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Blog – Page 6 – WorkCare

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  • 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.

  • Tips to Support Remote and Onsite Employee Health

    Tips to Support Remote and Onsite Employee Health

    In the post-COVID world, employers are faced with the challenge of ensuring the occupational health and safety of employees with constantly evolving work arrangements. Employers must address the needs of workers in remote and hybrid settings and also protect and promote the health of employees whose jobs require them to be present onsite or in the field.

    Meeting Needs Where Employees Are

    According to a Pew Research report, 35 percent of full-time employees work from home, while 41 percent work a hybrid model. Regardless of where they are, employees need support in the form of regular communication and feedback channels, resources for skill development, and reliable access to necessary tools and platforms to safely perform their tasks.

    Here are some suggestions to help support remote, hybrid and field workers:

    1. Ergonomics: Encourage remote employees to set up bio-ergonomic adjustments at home to increase comfort. Provide guidelines and resources to help them optimize their physical setup, including proper desk and chair height and monitor placement.
    2. Mental health: Prioritize mental health by offering resources such as virtual counseling services, wellness programs and regular check-ins to ensure employees’ emotional well-being. Work in remote and field locations can lead to feelings of isolation and increased stress.
    3. Communication and collaboration: Foster open and regular communication channels. Use virtual collaboration tools to ensure seamless connectivity, encourage team-building activities, and facilitate virtual meetings to maintain a sense of belonging and collaboration.

    Many people were required to be onsite for work during the pandemic, and more being asked to return to workplaces in person every day. Ergonomic interventions, access to mental health services and ongoing communications are necessary for them, as well. Here are some additional reminders for onsite team members:

    1. Regulatory compliance: Ensure strict adherence to health and safety regulations and guidelines. Implement necessary measures such as sanitation protocols, medical surveillance exams based on existing hazards and providing personal protective equipment.
    2. Training and education: Conduct training sessions to educate employees about hazard awareness and emergency protocols, and regularly update employees on safety guidelines and best practices.
    3. Workplace adjustments: Adapt physical workspaces to minimize potential exposure to contagious diseases such as colds, the flu and COVID-19. This might include rearranging workstations, installing protective barriers, and regularly changing filters in heating and cooling systems.

    WorkCare helps employers support remote and onsite employees. Our Industrial Athlete Program features onsite and virtual consultations with industrial injury prevention specialists who have training in ergonomics, sports medicine, first aid, safety and wellness. We staff with physicians, nurses, mid-level practitioners, first responders and other clinical personnel, and we manage to ensure regulatory compliance and employee health protection. Contact us to learn more.

  • Fairness Act Protects Pregnant Workers and New Moms

    Fairness Act Protects Pregnant Workers and New Moms

    A new law gives employers a push to accommodate the health care needs of working women during pregnancy and after childbirth.

    The U.S. Equal Employment Opportunity Commission (EEOC) is now accepting charges of employment discrimination under the federal Pregnant Workers Fairness Act (PWFA) that went into effect on June 27. The law requires employers to provide reasonable job accommodations for known limitations related to  pregnancy, childbirth or related physical or mental health conditions. It does not specify the types of conditions that qualify as limitations.

    Under the law, employers cannot compel covered workers to take a leave of absence when a reasonable accommodation is feasible. Conversely, covered employers are not required to provide accommodations that create an undue hardship, such as a change in work practices that would be significantly difficult, disruptive or expensive to execute.

    Background

    While the Pregnancy Discrimination Act (PDA) of 1978 and the Americans with Disabilities Act (ADA) of 1990 provide some protections, the PWFA closes a gap. It specifically addresses requests for job accommodations to prevent health complications and allow affected employees to work safely and continue to earn a living.

    Under the PDA, pregnant workers are entitled to temporary job modifications only if their employer provides them to others “similar in their ability or inability to work,” which has placed a burden of proof on women. The ADA protects people from discrimination due to a disability. Pregnancy is not a disability under the ADA, although some impairments related to pregnancy may be considered as a protected disability in a discrimination claim.

    Who is Covered?

    The PWFA protects employees and job applicants with known limitations related to pregnancy, childbirth or related medical conditions. Covered employers include private and public sector employers with at least 15 employees, the U.S. Congress, federal agencies, employment agencies and labor organizations.

    “For workers and job applicants, the PWFA will help ensure economic security at a critical time in their lives,” said EEOC Chair Charlotte A. Burrows. “The EEOC stands ready to support employers as they carry out the PWFA’s directives and to support workers in receiving the accommodations they are entitled to under the PWFA.”

    What is Reasonable?

    Examples of reasonable accommodations include:

    • Being allowed to sit while working
    • Breaks to drink water, eat and use the restroom
    • Time off for medical appointments
    • Having a nearby parking space
    • Remote work options or flex schedules
    • Appropriately sized apparel and safety gear
    • Temporary reassignment to reduce exposure risks
    • Being excused from strenuous physical activity
    • Protected time off to recover from childbirth

    Reproductive Health Considerations

    Reproductive health hazards exist for both men and women in certain workplaces and occupations. The health of the fetus and newborn baby is also a concern. According to the National Institute for Occupational Safety and Health, pregnant women may need added protections on the job due to:

    • Metabolic changes that can increase absorption of chemicals and metals
    • Poorly fitted protective clothing and safety equipment as the baby grows
    • Changes in their immune system, lung capacity and ligaments
    • Risk of a developing fetus being exposed to toxic substances via the mother

    After childbirth, workers who are breastfeeding may need to consider risk of exposure to substances that can be absorbed in breast milk, such as lead, mercury and other heavy metals, organic solvents and radioactive chemicals used in health care settings. The PUMP Act (Providing Urgent Maternal Protections for Nursing Mothers Act) enforced the Department of Labor includes workplace protections for employees who express breast milk at work.

    NIOSH encourages women and their employers to collaborate on measures they can take to ensure safe pregnancies and healthy outcomes for babies and their parents. WorkCare’s occupational medicine physicians provide informed recommendations on reproductive exposure risks, protective measures and reasonable accommodations to help women stay healthy, safe on the job. Contact us to learn more.

  • Keeping Fireworks Safety Top of Mind

    Keeping Fireworks Safety Top of Mind

    Thousands of preventable, recreational fireworks-related injuries are treated annually in U.S. emergency departments. These incidents have consequences for employers who care about occupational health and safety. Employees with fireworks-related injuries often need to take time off to recover from serious accidents. In some cases, mishandling of fireworks can cause permanent disability or death.

    There are important reasons why consumers are urged to purchase “safe-and-sane” fireworks. In a 2023 study, about 18 percent of fireworks tested by the U.S. Consumer Products Safety Commission (CPSC) were found to be non-compliant due to faulty fuses, use of prohibited chemicals or pyrotechnic materials overload. Even hand-held sparklers are not harmless. Burning at up to 2,000°F, they can melt some metals, ignite clothing and scorch bare feet if they are dropped.

    Most fireworks-related injuries are to the hands, fingers or eyes. The CPSC received reports of eight non-occupational, fireworks-related deaths in 2023, and it is believed more fireworks-fatalities occurred. Fireworks were associated with an estimated 9,700 injuries treated in U.S. hospital emergency departments last year. Consumer studies show a statistically significant upward trend in fireworks-related injuries since 2008, increasing by an average of 561 injuries per year. Firecrackers and other types of fireworks also annually cause fires that are costly in terms of injuries and property damage.

    What Can You Do?

    Demonstrate that you care about employee and public health and safety by sharing this information:

    1. If purchasing fireworks, be selective about what you buy. Follow the instructions.
    2. Light one at a time in a clear, outdoor space. Never light fireworks in a container or indoors.
    3. Wear eye protection and keep water nearby to fully extinguish fireworks that are not spent.
    4. Instead of sparklers, give kids safer options such as glow sticks, confetti poppers or streamers.
    5. Do not shoot off fireworks while under the influence of substances that impair judgment.
    6. Check applicable state, county and municipal laws and consequences for fireworks-use violations.
    7. Remember that you may be held personally liable for a fireworks-related injury on your property.
    8. Keep pets indoors; outfit them with a tag or microchip in case they get startled and run away.

    Over-the-counter first-aid remedies can be used to treat mild burns. Emergency medical care should be sought for severe burns and hand injuries. For eye injuries, do not apply ointment or attempt to remove foreign objects from the eye before seeking emergency care.

    Recommended Resources

  • Recognizing Noise as a Health Hazard

    Recognizing Noise as a Health Hazard

    The National Safety Council has chosen hazard recognition as the theme for the final week of National Safety Month.

    Sudden, occasional or continuous noise is a prevalent workplace exposure hazard in need of recognition. Noise-induced hearing loss is a commonly occurring occupational illness that can be prevented with consistent use of correctly fitted hearing protection such as earmuffs, ear plugs or caps.

    Temporary or permanent hearing loss impacts safety, health and quality of life. Severe hearing loss is associated with $300,000 in societal costs over a person’s lifetime, with 67 percent of that amount attributed to lost productivity.

    Noise-induced hearing loss limits the ability to hear high-frequency sounds and speech. Lack of protection from noise above a certain decibel level:

    • Contributes to fatigue and physical and psychological stress
    • Affects concentration and productivity
    • Interferes with socialization and communication
    • Increases risk of accidents and injuries
    • May be a cardiovascular health risk factor

    Exposure Risk

    An estimated 22 million U.S. employees are exposed to potentially hazardous noise levels at work. In surveys, more than 50 percent of noise-exposed workers have reported not wearing hearing protection, according to the National Institute for Occupational Safety and Health. In addition, unrelated to noise, an estimated 10 million workers are at risk of exposure to ototoxic chemicals that can damage hearing.

    Even more Americans are exposed to potentially damaging noise in their daily lives. Commonly encountered noise generators include gardening and carpentry tools; various modes of transportation, traffic congestion and vehicle horns; construction and farming equipment; machinery in manufacturing facilities; firearms; and loud music.

    The Occupational Safety and Health Administration (OSHA) requires covered employers to establish a comprehensive hearing conservation program when workplace noise exposure ratings are equal to or greater than 85 dBA during an eight-hour workday in general industry and 90 dBA over eight hours in the construction industry. By comparison, the World Health Organization recommends less than 40 dB as an annual average of night-time noise outside a bedroom window to prevent negative health effects, and less than 30 dB of noise inside bedrooms for high-quality sleep, according to a New York Times article published on June 9. (The difference between dB and dBA is that dB sound pressures are unweighted, while dBA-weighted levels are based on the relative loudness of sounds intercepted by the human ear.)

    The New York Times article, Noise Could Take Years Off Your Life, cites research that indicates repeated exposure to outside noise, such as loud traffic, increases the likelihood of hypertension, stroke and heart attacks for more than 100 million Americans. Noise above a certain level activates the amygdala, a section of the brain that triggers the endocrine system to release cortisol, adrenaline and other chemicals in the body. This response may also initiate a sympathetic nervous system reaction that raises heart rate, increases blood pressure and produces inflammatory cells.

    “When researchers analyzed the brain scans and health records of hundreds of people at Massachusetts General Hospital, they made a stunning discovery: Those who lived in areas with high levels of transportation noise were more likely to have highly activated amygdalas, arterial inflammation and — within five years — major cardiac events,” the New York Times reported.

    Hearing Tests

    In workplaces with noise exposure hazards that cannot be reduced to safe levels with engineering or administrative controls, OSHA requires hearing tests to establish a baseline and repeat testing to measure potential hearing loss over time. Under any circumstances, a medical professional should check hearing when there are warning signs such as:

    • Turning up TV, radio, phone or music volume because of difficulty hearing
    • Frequently asking people to repeat what they have said or feeling as if they are mumbling
    • Avoiding social interaction, reading lips, interrupting or making inappropriate comments
    • Inability to hear environmental sounds others can hear, such as birdsong or rain falling
    • Hearing ringing, buzzing or muffled sounds, which are signs of tinnitus

    A hearing test, or audiogram, is typically conducted by a qualified professional in a lab, sound-proof room or booth in a clinic, mobile medical unit, school or workplace. WorkCare provides a comprehensive hearing conservation program that features onsite, mobile or off-site audiometric testing at preferred provider locations, medical monitoring by occupational health physicians, and exam scheduling, results tracking and recordkeeping.

    For onsite testing, WorkCare clients have the option to use a clinically validated, portable audiometer that complies with OSHA, American National Standards Institute (ANSI 23.6), U.S. Food and Drug

  • 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.