions.

    If you allow yourself to relax and take time to do things you enjoy, you are promoting mental well-being. Having something to look forward to also contributes to have a positive attitude, which is an attractive personal and occupational attribute.

    Relaxation means different things to different people. Here are a few examples:

    • Turning off electronic devices
    • Reading, listening to music or watching TV
    • Playing video games
    • Engaging in social media
    • Getting together with friends
    • Working out at the gym
    • Practicing yoga or meditation
    • Doing outdoor activities and being close to nature
    • Playing with pets and/or children
    • Practicing a musical instrument
    • Going shopping or to a show

    Social Connection

    Feeling connected to people is an important part of staying well. It can help you feel confident and valued. When you sense that people care about your welfare, you feel supported even when you are alone or going through a difficult time. One way to build social connections is to get involved in a local community or interest group where you will find you have things in common with other group members.

    Work-life Balance

    Work-life balance is a concept that describes an ideal situation in which someone effectively allocates time and energy to work and other important aspects of their life. The phrase “quiet quitting” that has been getting attention recently is associated with this type of balance. Achieving work-life balance can be challenging. However, awareness about your priorities can provide useful insights.

    Experts recommend taking a personal inventory. For example, you might ask yourself: How much do I value my work ethic? Am I available, focused and productive at work? How much more time can I devote to my partner, friends and family members? Which types of community and/or spiritual activities are most important to me? Do I set aside enough time for self-care? Have I established reasonable work-life boundaries and explained them to the people they affect the most?

    When you know the answers to these types of questions, you will be better able to navigate through life. Remember, everyone around you benefits when you model healthy behaviors.