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  • First Response for a Mental Health Crisis at Work

    First Response for a Mental Health Crisis at Work

    A mental health crisis can be triggered by events inside and outside of the workplace, including personal conflicts, pressure to produce, the news, family issues, financial worries and stress, in general. Mental health crises can arise suddenly and unexpectedly, leaving colleagues and people in workplace leadership uncertain about how to respond. We want to take this opportunity to provide some reminders about appropriate steps to take when an employee experiences a mental health crisis at work. An emergency response is warranted when someone is in immediate danger of harming themselves or others.

    When an employee experiences a psychotic episode, symptoms may include hallucinations and/or delusions, incoherent speech and/or behavior that is inappropriate for the situation. Psychosis is associated with mental health conditions such as schizophrenia, bipolar disorder and severe depression. In some cases, it may be triggered by substance use, extreme stress, trauma or physical conditions affecting the brain.

    An estimated 6 million American adults have panic disorder, a type of anxiety disorder associated with panic attacks, according to Mental Health First Aid and the National Council for Mental Wellbeing. Physical symptoms of a panic attack may include shaking, sweating, numbness, dizziness, heart palpitations, chest pain, shortness of breath, and chills or hot flashes. These can also be symptoms of a heart attack. It’s important to quickly assess the situation and call 911 when the underlying cause of symptoms is unclear.

    It is not fully understood what causes panic attacks. Genetics, experiences involving trauma or major stress, having a disposition that is more prone to negative feelings and changes in brain function are believed to be contributing factors, according to the Substance Abuse and Mental Health Services Administration (SAMHSA). While anyone can experience a panic attack, people with panic disorder experience repeated occurrences and may suffer from anxiety and social isolation in anticipation of the next one.

    SAMSHA supports a national, 24/7 helpline to provide immediate intervention during a mental health crisis: 1-800-662-HELP (4357).

    De-escalation

    Mental health first aid is about providing support and encouragement, not attempting to diagnose or treat an employee’s condition. Experts recommend reassuring an employee in crisis that help is on the way. If feasible, the person may be instructed to take slow, deep breaths, which has a calming effect.

    Employers may rely on professionals trained in mental health first aid to assist with de-escalation. The training involves a five-step process:

    1. Assess the risk of self-harm.
    2. Listen with empathy and without judgment.
    3. Provide reassurance and information.
    4. Encourage obtaining professional help.
    5. Encourage self-help and other support strategies.

    There are also courses available via the National Child Traumatic Stress Network on psychological first aid and skills for psychological recovery that are designed for those who respond to disasters.

    Follow-up

    Many companies offer employees access to medical, mental and behavioral health professionals who can assist with the development of a comprehensive assessment and treatment plan in follow-up to a critical situation. WorkCare assists employers with first response in the workplace and the management of referrals to employee assistance programs (EAP) and clinicians who provide mental health fitness-for-work assessments. There are also free or low-cost resources available in most communities for those who do not have access to an EAP.

    In addition to leaning on experts, employers are advised to educate themselves about common disorders. Employers should ensure that affected employees are not discriminated against due to their condition and that they receive the time they need to recover and safely resume work and activities of daily life. Check WorkCare’s resources page to learn more about topics like this and other ways you can support employee health, safety and overall well-being.

  • Prevention Saves: Drive Your Own Health Outcomes

    Prevention Saves: Drive Your Own Health Outcomes

    By Peter P. Greaney, M.D.

    I’m writing, from time to time, about ways in which health care systems fail people and the critical importance of prevention.

    To be good at managing the preventive aspects of your health, you must have knowledge of your risks and intervene at the right time, not when the disease has already manifested. For the unfortunate person featured in this case study, the horse may have already left the stable. His doctors should have started investigating 15 years ago.

    The Case

    A friend of mine called with concerns regarding his memory. Given his family history, it’s understandable that he would be worried about the possibility of early-onset Alzheimer’s disease. Both his father and grandfather developed dementia in their 60s. My friend is 61 years old. I advised him that a thorough evaluation is necessary to identify the cause(s) of his memory decline.

    Step-by-Step Approach

    Diagnosis

    To obtain a correct diagnosis, the following steps are recommended:

    1. Clinical evaluation:
    • A detailed medical history, including specifics of the memory issue, other cognitive symptoms and family history.
    • A review of current medications to rule out any that may contribute to cognitive decline. For example, my friend is a long-term user of Nexium for heartburn, which may have impaired absorption of vital nutrients.
    • An assessment of my friend’s comorbid conditions – in this case, diabetes and hypertension. Poor control can affect cognitive function.
    1. Neuropsychological testing: Formal memory and cognitive testing helps quantify the degree of impairment and identify specific areas of cognitive weakness.
    2. Laboratory tests: Blood tests are used to rule out reversible causes of memory loss, such as vitamin deficiencies (e.g., B12), thyroid dysfunction or metabolic imbalances.
    3. Imaging studies: Structural imaging with MRI or a CT scan is recommended to look for brain changes that can be associated with Alzheimer’s disease. Functional imaging like PET scans can sometimes be used to look for patterns of brain activity associated with Alzheimer’s.
    4. Genetic counseling and testing: Based on family history, genetic counseling may be appropriate to discuss the risks and benefits of testing for genes associated with early-onset Alzheimer’s.

    Treatment Options

    1. Medications: Certain medications may be recommended. Cholinesterase inhibitors (e.g., donepezil, rivastigmine, galantamine) are often used in the early stages of Alzheimer’s to help improve symptoms or slow their progression. Memantine may be added in later stages of the disease.
    2. Lifestyle and comorbid conditions: Regular physical exercise, a healthy diet, cognitive stimulation and social engagement can all be beneficial. Optimal control of comorbid conditions such as diabetes and hypertension is crucial because they can exacerbate cognitive decline.
    3. Supportive care: Counseling and supportive care for Alzheimer’s patients, their caregivers and other family members is recommended to help manage the emotional and practical aspects of the disease.

    Other Considerations

    In this case, the health care provider would also be likely to consider the following as part of the diagnostic process:

    • Planning for the future. Advance directives and care preferences should be discussed early in the evaluation and treatment process. Early intervention is often helpful in managing the symptoms of Alzheimer’s disease and improving quality of life.
    • Medication review to check for any potential drug interactions or side effects that could affect memory.
    • Continuous, effective management of the patient’s blood sugar and blood pressure, as noted above.

    I advised my friend that there was a possibility of Alzheimer’s disease and that he should seek evaluation sooner rather than later. I was too kind to tell him he should have had this evaluation when he was 45 years old. It would be helpful if he had access to an AI-driven, patient-friendly medical authority to act as a “co-pilot” and guide on his health journey.

    In recent years, there has been ongoing research into new treatments for Alzheimer’s disease. One of the newer medications that has been approved by the FDA is Aducanumab, which is designed to reduce amyloid plaques in the brain, a hallmark of Alzheimer’s disease. However, it’s important to note that Aducanumab has been the subject of considerable debate within the medical community regarding its efficacy and the strength of the evidence supporting its approval.

    Until next time…

    Peter P. Greaney, M.D., is an occupational medicine physician, Executive Chairman and Chief Medical Officer at WorkCare. He is an advocate on behalf of people everywhere who deserve the best possible health outcomes, starting with prevention. 

  • Federal Proposal to Reclassify Marijuana as a Schedule III Drug

    Federal Proposal to Reclassify Marijuana as a Schedule III Drug

    The U.S. Department of Health and Human Services last week sent the U.S. Drug Enforcement Agency (DEA) a recommendation to reclassify marijuana under the Controlled Substances Act from Schedule I to Schedule III, a move that represents a major shift in U.S. federal drug policy.

    If enacted, marijuana use would still be illegal at the federal level. However, the proposed reclassification to Schedule III is expected to free up funding for research on human health effects, expand access for medicinal use, and allow state-regulated marijuana industry operators to write off standard expenses and lower their tax burden.

    Drug Schedules

    Schedule I, II and III drugs are differentiated based on their potential for abuse and medical use:

    • Schedule I drugs have the highest potential for abuse and no accepted medical use. They include marijuana, heroin, LSD, ecstasy (MDMA) and peyote.
    • Schedule II drugs have accepted medical uses and a high potential for abuse. Examples include opioids, stimulants and certain depressants.
    • Schedule III substances have lower potential for physical and psychological dependence and certain accepted medical uses with a prescription. Examples include anabolic steroids, ketamine, codeine preparations, certain substances used for opioid addiction treatment, as appetite suppressants and for cancer patients undergoing chemotherapy.

    What’s Next?

    The proposed reclassification must be reviewed and signed off on by the White House Office of Management and Budget and returned to the DEA for a public comment period. According to reports, the DEA will evaluate comments and draft a rule for review by an administrative law judge. After the administrative law review, a final version of the rule will be published. It is not clear how long the process may take or when the change might take effect.

    Cannabis Effects

    The cannabis plant contains more than 100 compounds (or cannabinoids). These include tetrahydrocannabinol (THC), which induces a high, and cannabidiol (CBD), which does not contain psychoactive components. Non-psychoactive cannabis metabolites are stored in the body after THC is metabolized. Metabolites detected on a drug test indicate that marijuana was consumed sometime in the last few weeks and are not a definitive indicator of current impairment. The U.S. Food and Drug Administration has approved one prescription medication that contains a purified form of CBD and two medications made from a synthetic chemical that mimics THC.

    Studies show that psychoactive components may affect memory, concentration, learning and decision-making capabilities, physical coordination, reaction times and emotional stability. They can also increase heart rate and blood pressure. Marijuana smoke can damage lungs.

    Legal Overlaps

    Overlaps between state and federal laws governing the use of marijuana can be tricky for employers to navigate. Medical use of cannabis is legal in 40 states and the District of Columbia; recreational use is allowed in 24 states and Washington, D.C. State laws do not pre-empt federal laws that require applicants or employees to be tested for controlled substances as a condition of employment, for employers to receive federal funding or federal licensing-related benefits, or for employers to enter into a federal contract. Employers with safety-sensitive positions typically have zero-tolerance policies.

    Effective Jan. 1, 2024, California and Washington became the first states in the country to provide protections for individuals who test positive on workplace drug tests for non-psychoactive cannabis metabolites in urine, hair, blood or other bodily fluids. Both states determined that drug tests should focus only on the presence of psychoactive components. Some employers may opt to rely on observations of performance and conduct in lieu of drug test results.

    Potential Consequences

    WorkCare Vice President Jeffrey Jacobs, M.D., M.P.H., a WorkCare occupational physician and Medical Review Officer (MRO), sees advantages and disadvantages to the proposal. On one hand, Schedule III reclassification appears to support expanded medical research and greater allowance for appropriate medicinal uses. On the other hand, he said, “it doesn’t appear to promote workplace safety or society safety. There is enough recent evidence since legalization that there are more injuries and accidents occurring that marijuana plays a role in.”

    If the DEA’s move to reclassify THC as a Schedule III drug is finalized, “it will be interesting to see how the change affects Department of Transportation (DOT) drug testing as well as how those changes may trickle down to non-regulated testing,” said Sarah Johnson, M.D., M.P.H., a WorkCare Associate Medical Director and experienced MRO. “With the new laws in California and Washington, we are already seeing restrictions on employers’ options for maintaining a drug-free workplace. I expect that the reclassification of THC will lead to more states adopting similarly restrictive laws, which could lead to an increase in safety incidents in the workplace.”

    Connections between marijuana use and workplace incidents are already evident. For example, in one controlled study, legalization of recreational marijuana was associated with a 10 percent increase in workplace injuries among those aged 20 to 34, according to findings published in JAMA Health Forum. When only full-time workers were included in the data, there was an 11.9 percent uptick in injury rates.

    In a Canadian study, researchers evaluated the relationship between past-year cannabis use and the risk of workplace injury, differentiating workers who used cannabis before and/or at work (workplace use) from those who only used it outside of work (non-workplace use). Use in the workplace was associated with a nearly two-fold increase in injury risk, while a relationship between non-workplace use and workplace injury was not found.

    According to Quest Diagnostics, which tested more than 6.3 million post-accident specimens in 2022, 7.3 percent of workers tested positive for cannabis immediately after an incident, the highest rate in 25 years. In a 10-year time frame from 2012 to 2022, post-accident marijuana positivity increased by 204 percent. Quest Diagnostics also reported that increases in post-accident marijuana correlated with legalization of marijuana in certain states. The highest rates of positive tests were found in retail trade, accommodation and food services, wholesale trade, and administrative support, waste and remediation service sectors.

    To learn more, refer to WorkCare’s fact sheet on recreational marijuana use protections. Contact our Medical Exams & Travel drug testing team for related medical and compliance guidance here.

  • Insights On Workplace Fatalities

    Insights On Workplace Fatalities

    A U.S. employee dies of a work-related incident or exposure about every 100 minutes. Fatalities still occur despite best efforts to prevent them.

    This week, commemorations that are taking place nationwide in anticipation of Workers’ Memorial Day on April 28 remind us that occupational health and safety programs are essential to the well-being of employees, their families and the communities where they live and work. (Refer to this U.S. map for related events.) The value of medical assessments, injury prevention, early incident intervention, regulatory compliance and other safe work practices becomes even more apparent when it is directly associated with reducing fatality rates.

    Statistics with Faces

    There were 5,486 work-related fatalities recorded in the U.S. in 2022, the most recent reporting year, a 5.7-percent increase compared to 2021, according to the Bureau of Labor Statistics. For every 100,000 full-time workers, there were 3.7 deaths.

    The Occupational Safety and Health Administration’s virtual Memorial Wall puts faces on these statistics. One of the first things you’ll notice when you visit the wall, which was developed in collaboration with the United Support & Memorial for Workplace Fatalities, it that a lot more men than women die on the job. In 2022, women made up just 8.1 percent of all workplace fatalities. However, they accounted for 15.3 percent of work-related homicides.

    Workers in transportation are particularly vulnerable to accidents, injuries and fatalities. Transportation workers accounted for 37.7 percent of all fatalities in 2022. Employees in transportation and material moving occupations experienced 1,620 fatalities. The next-highest number of deaths occurred among construction and extraction workers.

    Fatalities on the job include unintentional overdoses, which increased 13.1 percent to a high of 525 deaths in 2022, up from 464 in 2021, continuing an annual upward trend since 2012. Black, Hispanic and Latino workers experienced a disproportionate number of fatalities, including those involving workplace violence. Meanwhile, as a group, workers aged 55 to 64 had the highest number of fatalities in 2022 (1,175 or 21.4 percent).

    What Can You Do?

    WorkCare’s mission is “protecting and promoting occupational health…from hire to retire.” Our goal is to enhance employees’ quality of life and, as a result, produce favorable results for their employers. To accomplish this, we take a multi-disciplinary approach – From Safety to Wellness™ – which involves collaboration with our clients and among our occupational clinicians, industry subject matter experts, information technology professionals and operational thought leaders.

    It takes a collective effort to prevent work-related fatalities, injuries and illnesses. Conscious awareness of threats to health and safety, such as the nature of the work itself, environmental exposure risks, inattention, fatigue, substance use, production pressure, mental health disorders, inconsistent use of personal protective equipment and many other factors are needed to prevent fatalities on the job. For resources, contact us today.

  • Protecting Your Employees During Distracted Driving Awareness Month

    Protecting Your Employees During Distracted Driving Awareness Month

    The National Safety Council (NSC) recognizes Distracted Driving Awareness Month in April. This annual observance, which highlights risks associated with distracted driving and accident prevention measures is a reminder for employers to promote safe driving practices in the workplace.

    According to the NSC, thousands of people are killed each year in accidents attributed to inattentive vehicle operators. These are not just statistics. They are human losses that deeply affect employers, employees, their families and community members.

    Costly Effects

    Recent studies show alarming trends in distracted driving. For example, the
    The National Highway Traffic Safety Administration (NHTSA) reports that 3,308 people were killed and an estimated 289,310 people injured in motor vehicle crashes involving distracted drivers in 2022. This represents 8 percent of fatal crashes and 12 percent of injury crashes in the general population. For employers,  it’s estimated that a work-related, non-fatal injury crash costs that involved a distraction cost employers an average of $100,310, according to the National Institute for Occupational Safety and Health.

    In some cases, the victims are not other motorists but pedestrians or bicyclists. Employees who operate heavy equipment and powered industrial vehicles such as forklifts for loading and material transport are also vulnerable to distractions.

    These statistics underline the need for constant vigilance and proactive measures to ensure safe driving.

    Common Driving Distractions

    There are three main types of driving distractions:

    1. Visual: Taking your eyes off the road, such as looking at a GPS device or checking a notification on your phone.
    2. Manual: Physically removing your hands from the steering wheel, for instance, to grab a drink, eat a sandwich, clean up a spill, reach into the back seat or adjust a dashboard setting.
    3. Cognitive: Letting your mind wander when you should be focused on driving, such as planning your day or something to will say instead of the road ahead.

    Texting while driving is particularly risky because it involves all three types of distractions. That’s why nearly all states prohibit texting while driving. Statistics show that younger drivers are particularly vulnerable to this risk.

    Distracted-Driving Prevention

    Implementing strategies to combat distracted driving is crucial for maintaining safe and healthy workplaces. Here are effective measures that can be adopted by organizations:

    • Education and training: Regularly educate your employees about the dangers of distracted driving through workshops, seminars and training sessions. This may include instructions on ways to remove a distraction like a bee in the vehicle or stopping to clean the inside of the windshield.
    • Safe technology use: Prohibit the use of hand-held devices while driving. When their use is considered necessary for work-related reasons, advise employees to stop the vehicle, keep conversations brief and avoid complex topics while driving.
    • Leadership by example: Managers should practice safe driving behaviors to set a good example for the team.
    • Monitoring and reporting: Use technology to monitor driving habits and provide feedback. Positive reinforcement can encourage safer practices.

    Partner with WorkCare for Enhanced Driving Safety

    At WorkCare, we understand the importance of ensuring the well-being of your workforce, both inside and outside the workplace. Our comprehensive services help employers ensure that employees are physically and mentally fit for work, and prevent the risks associated with distracted driving.

    For more information on how WorkCare can assist your company in creating a safer driving environment, contact us today.

  • Industrial Athletic Trainers: Unsung Heroes of the Workforce

    Industrial Athletic Trainers: Unsung Heroes of the Workforce

    Written by Kála Earley

    In the bustling corridors of industry, where the hum of machinery and the rhythm of productivity create the soundtrack of progress, there are unsung heroes dedicated to the well-being of the workforce: industrial athletic trainers. In March, National Athletic Training Month gives us an opportunity to sing their praises.

    The goal of industrial athletic trainers is to improve the overall quality of life for employees. These professionals are the vanguard of workplace wellness, providing virtual and onsite support for employees to better manage the physical, mental and emotional demands of work. They bring a range of experience to the workplace, including training in sports medicine, injury prevention, first aid, ergonomics, industry regulations and wellness education.

    Enhancing Quality of Life

    Athletic trainers help individuals find a balance that supports long-term well-being. This holistic approach ensures that employees leave work feeling energized rather than exhausted, ready to enjoy their personal time to the fullest.

    Industrial athletic trainers fill a pivotal role by enhancing workforce productivity. Their expertise in ergonomics and injury prevention is instrumental in creating a work environment that promotes efficiency and minimizes injury risk. By educating employees on proper body mechanics and movement strategies, athletic trainers empower workers to perform their tasks effectively, reducing the incidence of musculoskeletal disorders, a leading cause of absenteeism and productivity loss.

    The presence of industrial athletic trainers fosters a positive workplace culture because their proactive approach to health and fitness helps instill a sense of confidence among employees. We have observed that a strong sense of purpose and positive attitudes are contagious and essential to the development of a harmonious work environment in which individuals feel cared for and valued for their contributions.

    Wellness Education

    Education is a cornerstone of the industrial athletic trainer’s role. Through workshops, seminars and one-on-one coaching, athletic trainers equip employees with the knowledge they need to take charge of their health. Topics such as nutrition, stress management, and the importance of regular exercise are covered, providing workers with the tools they need to maintain a healthy lifestyle at work and in their personal lives.

    They also offer strategies to combat fatigue, such as micro-break exercises, relaxation techniques, and proper hydration and nutrition during the workday. These interventions are crucial in helping employees retain their energy.

    Industrial athletic trainers are a vital asset to any organization. Their commitment to the health, safety and well-being of employees enhances productivity, promotes positive attitudes and contributes to a happier, healthier workforce. As we continue to navigate the complexities of modern industry together, we invite employers and their employees to acknowledge the significant contributions these unsung professionals quietly make on a daily basis.

    Kála Earley, MBA/MHA, LAT, ATC, CEAS, is Implementation & Training Manager for WorkCare’s Industrial Athlete Program. To learn more, contact us at info@workcare.com.

  • Workplace Precautions Reduce Poison Exposures at Home

    Workplace Precautions Reduce Poison Exposures at Home

    In recognition of National Poison Prevention Week, we’re sharing recommendations on ways to reduce exposures to potentially hazardous materials carried offsite from workplaces.

    Precautions need to be taken to prevent employees from unintentionally carrying potentially hazardous substances found in workplaces to offsite locations on their clothing, shoes, skin or tools. Incidents involving offsite exposure to toxins and other poisonous materials may be referred to as take-home toxins, para-occupational exposure or worker home contamination.

    Beyond concerns about protecting the health and safety of employees, their family members and the general public, employers may be found liable for offsite exposures to hazardous materials, including chemicals and pesticides, molds and other allergens, and even contagious viruses. Courts have ruled that employers have a duty of care to members of a worker’s household.

    At-risk populations include pregnant women, infants and young children, the elderly, and people with weak immune systems, certain skin sensitivities, allergies or asthma. Sometimes the connection between a workplace and home exposure is not obvious because it involves a common complaint such as throat irritation, a headache or skin rash. In addition, physical and cognitive symptoms may appear within hours, days, weeks or even years later depending on the nature and extent of exposure.

    Exposure Prevention

    Consistent application of the hierarchy of controls helps reduce occupational exposure risk at the source, according to the National Institute for Occupational Safety and Health (NIOSH). The hierarchy of controls is a familiar model – an inverted pyramid with elimination of physical hazards at the top and use of personal protective equipment at the bottom, with substitution, engineering and administration controls in the middle tiers.

    To reduce exposure risk, employers are advised to:

    • Observe workplace practices and environmental conditions, in general.
    • Determine the type, level, duration and frequency of workplace exposures.
    • Identify existing and potential take-home health hazard risks generated at work.
    • List all controls that are in effect to address potential onsite and offsite exposure risks.
    • Evaluate the adequacy and effectiveness of controls; adjust accordingly.

    If a hazardous substance is detected in a vehicle or home, then it’s likely to be in other places where the employee has visited, such as shops, day care centers, schools and fitness facilities. In such cases, it’s advisable to consult with an occupational health physician, safety professional or industrial hygienist to determine how to remediate the hazard at the point of origin and wherever an offsite exposure may have occurred. An after-action investigation may be used to review and develop protective measures.

    Other ways to help prevent and manage offsite exposures include the following:

    1. Ensure worksite protocols are followed for disposal or safe removal and cleaning of contaminated clothing, gloves, headwear, shoes, and other gear and tools.
    2. Review applicable Occupational Safety and Health Administration (OSHA) worker-protection regulations. A higher level of protection than required may be warranted for certain activities.
    3. Understand existing health risks, potential routes of exposure such as inhalation, dermal absorption and ingestion, containment strategies and exposure response guidelines.
    4. As feasible, provide showers and storage lockers at work. If potentially contaminated work clothes are worn or taken home, advise employees not to hang them where they might be touched by household members, especially children. Do not co-mingle or wash work clothing with family laundry. Boots and tools should be kept in a separate location and safely cleaned on a regular basis.

    For health care personnel, key components of an effective infection control program include pre-exposure immunization with vaccines; adherence to standard precautions such as hand hygiene; rapid evaluation and isolation precautions; proper use of PPE such as masks, N95 respirators, eye protection and gowns; and evaluation of personnel with exposure to communicable diseases for receipt of post-exposure intervention.

    Decontamination

    According to public health officials, effective decontamination depends on the cleaning methods used, the material to be removed and the surfaces to be cleaned. Soft materials such as carpet and clothing are the hardest to decontaminate. Pesticides and lead, asbestos and beryllium particles are especially difficult to remove, experts say.

    Normal household cleaning methods are often not sufficient to eliminate an exposure hazard. In some cases, decontamination may increase the hazard to people in the home by stirring materials into the air. Clean-up guidelines should be strictly followed.

    Resources

    To learn more, here are some recommended resources:

    1. Eliminating Take-Home Exposures: Recognizing the Role of Occupational Health and Safety in Broader Community Health, Annals of Work Exposures and Health, 64(3) April 2020.
    2. Exposure Assessment Tools by Lifestages and Populations – Occupational Workers, U.S. Environmental Protection Agency.
    3. Green and Healthy Homes Initiative, a non-profit organization that supports a holistic approach to home health and energy-efficient needs.
    4. Poison Help: Prevention Tips, Health Resources & Services Administration.

    WorkCare’s occupational physicians have education and training in toxicology and industry-specific hazardous material handling standards. Contact us at info@workcare.com to learn more.

  • Shift to Daylight Savings Time Affects Sleep Patterns

    Shift to Daylight Savings Time Affects Sleep Patterns

    As most of the nation prepares to spring forward to daylight savings time, we are reminded that even an hour’s loss of sleep can disrupt the sleep-wake cycle.

    Sleep loss is associated with excessive daytime sleepiness, inattention, irritability and diminished productivity. Studies show that many Americans do not get the seven to nine hours of sleep per 24-hour period recommended for adults. This can lead to chronic fatigue, which increases the risk for illness, accidents, injuries, fatalities and property loss.

    Sleep Health

    Sleep is essential to maintaining good physical and mental health. However, when it seems as if there are not enough hours in the day, tradeoffs are often made with time previously reserved for rest. Stress and anxiety can make it difficult to relax, and self-care can end up on the back burner.

    The body’s biological clock, which operates at the cellular level, influences circadian rhythms that follow a dark-light cycle and trigger the brain to release chemicals that promote wakefulness or sleepiness. Circadian rhythms can be disrupted by factors such as time changes, 24/7 business operations, caring for a newborn or lack of sunlight.

    Sleep quality can also be affected by:

    • The presence of physical pain
    • Substances such as alcohol, caffeine and some drugs
    • Smoking cigarettes
    • Eating fatty, heavy or spicy foods
    • Not getting enough exercise
    • Light emitted by electronic devices
    • An environment not conducive to rest

    Sleep disorders may be caused by a combination of physical and mental health conditions. Common ones include insomnia (difficulty falling or staying asleep) and obstructive sleep apnea (when breathing is disrupted during sleep) due to age, weight, neck circumferences and other risk factors.

    Recommendations

    It’s advisable to seek a medical consultation for sleep disruptions and disorders. Here are some ways to improve sleep duration and quality:

    1. Set reasonable expectations and acknowledge accomplishments.
    2. Be consistent about sleep times, even on days off.
    3. Get daily exercise, eat nutritious foods and manage weight.
    4. Before going to sleep, find ways to relax your mind and body:
      • Avoid stimulants
      • Do gentle stretches
      • Turn off electronic devices
      • Take a bath, do slow breathing or meditate
    1. For better sleep quality:
      • Select a bed/bedding that fits your size and lifestyle
      • Rest in a cool, dark and quiet room
      • Use ear plugs or “white noise” to block sounds
      • Check with a doctor before taking sleep remedies
      • Limit daytime naps to 20 minutes
    1. To be health-and-safety conscious:
      • Recognize that low-energy dips typically occur before dawn and between 1 and 3 p.m.
      • Do not drive or operate powered equipment when feeling drowsy.
      • Before travel, gradually adjust sleep patterns at home to match destination time zones.
      • Allow time to adjust to higher elevations; oxygen levels influence sleep quality.
      • Don’t depend on caffeine to stay awake.

    WorkCare’s occupational health physicians and injury prevention specialists provide guidance on workplace fatigue management. Contact us to learn more.

  • WorkCare’s Bryan Reich on MSD Solutions Lab Town Hall Panel

    WorkCare’s Bryan Reich on MSD Solutions Lab Town Hall Panel

    WorkCare’s Bryan Reich will be a panelist during a free, virtual town hall meeting sponsored by the National Safety Council (NSC) and its MSD Solutions Lab on March 14 at 1 p.m. Eastern/10 a.m. Pacific. (Register here to join via Zoom.) The topic, Navigating Musculoskeletal Medical Management in the Workplace, is relevant in all types of workplaces.

    During the Town Hall session, attendees will gain valuable insights into best practices and policies to mitigate MSDs, promote early reporting and intervention, and create a comprehensive return-to-work strategy.

    Bryan is passionate about finding practical ways to reduce musculoskeletal disorder risk and manage physical discomfort at onset for employees, whether their jobs require exertion, repetitive tasks or are sedentary. An active participant in MSD Solutions Lab activities since its inception, Bryan is a certified athletic trainer with a master’s degree in kinesiology and years of professional experience in collegiate sports and industry settings. He oversees WorkCare’s Industrial Athlete Program, and in his role as vice president, programs and operations – prevention services, is on our company’s leadership team.

    Bryan will be joining two other expert panelists during the hour-long webinar: Dr. Michael Hodgson, chief medical officer and director, OSHA’s Office of Occupational Medicine and Nursing and Roger Parker, an occupational health nurse with Amentum.

    Bryan Reich, vice president, programs and operations-prevention services

    Why It’s Important

    Musculoskeletal conditions are a leading contributor to disability worldwide, with non-specific low back pain the most common complaint. MSDs can have a profound and lasting impact on worker well-being and quality of life. In addition, these disorders cost employers billions of dollars a year in medical care and other related claims costs, legal liability, productivity loss, absenteeism, presenteeism and employee turnover. Injuries caused by overexertion alone cost an estimated $13.3 billion a year.

    It’s easy to see that MSD risk reduction is a smart investment. According to the NSC, every dollar spent on prevention generates at least twice the return. Early intervention and holistic return-to-work programs help minimize the severity of MSDs. Well-managed workplace initiatives allow employees with musculoskeletal pain to work during recovery, successfully reintegrate into their roles after absence and ultimately help employers retain valuable talent.

    Clients of WorkCare’s Industrial Athlete Program have experienced four-to-one savings after introducing preventive interventions such as job coaching, ergonomic evaluations, guidance on stretching, first aid for discomfort and general health education, as well as improved employee engagement in their own health and well-being.

    WorkCare has joined other forward-thinking organizations in taking the Solution’s Lab MSD Pledge to measurably reduce work-related MSDs by identifying exposure risks and taking definitive steps to create workplace cultures that attach true value to reducing MSD risk. If your organization hasn’t taken the pledge, refer to this toolkit.

    Connect with Sales to learn more about ways we can help your organization protect and promote employee health for optimal outcomes.

  • Community and Social Barriers Impact Employee Health

    Community and Social Barriers Impact Employee Health

    In real estate, it’s all about location. As it turns out, location also plays a critical role in the health status of employed Americans.

    A comprehensive analysis of social determinants of health (SDoH) – the conditions in which people live, learn, work, play and worship – indicates that community and non-clinical social barriers have a much more profound impact on workforce health than previously recognized, according to Community insights: Key factors that influence employee health, a newly published white paper by the Health Action Council and UnitedHealth Group.

    The study of medical claims in a population of 217,000 covered lives provides valuable insights for companies. Ultimately, the white paper’s authors say, a better understanding of population health determinants will help employers improve benefit plans, employee health status and productivity regardless of community or social barriers.

    For the study, community heath factors involve socio-demographics, health status/quality of life, health risk and health resources. SDoHs are defined as financial, food and housing insecurity, and social isolation. Researchers found that employees who experienced disproportionate challenges or risks:

    • Were less likely to participate in preventive care or wellness visits.
    • Used hospital emergency rooms for care 41 percent more often.
    • Were more likely to receive a behavioral or mental health diagnosis.

    Community Divides

    Among the findings, researchers found disparities in mortality rates among employees who work for the same company but live in different states. For example, employees in South Carolina were 55 percent more likely to die before age 75 than their co-workers in California. According to America’s Health Rankings, about 66 percent of Health Action Council members live in the nation’s 20 least-healthy states. If they lived in the 20 healthiest states, total expenditures would be reduced by $61 million, or 7 percent.

    The study also found:

    • 30 percent of adults are at risk for social isolation, which has been shown to increase risk for dementia, heart disease and stroke.
    • Adults diagnosed with a condition such as diabetes or depression have higher rates of food insecurity and social isolation, respectively.
    • Millennial employees (born between 1981 and 1996) have the highest rates of SDoH risk across generations; 13 percent have three or more risks.

    Recommendations

    The paper’s authors encourage employers to:

    1. Educate employees about when and where they can access care, including in-person and virtual care, the benefits of developing a primary provider relationship and the value of preventive care.
    2. Become familiar with local and state public health policies and priorities that may affect the health of employees, their access to care and related costs.
    3. Understand differences between urban, suburban and rural communities and related workforce demographics in order to develop relevant health improvement strategies. This includes identifying sub-populations for targeted clinical and communication programs.
    4. Facilitate social connections by providing access to local health resources and encouraging in-person engagement by offering communal dining areas, in-person meetings and team-building exercises.
    5. Engage and collaborate with health care professionals to address specific disparities and health care needs in working populations.

    How WorkCare Can Help

    WorkCare helps employers prevent and manage work-related medical conditions in all types of settings across the country. Our occupational clinicians approach each encounter with the understanding that human beings are multi-dimensional, and that employees can benefit from a cross-disciplinary approach to health and safety in the workplace, at home and in their communities.

    Our onsite and virtual occupational physicians, nurses, athletic trainers and allied professionals educate employees about ways to better protect their health so they can be productive and enjoy a good quality of life. Our Wellness Solutions team focuses on occupational factors and seven other dimensions of wellness – social, physical, environmental, spiritual, emotional, financial and intellectual – because each domain contributes to overall health and well-being.

    In some cases, WorkCare physicians provide guidance to help address both primary medical symptoms and secondary gain. For example, an employee may unconsciously use work-related physical pain to get attention, sympathy and support; be excused from responsibility, an obligation or challenge; or to gain a sense of control. The ability to identify and counteract secondary-gain behaviors helps reduce the likelihood of delayed recovery and prolonged absence from work.

    To learn more about how WorkCare protects and promotes employee health, connect with sales.