This method of evaluation comprises of an in-depth interview, clinical assessment and standardised and non-standardised tests. The results of the tests, clinical reasoning and collateral information are used to determine whether an individual is fit for work at present or in the future with intervention.

We make use of WorkWell’s Functional Capacity Evaluation (FCE). This is a comprehensive functional test designed to objectively measure the maximum safe functional abilities of a client across a broad range of tasks in an effort to describe worker abilities and generate recommendations for return to work. This method uses proprietary protocols based on clinical and statistical research and produces legally defensible results.

If an individual shows work potential, the results from the FCE can assist with determining intervention required and developing a return to work plan. The return to work plan gives clear guidelines to the employer and the employee with regards to possible work modifications and accommodations.

The PFCE is a web-based tool designed to support a standardised approach in the assessment of work-related impairment of psychiatric conditions. This tool can be used as a stand-alone measure, or used in conjunction with other evaluation tools.

It is never too early to introduce vocational rehabilitation to the discussions with an continuously absent employee or employee constantly presenting with health issues.

Early intervention helps employers to mitigate income protection claims.
Support can be offered to policyholders within days of an employee’s absence and this is the very best way to provide for a safe and timely return to work.

Once the initial period is over, we can provide professional claim management support to insurers by providing a range of effective services to suit the needs of each individual case and policy definition. These services include transferable skills analysis, functional capacity evaluations and cognitive abilities screening.

For those claimants whose circumstances change and who may be able to return to work, we will liaise with their employers and treating practitioners, to ensure that the proposed graduated return to work planning is suited to the employee’s health limitations.

Impairment can be of a functional, psychological, developmental, cognitive or emotional nature.

Vocational rehabilitation is a process that enables persons with acquired impairment or disability to be a productive part of society and the labour force.

Therapy will target specific skills that the employee needs in order to build their capacity to return to the work environment and meet certain job demands.

Rehabilitation may include mental health support, fatigue management, pain management, graded activity or desensitisation/exposure therapy. Work hardening will be considered and advised upon as needed

This may include set-up of a gradual return to work schedule, coordination of the required equipment, agreeing on how reasonable accommodations can be implemented and a support plan for after employee has returned to work.

Case Management ensures the establishment, continuity of services and quality of care for patients clients requiring intervention in order to improve function for return to work.

Case management includes the planning, coordination, monitoring and evaluation of indicated services following a screening evaluation or a functional capacity evaluation.

Ongoing collaboration with the key stakeholders involved is an integral part of successful case management.

A worksite assessment is an in-depth assessment of the employee in their work environment. This type of assessment is recommended when an employee is struggling to complete aspects of their job due to an injury or chronic health condition.

This type of assessment may be required when an employee is returning to work after a period of absence due to injury, illness or disabling health condition. The onsite assessment process is customised to suit the unique circumstances of the employee and the needs of the employer.

This evaluation answers these kinds of questions:

• What job accommodations does the employee need in relation to their health condition and current symptoms
• Is it safe for the employee to return to work after this injury or diagnosis?
• What is the risk of re-injury as the job requires heavy lifting.
• Is the employee capable of doing their previous job when they return to work?
• What type of ergonomic adjustments required in the work environment.

Our assessment model for office ergonomics examines the dynamic relationship and interactive nature of the person, the work environment, and job demands. Services include ergonomic assessments related to a doctor’s order or a reasonable accommodation request.

Our assessment and consultation process includes completion of a checklist and on-the recommendations and modifications for each employee.

Our in-depth assessment that also examines contributing environmental factors, such as lighting, sound, work routines or habits, etc. The outcome is to increase job comfort, performance and productivity.

Services include:

• Individual ergonomic evaluations for work-from-home, or office, work-spaces. Personalized to the client’s workspace and work routine.
• Live ergonomics webinars customized to work-from-home, or specific office workstation set-ups. Educates participants on office ergonomics and guides them through setting up their workspace ergonomically.
• Online ergonomic self-assessment tool with individual reports tailored to small or large groups of employees, either working from home or in the office.

• Provision of monthly 2-hour CPD sessions to health professionals in a corporate environment.
• As required prioritize sessions to address the team’s current needs
• Ongoing evaluation and improvements to optimize the content delivery and experience of training
• Interactional training to ensure understanding, team engagement and participation.

Benefits:

• Functional and productive employees
• Realistic recommendations and accommodations made to employers with regards to disabled or ill employees
• Growth of the team’s referral network
• Application of skills learnt to real cases and improvement of case management processes
• CPD points earned with certificates issued
• Improvement of team cohesiveness as monthly participating together in group work
• Employees feeling valued and appreciated by the support offered by their employer for skills development

Employee Wellness Programs are services and interventions focused on the promotion or maintenance of good health rather than reacting to poor health in the work environment. We aim to consider the company needs and develop an Employee Wellness Program designed to concentrate on preventive health care rather than reactive health care that could raise insurance rates.

Components of Employee Wellness our programs focus on:

• Stress Management and resilience
• Mental Health
• Fitness
• Nutrition
• Work/Life Balance

Implementing an Employee Wellness Program can be beneficial for a company because a healthier work force equals improved employee productivity and loyal to employers.

Intervention programs focus on a specific need whether it is substance abuse, disability advise or promotion of physical activity. We will complete a needs analysis and develop a intervention plan to address you specific Wellness needs.

• Mindfulness Training
• Emotional Intelligence Training for Leadership
• Workplace Communication Training