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You probably work tirelessly to promote healthy eating, yet in the vast majority of workplaces, bowls of candy and donut boxes seem to be everywhere.
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Traditional wisdom rightly holds that the longer injured employees stay out, the harder it is to get them back to work. A light-duty transition approach sounds reasonable, but can be difficult in reality. It's just one issue in the surprisingly complex but important process of navigating a safe return to work for the injured employee.
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Employees are undoubtedly the best place to turn for solutions about safety concerns, but they often don't volunteer this information.
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OSHA offers the following examples as guidance on what to report on injury logs. (For more information go to: http://1.usa.gov/nFxelo)
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Three things commonly stand in the way of getting an injured employee back to productive work as soon as possible.
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At Georgetown (SC) Hospital System, preventing injuries begins with an equation: The physical abilities of newly hired employees must meet the physical demands of the job.
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An intense focus on recordkeeping by the Occupational Safety and Health Administration could have far-reaching consequences for health care employers, changing the way they report some injuries and increasing the likelihood that they may receive citations related to their injury and illness reporting.
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Employers who do not have a policy defining their return to work program are destined for failure," warns Donna Cohen, RN, BSN, COHN-S, CCM, manager of occupational health services at Memorial Health University Medical Center in Savannah, GA.
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Workers who are obese, current or former smokers, use analgesics frequently, or have neck, shoulder, or back pain are at higher risk of disability due to low-back disorders, according to a new study.
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Exercise programs specific to the physical demands of a person's actual job are key to getting results, according to Dick Trono, RN, occupational health coordinator at Rutland (VT) Regional Medical Center.
