Disability management can be complex;
simplify it with TeksMed

TeksMed Services is the leader in Canadian disability management

Empowering companies with personalized stay-at-work programs, TeksMed proactively manages employees’ occupational and non-occupational injuries and illnesses, benefiting both employees as well as employers.

THE TEKSMED DIFFERENCE
Employees enjoy front of the line rapid healthcare including FREE diagnostic imaging, specialist appointments and surgeries.
HOW DO EMPLOYERS SAVE MONEY?
Every dollar that is paid by the Board for employee benefits, impacts a company’s WC experience rating for 3-5 years following injury or illness. On average, companies are charged back three times the cost of benefits through increased premiums and surcharges. By helping employees recover and return to work more quickly, TeksMed reduces lost time and the cost of lost wages, resulting in significant savings.
ADDITIONAL BENEFITS?
Healthier, more productive employees and reduced administrative workloads. Time (really) is money.

 Tekstimonials

  • We've successfully reduced our WorkSafeBC costs by 18.25% from last year! This represents approximately $100,000 in direct savings for the province of BC. A big thank you to the TeksMed team for their efforts and the day-to-day guidance that has helped On Side achieve such great strides.

    On Side Restoration
    On Side Restoration Director of Human Resources
  • In less than two years, TeksMed has reduced our claim costs by 67.5%. TeksMed's team of professionals has achieved its objective of reducing our claim costs and our administration. Working with TeksMed has freed up my time which has allowed me to focus on other priority areas. I would highly recommend TeksMed to anyone considering professional claims management services.

    Wendy's
    Wendy's Safety & Security Manager
  • I am writing to express my high degree of appreciation for the service TeksMed has provided to Silver Hills Bakery in the claims management and return to work planning aspects of our business. In the 12 months of our relationship with TeksMed I have been consistently impressed with the support and flexibility they have been able to provide.

    Silver Hills Bakery
    Silver Hills Bakery Manager, Occupational Health and Safety

Some of the industries we work with:

Transportation
Manufacturing
Logistics
Demolition
Restoration
Warehousing
Electrical
Plumbing
Automotive Repair
Mechanical
Cold Storage
Roofing
Welding
Food Processing
Telecommunications

Construction
Forestry
Hospitality
HVAC
Greenhouse
Leisure Sports
Farming
Janitorial
Maintenance
Distribution
Information Technology
Packaging
Glazing
Fishery
Boat Towing

Agriculture
Long-Term Care
Restaurant
Marine
First Nations Operations
Drilling
Chemical Production
Automotive Parts
Energy
Conservancy
Engineering
Animal Feed
Aviation
Convenience Store
Gas Station

Municipal
Education
Supermarket
Benefits Brokerage
Union Representation
Crane & Rigging
Staffing
Printing
Painting
Road Towing
Mining
Recycling
Waste Management
Paving
Road Safety

ABOUT TEKSMED

TeksMed Services Inc. is the leader in Canadian disability management backed by over 25 years of success. TeksMed proactively manages occupational and non-occupational injuries and illnesses with personalized recover-at-work solutions helping hundreds of employers with thousands of employees. Workers enjoy QuikCare expedited healthcare including free diagnostic imaging and specialist appointments. Helping employees recover and return to work faster, TeksMed reduces lost time and claim costs, resulting in significant savings for employers. Inspired by a never-ending quest to be the best, TeksMed continues to set the standard and raise the bar for integrity, innovation and exceptional service. TeksMed seeing the ability in disability.

TRUST TEKSMED
TeksMed's medically supervised and proactive disability management saves money by allowing injured employees to safely recover using stay-at-work programs.
EARLY INTERVENTION
Thousands of businesses across Canada trust us with their disability management. Call us and start saving money. Our program literally pays for itself!

THE TEKSMED DIFFERENCE

All TeksMed programs are equipped with the exclusive QuikCare expedited health care service.

 HEALTH CARE WAIT TIMES

SPECIALIST

Public System 14.6 Weeks
QuikCare 1 week

MRI

Public System 12.9 weeks
QuikCare 0.5 weeks
teksmed-triangle-clear

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Simplify your disability management with TeksMed

Take 30 seconds and give us a little bit of information about you and your company. One of our account executives will give you a call when it is convenient for you and discuss the options available. Or send us an email at info@teksmed.com and we promise to get back to you.

Proud to be the Allied Partner of the
Manufacturing Safety Alliance of British Columbia

The journey towards safer workplaces has been significantly influenced by the contributions of Black professionals, who have often worked against the backdrop of systemic challenges to bring about change. Their legacy is a testament to the enduring spirit of innovation, resilience, and advocacy that continues to inspire our work at TeksMed today.

Dr. Charles Richard Drew (1904–1950)

Dr. Charles Richard Drew, an African-American surgeon and medical researcher, made ground-breaking contributions to the preservation of blood for transfusions and developed large-scale blood banks during World War II. This innovation has saved countless lives and laid the groundwork for modern occupational health practices by emphasizing the importance of medical preparedness and emergency response in the workplace.

Norbert Rillieux (1806–1894)

Norbert Rillieux was a Creole inventor from New Orleans who made groundbreaking contributions to the sugar refining process. His invention, the multiple-effect evaporator, revolutionized sugar processing by making it not only more efficient but also significantly safer for workers. Before Rillieux’s invention, the sugar refining process was dangerous, involving open kettles of boiling sugar that frequently resulted in severe burns to workers. Rillieux’s system enclosed the boiling process, drastically reducing the risk of injury and improving the overall working conditions in sugar refineries.

Patricia Bath (1942–2019)

Dr. Patricia Bath, an African-American ophthalmologist, innovated laser technology for cataract treatment, which has implications for occupational health, particularly in professions prone to eye injuries. Her work not only revolutionized ophthalmology but also emphasized the importance of laser safety in the workplace, contributing to safer occupational environments.

Garrett Morgan (1877–1963)

Garrett Morgan, an African-American inventor, significantly contributed to occupational health and safety with his invention of the safety hood, a precursor to the gas mask. This invention has been crucial in protecting workers from toxic exposure during industrial accidents and firefights. Morgan’s ingenuity highlights the importance of personal protective equipment (PPE) in occupational safety.

The Path Forward

The contributions of these pioneers, among many others, have laid the groundwork for safer, more inclusive workplaces. At TeksMed, we are inspired by their legacy to continue pushing the boundaries of what’s possible in occupational health and safety. We are committed to fostering a workplace that values diversity, equity, and inclusion, recognizing that innovation thrives in diverse environments.

As we celebrate Black History Month, let us remember the invaluable contributions of Black professionals to our field. Their work has not only advanced occupational health and safety but has also paved the way for future generations of professionals. At TeksMed, we honour these contributions by continuing to advocate for workplace safety and health equity for all workers, regardless of their background.

In closing, Black History Month offers us a moment to reflect on the past and inspire action for the future. Let us carry forward the legacy of these pioneers by promoting a culture of safety, inclusion, and equity in every workplace.

In Canada, while access to healthcare is a fundamental right, patients often face significant delays from referral to treatment. The Fraser Institute’s “Waiting Your Turn: Wait Times for Health Care in Canada, 2023” report underlines the severity of this issue, with median wait times reaching unprecedented lengths. In response to this critical challenge, TeksMed’s QuikCare Platinum service emerged as a proactive solution, offering hope and expedited care to those trapped in the waiting game.

Understanding the Scope of the Problem:
The Fraser Institute’s 2023 survey highlights a concerning trend: the median wait time between a referral from a general practitioner to the receipt of treatment has escalated to 27.7 weeks, marking a 198% increase since 1993. This variance in wait times is not uniform across the country; for instance, Ontario experiences the shortest delays at 21.6 weeks, while Nova Scotia faces an alarming 56.7-week wait.

With the median wait time hitting a record 27.7 weeks in 2023, patients are left in limbo, their health and well-being hanging in the balance. This delay not only affects patient outcomes but also reflects systemic inefficiencies within the healthcare system. From diagnostic procedures to specialist consultations, the journey to treatment is fraught with obstacles, disproportionately impacting vulnerable populations and leading to unnecessary suffering.

Dissecting Wait Times:
The journey from initial referral to treatment unfolds in two phases—first, the wait from seeing a general practitioner to consulting a specialist averages 14.6 weeks, followed by a 13.1-week wait from consultation to treatment. Notably, the period following specialist consultation exceeds what is considered clinically reasonable by 4.6 weeks, highlighting inefficiencies in the treatment allocation process.

Provincial Disparities and Diagnostic Delays:
Over 1.2 million procedures were delayed in 2023, impacting roughly 3% of Canadians. Diagnostic services are particularly prone to backlogs, with wait times averaging 6.6 weeks for CT scans, 12.9 weeks for MRI scans, and 5.3 weeks for ultrasounds. These delays signify a strain on healthcare resources and a pressing need for systemic improvements.

QuikCare Platinum: A Tailored Solution:
In the face of these daunting wait times, QuikCare Platinum offers immediate, streamlined access to healthcare services. This innovative solution is designed to navigate the complexities of the Canadian healthcare landscape, ensuring clients receive the timely medical attention they need. Here’s how QuikCare Platinum addresses the core issues:

  • Expedited Appointments: QuikCare Platinum facilitates rapid scheduling of appointments, significantly reducing the wait from GP referral to specialist consultation and treatment.
  • Access to Diagnostic Services: Clients benefit from prompt access to essential diagnostic tests, including MRI and CT scans, bypassing the usual lengthy queues.
  • Personalized Care Navigation: TeksMed provides a dedicated care manager to guide clients through the healthcare system, offering support and ensuring an efficient care journey.
  • Comprehensive Coverage: Beyond addressing specific wait times, QuikCare Platinum covers a wide range of medical services, ensuring clients have access to holistic and continuous care.

Why QuikCare Platinum is Essential:
In today’s healthcare environment, where delays can compromise employee health and result in decreased productivity and absenteeism, QuikCare Platinum is not just an option; it’s a necessity. By bridging the gap between need and service delivery, QuikCare Platinum ensures that your highly regarded employees are able to access critical care without undue delays. This service is committed to healthcare accessibility and efficiency, demonstrating TeksMed’s dedication to client well-being and healthcare innovation.

A Proactive Call to Action:
If you want to ensure your valued employees are getting the quickest, highest-quality care in Canada, now is the time to explore QuikCare Platinum. With TeksMed’s pioneering approach, gain peace of mind knowing that you have an advocate to navigate the healthcare system, ensuring timely and effective treatment. Learn more about how QuikCare Platinum can transform your organization’s healthcare experience by visiting our website.

The challenge of long wait times in Canada’s healthcare system requires a robust and innovative response. QuikCare Platinum offers a powerful solution, providing expedited access to healthcare services and personal care navigation. As we confront these systemic issues, QuikCare Platinum stands as a beacon of hope, ensuring Canadian work places may receive the timely and quality care they deserve.

The world of workers’ compensation is ever-changing. As we step into 2024, staying informed about the latest developments and trends in this crucial aspect of workplace safety is essential. We explore the evolving landscape of workers’ compensation and what both employers and employees can expect in the year ahead.

  1. Digital Transformation and Automation:

In 2024, we can anticipate a continued shift toward digitalization and automation in workers’ compensation processes. This includes the use of technology for claims processing, case management, and data analysis. These advancements aim to streamline workflows, reduce administrative burdens, and improve the overall efficiency of the compensation system.

  1. Telehealth and Virtual Care:

The COVID-19 pandemic accelerated the adoption of telehealth and virtual care services, and this trend is expected to persist. Workers who require medical attention for job-related injuries may increasingly access healthcare remotely, reducing the need for in-person visits and improving accessibility to medical professionals.

  1. Mental Health Inclusion:

Mental health considerations will continue to gain prominence in workers’ compensation. Employers and insurance providers are recognizing the importance of addressing mental health issues that result from workplace stress or trauma. Expect to see expanded coverage and support for mental health-related claims.

  1. Increased Focus on Prevention:

Preventing workplace injuries remains a top priority. In 2024, employers are likely to invest more in safety training, ergonomic assessments, and hazard identification. Proactive safety measures can lead to fewer accidents and, subsequently, reduced workers’ compensation claims.

  1. Regulatory Changes:

Workers’ compensation regulations are subject to change. Employers should stay updated on any legislative adjustments that could impact their obligations and workers’ rights. Each province and territory in Canada has its own workers’ compensation system, so it’s vital to be aware of regional variations.

  1. Remote Work Considerations:

The rise of remote work introduces new challenges for workers’ compensation. Employers may need to navigate the complexities of determining whether injuries that occur while working from home are eligible for compensation. Clarity on remote work-related claims will be essential.

  1. Early Intervention and Return-to-Work Programs:

Timely intervention and effective return-to-work programs can reduce the duration and cost of workers’ compensation claims. Employers should continue to prioritize early reporting of injuries and collaborate with injured employees on their safe return to work.

  1. Data Analytics for Risk Management:

Data analytics will be more significant in identifying trends and risk factors associated with workplace injuries. Employers can leverage data-driven insights to address high-risk areas and improve safety measures proactively.

  1. Inclusivity and Diversity:

An inclusive approach to workers’ compensation will be emphasized in 2024. Recognizing the unique needs of a diverse workforce, including accommodating employees with disabilities and addressing cultural considerations, will be essential for fair and equitable claims processing.

  1. Employee Education:

Well-informed employees are better equipped to navigate the workers’ compensation process. Employers should continue to educate their workforce on their rights, responsibilities, and how to report injuries promptly.

 

Canada’s workers’ compensation landscape varies by province and territory, each operating its own system. Understanding the differences in regulations and benefits is crucial to compliance for businesses operating across multiple regions.

As we enter 2024, the evolving landscape of workers’ compensation presents opportunities and challenges. By staying informed, embracing technology, prioritizing prevention, and fostering a culture of safety, employers can navigate this landscape effectively while providing essential support to their workforce.

The experts at TeksMed promise to keep your business’s disability management program in line with the ever-changing landscape of workers’ compensation while delivering exceptional, money-saving results. Contact TeksMed today to learn more.

As the calendar turns to a new year, it’s an ideal time for businesses to reflect on their safety practices and set new goals for workplace safety. A commitment to safety not only protects employees but also enhances productivity and minimizes costs associated with accidents and injuries. To help you get started on the right foot in 2024, we’ve outlined some top workplace safety resolutions that can make a significant difference in your organization.

  1. Enhanced Safety Training Programs: Resolve to revamp your safety training programs. Ensure that every employee receives comprehensive safety training, from newcomers to veterans. Regular refreshers and updates can keep safety protocols top of mind.
  2. Prioritize Mental Health: Acknowledge that mental health is as crucial as physical health. Implement mental health awareness programs and encourage open discussions about stress management and well-being. Consider offering access to mental health resources.
  3. Regular Safety Audits: Commit to more frequent safety audits and inspections. Regular evaluations can help identify hazards, ensure compliance with safety regulations, and prevent accidents before they occur.
  4. Employee Involvement: Encourage employees to participate actively in safety initiatives. Create safety committees or task forces to involve employees in identifying potential risks and finding solutions.
  5. Embrace Technology: Explore the latest safety technology trends. Technology can play a pivotal role in improving workplace safety, from wearable devices that monitor workers’ health to data analytics for predicting safety risks.
  6. Emergency Preparedness: Ensure your workplace is well-prepared for emergencies. Regularly update and practice emergency response plans and provide employees with the necessary training and resources to handle unexpected situations.
  7. Safety Communication: Improve safety communication channels. Ensure all employees know how to report safety concerns and establish clear communication pathways for disseminating safety information.
  8. Ergonomic Assessments: Conduct ergonomic assessments to prevent musculoskeletal disorders. Invest in ergonomic equipment and educate employees on proper posture and ergonomics.
  9. Environmental Responsibility: Integrate environmental responsibility with safety efforts. Reduce waste, conserve resources, and promote a culture of sustainability, which often goes hand in hand with safety.
  10. Health and Wellness Initiatives: Expand health and wellness programs. Encourage healthy habits among employees, as healthier individuals are less likely to get injured on the job.
  11. Continuous Improvement: Commit to a culture of continuous safety improvement. Regularly review and analyze incident reports to identify patterns and opportunities for improvement.
  12. Safety Leadership: Train and empower safety leaders within your organization. Encourage managers and supervisors to lead by example regarding safety practices.
  13. Documentation and Compliance: Ensure all safety documentation is up-to-date and compliant with relevant regulations. Regularly review safety policies and procedures to keep them current.
  14. Emergency Response Drills: Schedule and conduct emergency response drills. These drills help employees understand their roles during emergencies and can save lives in critical situations.
  15. Celebrate Safety Successes: Acknowledge and celebrate safety achievements. Recognize employees and teams that contribute to a safer workplace. Positive reinforcement can boost morale and motivate further safety efforts.

As you embrace the new year, remember that workplace safety is an ongoing journey. By setting and working toward these safety resolutions in 2024, you can create a safer, healthier, and more productive work environment for your employees while contributing to the success of your organization. Unfortunately, even the greatest health and safety measures can’t always prevent workplace injuries; if your organization’s return-to-work program could use improvement, contact TeksMed today.

As we look ahead to 2024, workplace safety continues to evolve, driven by technological advancements, regulatory changes, and a growing emphasis on employee well-being. Staying ahead of these trends is crucial for maintaining a safe and productive work environment. Here are some key workplace safety trends to watch for in the coming year:

  1. Technology Integration: The integration of technology into workplace safety is set to accelerate. Wearable devices, such as smart helmets and vests, will become more common, providing real-time data on employee health and safety. IoT sensors will play a more significant role in monitoring environmental conditions. At the same time, AI-powered predictive analytics will help identify potential hazards before they occur.
  2. Remote Work Safety: Remote work is here to stay, and employers will need to focus on ensuring the safety of remote employees. This includes ergonomic assessments of home offices, mental health support, and cybersecurity measures to protect sensitive data.
  3. Mental Health Initiatives: Mental health in the workplace will continue to be a priority. Employers will invest in mental health programs, destigmatize seeking help, and provide resources to reduce stress and improve overall well-being.
  4. Regulatory Changes: Expect to see regulatory changes addressing emerging safety concerns. This may include updates to safety standards for remote work, increased emphasis on psychological safety, and stricter enforcement of existing regulations.
  5. Safety Training: Safety training will become more interactive and tailored to individual needs. Virtual reality (VR) and augmented reality (AR) will be used for realistic safety simulations and hands-on training, ensuring that employees are well-prepared for various scenarios.
  6. Resilience and Disaster Preparedness: The increasing frequency of natural disasters and global crises requires organizations to focus on resilience and disaster preparedness. Business continuity plans will be revamped to include safety measures for various types of emergencies.
  7. Sustainability Integration: Sustainability and safety will converge. Organizations will recognize the interplay between environmental sustainability and employee safety. Initiatives to reduce environmental impact, such as eco-friendly materials and energy-efficient processes, will also enhance workplace safety.
  8. Data-Driven Safety: Big data analytics will play a more significant role in safety management. Companies will use data to identify trends, predict risks, and continuously improve safety protocols.
  9. Workforce Diversity and Inclusion: Diverse workforces bring unique safety challenges. Employers will focus on creating inclusive safety programs that consider the needs of all employees, regardless of background or ability.
  10. Collaboration and Employee Engagement: Safety is everyone’s responsibility. Employers will foster a culture of safety by encouraging employees at all levels to participate actively in identifying and addressing safety concerns.

In conclusion, 2024 promises to be a transformative year for workplace safety. Organizations that embrace these trends and proactively adapt their safety programs will not only protect their employees but also thrive in an ever-evolving work landscape. Stay tuned for these developments as safety takes center stage in the workplace.

In the journey towards exceptional workplace safety, companies recognize sustainability’s power as a catalyst for change. This blog explores the symbiotic relationship between sustainability practices and safety programs and how their integration can foster an environmentally responsible and safer workplace.

Vision, Strategy, and Plan

A robust safety program begins by formulating a Vision, Strategy, and Plan (VSP). The vision articulates a future where safety and sustainability are not mutually exclusive but complementary facets of the workplace. It defines the safety program’s ultimate goal, encompassing the well-being of employees and the environment’s health.

The strategy lays out the path to achieve that vision. It involves setting priorities, defining the actions required, and determining the resources needed. The strategy should reflect a comprehensive understanding of the organization’s unique operational and environmental challenges.

Lastly, the plan breaks down the strategy into actionable steps. It details the specific tasks, assigns responsibilities, and sets deadlines. The plan is where sustainability practices are integrated into daily safety protocols, ensuring the program is practical, measurable, and capable of adapting to change.

The VSP framework serves as a blueprint, ensuring that every safety initiative contributes to a sustainable future, thus fulfilling the organization’s commitment to protecting people and the planet.

Engagement at All Levels

Engagement at all levels is critical for the success of integrating sustainability into safety practices. It starts with leadership commitment, where leaders not only endorse safety and sustainability policies but also actively participate in them. This top-down support inspires a company-wide culture where employees feel accountable and empowered to act sustainably and safely. It’s a domino effect; when leaders demonstrate commitment, middle management follows, and frontline employees feel supported to take the initiative. This collective ownership leads to the proactive identification of risks, the sharing of best practices, and a compliant workforce that is genuinely invested in creating a safe and sustainable work environment.

Goal Setting for Sustainability and Safety

Practical goal setting is essential for translating the aspirational aspects of sustainability and safety into concrete actions. SMART goals act as a bridge, turning vision into reality. For instance, a specific goal might involve reducing waste by a certain percentage, which is measurable through waste audits. It should be achievable with the current resources and relevant to the broader objectives of the company’s sustainability and safety mission. Time-bound elements ensure a clear deadline, fostering a sense of urgency and focus. This structured goal-setting approach ensures that every initiative is actionable and contributes meaningfully to the organization’s commitment to safety and environmental stewardship.

Open Communication

Two-way communication ensures that safety and sustainability are not just policies imposed from above but are part of a dialogue that engages everyone in the organization. Open conversations allow for sharing insights, concerns, and innovations, creating a foundation of trust. This trust is vital for collaborative problem-solving, where diverse perspectives are valued, and solutions are developed collectively. When employees know their voice matters, they are more likely to invest in the outcomes, leading to a more robust and effective safety program.

Adaptive Training

Training programs must keep pace with the changing work environments and evolving societal expectations. Today’s workforce must be trained in operational safety procedures and sustainable practices that contribute to environmental preservation and social responsibility. Such training equips workers with the knowledge and skills to perform their tasks safely while being mindful of their environmental impact, ensuring the organization’s resilience and adaptability for the future. This dual-focused training is essential for cultivating a workforce that can navigate and respond to the complexities of modern workplace challenges.

Comprehensive Risk Management

Risk logic in safety and sustainability is about digging deeper to identify the systemic causes of hazards, not just the symptoms. It requires a thorough analysis of operations to uncover how and why risks arise. By integrating sustainability into this analysis, organizations can design solutions that not only reduce risk but also contribute to long-term environmental goals. This means looking at the lifecycle of products and processes, understanding their impact on the environment and society, and ensuring that the solutions are not just immediate fixes but also sustainable in the long run.

Continuous Improvement

The Plan-Do-Check-Act (PDCA) cycle is a dynamic, iterative process central to a sustainable safety program. In this cycle:

  • Plan: Identify objectives and processes necessary to deliver results in accordance with the organization’s safety and sustainability policy.
  • Do: Implement the processes.
  • Check: Monitor and measure processes against the safety policy, objectives, legal and other requirements, and report results.
  • Act: Take actions to improve safety performance continually.

By regularly cycling through these steps, a safety program remains agile, responsive to new data, and capable of addressing future challenges, thus maintaining its effectiveness and sustainability over time.

The fusion of sustainability and safety is more than a compliance checklist—it’s a commitment to excellence. By integrating sustainable practices into safety programs, businesses can protect their workforce and the planet, ensuring a legacy of health, safety, and environmental stewardship.

Let’s work together to create a safer, more sustainable future for your workplace and employees. Contact us today to learn more and take the first step toward excellence in safety and disability management.

The modern workforce is more diverse than ever, with employees spanning multiple generations. From Baby Boomers to Generation Z, each age group brings unique perspectives, work styles, and expectations to the table. While this diversity can be a strength, it also presents challenges when it comes to safety and wellness considerations in the workplace.

Understanding the Generations

  1. Baby Boomers (Born 1946-1964): Baby Boomers, often characterized as hardworking and loyal, are nearing retirement but still play a vital role in the workforce. They may have different safety concerns due to age-related factors and may benefit from ergonomic accommodations.
  2. Generation X (Born 1965-1980): Gen Xers value work-life balance and tend to be independent. They may appreciate wellness programs that support mental health and work flexibility.
  3. Millennials (Born 1981-1996): Millennials are tech-savvy and seek purpose in their work. They may respond well to safety training delivered through digital platforms and value employers who prioritize sustainability and social responsibility.
  4. Generation Z (Born 1997-Present): The newest entrants to the workforce, Gen Z is known for their digital nativity. They may prefer workplace safety communication through mobile apps and prioritize mental health support.

The Role of Safety and Wellness Programs

To effectively manage a multi-generational workforce, employers need safety and wellness programs that cater to the diverse needs and preferences of each generation. Here are some strategies:

  1. Tailored Training: Offer safety training in various formats, including in-person sessions, e-learning modules, and mobile apps. Ensure content is relevant and relatable to different age groups.
  2. Flexible Work Arrangements: Provide flexible work options that accommodate various life stages, from caring for children to nearing retirement.
  3. Mental Health Support: Recognize the importance of mental health and offer resources like Employee Assistance Programs (EAPs) that provide confidential counselling.
  4. Ergonomics and Accessibility: Consider age-related needs, such as ergonomic office setups and accessibility features for older employees.
  5. Inclusive Communication: Use a mix of communication channels, from traditional email to instant messaging apps, to ensure messages reach all generations effectively.

The Benefits of Inclusivity

Creating a workplace that respects and caters to the diverse needs of different generations not only enhances safety and wellness but also boosts employee morale and retention. When employees feel valued and supported, they are more likely to engage in safety practices and contribute to a positive workplace culture.

Managing multiple generations in the workforce is a dynamic challenge, but it’s also an opportunity to harness the strengths of diverse perspectives. By tailoring safety and wellness programs to the unique needs of each generation, employers can create a safer, healthier, and more inclusive workplace for all.

At TeksMed Services, we understand the importance of workplace wellness and safety. Our expertise in disability management and return-to-work programs can help you address the needs of all generations in your workforce. Contact us to learn more.

The landscape of workplace health and safety has been undergoing significant changes, and employers in British Columbia have some crucial updates to be aware of. Bill 41, a set of amendments to the Workers Compensation Act, has introduced important adjustments that can impact the way employers manage workplace injuries, safety, and their relationship with employees.

Understanding the Key Amendments

  1. Employers’ Duty to Cooperate: One of the fundamental changes introduced by Bill 41 is the reinforced obligation for employers to cooperate in the workers’ compensation process. This means that employers are not only responsible for reporting injuries promptly but also for actively participating in the claims process. Employers must collaborate with their workers and WorkSafeBC to facilitate a safe and timely return to work for injured employees.
  2. Duty to Maintain Employment: Another significant change is the duty for employers to maintain employment for injured workers who are capable of working in some capacity. Employers are now required to provide suitable work for injured employees, ensuring they can continue to contribute while they recover.

The Implications for Employers

These amendments underline the importance of having robust return-to-work programs in place. Employers must proactively find suitable employment for injured workers and provide necessary accommodations to support their recovery. Failure to do so may result in penalties and fines.

Why Compliance Matters

Compliance with Bill 41 is not just a matter of meeting legal requirements, it’s also about fostering a safe and supportive workplace culture. By cooperating in the workers’ compensation process and maintaining employment for injured workers, employers demonstrate their commitment to the well-being of their staff.

How TeksMed Can Help

Navigating these amendments and ensuring compliance can be complex. TeksMed Services specializes in disability management solutions, including return-to-work programs. We can assist employers in understanding and meeting their obligations under Bill 41. Our expertise can help you create a safer, more inclusive workplace while minimizing the financial impact of workplace injuries.

Bill 41 significantly changes the Workers Compensation Act in British Columbia, emphasizing the importance of cooperation and maintaining employment for injured workers. Employers must adapt to these changes to ensure compliance and foster a safer, more supportive work environment.

For more information on how TeksMed can assist your organization in navigating these amendments, please get in touch with us.

As featured on Canadian HR Reporter

 

In November of 2022, the British Columbia legislature passed the Workers Compensation Amendment Act (No. 2), 2022, otherwise known as Bill 41. The changes outlined in Bill 41 take effect on January 1st, 2024, and in order to properly support the new legislation, WorkSafeBC is proposing several additions and changes to existing policy. This article will serve to examine the essential changes and explain how they will impact employers and workers.

The most notable additions are two new duties, obligatory for employers: the duty to cooperate, and the duty to maintain employment. While the former has been standard practice in return-to-work management for responsible employers, it will now also obligate workers to cooperate in finding suitable work to perform until their full recovery. The latter only applies to employers who employ 20 or more individuals, and codifies an employer’s responsibility to ensure an injured or ill worker remains employed and productive.

Duty to Cooperate

The duty to cooperate policy sets the expectation for all employers and workers that they must cooperate with each other, as well as WorkSafeBC, in order to facilitate a worker’s early and safe return to work. This is likely a very welcome change for many employers, as the participation of workers in return-to-work programs can be unreliable. By formalizing this duty in both legislation and policy, it equips employers with recourse in the event that a worker refuses or unreasonably delays return to work efforts.

An employer’s duty to cooperate includes:

  • contacting the worker as soon as practicable after the worker is injured.
  • maintaining communication with the worker.
  • identifying suitable work for the worker that, if possible, restores the full wages the worker was earning at the worker’s pre-injury work.
  • providing WorkSafeBC with information it requires in relation to the worker’s return to, or continuation of, work.

A worker’s duty to cooperate includes:

  • contacting the employer as soon as practicable after the worker is injured.
  • maintaining communication with the employer.
  • on request of the employer, assisting the employer to identify suitable work that, if possible, restores the full wages the worker was earning at the worker’s pre-injury work.
  • providing WorkSafeBC with information it requires in relation to the worker’s return to, or continuation of, work.

It is also noted that WorkSafeBC requires:

  • the employer to cooperate with the worker and WorkSafeBC by, where reasonable, making available suitable work the employer has identified, and
  • the worker to cooperate with WorkSafeBC by not unreasonably refusing suitable work when it has been made available by any employer.

That last point is key: unreasonably refusing suitable work made available by an employer – which all organizations should be prepared to offer – may lead to financial consequences for the worker. Refusal of what WorkSafeBC deems to be suitable work may lead to the reduction or suspension of their wage replacement benefits. WorkSafeBC will of course need to adjudicate on a case-by-case basis to determine if the refusal was reasonable or not, based on factors such as a detailed description of the available work as well as the worker’s functional abilities and medical restrictions. However, if it is determined that the worker has unreasonably refused suitable work made available to them, compensation payments may be reduced or suspended altogether until the worker complies with this policy.

Administrative penalties for employers who do not comply with the duty to cooperate are also outlined; that said, it is in the employer’s best interests generally speaking to be actively participating in the return-to-work process in order to mitigate claims costs, so penalties for responsible employers are unlikely.

Duty to Maintain Employment

While the duty to cooperate applies to all BC employers, the duty to maintain employment is only applicable to employers who regularly employ 20 or more workers, and only if the injured worker had been employed by the employer—on a part- or full-time basis—for a continuous period of at least 12 months prior to the date of injury. If those two conditions are met, the employer will be subject to the duty to maintain employment.

What this duty looks like is dependent on whether or not the worker is capable of performing the essential duties of their pre-injury work. Factors that are considered when defining “essential duties” include the proportion of time spent on each duty, the effect on the job outcome if a duty is removed, the current job description, whether a duty is critical to safety, and the normal productivity expected in the job (i.e., rate, range, or level or production or service expected for the job).

  1. If a disabled worker is capable of carrying out the essential duties of their job – with or without an accommodation – the employer is obligated to offer one of two options:
    • Pre-injury work, with or without accommodations. If changes to the work and/or workplace (i.e., accommodations) would allow an employee to perform the essential duties of their pre-injury work, the employer is obligated to make those accommodations to the point of undue hardship.
    • Alternative work, with or without accommodations, that is comparable to the worker’s pre-injury work and wages. Alternative work must be comparable in wage and in other ways, including but not limited to: skills or experience required, degree of physical or mental effort required, level of responsibility or supervision, employee benefits, or working conditions.
  1. If a disabled worker is not capable of carrying out the essential duties of their pre-injury work, but is capable of working in some capacity, the employer is required to offer the worker the first suitable work that becomes available. This requirement still stands if the first available work is only made suitable through accommodation; the employer will again be expected to make accommodations up to undue hardship. WorkSafeBC claims the right to review an organization’s recruitment activities (e.g., job postings, vacancies, or evidence of hiring or transfers) to ensure that injured workers are in fact being offered the first suitable work available.

Employers may not terminate a worker within six months of starting pre-injury, alternative, or suitable work, unless the employer is able to unequivocally convince WorkSafeBC that the termination was unrelated to the injury. How difficult this will be to prove is yet to be seen, so it is in an employer’s best interests to avoid this, if possible. Terminations within six months that WorkSafeBC deems to be related to a worker’s injury will be considered a failure to comply.

The penalties for failure to comply range from administrative penalties alone, to payment equivalent to what the worker would have received as temporary wage loss payments for up to a year.

The obligations under this policy do have an end date, however. On the second anniversary of worker’s injury date, if a worker has not yet returned to work in any capacity, employers are no longer obligated to offer any kind of employment. If a worker has already returned to suitable work, the employer’s obligation to offer the worker’s pre-injury work (or alternative work) also ends on the second anniversary.

Penalties for Failure to Comply with Duty to Cooperate and the Duty to Maintain Employment

Administrative penalties may be charged to employers who fail either their duty to cooperate or their duty to maintain employment. The maximum amount of this penalty is equivalent to the maximum wage rate for the year. Maximum wage rate is determined annually by WorkSafeBC and is based largely on the average wages and salaries of BC employees. For reference, the maximum wage rate for 2023 is $112,800, meaning these fines can be quite significant.

Whether or not a penalty is imposed and the amount of the penalty is decided on a case-by-case basis, and at the discretion of WorkSafeBC. Policy states that an employer will be issued a warning and given a reasonable opportunity to correct the noncompliance, prior to any financial disincentive.

Administrative penalties imposed by WorkSafeBC are subject to review and appeal. Employers are permitted to disagree with WorkSafeBC’s decisions and submit a request for review or an appeal. Should WorkSafeBC subsequently decide in the employer’s favour and either reduce or reverse the penalty, the employer is owed a refund plus interest—that is an important addition to the new legislation introduced in Bill 41.

Closing

While the legislative changes introduced in Bill 41 are certainly important, these additions largely solidify what many employers were already practicing. In our experience as a disability management consultant, we know that employers are not looking to ignore workers who are off work, delay return to work efforts, or refuse cooperation in any way – quite the opposite. It is heartening to know that there is now a legal obligation on the injured worker to actively participate in their own occupational rehabilitation, with incentive to accept suitable work offers. The duty to maintain employment also echoes what was already recommended best practice. The introduction of a finite timeline of two years is surely a welcome relief to those employers who have made all efforts to return an off-work employee to their regular duties for several years.

We look forward to seeing how WorkSafeBC’s consideration of feedback provided by TeksMed and numerous other interested parties impacts the final published policy. If there are any significant changes to the policy as it currently exists, rest assured that TeksMed will be here to help employers understand the impact to their success.

In the ever-evolving landscape of healthcare and disability management, telemedicine has emerged as a transformative force. With the advent of digital technologies, how we approach healthcare, particularly in disability claims management, has seen remarkable changes. Telemedicine, in particular, has revolutionized the process, making it more efficient, accessible, and convenient for all stakeholders involved.

Telemedicine Defined

In its simplest form, telemedicine refers to using technology to provide healthcare services remotely. This can encompass a wide range of services, from medical consultations to managing chronic conditions and, crucially, disability assessments and rehabilitation. Telemedicine leverages various communication tools, such as video conferencing, secure messaging, and mobile apps, to connect patients, healthcare providers, and disability management professionals.

The Growing Adoption

The adoption of telemedicine in disability management has surged in recent years, driven by several key factors:

  1. Accessibility: Telemedicine bridges geographical gaps, ensuring that individuals in remote or underserved areas can access medical experts and specialists without the need for extensive travel.
  2. Convenience: It offers convenience for both patients and healthcare professionals. Appointments can be scheduled at times that suit the patient, reducing disruptions to work or daily life.
  3. Efficiency: Virtual assessments and consultations can be more efficient, often requiring less time than traditional in-person appointments. This can expedite the disability claims process.
  4. Cost Savings: Telemedicine can reduce costs associated with travel, wait times, facility maintenance, and paperwork, benefiting both healthcare organizations and patients.

Applications in Disability Management

Telemedicine plays a vital role in disability management, offering several benefits:

  1. Virtual Medical Assessments: Physicians can conduct thorough medical assessments via video conferencing, enabling them to evaluate an individual’s condition and fitness for work. This approach is especially valuable for individuals with mobility issues or those in remote locations.
  2. Rehabilitation Services: Telemedicine allows for remote rehabilitation services, including physical therapy and mental health counselling. Patients can receive personalized guidance and support in the comfort of their homes.
  3. Second Opinions: In complex disability cases, individuals can seek second opinions from specialists located anywhere in the world, helping ensure accurate diagnoses and treatment plans.
  4. Case Collaboration: Telemedicine facilitates collaboration among healthcare providers, disability case managers, and insurers, leading to more coordinated and effective care plans.

Challenges and Considerations

While the benefits of telemedicine in disability management are evident, there are challenges to consider:

  1. Privacy and Security: Protecting patient data and ensuring secure communication channels are crucial.
  2. Technology Barriers: Some individuals may need more access to the necessary technology or have limited digital literacy.
  3. Regulatory Compliance: Compliance with telemedicine regulations and licensure requirements across different jurisdictions can be complex.
  4. Inclusivity: Ensuring that telemedicine services are accessible to all, including individuals with disabilities, is essential.

The Future of Disability Management

As telemedicine continues to evolve, its role in disability management will expand. We expect to see further integration with electronic health records, artificial intelligence for data analysis and enhanced remote monitoring capabilities. These advancements will lead to more personalized, efficient, and accessible disability management services.

In conclusion, telemedicine has become a cornerstone of modern disability management. Its ability to connect individuals with healthcare professionals, provide timely assessments, and offer rehabilitation services remotely has transformed how we approach disability claims. As technology continues to advance, telemedicine will play an increasingly vital role in ensuring the well-being of individuals and the efficiency of disability management processes.

 

In today’s fast-paced and demanding work environments, the well-being of employees is a top priority for responsible employers. While physical safety measures are essential, so too is the mental health of your workforce. In this regard, Mental Health First Aid (MHFA) at work has emerged as a powerful tool to create a supportive and compassionate workplace culture.

Understanding Mental Health First Aid

Just as physical first aid is crucial for addressing immediate physical health concerns, MHFA is designed to provide initial support to individuals facing mental health challenges. MHFA is a training program that equips employees with the knowledge and skills to recognize signs of mental distress, offer initial help, and guide their colleagues toward appropriate professional support.

Why Mental Health First Aid at Work Matters

  1. Early Intervention: MHFA training empowers employees to identify signs of mental health issues in their colleagues at an early stage. Early intervention can prevent conditions from worsening and promote timely access to treatment and support.
  2. Reducing Stigma: MHFA helps break down the stigma surrounding mental health. Educating employees about mental health issues and how to respond to them fosters a more open and understanding workplace culture.
  3. Enhancing Support Networks: MHFA creates a network of employees who are better equipped to support one another. This network can be a valuable source of peer support, which can effectively reduce stress and isolation.
  4. Improved Productivity: By addressing mental health issues proactively, MHFA can help prevent absenteeism, presenteeism (when employees are at work but not fully productive due to mental health issues), and employee turnover, thereby contributing to improved workplace productivity.

Implementing MHFA in Your Workplace

Here are steps to consider when implementing MHFA at work:

  1. Assess the Need: Begin by assessing the mental health needs of your workforce. Are common stressors or mental health challenges specific to your industry or workplace?
  2. Select Training Providers: Choose accredited MHFA training providers or instructors. They will deliver standardized training programs covering various mental health conditions.
  3. Customize Training: Tailor the training to your workplace’s specific needs. This may involve addressing industry-related stressors or work-specific scenarios.
  4. Engage Leadership: Gain the support of senior management to ensure the program’s success. Leadership endorsement can promote a culture of well-being throughout the organization.
  5. Train a Diverse Group: Select employees from various departments and levels within the organization to become MHFA-trained individuals. This diversity ensures that support is available across the workplace.
  6. Promote Awareness: Launch the program with communication campaigns that raise awareness about MHFA. Encourage all employees to participate and emphasize the non-judgmental and confidential nature of MHFA.
  7. Create a Supportive Environment: Ensure that your workplace culture promotes mental well-being, emphasizes empathy, and encourages employees to seek help when needed.
  8. Evaluate and Adapt: Regularly evaluate the effectiveness of your MHFA program and make necessary adjustments. Feedback from trained employees and participants can be invaluable.

Conclusion

Mental Health First Aid at work is not just a program: it’s a commitment to creating a workplace where employees feel safe, supported, and valued. By investing in MHFA training, employers can foster a culture of mental health awareness and provide crucial support to those who need it most. In the process, they are not only enhancing their employees’ well-being but also strengthening their organization’s overall health and resilience.

Take Action with TeksMed

At TeksMed, we’re dedicated to supporting employers in their efforts to create healthier, more resilient workplaces. Our disability management solutions extend to mental health, and we can assist you with integrating MHFA into your workplace wellness programs. Together, we can build a culture that prioritizes mental health and well-being.

By investing in MHFA training and TeksMed’s expertise, you’re not only enhancing the well-being of your employees but also strengthening the overall health and resilience of your organization. Reach out to us to learn how we can assist you in promoting mental health and well-being in your workplace. Visit TeksMed Services to get started.

Employee absenteeism is a pressing concern for employers across various industries. While occasional sick days are a natural part of any workforce, chronic absenteeism can have severe financial implications for businesses. This blog delves into the actual cost of absenteeism, exploring how it impacts productivity, revenue, and overall company expenses.

Understanding the Impact

  1. Lost Productivity: Absenteeism directly affects productivity. When employees are absent, their workload is often redistributed among their colleagues, leading to increased stress and reduced efficiency. A Canadian Centre for Occupational Health and Safety (CCOHS) study found that absenteeism accounts for a significant portion of lost productivity in Canadian workplaces. (https://www.ccohs.ca/)
  2. Revenue Decline: Frequent absenteeism can lead to project delays, decreased customer satisfaction, and even the loss of important clients. The ripple effect can be substantial, causing a decline in revenue over time.
  3. Hiring and Training Costs: Frequent absenteeism may necessitate hiring temporary or permanent replacements, incurring recruitment and training costs. The expense of onboarding new employees can be substantial, particularly if absenteeism persists.

The Financial Toll

The financial toll of absenteeism becomes evident when considering some key statistics:

Addressing the Issue

Employers can take proactive steps to address absenteeism and mitigate its financial consequences:

  1. Implement Wellness Programs: Wellness programs that promote physical and mental health can reduce the likelihood of illness-related absenteeism. These programs can include fitness incentives, stress management workshops, and access to mental health resources.
  2. Flexible Work Arrangements: Offering flexible work arrangements such as telecommuting and flexible hours can help employees balance their work and personal lives, reducing the need for unplanned absences.
  3. Encourage a Healthy Workplace Culture: Fostering a supportive workplace culture that values employee well-being can increase job satisfaction and reduce absenteeism.
  4. Absence Management Software: Invest in absence management software that helps track and manage employee absences efficiently. This technology can provide valuable insights into absenteeism patterns and assist in creating effective absence policies.

Absenteeism poses a significant financial challenge for employers. The costs extend beyond wages to lost productivity, revenue decline, and hiring/training expenses. Companies must prioritize employee well-being through wellness programs and flexible work arrangements to address this issue. By investing in a healthier and more supportive workplace culture, employers can reduce the actual cost of absenteeism and improve their bottom line.

TeksMed Services is dedicated to providing expert guidance and comprehensive solutions to reduce absenteeism and ensure a successful return-to-work journey. Contact us today to learn how we can assist your organization in navigating this crucial process while limiting impacts on productivity, revenue, and overall company expenses.

In today’s fast-paced and demanding work environment, the impact of mental health on employee absenteeism is becoming increasingly evident. Employees’ mental well-being is closely linked to their ability to perform their duties effectively, and when mental health suffers, it often leads to absenteeism. In this blog post, we’ll explore the connection between mental health and absenteeism and provide tips and resources for employers to support their employees’ mental well-being.

The Impact of Mental Health on Absenteeism

  1. Increased Stress Levels: Stress is a significant contributor to mental health issues. When employees experience high-stress levels, they are more likely to take time off work to cope with its effects. Workplace stress can stem from heavy workloads, unrealistic expectations, or a lack of work-life balance.
  2. Depression and Anxiety: Conditions like depression and anxiety can be debilitating and lead to prolonged absences from work. Employees may struggle to maintain their regular work responsibilities when dealing with these mental health issues.
  3. Burnout: Burnout is a state of physical and emotional exhaustion often caused by chronic stress. Employees experiencing burnout may take extended leaves of absence to recover and regain their motivation and energy.

Reducing Absenteeism through Mental Health Support

Employers can play a crucial role in reducing absenteeism related to mental health by fostering a supportive and inclusive work environment. Here are some strategies:

  1. Promote Mental Health Awareness: Create awareness campaigns about mental health issues, reduce stigma, and encourage open conversations. Let employees know that seeking help for mental health concerns is encouraged and supported.
  2. Provide Employee Assistance Programs (EAPs): EAPs offer confidential counselling and support services for employees with mental health challenges. These programs can be a valuable resource for employees seeking help.
  3. Flexible Work Arrangements: When feasible, offer flexible work hours or remote work options. This can help employees manage their mental health more effectively and reduce the need for extended leave.
  4. Training and Education: Train managers and employees on recognizing signs of mental health issues and responding empathetically and effectively.
  5. Wellness Initiatives: Implement wellness programs focusing on mental well-being, such as mindfulness sessions, stress management workshops, and physical fitness activities.
  6. Access to Mental Health Services: Ensure employees have access to mental health professionals through health insurance plans or partnerships with mental health clinics.

Absenteeism due to mental health issues is a growing concern in the workplace. Employers must recognize the connection between mental health and absenteeism and actively support their employees. Employers can reduce absenteeism, enhance employee productivity, and create a more compassionate work environment by fostering a mentally healthy workplace and providing resources for mental well-being.

If you’re looking for comprehensive disability management and mental health support for your organization, TeksMed Services is here to assist you. Contact us today to learn how we can help you prioritize the well-being of your employees and optimize your workplace productivity.

In the intricate tapestry of business operations, one vital thread often gets overlooked – occupational safety. The safety and well-being of a workforce have far-reaching impacts that extend beyond just personnel concerns. It significantly influences the financial health of an organization. In this blog, we delve into the compelling reasons why preventing occupational injuries is not only a moral imperative but a strategic move that positively impacts the bottom line.

1. Direct and Indirect Costs

Occupational injuries lead to direct costs, such as medical expenses, compensation claims, and legal fees. However, the indirect costs, often overshadowing the direct expenses, include training replacement employees, lost productivity, administrative burdens, and the potential impact on employee morale. By preventing these injuries, an organization can save on these multifaceted expenses.

2. Enhanced Productivity

A workforce free from injury is a more productive workforce. Accidents disrupt the regular workflow, leading to downtimes and reduced efficiency. When employees feel safe and valued, their engagement levels rise, translating into higher productivity. Fewer injuries mean fewer disruptions, allowing employees to focus on their tasks more effectively.

3. Reduced Turnover

A safer workplace translates to lower employee turnover. High injury rates can lead to dissatisfaction and distrust among employees, prompting them to seek alternative opportunities. Preventing injuries fosters a positive work environment, increasing employee satisfaction and reducing turnover. This saves costs related to recruitment, hiring, and training.

4. Reputation and Brand Value

Businesses that prioritize safety and employee well-being tend to have a better reputation. A reputation for a safe work environment not only attracts top talent but also resonates with customers and clients. A positive brand image can lead to increased business opportunities and higher customer loyalty, ultimately benefiting the bottom line.

5. Regulatory Compliance

Non-compliance with safety regulations can lead to hefty fines and legal troubles. Preventing injuries ensures adherence to these regulations, avoiding penalties that can impact profitability. Moreover, proactive safety measures often surpass the minimum requirements, enhancing an organization’s reputation and minimizing legal risks.

6. Insurance Premiums

A history of occupational injuries can lead to higher insurance premiums. Preventing injuries can help maintain lower insurance costs, positively affecting the organization’s budget.

7. Operational Continuity

Occupational injuries can disrupt operations, leading to delays and increased costs. A safer work environment ensures smoother operations, reducing the chances of unforeseen disruptions and costly halts in production.

Occupational injuries aren’t merely challenges that organizations must address — they present opportunities for substantial improvements. A commitment to preventing these injuries not only safeguards the well-being of employees, but also boosts the organization’s bottom line. As businesses recognize the intricate connection between safety and profitability, investing in prevention measures becomes a strategic move that yields long-term financial benefits.

Discover a safer path forward with TeksMed Services. As a pioneering force in disability management programs and return-to-work solutions in Canada, we stand ready to partner with your company. In the unfortunate event of an accident, our expert team is dedicated to supporting your organization with comprehensive disability management and seamless return-to-work programs. Reach out to us today and learn how we can ensure your injured employees’ well-being while optimizing workplace productivity. Let’s build a safer and more productive future together.

Returning to work after an injury or illness can be a challenging process for both employers and employees. Effective communication, careful planning, and support are essential to ensure a smooth transition. In this blog, we’ll delve into the key steps involved in navigating the return-to-work process, offering valuable insights for employers and employees alike.

Open and Transparent Communication

Clear and consistent communication is the cornerstone of a successful return-to-work process. Employers and employees alike benefit from open dialogue that fosters understanding, trust, and collaboration. Navigating the journey back to the workplace after an injury or illness requires careful consideration and ongoing interaction. Open and transparent communication is more than a procedural requirement — it’s a compassionate and strategic approach that fosters a successful return-to-work process. Regular check-ins, tailored communication styles, and a commitment to addressing concerns create an atmosphere of support.

Engaging Healthcare Providers

A collaborative approach with healthcare providers is a linchpin in the return-to-work process. Employers and healthcare professionals working hand in hand can lead to a seamless transition back to the workplace for employees recovering from injuries or illnesses. Healthcare providers possess vital insights into an employee’s medical condition, limitations, and capabilities. By establishing a strong line of communication with them, employers gain a comprehensive understanding of the employee’s health status. This information serves as the foundation for developing an effective return-to-work plan that is tailored to the employee’s needs. In the journey of facilitating a successful return to work, collaboration with healthcare providers is the bridge that connects medical insights with practical workplace strategies.

Developing a Customized Return-to-Work Plan

A carefully crafted return-to-work plan is the compass that guides both employers and employees through the intricate journey of transitioning back to the workplace after an injury or illness. A plan that is well-structured, customized, and responsive to the employee’s needs is not only beneficial for the individual’s recovery, but also pivotal for the organization’s overall productivity. Each employee’s journey is unique; a return-to-work plan should be a reflection of this individuality. Customization ensures that the plan aligns precisely with the employee’s medical condition, capabilities, and the demands of their role. A tailored approach increases the likelihood of a smooth transition, minimizes the risk of complications, and accelerates the employee’s reintegration into the workforce.

Providing Necessary Accommodations

In the intricate process of return to work, the spotlight often falls on the employee’s medical condition and their readiness to rejoin the workforce. However, another crucial player in this progression is the concept of reasonable accommodations. These accommodations are the bridge that connects the employee’s current medical state with the demands of their job role, ensuring a harmonious and effective return. Reasonable accommodations are adjustments or modifications that employers make to the work environment, job tasks, or work schedules to enable employees with disabilities or medical restrictions to perform their job duties effectively. These accommodations are intended to level the playing field and eliminate barriers that might hinder an employee’s full participation and contribution.

Phased Return-to-Work

A phased return-to-work approach is an orchestrated strategy that allows employees to reenter the workplace gradually after an injury or illness. Rather than diving headfirst into their usual workload, employees start with reduced hours, lighter responsibilities, or modified tasks. The primary goal is to ensure a smooth reintegration, safeguard the employee’s health, and prevent setbacks that might arise from overexertion.

Employee Support and Well-being

In the intricate process of guiding employees back to the workplace after a period of medical leave, acknowledging the significance of their emotional well-being is paramount. Beyond physical recovery, tending to an employee’s emotional health plays a pivotal role in facilitating a successful return-to-work journey. Employers who recognize this aspect and implement strategies to offer emotional support reap the benefits of a resilient, motivated, and engaged workforce.  One of the bases of a compassionate work environment is the availability of Employee Assistance Programs (EAPs). These programs offer a confidential and safe space for employees to discuss their emotional challenges with professionals. EAPs provide counselling services, coping strategies, and resources to help employees manage stress, anxiety, and emotional well-being. Beyond EAPs, wellness initiatives contribute to nurturing emotional well-being. Activities such as mindfulness sessions, stress management workshops, and support groups create a platform for employees to connect, share their experiences, and learn techniques to manage their emotions effectively.

Regular Review and Flexibility

Recovery is not always linear. As an employee progresses through their recovery, their physical and mental state might evolve. They might experience periods of rapid improvement followed by moments of plateau or even regression. Additionally, the nature of their job and workplace demands might evolve, too. For instance, a project deadline might shift, requiring a temporary shift in responsibilities. A return-to-work plan should be viewed as a living document, capable of adapting to changing realities. If an employee’s condition takes an unexpected turn, such as experiencing increased pain or fatigue, adjustments might involve modified tasks, altered hours, or additional support. These adaptations are not a sign of setback but rather a reflection of the commitment to the employee’s well-being.

Navigating the return-to-work process requires collaboration, empathy, and a commitment to the well-being of employees. By fostering open communication, engaging healthcare providers, and creating tailored return-to-work plans, employers can create an environment that supports recovery and reintegration. TeksMed Services is dedicated to providing expert guidance and comprehensive solutions to ensure a successful return-to-work journey. Contact us today to learn how we can assist your organization in navigating this crucial process and promoting a healthier, more productive workplace.

In today’s dynamic and competitive professional landscape, safeguarding employee well-being extends beyond physical safety—it must encompass the realm of mental health as well. For an organization to truly thrive, employers must nurture a psychologically safe workplace: a nurturing environment where individuals feel accepted, respected, and able to voice their thoughts without fear. This post dives deep into the concept of psychological safety, its role in mental health protection, and its myriad benefits, along with actionable steps employers can implement to foster such an environment.

Decoding Psychological Safety

Psychological safety, at its core, is an environment that encourages free expression of thoughts, idea exchange, and calculated risk-taking without the looming threat of punishment or judgment. It demands a workplace culture steeped in trust, empathy, and mutual respect—where each individual’s opinion is acknowledged and appreciated. Employees who perceive their workplace as psychologically safe are more likely to be involved, innovative, and productive, fueling a positive work culture that directly influences employee contentment and retention.

The Influential Role of Psychological Safety on Employee Mental Health

A psychologically safe environment significantly influences employees’ mental health, fostering:

  • Reduced Stress: A safe atmosphere enables open discussion of challenges, thereby alleviating stress and anxiety levels.
  • Enhanced Job Satisfaction: Feeling appreciated and valued boosts job satisfaction and fosters a sense of belonging.
  • Robust Collaboration: Psychological safety cultivates teamwork and cooperation, strengthening professional bonds.
  • Increased Creativity and Innovation: Employees are more inclined to share ground breaking ideas and take calculated risks when they feel safe.
  • Resilience Building: In challenging times, psychological safety nurtures resilience and mental wellness.

Blueprint to Craft a Psychologically Safe Workplace

Fostering Open Communication:

Open communication is the cornerstone of a psychologically safe workplace. To foster this, organizations can implement practices such as regular team meetings, suggestion boxes, and anonymous feedback platforms. Encourage employees to express their thoughts, ideas, and concerns without hesitation. This openness allows for early identification and resolution of potential issues and helps employees feel heard and understood. Remember, the goal is to create a space where employees can voice their opinions without the fear of reprisals, promoting a culture of mutual respect and understanding.

Leading by Example:

Managers and leaders play a pivotal role in setting the tone for a psychologically safe environment. By demonstrating positive behaviors like active listening, empathy, and treating failures as learning opportunities, they can establish a trustful atmosphere. It’s crucial for leaders to model the behavior they wish to see, showing vulnerability when appropriate and recognizing their own mistakes. This helps to humanize them and shows employees that it’s okay not to be perfect.

Extending Mental Health Support:

Providing robust mental health support is a key step in creating a psychologically safe environment. This might include offering Employee Assistance Programs (EAPs), mental health training sessions, and access to counseling services. Additionally, promoting self-care and stress management strategies can help employees better cope with their mental health. Regularly reminding employees about these resources and making sure they are easy to access can encourage utilization and open dialogue about mental health.

Adopting Anti-Stigma Policies:

Despite growing awareness, mental health stigma remains pervasive in many workplaces. To counteract this, organizations should implement policies that explicitly oppose mental health discrimination. This might include education campaigns to raise awareness about mental health conditions, highlighting success stories of employees managing their mental health, or even partnering with mental health organizations for events or seminars. The goal is to create an environment where employees feel comfortable seeking help when required, knowing they will not be judged or penalized.

Promoting Flexible Work Arrangements:

Flexible work schedules can be a game-changer in terms of mental health. Allowing employees to tailor their work hours to fit their personal life can significantly reduce stress and increase job satisfaction. This might mean offering options such as remote work, flexible start and end times, or compressed workweeks. By supporting employees in managing their work-life balance, employers can contribute significantly to their overall mental well-being.

Offering Training and Education:

Regular training and education sessions are vital to equip both managers and employees with the skills to identify signs of distress and provide suitable support. This could include training on active listening, empathy, mental health first aid, and strategies for approaching conversations around mental health. By building a shared understanding of mental health, organizations can create a more supportive, understanding environment where employees feel cared for and valued.

Investing in the cultivation of a psychologically safe workplace not only enhances employee mental health but also propels productivity, innovation, and overall business success. By prioritizing the mental health of their teams, employers can cultivate a positive work environment where every individual feels cherished, supported, and empowered to excel. Embracing the mental well-being of employees is tantamount to embracing the success of the organization. Let’s collaboratively nurture workplaces where everyone feels psychologically secure, valued, and respected.

Is your organization looking for assistance developing the psychological safety of its workplaces? If so, we are here to help. Contact TeksMed today.

WorkSafeBC’s Board of Directors has recently approved amendments to the Occupational Health and Safety Regulation. These amendments will become effective on November 1, 2024. and are designed to improve workplace safety and protect the well-being of workers in British Columbia. Let’s take a closer look at the key approved amendments:

  1. Occupational Health and Safety Program:
    • Employers with 20 or more workers and at least one workplace with a moderate or high risk of injury are required to initiate and maintain an occupational health and safety program outlined in section 3.3. This program also applies to employers with 50 or more workers.
    • The program applies to the entire operations of employers falling under these categories.
  2. First Aid Attendants and Qualifications:
    • Employers must ensure that designated first aid attendants meet specific qualifications, including being at least 16 years old, successfully completing a first aid training course or examination approved by the Board, holding a valid first aid certificate at the required level, and meeting any additional requirements set by the Board.
  3. Basic Requirements for First Aid:
    • Employers must provide adequate equipment, supplies, facilities, first aid attendants, and services in the workplace to promptly render first aid to injured workers and transport them to medical treatment.
    • The employer must provide at least the equipment, supplies, facilities, first aid attendants, and services required by Schedule 3-A, as well as any additional necessary resources.
    • The type, quantity, quality, maintenance, and use of equipment, facilities, and transportation methods must meet acceptable standards defined by the Board.
    • Employers are required to conduct a written assessment of the workplace, including factors such as the number and locations of workers, risks and hazards, types of likely injuries, barriers to first aid provision, and transportation time and methods. This assessment must be reviewed and updated regularly in consultation with the joint committee or the worker health and safety representative.
  4. First Aid Procedures and Records:
    • Employers must maintain up-to-date written procedures for providing first aid at the workplace, including equipment, location, calling procedures, authority of the first aid attendant, transportation arrangements, and prearranged routes to medical treatment.
    • These procedures must be effectively communicated to workers through posting or alternative means.
    • First aid attendants, as well as individuals authorized to call for transportation, must be trained in these procedures.
    • Employers must ensure that drills are conducted at least once a year and whenever procedures change to evaluate their effectiveness and ensure workers and first aid attendants are capable of fulfilling their roles.
    • Employers must maintain records of all reported or treated injuries and exposures to contaminants covered by the regulation in a confidential manner for at least three years. These records must be made available for inspection by WorkSafeBC officers.

A succinct summarization of employers’ minimum first aid requirements can be found in the new Schedule 3-A highlighted within the amendments to Part 3 of the Occupational Health and Safety Regulation.

These amendments aim to enhance workplace safety, promote effective first-aid response, and ensure employers fulfill their responsibilities in providing adequate resources and training. Employers should familiarize themselves with these changes and update their practices accordingly.

For a detailed breakdown of the amendments, including explanatory notes and strikethrough versions, please refer to the official document provided by WorkSafeBC: https://www.worksafebc.com/en/resources/law-policy/discussion-papers/part-3-minimum-levels-of-first-aid-strikethrough#msdynttrid=kYkJk7xtkvIT6jmydFKjl9hQ1xkwAXtpJ-vj_l03PHs

At TeksMed, we prioritize workplace health and disability management. Our team can assist your organization in navigating these regulatory changes and providing comprehensive support. Contact us to learn more about how we can help.

The rise of remote work has transformed the modern workplace, bringing convenience and flexibility to employees. However, this shift has also raised important questions about how workers’ compensation applies to injuries that occur outside of traditional office settings. In this TeksTalk, we delve into the complexities surrounding remote workplace injury claims, shedding light on the challenges faced by both employers and employees in navigating this evolving landscape.

The Changing Nature of Work

Remote work offers numerous benefits, but it also introduces unique challenges when it comes to determining the eligibility of workers’ compensation claims. With employees working from home or other remote locations, the lines between work and personal life can become blurred, making it more difficult to establish the connection between an injury and work-related activities.

Legal Considerations

Workers’ compensation laws and regulations vary by jurisdiction, and the interpretation of these laws in the context of remote work is still evolving. It is essential for employers to understand the specific requirements and obligations set forth by their respective jurisdictions to ensure compliance and mitigate potential legal risks.

One of the primary challenges in remote workplace injury claims is establishing causation – linking the injury directly to work-related activities. Unlike in a traditional office environment, where the employer has more control over the work environment, remote work presents unique challenges in determining whether the injury occurred within the scope of employment.

Accurate and timely documentation and reporting of remote workplace injuries are crucial. Employers should establish clear policies and procedures for reporting injuries sustained during remote work and ensure employees understand their obligations in documenting and reporting incidents promptly. This documentation is vital in substantiating the claim and providing evidence of the injury’s work-related nature.

Mitigating Remote Work Risks

To reduce the likelihood of remote workplace injuries, employers must take proactive measures to mitigate risks. This includes providing comprehensive training on ergonomics, safety protocols, and best practices for remote work. Employers should also encourage open communication channels for employees to report safety concerns and promptly address any potential hazards.

Impact on Mental Health

Remote work has also shed light on the importance of considering mental health in the context of workplace injury claims. Isolation, increased workload, and blurred work-life boundaries can contribute to stress and mental health challenges. Employers should prioritize mental health support and resources for remote workers to address these issues proactively.

 

The remote work landscape has brought about a paradigm shift in how we approach workers’ compensation claims. As more organizations embrace remote work arrangements, it becomes crucial to navigate the complexities surrounding remote workplace injury claims effectively. By understanding the legal requirements, documenting incidents accurately, and mitigating remote work risks, employers can ensure the well-being of their remote workforce while safeguarding their legal obligations. Balancing the evolving needs of remote employees and workers’ compensation regulations is a challenging task. Still, with proper policies and proactive measures, organizations can create a safe and supportive remote work environment.

Contact TeksMed Today

TeksMed Services is a leading provider of disability management programs and return to work for injured employees in Canada. When a remote workplace injury claim does happen, TeksMed can help your company with its disability management program and return to work for injured employees. Call us today to learn more.

Drug overdose incidents have become a pressing concern in today’s society, impacting communities and workplaces across the globe. In response to this crisis, organizations and governments are recognizing the critical role of naloxone in preventing opioid-related fatalities. Read on as we explore the importance of naloxone in the workplace and how its availability can help ensure safety, save lives, and support employees in times of need.

Understanding Naloxone

Naloxone, commonly known by the brand name Narcan, is a medication designed to reverse opioid overdose effects rapidly. It works by blocking the opioid receptors in the brain, restoring normal breathing and preventing fatal outcomes. Naloxone is safe, easy to administer, and has proven to be highly effective in reversing opioid overdoses.

Workplace Risk Factors

The workplace is not immune to the opioid crisis, and employers need to be aware of the potential risks. Some employees may have an existing opioid use disorder. In contrast, others may be exposed to opioids due to the nature of their work, such as healthcare professionals, first responders, or those in the manufacturing and construction industries. Recognizing these risk factors is crucial in implementing effective strategies for prevention and response.

Promoting a Safe and Supportive Workplace

Employers have a responsibility to create a safe and supportive work environment that addresses the risks associated with opioids. This includes implementing comprehensive drug policies, providing education and training on opioids and naloxone, and establishing protocols for responding to overdose incidents. By prioritizing employee well-being, organizations can foster a culture of care and support.

Access to Naloxone

Ensuring access to naloxone in the workplace is a crucial step in mitigating the impact of opioid overdoses. Employers can collaborate with local health authorities or community organizations to obtain naloxone kits and develop appropriate training programs for employees. Training should cover recognizing the signs of an overdose, administering naloxone, and seeking additional medical assistance.

Overcoming Stigma and Encouraging Support

The stigma surrounding substance use disorders often prevents individuals from seeking help or disclosing their condition in the workplace. By promoting a non-judgmental and supportive environment, employers can help reduce the stigma associated with opioid use disorders and encourage employees to come forward and seek assistance. This can be achieved through awareness campaigns, employee assistance programs, and accessible resources.

The opioid crisis is a complex issue that demands attention from all sectors of society, including workplaces. By recognizing the importance of naloxone in the workplace, organizations can play a crucial role in saving lives and supporting employees affected by opioid use disorders. Implementing comprehensive policies, providing training, and ensuring naloxone availability are key steps toward creating safer work environments and fostering a culture of compassion and well-being.

Remember, the availability of naloxone is not just a legal requirement in some circumstances; it is a vital tool that can make a significant difference when it comes to preventing tragic outcomes and supporting those in need.

Contact TeksMed Today

TeksMed Services is a leading provider of disability management programs and return to work for injured employees in Canada. If you have a workers’ compensation claim due to a narcotic-related incident, TeksMed can help your company. Call us today to learn more.

In the realm of workplace safety, understanding the intricate workings of the human mind and body is essential. This blog post delves into the fascinating science behind employee behaviour and decision-making within the workplace environment. By exploring the influence of psychological and physiological factors on risk perception, we aim to shed light on how organizations can create safer workspaces and foster a culture of safety.

1. The Impact of Stress on Risk Perception:

Stress is a pervasive factor in the modern workplace, and its impact on risk perception should be considered. When employees experience high-stress levels, their ability to accurately perceive and respond to risks can be compromised, leading to an increased likelihood of accidents and injuries.

Under stressful conditions, the body’s stress response is activated, triggering the release of stress hormones such as cortisol and adrenaline. These hormones can profoundly affect cognition, memory, attention, and decision-making processes. Moreover, prolonged exposure to stress can weaken the immune system, making individuals more susceptible to illnesses and injuries.

Stress can also impact employees’ mental wellbeing, leading to emotional distress, anxiety, and reduced mental resilience. In this state, individuals may experience cognitive biases that distort their risk perception, such as downplaying potential hazards or overestimating their ability to handle risks effectively. This can create a dangerous disconnect between perceived and actual risk levels.

To effectively mitigate the impact of stress on risk perception, organizations should adopt tailored stress management strategies that align with the specific demands and characteristics of their industries and workplace settings.

2. The Role of Fatigue in Workplace Accidents:

Fatigue is a silent hazard that can impair cognitive function, reaction time, and decision-making abilities. It is invaluable to understand the science behind fatigue, its causes and consequences on workplace safety. Furthermore, the importance of adequate rest, sleep hygiene, and shift scheduling to mitigate the risks associated with fatigue cannot be overstated.

Fatigue is more than just feeling tired. A complex physiological and psychological state impairs cognitive function, reaction time, and decision-making abilities. Several factors contribute to fatigue, including inadequate sleep, long work hours, physically and mentally demanding tasks, shift work, and irregular schedules. When employees are fatigued, their performance and judgment can be significantly compromised, increasing the likelihood of workplace accidents and errors.

Organizations should implement tailored strategies that address the specific challenges and demands of their industries and workplace settings to mitigate the risks associated with fatigue. Some suggestions include promoting sleep hygiene, optimizing shift scheduling, providing fatigue awareness training, and monitoring and addressing fatigue-related issues.

3. Cognitive Biases and Risk Perception:

Our minds are inherently susceptible to cognitive biases, which can significantly impact risk perception and decision-making in the workplace. By gaining a deeper understanding of these biases, organizations can implement targeted interventions and training programs to enhance risk awareness and improve decision-making processes.

Common Cognitive Biases in the Workplace:

  • Optimism Bias: Optimism bias leads individuals to underestimate risks and overestimate positive outcomes. In the workplace, this bias can lead employees to overlook potential hazards or believe that accidents are unlikely to happen to them. As a result, risk mitigation measures may be disregarded, and safety protocols may need to be addressed.
  • Confirmation Bias: Confirmation bias refers to seeking information that confirms pre-existing beliefs or expectations while disregarding conflicting evidence. In the context of workplace safety, employees may selectively perceive information that supports their existing assumptions about risk, leading to incomplete risk assessments and overlooking necessary safety precautions.
  • Availability Heuristic: The availability heuristic bias involves making judgments based on the ease with which relevant examples or information come to mind. In the workplace, this bias can lead employees to overestimate the likelihood of certain risks if they recall vivid or recent incidents while underestimating less memorable but equally significant risks. This can result in misdirected safety efforts and inadequate risk management strategies.

Understanding cognitive biases is vital for creating a safer work environment. Moreover, organizations can take proactive measures to counteract their effects by recognizing the biases that can cloud risk perception and decision-making. However, organizations can enhance risk awareness and create a safer work environment by raising awareness about these biases, implementing targeted interventions, and fostering a culture of critical thinking and objectivity.

4. Mitigating Psychological and Physiological Factors:

Creating a safe and healthy work environment involves addressing not only the psychological but also the physiological factors that can impact workplace safety. Creating a culture of safety, promoting employee wellbeing, and addressing both psychological and physiological aspects of risk management can result in improved safety outcomes, increased employee engagement, and enhance overall organizational performance.

  • Effective Communication and Training Programs: Establishing clear and effective communication channels is essential for promoting workplace safety. Ensure that safety protocols, procedures, and expectations are communicated regularly and comprehensively to all employees. Conduct regular safety training programs that address the psychological aspects of risk perception, decision-making, and stress management. Encourage open dialogue and active engagement, allowing employees to voice their concerns, share experiences, and contribute to a culture of safety.
  • Provision of Resources and Support: Empower employees with the necessary resources, tools, and support to make safer choices. This can include access to personal protective equipment (PPE), safety guidelines, and training materials. Foster a supportive work environment where employees feel comfortable reporting hazards, near-misses, or safety concerns. Establish a confidential reporting system to encourage open and honest communication without fear of reprisal.
  • Ergonomic Design and Workstation Setup: Consider the ergonomic design of workstations to minimize physical strain and reduce the risk of musculoskeletal injuries. Assess the layout, equipment, and tools used in different job roles to ensure they promote proper posture, reduce repetitive motion, and support employee wellbeing. Regularly review and adjust workstations based on employee feedback and ergonomic principles to optimize comfort, productivity, and safety.
  • Restorative Breaks and Work-Life Balance: Recognize the importance of restorative breaks to combat fatigue and maintain optimal cognitive function. Encourage employees to take regular breaks, engage in physical activity, and practice relaxation techniques. In addition, promote a healthy work-life balance by discouraging excessive overtime and encouraging time off to recharge and rejuvenate. Where feasible, consider implementing flexible work arrangements to support employee wellbeing and reduce the risk of burnout.
  • Environmental Factors and Hazard Mitigation: Identify potential environmental hazards in the workplace and take proactive measures to mitigate their impact. This may include proper ventilation, adequate lighting, and maintaining a clean and clutter-free work environment. Conduct regular inspections to identify and address potential safety hazards promptly. Involve employees in the hazard identification process and encourage them to contribute ideas and suggestions for improvement.
  • Employee Wellbeing Programs: Implement employee well-being programs that address both physical and mental health. Provide access to resources such as employee assistance programs, wellness initiatives, and stress management workshops. Encourage a culture of self-care, resilience, and work-life integration. Consider organizing team-building activities, health challenges, or mindfulness sessions to promote employee well-being and foster a positive work environment.

 

By examining the science of workplace safety and understanding the psychology and physiology of risk, organizations can take proactive measures to create safer work environments. By acknowledging the influence of stress, fatigue, and cognitive biases, employers can implement targeted strategies to promote risk awareness, enhance decision-making, and foster a culture of safety. Together, let’s harness the power of science to build workplaces prioritizing all employees’ wellbeing and safety.

Contact TeksMed Today

 TeksMed Services is a leading provider of disability management programs and return to work for injured employees in Canada. When an accident happens, TeksMed can help your company with its disability management program and return to work for injured employees. Call us today to learn more.

Workplace accidents go beyond immediate physical injury or property damage. This blog post delves into the often-overlooked long-term financial and social costs associated with workplace accidents. By shedding light on these hidden costs, we aim to raise awareness among employers about the importance of investing in comprehensive safety programs. Understanding the broader impact of workplace accidents can serve as a catalyst for proactive measures that prioritize employee well-being and organizational success.

1. Lost Productivity

Workplace accidents result in lost productivity, as injured employees may require time off work to recover or experience reduced efficiency during their healing process. The subsequent disruption to workflow and the need for replacement workers or overtime can significantly impact productivity levels, leading to financial losses for the organization.

2. Workers’ Compensation Claims

Workplace accidents often trigger workers’ compensation claims, which can have substantial financial implications for employers. These claims may involve medical expenses, rehabilitation costs, and wage replacement, all of which contribute to increased insurance premiums and additional administrative burdens.

3. Reputational Damage

Workplace accidents can tarnish an organization’s reputation, both internally and externally. Employees may lose trust in their employer’s commitment to safety, leading to decreased morale and engagement. Externally, negative publicity surrounding workplace accidents can harm the company’s image, making it challenging to attract and retain top talent and potential clients.

4. Legal Consequences

Serious workplace accidents may result in legal consequences, including fines, penalties, and lawsuits. Legal battles can drain financial resources, damage the company’s reputation, and consume valuable time and energy that could have been devoted to core business operations.

5. Employee Wellbeing and Job Satisfaction

Workplace accidents impact not only the injured employee but also the overall wellbeing and job satisfaction of the workforce. Employees who witness accidents or work in an unsafe environment may experience heightened stress, anxiety, and fear, leading to decreased productivity and increased turnover rates.

 

Understanding the indirect costs of workplace accidents is crucial for employers to recognize the importance of proactive safety measures. By investing in comprehensive safety programs, organizations can minimize the financial and social impacts of workplace accidents. Prioritizing employee wellbeing and fostering a culture of safety not only mitigates financial risks but also enhances productivity, job satisfaction, and reputation. Let us work together to create safer work environments that protect employees and contribute to long-term success.

Contact TeksMed Today

TeksMed Services is at the forefront of disability management programs and return-to-work solutions in Canada. In the unfortunate event of an accident, our expert team is here to support your company with comprehensive disability management and seamless return-to-work programs. Contact us today to discover how we can assist you in ensuring the well-being of your injured employees and optimizing your workplace productivity.

In today’s workplace, more and more people spend extended periods sitting at a desk and working on a computer. As a result, ergonomic injuries have become increasingly prevalent, causing physical and financial damage to both employees and employers. However, this doesn’t have to be the case. Let us examine the dangers of ergonomic injuries in the workplace and discuss preventive measures employers can take to reduce the risk of injury.

Understanding Ergonomic Injuries: What Are They and Why Do They Happen?

Ergonomic injuries are musculoskeletal disorders caused by repetitive motions, poor posture, or awkward positions. These injuries can result in pain, stiffness, numbness, or weakness in the affected area. They can also lead to lost productivity, reduced job satisfaction, and increased healthcare costs for employees and employers. Common causes of ergonomic injuries in the workplace include prolonged sitting, repetitive motions, and forceful exertions.

The Most Common Types of Ergonomic Injuries and How to Spot Them

Repetitive strain injuries (RSI) and carpal tunnel syndrome are the most common ergonomic injuries. These injuries can occur in the wrist, hand, and forearm due to repetitive motions, such as typing or using a mouse. Back and neck pain caused by poor posture and awkward positioning are also common ergonomic injuries. Eye strain and headaches caused by computer use are additional injuries that can develop over time. Employers can identify ergonomic injuries by observing employees’ posture, movements, and complaints of pain or discomfort.

The Importance of Ergonomic Training and Prevention Strategies

Employers can take steps to prevent ergonomic injuries by training employees on proper ergonomics and workplace safety. This can include educating employees on proper posture and movement, providing ergonomic equipment such as adjustable desks, chairs, and monitor stands, and encouraging regular breaks and movement throughout the workday. Creating an ergonomic culture in the workplace can also help prevent injuries before they occur.

The Consequences of Ignoring Ergonomic Injuries

Ignoring ergonomic injuries can have serious consequences for both employees and employers. Employees may experience decreased job satisfaction and productivity, reduced quality of life, and increased healthcare costs. Employers may face workers’ compensation claims and lost productivity, as well as the long-term effects of untreated ergonomic injuries, such as chronic pain and disability.

Ergonomic injuries are a serious concern in the modern workplace. Employers can take action to prevent these injuries by investing in ergonomic training and solutions, such as adjustable equipment and regular breaks. By prioritizing workplace safety, employers can help their employees stay healthy and productive while reducing the risk of costly injuries. Don’t let ergonomic injuries harm your workforce – take action today to protect your employees and your bottom line.

Contact TeksMed Today

While preventing ergonomic injuries from occurring in the first place is always the best course of action, there may be times when your company will require disability management or return-to-work programs; this is where TeksMed can help. Contact us today to learn more about our services.

As businesses continue to adapt to a post-pandemic world, many are embracing hybrid work environments that allow employees to work both in the office and remotely. While this provides greater flexibility and autonomy for workers, it also presents unique safety challenges that employers must address. Here are some tips for managing safety in a hybrid work environment.

Conduct a safety assessment

Start by identifying the potential safety hazards that could arise in a hybrid work environment. This may include ergonomic risks associated with remote work, such as poor posture or inadequate equipment, as well as hazards related to the office environment, such as trip hazards or inadequate lighting. Once you have identified these risks, you can develop strategies to mitigate them.

Provide safety training

Ensure that all employees receive safety training that addresses the unique risks associated with hybrid work environments. This should cover topics such as ergonomics, fire safety, and emergency procedures. Be sure to provide training materials in a variety of formats, such as videos, infographics, and interactive e-learning modules, to accommodate different learning styles.

Establish clear safety policies

Develop policies and procedures that clearly outline expectations for safety in both the office and remote work environments. This should include guidelines for maintaining a safe and ergonomic workspace, as well as protocols for reporting safety incidents or hazards.

Implement technology solutions

Leverage technology to enhance safety in a hybrid work environment. This may include tools like virtual ergonomics assessments or remote safety inspections to identify potential hazards and provide targeted recommendations. Additionally, consider implementing safety management software that allows you to track incidents, manage corrective actions, and monitor safety performance.

Encourage open communication

Encourage employees to report safety concerns or incidents, regardless of whether they occur in the office or while working remotely. Create a culture of safety where employees feel comfortable sharing their concerns and know that their feedback is valued.

By taking these steps, you can help ensure that your hybrid work environment is a safe and productive place for your employees. Remember to regularly review and update your safety policies and procedures as needed to address changing circumstances and emerging risks.

Contact TeksMed Today

TeksMed Services is a leading provider of disability management programs and return to work for injured employees in Canada. When an accident does happens, TeksMed can help your company with its disability management program and return to work for injured employees. Call us today to learn more.

Noise pollution is a major issue in workplaces, especially in industries that require workers to operate heavy machinery or work in loud environments. Prolonged exposure to loud noises can lead to hearing loss, which is a serious concern for both employers and employees. In Canada, the workers’ compensation system provides compensation for hearing loss claims, but preventing noise pollution in the first place is always the best course of action. Here we discuss five examples of how to prevent noise pollution on the job.

Conduct Regular Noise Surveys:

One of the most effective ways to prevent noise pollution is to conduct regular noise surveys. These surveys can help identify areas where noise levels are high and where noise reduction measures need to be implemented. Regular noise surveys also ensure that noise levels remain within safe limits, reducing the risk of hearing loss and other noise-related health issues.

Provide Hearing Protection:

Providing hearing protection to workers is another effective way to prevent noise pollution. This can include earplugs, earmuffs, or other hearing protection devices. Employers should ensure that workers have access to high-quality hearing protection and that they are trained on how to use them correctly.

Use Engineering Controls:

Engineering controls are another effective way to prevent noise pollution. These controls can include noise barriers, sound-absorbing materials, and equipment enclosures. Employers should work with engineers and other professionals to design and implement effective engineering controls to reduce noise levels in the workplace.

Implement Administrative Controls:

Administrative controls can also help prevent noise pollution. This can include rotating workers to different tasks to limit their exposure to loud noises, scheduling breaks in noisy areas, and limiting workers’ time in high-noise areas. Employers should work with their employees to develop adequate administrative controls that help prevent noise pollution on the job.

Train Workers on Noise Hazards:

Employers should provide their workers with training on noise hazards and how to prevent hearing loss. This can include information on the health risks associated with noise pollution, how to use hearing protection, and how to recognize signs of hearing loss. By providing workers with the knowledge they need to protect themselves, employers can help prevent noise pollution on the job.

Preventing noise pollution in the workplace is essential to protecting workers from the risks of hearing loss and other noise-related health issues. By conducting regular noise surveys, providing hearing protection, using engineering and administrative controls, and training workers on noise hazards, employers can create a safer, healthier workplace. Take action today to protect your workers and prevent noise pollution on the job.

Contact TeksMed Today

TeksMed Services is a leading provider of disability management programs and return to work for injured employees in Canada. If you have a workers’ compensation claim due to noise pollution, TeksMed can help your company. Call us today to learn more.

When we talk about the construction industry, many people will associate it with extra safety training and precautions simply due to the nature of the job. However, it is rarely discussed why that training is in place and how it can help employers and their employees ensure the job gets done right and without injury. Here is why safety training is so important for those who are working in construction.

Reduce injuries and accidents.

This reason may seem like the most obvious reason for safety training with your employees, but it is also the most important. Having the right personal protective equipment and professionals on site who know what they’re doing is imperative to ensure no one gets hurt on the job.

Additionally, having safety programs in place – like training and protocols – also ensures employees know what to do in the event of an accident or injury to minimize the damage or prevent further injuries from happening. These protocols can also empower your employees to do the right thing and report any issues they believe may cause an accident or injury to their fellow employees.

Help save on costs.

Having an injury at a job site or in the workplace can become incredibly costly for employers. It’s not always about the costs, though, as employers should always have the well-being of their employees in mind, but understanding how costly it can be to have an injury on the job is also important.

If employers are spending less on workplace injuries and, by extension, less on workers’ compensation premiums, then it could mean bigger raises for employees or more money that owners can put into the business. It benefits everyone if employers spend less on accidents and injuries.

More productive employees.

If employees are properly trained on safety precautions and protocols, it means they will be able to focus more on the tasks and jobs they have to do. Further, if you can reduce the number of accidents or injuries that happen at work, fewer employees will be taking days off, and you will be able to complete jobs more quickly and efficiently.

More accurate documentation.

Even if you do as much as you can think of to help prevent accidents on the job, they still could happen on the job. Properly documenting an accident, including the details, is essential, so training your employees to know what to do when accidents happen can be just as useful as trying to prevent them altogether.

Employers need to keep track of accidents and injuries, so having the right documentation outlining the details and who was involved can be very helpful if questions arise.

Ensuring your employees are trained properly for the construction site can help guarantee they do not get injured while working for you – which is the most important part. It can also help to keep costs down and help you put money into the business to grow it instead of preventing accidents. Taking the time to properly train your employees now can save you a lot in the long run.

Contact TeksMed today.

When an accident happens, TeksMed can help your company with its disability management program and return to work for injured employees. Call us today to learn more.

Part of living in Canada is dealing with the winter weather and all the dangers it can bring. As an employer, you are responsible for ensuring that your employees are safe when working for you, no matter what the weather may bring. Especially during inclement weather, getting to and from work – and performing appropriate employment duties – can be dangerous for your employees. Here are a few ways you can make sure your employees stay safe during a winter snowstorm.

Keeping the office building safe 

For your employees who need to come into the office during a snowstorm, you have certain responsibilities to ensure employees do not injure themselves coming into the office.

Making sure the office building is safe would include clearing sidewalks and parking lots of snow and ice. Numerous injuries happen every winter when employees are trying to get from their cars to the office because sidewalks and other walkways are not properly cleared.

Inside the office

Sometimes when floors get wet, they can be incredibly slippery, and with winter boots coming into the office – covered in snow and ice – those floors are going to get wet. Keeping general walkways cleared of water and having appropriate signs in place can help prevent any slips or falls inside the office.

Protecting outdoor workers

For many companies, their employees work outside all year – no matter the weather. Concerns like hypothermia and frostbite are common for those who work outside during the winter.

To ensure your employees do not suffer from these conditions, it’s important to ensure they have the proper clothing and protection. As an employer, you can provide them with a clothing allowance or ensure there are proper clothes available to the employee to use while on the job.

In some cases, the weather will just be too dangerous to work outside – no matter the clothing available to the employees. It’s important that the employer monitor the weather to see if it’s too dangerous to work outside at all. If that happens, employee safety must be prioritized, and they need to be sent home.

Implementing an inclement weather policy

If the weather is bad enough that your business must close, it’s the responsibility of the employer to notify all employees of the closure. With a policy in place, it can make the closing procedure go much smoother, and employees will know exactly what to do when the weather gets bad.

For those employees who can work from home, it may be encouraged for them to do so during bad weather, so they don’t have to be on the roads.

Your company’s policy should outline exactly what type of weather constitutes a closure, how the closure will be communicated to employees and how employees should contact their immediate supervisors to let them know if they can’t make it in to work due to the weather.

Contact TeksMed today

Ensuring the that the appropriate safety protocols are in place is essential for any business. Still, when an injury does occur on the job, it’s also important to have the right disability management and return-to-work programs in place. This is where TeksMed can help. Contact us today to learn more.

Technology is used to assist us in practically every aspect of our lives – and likely in practically every aspect of your business, from production to inventory tracking to accounting and payroll. But are you making the best possible use of technology when it comes to your disability management program? There have been many developments in the past several years that can save your company time and money, while also helping to ensure that your workers get the care and resources they need to help them recover and return to work. Here are a few ways you can maximize your disability management program by leveraging technology.

Streamline administration

Unfortunately the nature of disability management means there’s a lot of administration required: paperwork to complete, mail and faxes to send and reply to, papers to print and store, etc. If your business is still using paper forms and filling out documents by hand, it’s time for an overhaul. There are a number of programs available, for a variety of prices, that will allow you to digitize essentially the entire administrative process from start to finish. Most workers’ compensation boards across the country also allow for you to submit all needed information directly through their website.

We also encourage you to ditch antiquated forms of communication, such as snail mail and faxes. If you can, ask for your employees’ personal emails and cellphone numbers. Not being able to get information to and from injured workers in a timely manner can certainly lead to avoidable delays in return to work.

Virtual healthcare

One of the positive things that emerged from the pandemic was a wider recognition that not every medical consultation needed to take place in person. Some of the benefits of virtual healthcare include not having to take time off work, avoiding having to travel, and avoiding the discomfort of sitting in a doctor’s waiting room. And virtual healthcare doesn’t only include consultations for physical conditions either – it can also be used in many cases for therapy to help improve mental health as well.

Ensuring employees have access to virtual healthcare can have a positive impact on their physical as well as their mental health and help to reduce absenteeism. TeksMed’s QuikCare Mental Wellness program was developed by leveraging this exact technological enhancement, and is proven to ameliorate the mental health of those who participate in the program.

Disability management software

If your company is still using Excel spreadsheets and paper filing systems to track absences and manage return to work for injured employees, it is highly likely that workers are falling through the cracks and your company is losing money due to an inefficient system.

Today there are a number of disability management software options that can provide customized reports and analyze financial and operational information to help your company make better decisions that benefit both your employees and your bottom line.

Incident and injury trends can be tracked so that you can make positive changes to the workplace and boost morale, while processes can be put in place to help injured employees get the treatment they need, along with any required assistance to help them return to work more quickly.

For the success of the disability management program, it is vital that this kind of software is implemented thoughtfully and with an understanding of what aspects of claim management are important.

Contact TeksMed today

Leveraging technology in your disability management program can bring many benefits to both your business and your employees, from reducing administration and improving access to virtual healthcare to adopting disability management software that provides customized reports and analyzes data to help your company make better decisions. Therefore, it’s essential to keep up with technological advancements and invest in the tools to help you achieve the best possible outcomes for your employees and your bottom line. At TeksMed, we offer a range of services to help you navigate the complex world of disability management.

Are you ready to improve your company’s disability management program through the use of technology? We can help. Contact us today to get started.

Proper safety signage in the workplace can help to keep everyone safe and give directions for what you’re supposed to do (or not do). However, if you don’t have any  — or enough — safety signs around the workplace, here are a few ways you can enhance the safety of your employees.

Consider the location

Signage can help your employees stay safe while on the job, but if they aren’t in the right place where employees will see them, they won’t serve their purpose. You want to ensure the signs are in a place where they are easily read and understood and won’t be damaged by the elements or easily torn down. Signs will not be effective at keeping your employees safe if they can’t see or read them.

You can also place signs for reminders in locker rooms or lunchrooms, so employees see the reminders for safety items around work instead of just in one spot. Meet with your health and safety committee to review all the places you have signs around the workplace and see where improvements could be made.

Consider alternatives to traditional signs

When we think of safety signage for employees, we think of traditional signs hung on walls. Still, alternatives to these conventional signs can also be incorporated into your health and safety efforts. In some cases, companies have turned to projected images on walls or floors as employees walk around the workplace. This allows employers to change the signage if needed, and it can increase the number of places employees will see these signs.

One of the benefits of projected images, as opposed to traditional paper or board signs, is that they won’t fade or tear, so your company won’t have to buy new signs every so often but rather invest only once in a projector.

Reminders while on the job

You may have invested in training for your employees, but reminders in the form of signage while on the job can be beneficial to keep everyone safe. For example, there could be a lot of rules and regulations to remember, so consistent reminders in the form of notices throughout the workplace for safety protocols can help keep your employees safe on the job.

It also helps employees to know when and where each safety rule applies on the job site.

Reflective surfaces in low-light areas

For some workplaces, like underground construction sites, the working area may have little to no light. Signs on reflective surfaces make them easy to spot and can help make the job site safer for everyone.

 

It may seem redundant to have signs posted for safety, but keeping your employees safe while on the job means they are less likely to get hurt, which means they won’t have to take time off work and affect overall productivity. So take the time now to ensure you have the proper safety signage around the workplace.

Contact TeksMed today

Even with the best signage and safety protocols in place, workplace accidents can still happen, and you need to be prepared. Contact TeksMed today to learn how we can help you develop your disability management and return to work programs.

Everyone looks forward to the holidays, spending time with their families and winding down for the year. However, it can be tough to return to work and get back into the routine once the holidays are over. Hence, the January blues can impact morale, productivity, and your company’s bottom line. Here are a few ways to prevent the January blues from hitting your workforce this year.

Focus on your successes

If you have information from the end of last year as to how the company finished off the year, such as any big projects implemented or major clients brought on board, then celebrate these wins. Focusing on your company’s successes – which your employees worked to accomplish – can give them motivation and prevent the blues from setting in.

Invest in some new skills

With the new year coming in and perhaps a new budget to work with, this could be an excellent time for encouraging your employees to enroll in a course or sign up for a conference to help develop their skills or learn a new one. Investing in your employees will help to make them feel like they are important to the company, and they can use their new skills in helping to grow your company.

Encourage physical activity

If your employees are feeling a little down, working out or exercising may be the last thing they want to do. However, aerobic exercise can help improve a person’s mood and release endorphins to decrease anxiety or depression. Encourage employees to take their breaks, get up and go for a walk or spend some time outside. If possible, share resources with employees for getting active and ways to eat more nutritious foods on a regular basis.

Maintain the work-life balance

Work gets busy sometimes, and employees may work overtime to help the company achieve its goals. As employees are just getting back into their routines in January, try to help them maintain their work-life balance. If possible, minimize overtime for employees and encourage them to end their workday at their regular time. Maintaining an appropriate balance can help employees fight off the January blues and feelings of depression.

Make a commitment to mental health

Having a sincere commitment to your employees’ mental health can help them talk about any mental health issues they may have. In addition, encouraging your employees to seek help minimizes the stigma around mental health issues. Living with mental health issues can be a considerable struggle for anyone, but having an employer supportive of seeking help can make the workplace a better space.

Contact TeksMed today

The January blues can make being productive at work difficult, and it can impact the office environment. But, with a few simple steps, your employees will breeze through January!

Does your organization require assistance developing a disability management or return to work program? If so, we are here to help. Contact TeksMed today.

When we think of those struggling with addiction, many associate it with unemployment. That, however, isn’t always true. Addiction happens in the workplace, and it can impact the safety of other employees as well as decrease productivity in some cases.

It is also important to remember that addiction is an illness or disability. Hence, as an employer, you have a duty to accommodate an employee struggling if you can do so without undue hardship to your company.

If you believe, or even know for sure, that any of your employees are suffering from addiction, there are ways you can support them, as well as help ensure the safety of your other employees.

Here are a few steps you can take.

Implement a policy

Suppose you have a substance abuse policy for your company. In that case, it’s in writing as to exactly what the company’s expectations are for their employees and what the commitment is to help those employees who are in recovery (or those who may want to be). The policy should also outline what to do if someone suspects another employee is using drugs or alcohol while working, the consequences for non-compliance, procedures and any employee assistance programs the company provides.

Provide resources

Sometimes when people are struggling with addiction, they want help but don’t know where to turn or how to start. You can help by prominently sharing information about resources available to those who are struggling. Providing employees with a list of resources to whom they can reach out or where to start can give them the opportunity they need to get the help they want.

Amend your benefits package

If your company provides benefits to its employees, you may want to look into a more comprehensive package so it doesn’t just cover physical health issues like dental and prescriptions. Although offering in- or out-patient addition treatment may not be feasible for your business financially, including mental health benefits such as counselling and therapy can go a long way to help with addiction and recovery.

Talk to your employees

If you suspect an employee is struggling with addiction, you may want to approach them and discuss how it impacts other employees and their safety. However, doing this may make an employee feel defensive, so ensure it’s done confidentially and with sensitivity. It’s imperative that you, as an employer, do not try to diagnose an employee with an addiction but rather let them know you are there to offer support and help them through this.

Provide education

There are a lot of negative stereotypes about what addiction looks like and why it happens. As a result, those struggling with addiction will often not want to communicate with others or share their struggles because they believe they will be a burden or people will think less of them. Providing education to your employees about why addiction happens, and opening the lines of communication, can go a long way to having those struggling with it open up and seek help.

Contact TeksMed today

Supporting employees with addiction or in recovery can be uniquely challenging. As an employer, you want to ensure you’re providing the right support to those suffering from addiction without compromising the safety of other employees. TeksMed offers a variety of solutions to support workers and help employers manage the challenges of addiction, or other illnesses and injuries. Contact us today to learn about our disability management services and return-to-work programs.

As an employer or business owner, the ability to keep your workers safe is of utmost importance. Not only is this a legal and moral responsibility, but it directly impacts your bottom line by helping you avoid the high costs of employee turnover, increased insurance premiums, and costly fines for non-compliance.

By being proactive, you can identify and address safety issues in the workplace and prevent many accidents before they happen. Here are the five steps you need to know:

1. Gather information about existing workplace hazards

The first step to mitigating potential hazards is simply knowing which risks exist on your particular worksite. Hazards may include physical threats such as air quality, safety dangers associated with working with specific machinery, or chemical or ergonomic risks.

Determine which workplace hazards could potentially cause harm or injury to your employees.

2. Inspect your workplace for hazards

Next, you will need to physically inspect your workplace for potential hazards. For example, identify where there may be a greater risk of slips, trips, and falls, check equipment for possible threats, and determine where there may be ergonomic issues.

Record identified safety issues and start identifying corrective actions that may be taken to help make your workplace safer for everyone.

3. Identify health-related hazards

The next step is to start identifying health-related hazards. This is often more difficult than identifying other risks since these issues may not be visible to the naked eye. Furthermore, harm from health-related troubles may take months or years to manifest rather than something that happens quickly, like a slip and fall.

Health-related hazards may be related to circulating viruses such as COVID-19 or influenza, or they may be related to an employee’s medical condition, such as carpal tunnel syndrome or back problems. You must protect your employees’ health as best as possible and ensure they have the help or tools they need to do their jobs safely.

4. Conduct incident investigations

Conducting incident investigations allows you to look at incidents that have already happened at your workplace, establish the root cause(s) of why they happened, and take action to help prevent similar incidents from occurring in the future.

It is essential to have a proper procedure in place to execute such investigations. Identify who should be conducting them and include what information you will collect and how feedback will be shared with management and the rest of the team.

5. Identify hazards associated with emergency situations

The last step is to identify hazards that are not likely to occur regularly but may happen in an emergency situation. For example, how will your company respond if there is a chemical spill, a fire, or an outbreak of a virus like COVID-19?

Having a plan for these unexpected events will help to keep your team safe.

Contact TeksMed today

While preventing harm and injury from occurring in the first place is always the best plan, there may be times when you will need a disability management or return to work program. TeksMed can help your company with both. Contact us today to learn how we can be part of your overall safety plan.

Working in a warehouse is very different than working in an office, and ensuring your staff’s safety requires a different approach. There are several ways you can go about keeping your team safe while they’re at work, and keeping workplace injury rates as low as possible. Here are five ways to help ensure your employees are safe in the warehouse.

Stay organized

The more organized your warehouse is, the smoother your operations will go. Workers should know where to get specific items and how to stock others properly when new stock comes in. You can use floor markers or signs to guide employees around your facility. Being organized also means that there won’t be packages placed where they shouldn’t be, which can also prevent tripping hazards for employees.

Take steps to protect against slips and falls

Slips and falls in the workplace are some of the most common types of safety incident, and have been responsible for severe injury and even death in some cases, so you must protect your employees from this type of injury. You can install anti-slip mats around the warehouse, especially around entryways or where there might be some moisture on the floor. Make sure there are plenty of cones or flags around to mark spills as soon as they happen, and ensure everyone knows the proper procedure to cleaning up material on the floor.

Be proactive with forklift safety

Forklifts are responsible for thousands of injuries annually, many of which are entirely preventable. To keep your employees safe around forklifts, it’s imperative they have the proper training and certification needed for operating one. Additionally, you can install safety mirrors and forklift alert systems. These measures help alert employees to know when a forklift is close to them, so they may act accordingly. Additionally, the mirrors will help people see around corners so they don’t collide with a forklift accidentally.

Provide safety training

Please don’t assume that everyone on your team also knows the safety precautions they should take on the job. For instance, if your warehouse employees are lifting, twisting, climbing heights, etc., ensure they have been trained on proper techniques and know what safety equipment they need to help prevent injuries.

And remember, too, that training is not a one-time thing. Regular refresher training can help keep your employees from slipping into bad habits that could hurt them.

Encourage a culture of safety

A lot of workplace safety starts with employees taking it upon themselves to be aware of what’s happening and ensure the workplace is safe. Many workplaces will have a team of employees who volunteer to be on a committee for workplace safety. They will take charge of the tasks that need to be completed to ensure everyone is safe on the job and, if someone gets hurt, it is appropriately reported and handled.

Contact TeksMed today

While preventing injuries in your warehouse should always be your first priority, you may sometimes require disability management or return-to-work services. This is where TeksMed can help you. Contact us today to learn more.

Your workforce is likely comprised of a diverse group of workers: young and old, experienced and non-experienced. With years on the job comes a lot of safety knowledge, especially from first-hand experience. However, when you’re bringing younger workers into the workforce, they don’t have the expertise to necessarily understand the reasons for particular safety precautions and how to promote a safe work environment. Here are some ideas for promoting a safe work environment for young workers.

Make sure the work is suitable

Specific tasks in your company may be better suited for employees with more experience, and that’s ok. In some instances, advanced work tasks can also be more dangerous. So, for younger workers, you may want to start them off on tasks that do not require as much experience so they can be safer on the job.

Doing these other tasks could also be building blocks for ensuring they get the experience needed before they start working on more advanced tasks. If giving them more safety-sensitive tasks is unavoidable, you will want to make sure they pair up with another employee with a higher degree of experience who can safely perform the task and assist the younger employee.

Give time for training

On-the-job training and professional development are critical to gaining experience in an employee’s role. For example, if employees need to handle hazardous materials or wear specific equipment for their duties, they must learn how to do this.

Make sure there is time for employees to have this training so they can safely perform the duties assigned to them.

Provide the proper safety equipment

As mentioned, certain equipment may be needed for workers to perform the duties required for their job. If this is the case, as the employer, you need to provide workers with the proper safety equipment and protective gear.

Supervise young workers

Young workers must have the correct guidance while learning on the job. You can’t just give them the equipment and expect they will know precisely what to do.

Supervising younger employees will not only help them learn to do their work correctly and efficiently, but to also ensure that they do so safely. It allows you to step in if you notice something potentially unsafe happening, and you can use it as a teaching opportunity so no one gets hurt.

Stay on top of employee health and safety

Health and safety isn’t just a one-time conversation. It’s essential that you, as an employer, stay up to date on the health and safety of your employees. Many companies assign an employee to be in charge of health and safety and ensure employees are following the guidelines they are supposed to.

Guidelines for safety may also change over time as incidents happen or issues come to light. Ensuring you stay up to date on the safety rules to follow for your company will keep your employees safe long-term.

Contact TeksMed today

Young workers tend to be more prone to workplace-related injuries, hence it’s important to take extra care in providing safety training. While you may do your best to ensure the health and safety of all your employees, there may be times when accidents happen, and you require disability management or return-to-work services. To learn how we can help your company, contact us today.

 

For many companies, the pandemic changed the way that they do business. Many employees who previously worked in an office environment were forced to work remotely for several months, or even years. And even with those restrictions lifted now, there are many more employees working from home currently than there were prior to the pandemic.

And while there are many benefits to remote working, it has not come without a cost to employee mental health. The combination of feeling disconnected from co-workers, pressures at home, and less-than-ideal home office set-ups have taken its toll on remote workers.

Fortunately, even if your employees are not physically in the office, there are things you can do to help mitigate mental health risks.

How working from home can impact employee mental health

Even before the pandemic, many employees struggled with stress. A 2019 study found that 22% of workers had a hard time unplugging after work, 19% struggled with feelings of loneliness, and 8% said they had difficulty staying motivated. When the COVID-19 pandemic struck, all of these issues were exacerbated.

A 2021 survey found that 67% of workers felt less connected to their colleagues during the pandemic, and 56% found it more challenging to unplug after switching to remote work.

How remote employees (and their employers) can help protect their mental health

Fortunately, there are some simple habits that remote workers can use to help them protect their mental health. As an employer, it is important to encourage these habits amongst your team.

  • Get regular exercise: When we exercise, it reduces our stress hormone levels and stimulates endorphins. And it doesn’t have to be difficult or vigorous, either. Something as simple as taking a walk at lunchtime can help to relieve stress.
  • Have a routine: When working remotely, it can be easy to get out of routine. Because we are habitual creatures, consistency is often crucial for optimal health and wellness. Having a regular work routine can make our days feel a lot less stressful. Sticking to a prescribed routine will also help to keep the boundaries between work and home life clear.
  • Take advantage of employer mental health services: Many employers offer mental health services to their employees through their benefits plan. Employers should make sure that employees are aware of the services available, and encourage all employees to use these serves if they feel they need them.
  • Have a healthy workspace set-up: Physical issues often directly affect mental health. Musculoskeletal pain, which is often caused by a poor ergonomic work set-up, can have a direct impact on employee mental health. Employers who invest in ensuring their remote workers have the necessary equipment, such as a proper desk and a supportive chair, can help lessen the risk of physical and mental health issues with their employees.
  • Stay connected: It is easy to understand why many remote employees report feeling more isolated. As an employer, you can help your remote workers feel more connected by performing regular check-ins or conducting virtual team meetings.

Contact TeksMed today

Remote work presents new mental health challenges to employers and employees, but you can avoid many problems with proactive measures.

TeksMed offers disability management and return-to-work programs for all types of work environments, whether they are in-person, hybrid, or remote. To learn more, contact us today.

If you are in the process of developing a safety program for your workplace, you may be unsure of where to start. Some hazards in your industry may be obvious, but there may also be less obvious ones. Fortunately, no matter what industry you work in, there are some basic principles you can follow when creating your safety program.

Here are five things to consider.

1. Know the primary hazards of your workplace

Different types of workplaces have different types of hazards. When crafting your safety program, you will need to know which hazards should take priority. These hazards will vary between industries, job roles, and other factors.

For example, a construction site may be more at risk for falls from heights, getting struck by objects, or electrocution. In contrast, hazards in a restaurant may centre around food preparation or slips and falls. Each worksite should be assessed for its unique hazards, and employees should be trained accordingly.

By understanding the unique hazards of your own workplace, you can begin to ensure that you have the right safety protocol in place.

2. Know the labour requirements

Different jurisdictions will have requirements specific to their workplace safety and training. For example, a certain number of hours of safety training may be required for a particular certification. Sometimes the amount of training required will also be set by the company’s executives.

You should ensure that you are always meeting the minimum requirements, and in some cases, should even strive to exceed them. Consider also how you may want to vary training for different workers, such as those with different levels of experience.

3. Decide on the format of your safety training

There are a number of formats in which you can offer your safety training. You may choose to hire a trainer to come into your workplace for in-person sessions, or you can provide an online training program. In-person training is especially effective for hands-on learning and works well if your workplace is in a centralized location.

Online training, on the other hand, can be ideal when your workers are scattered across multiple locations.

4. Find the right provider

It is important to find the right provider for your workplace safety program. Ensure that you hire an experienced professional or firm that can offer the necessary tools, training, and resources.

5. Ensure there are regular follow-ups

Once your safety program is up and running, you should ensure there are regular reviews and continuing education and training. As changes occur within the workplace or within the industry, it is important to make sure that your employees are refreshed or updated on their safety skills.

It can be easy to develop bad habits or ones that are not aligned with accepted safety procedures, so annual refresher training can help to ensure that safety protocols are being followed.

 

With a safer workplace, you can have happier and healthier workers as well as a more productive workplace, positively impacting your bottom line.

Contact TeksMed today

Even when an effective safety program and accident prevention is in place, there may be times when disability management may be necessary. TeksMed offers disability management and return-to-work programs to support a quicker and safer return to work. Contact us today to learn more.

You are probably intuitively aware that by creating a workplace culture where employees feel engaged and happy, it will result in higher productivity, lower turnover, and improve your ability to attract top talent. But did you also know that when you have a happier workforce, it can also reduce and mitigate injury? In fact, happiness and safety have been shown to be interrelated: safer employees are happier, and happier employees are safer.

The relationship between a happy workforce and a safe workplace

One of the main reasons employers strive for safe workplaces (other than their legal obligation to do so) is to avoid employee absenteeism and claims on their workers’ compensation insurance. If employees are healthy, they are able to come into work and be productive, contributing to the bottom line of the company.

But good health leads to more than just good attendance. It has also been correlated linked to increased engagement in the workplace. Engaged employees have increased awareness, which could mitigate their risk of injury. These employees also contribute more and are more likely to offer suggestions or take actions that may lead to a safer workplace.

One study which explored the relationship between mental health and employee engagement found that when an employee’s basic psychological needs of relatedness, competence, and autonomy were met, they felt they had more control over outcomes and their professional growth. They were able to be better employees and perform more tasks and be better problem solvers.

Tips for creating a healthier and happier workforce

There are several ways that you can leverage your available resources in order to create a happier and healthier workforce. Here are a few tips:

  1. Invest in the workspace

The environment that your employees work in has a direct effect on their performance, as well as their health and happiness. A well-lit work area with good air circulation can help to improve their mood and help keep them more comfortable. Even a good ergonomic office chair can make a big difference and help employees from developing bad habits that could be harmful to their health – such as poor posture and slouching. You may even wish to invest in standing desks to help employees avoid the health problems often associated with sedentary jobs.

  1. Encourage breaks and time off

Some employees have a tendency to skip breaks and put off vacations as if it were a badge of honour to do so. But this can quickly lead to stress and burnout. As an employer, you should reassure your workforce that taking breaks is necessary both for an employee’s health and for their productivity. This way, your employees can have some downtime before coming back to work refreshed and motivated.

  1. Implement a wellness program

Wellness programs are a great way to engage your employees without the stresses of the daily grind. Depending on the people in your team, activities could range from yoga classes and eco-walks, to a company baseball or golf league. This will not only help to promote physical health, but help your employees build social connections with each other as well.

With more employees returning to work after the pandemic, it is more important than ever to create a safe and happy workforce.

Contact TeksMed today

While preventing injury should always be your first priority, it is important to have a plan of action for when injuries do occur. For assistance with disability management and return to work protocols, you can rely on the experts at TeksMed. Call us today to learn more.

Making sure that your workplace is ergonomically functional is an important part of preventing ergonomic injuries, such as back pain and carpal tunnel syndrome. Any type of job that puts stress on the body – whether it be in a factory or in a office – can put your workers at a higher risk for these types of injuries.

Fortunately, there are steps that you can take to mitigate the risks of ergonomic injuries in your company. The following are a few tips on how to do this.

Notice risk factors

The best way to prevent injuries from happening is to recognize when your workers are most at risk. There are a few obvious risk factors that may make people more vulnerable to ergonomic injuries.

These risk factors can include:

  • Repetitive motions (like those found in manufacturing)
  • Awkward and/or static postures (having to hold certain postures for a prolonged period of time)
  • Cold temperatures in the working environment
  • Vibration or compression stress
  • Forceful movements

Knowing if these factors are present in your working environment can help you to take measures to counteract ergonomic injuries before they happen.

Commit to ergonomic safety

Once you recognize the risk factors that are present in your organization, you need to invest in solutions that will help prevent injures. This could be purchasing better tools or office furniture for your employees, or having an ergonomic specialist come into make recommendations.

Update the Job Safety Analysis

Many times, it’s not just one single risk factor in a working environment that can cause an ergonomic injury. The Job Safety Analysis (JSA) breaks down steps to mitigate potential hazards for high-risk jobs. Ensure that ergonomic risks are incorporated into each of your company’s JSAs.

The JSA should consider risk factors like equipment, workstation, and job design to make sure they are optimized to reduce the risk of ergonomic injury.

Tools, for example, should be evaluated to make sure they aren’t putting unnecessary stress on the hands, wrists or back. And workstations can be evaluated to ensure that frequently used items are within easy reach without employees having to over-extend themselves.

Provide ergonomics training

When new employees start with your company, ergonomic training should be included as part of the orientation program. Doing this can help to empower employees to speak up about potential ergonomic issues and risk factors, thus avoiding more injuries long-term.

Ongoing risk management

In order to be really effective when it comes to preventing ergonomic injuries, it requires ongoing management and frequent reviews. It can’t just be about a one-time implementation or purchasing one piece of equipment.

It may be beneficial to appoint one person or a small team to follow up and review the identified risks and identify any new ones. This will help to ensure that your employees have what they need to mitigate the risk of ergonomic injuries in the workplace.

Contact TeksMed today

While preventing ergonomic injuries from occurring in the first place is always the best course of action, there may be times when your company will require disability management or return to work programs; this is where TeksMed can help. Contact us today to learn more about our services.

Most of us have experienced workplace stress at some point in our careers, but when that stress becomes chronic it develops into burnout, which can create a toxic workplace culture, affect an employees’ ability to perform, and even impact the bottom line of the organization. It is no wonder that a significant amount of research is being conducted on the causes and effects of burnout, so that this information can be shared with employers and employees alike, who can look for ways to avoid workplace stress.

While there is nothing new about burnout in the workplace, the impacts of the COVID-19 pandemic have made us all the more familiar with this phenomenon. The article from Ben, “Burnout In The Digital Age: How to Avoid Workplace Stress,” highlights the research from Indeed conducted in 2021, which found that 52% of employees were experiencing burnout following the pandemic and web users searched the phrase “signs of burnout” on online search engines 24% more in 2020 than they did the year previous.

Fortunately, there are strategies that both employers and employees can use to reduce the probability of workplace burnout. Techniques ranging from better self-care, promoting work-life balance, and evolving company culture can all work together to help prevent burnout before it begins.

But before we delve into these strategies, let’s take a look at what burnout looks and feels like so that you will know how to spot the signs.

What is burnout?

Burnout occurs when workplace stress reaches an extreme level and causes mental and emotional exhaustion. According to the World Health Organization, burnout can be characterized as:

  • Feelings of exhaustion or energy depletion.
  • Feeling negative toward or mentally distanced from your job.
  • Reduced professional efficacy.

When workers experience stress, they may feel overwhelmed, or have difficulty concentrating on tasks, but when stress turns into burnout, it directly impacts a worker’s ability to engage or care about their work.

Symptoms of burnout

The signs of burnout can be emotional, physical, and/or mental. Common symptoms include:

  • Doubting your ability to perform your job.
  • Feeling disconnected at work.
  • Negative feelings toward your job.
  • Wanting to quit.
  • Fatigue and tiredness.
  • Headaches and body aches.
  • Insomnia.
  • Changes in appetite.
  • Anxiety or depression.
  • Loss of concentration.

What can employers do to help prevent burnout?

Employers have a duty to protect their workers from harm, and the way that they can best protect their employees from burnout is to create a positive work environment. According to Gallup research, the main causes of burnout are:

  • Unfair treatment in the workplace.
  • Unmanageable workloads.
  • Unclear roles.
  • Lack of support or communication from management.
  • Unreasonable deadlines.

When management takes steps to combat these factors, employees are more likely to feel cared for and protected by their company.  By taking a people-first approach to employee recognition and well-being programs, companies can help ensure that that workers don’t feel disengaged from work which can also lead to burnout.

How can workers help to prevent burnout?

There are also things employees themselves can do to help prevent burnout. When employers are aware of these strategies, they can encourage their employees to use them to look after their own well-being.

Strategies workers can use (and employers can encourage) are:

  • Setting boundaries – workers should set boundaries with their co-workers, management, and themselves in order to avoid stretching themselves too thin. This may include being able to say no to added responsibilities they feel uncomfortable with, or sticking to a regular work routine so they are able to make time for other aspects of life besides work.
  • Maintaining a health work-life balance – workers need to be mindful of not just how they spend their time at work, but also how they spend their time away from work. It is important to take time for self-care and engaging in activities that bring you joy and a balanced life.
  • Communication with management – in a healthy workplace environment, workers should feel comfortable communicating with their manager, especially when they require support in order to avoid burnout.
  • Limit screen time – in a digital world where you can always be connected to work, employees must take time to disconnect and switch off from their professional life.

Benefits of preventing burnout

Taking steps to protect employees from burnout isn’t just a moral and legal obligation – it’s also really good for business. Since employee burnout can lead to increased absenteeism and reduced productivity, it is smart business sense for companies to combat burnout. In fact, according to the World Health Organization, every $1 invested in mental health yields a $4 return in health and productivity.

Contact TeksMed today

While prevention should always be the first measure against burnout, there are times when employers will need to make use of a good disability management or return to work plan. To put this in place for your company, contact TeksMed today.

Employers have both a moral and a legal responsibility to keep their employees safe. This obligation does not end with physical safety, but also includes psychological safety. Given the pandemic’s effects on everyone, along with managing remote work and back to the workplace protocols, it is more important than ever for employers to identify psychological hazards and mitigate their risks.

What is a psychological hazard?

From a psychological perspective, hazards are any factor or situation that could increase the probability of an employee having a physical, emotional, or mental response to stress. And while a stress response does not necessarily constitute a psychological injury, prolonged or excessive exposure to stress can lead to psychological or sometimes physical injury.

Such injuries not only impact the affected worker, but they can also negatively affect the company in terms of lower productivity, increased absenteeism, higher staff turnover, and employees who lack engagement or have a higher rate of errors in their work. Psychological hazards generally fall into one of three categories:

  • Environmental – these are often physical hazards that can have a negative impact on an employee’s comfort in the workplace, such as unsafe machinery, poor air quality, extreme noise, or uncomfortable temperatures.
  • Organizational – these hazards have more to do with how the company is run and the relationship between workers and management. Organizational psychological hazards include lack of support, high job demand, poor communication, bullying, etc.
  • Individual – finally, it is important to remember that something that may be a psychological hazard to one worker may not bother another. For example, a fast-paced, demanding job may not be an issue for a more experienced worker but may be overwhelming to a younger worker with less experience.

Steps to managing psychological hazards in the workplace

In order to manage and prevent psychological hazards in the workplace, you can follow these steps:

1. Identify potential psychological hazards.

Just as you observe your workplace to identify physical hazards, it is important to identify possible psychological hazards. Part of doing this may include consulting with workers and management in order to get genuine feedback.

You should also go over absenteeism and turnover trends, incident reports and staff complaints to see if you can identify any trends.

2. Assess the risks and prioritize.

After identifying the hazards, the next step is conducting a risk assessment. By determining the level of risk a potential hazard poses and how likely it is to inflict harm, you can determine which control measures to implement in the short, medium, and long term. For example, a case of bullying in the workplace is likely to cause more psychological harm than a minor communication breakdown, so you would want to address the bullying first.

Additionally, you will want to consider how frequent and intense the exposure to the hazard is. If you have workers that are exposed to the hazard daily, it will need to be managed more quickly than exposure to a less frequent hazard.

3. Control the risks

Now that you have identified and prioritized the risks, it is time to take steps to control them. The control measures that you use will vary based on your organization and the risks themselves. An example of dealing with high demand in the workplace might be hiring more people to work during peak times, where a control for bullying in the workplace might be to develop a code of conduct, workplace training, and appropriate measures to penalize bullying when it is reported.

4. Monitor and review hazards and control measures.

Finally, just as with physical hazards, you need to conduct regular reviews of psychological hazards to determine if your control measures are effective. Through regular monitoring, you are more likely to catch issues sooner before psychological injury occurs.

Contact TeksMed today

Does your company have a protocol in place to deal with psychological injury and a return-to-work program? TeksMed can help. Contact us today to learn how we can support your organization’s disability management goals.

When employers think about health and safety for their employees, they tend to think about things like safety gear (hard hats, goggles, etc.) and WHMIS training. However, more and more employers are also starting to think about overall wellness and how that can be a critical component of a health and safety plan.

The fact is that the mental and physical wellness of an organization’s employees can have a huge impact on workplace performance and, by extension, on the company’s bottom line.

What is “wellness” in the context of health and safety?

Wellness can be broadly defined as an individual’s quality of life – it includes both their mental and physical well-being as well as their feelings of personal development. Because most working-age adults spend a large percentage of their life in the workplace, it makes sense that employers should pay attention to wellness and consider how they might play a role in improving an employee’s quality of life.

Particularly in positions that require a lot of health and safety management, it is clear that workers who are physically and mentally healthy have fewer safety risks. Employees who work in dangerous environments, with machinery or at heights, need to have a certain amount of physical ability and alertness of mind in order to stay safe. And this, to a large extent, depends on their mental and physical health and wellness.

Additionally, when employees feel an overall sense of well-being, they are more likely to be content in their jobs and be able to reach their full potential with the company. This, of course, results in higher productivity, reduced absenteeism, and lower turnover. And in a labour market where there is fierce competition for talent, workplaces that pay attention to employee wellness are going to have an advantage.

Benefits of having a wellness policy

Companies that incorporate wellness into their health and safety programs tend to have lower risks and happier employees. Businesses that focus on wellness may also have a higher earning potential since employees can be more productive as well as save money because of less absenteeism and workers’ compensation claims.

A few examples of wellness initiatives include:

  • Smoking cessation programs and incentives to help employees quit smoking.
  • Nutrition and exercise programs to encourage employees to live healthier lifestyles.
  • Mental health resources, such as meditation or CBT apps.

Improving employee morale

Employee morale is usually connected to an employee’s ability to deal with the stresses of the job. To improve employee morale, it is recommended that employers help employees to remain realistic about their job and to find meaning in their work.

Offering flexible working practices and ensuring that employees are able to eat well and remain physically fit is another great way to positively impact morale.

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Keeping employees safe on the job has evolved over the years. Today many employees are seeing the benefit of incorporating wellness into their health and safety plans.

At TeksMed, we offer a number of wellness-related supports in our disability management and return to work programs. For more information on how we can help your organization, contact us today.

Summers in Canada are also known as construction season. It is a time for provinces and municipalities to repair road damage that has been done over the course of the winter and to build new infrastructure to support growing communities. And while this work is absolutely necessary, it does come with a certain amount of risk. When motorists are distracted or driving too quickly, roadside construction sites can become dangerous or even deadly.

If you employ roadside workers, it is your responsibility to ensure that the proper safety protocol is followed so that you can protect your workers. In order to make roadside work safer for your employees, be sure that you are following all of the necessary protocols.

Plan Ahead

Unless you are planning to close a road completely while the work is being done, you need to ensure that there is a safe way for traffic to move through or around the construction site. Implementing traffic controls with a proposed traffic pattern will help you to do this.

Depending on the complexity of the job, you may need to conduct a dry run of these traffic controls to make sure that they make sense to motorists. If you notice that anything about the traffic pattern is confusing to drivers, then make the necessary changes.

The clearer the instructions are to drivers, the less likely they will be to make mistakes that could endanger your workers.

Signage and Barricades

Another way to protect your roadside workers is to make sure that there is very clear signage that they are about to enter a construction area. Ensure you check with the municipality or province regarding the specific regulations for signage and barricades in the area.

Place warning signs well ahead of where the work zone begins so that drivers have time to slow down. These signs should be placed where they are highly visible, and they should be in good working order.

As motorists travel past the construction zone, there should be barricades such as cones and barrels that easily guide them on where to go. These devices should be placed close enough together so that drivers are not able to deviate from this path.

Safety Gear

Ensure that your workers are wearing the necessary safety gear to keep them highly visible to motorists. This will usually include orange or yellow vests with reflective strips. Workers should also be wearing any other safety gear that is necessary to their specific job, such as hard hats, gloves, safety google, safety shoes, etc.

Flagging Duties

On most roadside construction sites, there should be one or more persons performing flagging duties and helping to direct motorists. Flaggers should be highly visible and carry a radio in order to communicate with other members of their team.

Vehicle Specifications

Any vehicle that is part of your roadside construction work should also have its own safety protocols to ensure that your workers are protected. For example, they should be equipped with backing alarms and signs that indicate “Slow Moving.” Anyone operating one of these vehicles should have all the necessary training and proper equipment.

Additionally, cones should be placed around parked vehicles in order to warn motorists and direct them around these vehicles.

Take Extra Precautions at Night

If your road crews will be working after the sun goes down, the risk of an accident goes up, so extra precautions must be taken in order to manage this risk.

For nighttime crews, you will want to have increased warning distances for signage as well as flashing lights around the worksite.

Contact TeksMed today

The best way to protect your workers is to take precautions to make sure that accidents don’t happen. But when injuries do occur on the jobsite, TeksMed is here to assist you with your disability management and back to work programs. Contact us today to learn more.

Impairment in the workplace is often a delicate matter. On the one hand, impairment that is caused by an addiction, the use of prescription drugs to combat an illness, or even severe stress may trigger a duty to accommodate on the part of the employer. On the other hand, depending on the duties of the employee, it may also be a real safety concern both for that employee and those they work with.

It is important that employers and managers know what to look for so that they may have an appropriate and timely response.

What is considered impairment in the workplace?

Most of us think of impairment as being under the influence of drugs or alcohol with the telltale signs of slurred speech, unsteady gait, or glassy eyes. And while this certainly falls under the definition of impairment, impairment actually encompasses a much wider range of issues.

Some causes of impairment may also include:

  • Side effects from medications or chemotherapy, such as nausea and brain fog
  • Physical or mental fatigue
  • Disruption to sleep patterns
  • Stress due to family crisis or other personal issues
  • PTSD from events such as robbery or fire
  • Exposure to extreme heat or cold which results in decreased mental alertness or loss of dexterity

Because impairment can be caused by such a wide array of issues, workplaces should have a clear statement as to what constitutes impaired behaviour. According to the Canadian Human Rights Commission, the following are potential signs of impairment:

  • Erratic behaviour or changes in personality
  • The appearance of impairment (e.g. the smell of alcohol, red eyes, poor coordination, etc.)
  • Working in an unsafe manner
  • Failing a drug or alcohol test
  • Reduced productivity or regular lateness and absenteeism

In some cases of impairment, there will be immediate and obvious signs, while at other times, there will be a subtle pattern of behaviour that gives rise for concern. While not all of these indicators necessarily mean that your employee is impaired, these could indicate that there is another underlying issue.

Generally speaking, employers who notice these indicators should consider whether there may be a safety risk to the employee or to others.

Signs and symptoms of impairment may be categorized as physical, psychosocial, and performance-related:

  • Physical signs may include an employee’s hygiene, odour, poor coordination, unexplained bruises, complaints of headaches or abdominal cramps, tremors, and slurred speech.
  • Psychosocial signs may include isolation from co-workers, mood swings, inappropriate emotional responses to situations, irritability, confusion, lack of concentration, lying or making implausible excuses.
  • Performance-related signs may include frequent absenteeism, errors in judgement, excessive mistakes, non-compliance with company policies, and changes to work quality.

Responding to employee impairment

As an employer, it is not your role to diagnose possible causes of these symptoms, but rather to simply determine if an employee is impaired and take steps to ensure their safety in accordance with your company policy.

If you suspect impairment to the employee’s ability to do their job safely, consider having a private and non-judgmental conversation with the employee. You may also need to arrange for medical assistance if necessary or a safe ride home. If you are sending the employee home, you should also consider calling their emergency contact.

When your employee is ready to return to work, you will have to assess the need for accommodation.

Contact TeksMed today

Does your company have a disability management plan and return to work protocol that includes impairment caused by substance dependency and other health issues? At TeksMed, we can help you develop these programs and help ensure that your employees have access to the medical assistance they need to help them recover and return to work. Contact us today to learn more.

Having employees who work outside means that they are sometimes subject to the elements. With summer here, you want to make sure your employees are not suffering in the heat, and they are able to continue working safely all summer. In the hot weather, heat stress becomes a real safety concern as it can lead to cramps, rashes, and even heat stroke (a potentially fatal condition). Heat stress can also lead to other occupational safety issues, as it can cause dizziness which may lead to further injury.

Here are a few ways you can make sure that your employees are protected from heat stress.

Allow breaks as necessary

This is probably the biggest part in making sure your employees are safe when working in the heat. Allow everyone to take breaks as they need to in order to get out of the heat for awhile. This will also give them a chance to fill up their water bottles so that they can remain hydrated throughout the day.

Provide a clothing budget

Just like it’s important to ensure your employees have the right clothing for winter, they also need to have the right protection for summer. If they are working outside, then they will need to make sure they are dressed appropriately. Providing a clothing budget for your employees can help them to have the right protective clothing so they don’t overheat during the day.

Cut days a little shorter or change shift times

You want to get as much work done as possible, but during the summer months you may have to work shorter hours in order to protect your employees from heat stress.

In some cases, teams may choose to work at night or early mornings when it’s cooler and they are not exposed to direct sun. This may not be possible for every type of work or team, but when you can, this may be a good way to protect them from the summer sun.

Use equipment where possible

If you can use equipment or machinery to reduce the amount of manual labour needed to complete a task, it can help reduce the risk of heat stress for your employees.

This may be a little more expensive, at first, than just paying employees, but it can save your employees from overheating or getting heat stroke which is not only the right thing to do, but beneficial in the long run.

Provide your employees with drinking water

You may encourage your employees to bring their own water bottles, but if you can provide drinking water for your employees throughout the day, it’s a good way to make sure they stay hydrated. Staying hydrated is one of the most important things to do to prevent heat related illness.

Train employees

While you are going to do everything you can to make sure your employees are safe while working in the heat, there can still be incidents that arise.

To make sure your employees are prepared for any incidents, providing them with training can really help. Train your employees to recognize the signs of heat stress and even train them in first aid so that they are able to help fellow employees on the job site.

You may also want to consider having a safety meeting at the beginning of each shift to remind your workers what the likely risks are and how they can best look out for one another.

Contact TeksMed today

While your first line of defense against heat stress should always be prevention, there may be times when you’ll need to turn to your disability management and return to work programs. For assistance in developing these for your company, contact TeksMed today.

The Board of Directors at WorkSafeBC recently approved amendments to the Occupational Health and Safety Regulation, coming into affect on August 22, 2022. These changes provide additional insight on what limitations are in place for reassigning work that has been refused by a worker due to safety concerns.

Existing Policy

What every employer should already know is that workers have the right to refuse unsafe work. If an employee has reason to believe that a hazard to the health and safety of any person may result from a work process or the operation of equipment, they should refuse the work and report the unsafe condition to their employer.

What exists already in the Regulation are the steps to be taken by the employer and worker in order to resolve the matter. This includes either rectifying the unsafe condition as quickly as possible, prior to any further work to be completed, or – should the employer disagree with the refusal – investigating the matter with the involvement of additional health & safety stakeholders (joint committee member, a colleague chosen by a union representative, officer, etc.) and resolving as directed.

New Amendments

The new additions to the Regulation address the reassignment of any work that has been refused due to health and safety concerns. If a task has been refused for safety reasons, and the issue has not been resolved via the aforementioned steps, the work cannot simply be assigned to another worker; in fact, an employer cannot even allow the work to be completed voluntarily by another worker until certain conditions have been met.

In order for the refused work to be completed by another worker, the following must be communicated in writing:

  • The employer must advise the other worker that the task in question has been refused by another employee
  • The employer must advise the other worker what conditions, specifically, were reported as unsafe
  • The employer must provide the other worker the reasons why the task does not create an undue hazard to the health and safety of any person
  • The employer must advise the other worker of their right to refuse unsafe work

The additional party – a joint committee member, a colleague chosen by a union representative, or in the case there is no joint committee or trade union, a colleague chosen by the worker – must also be made aware in writing of the notice.

The purpose of these changes is to ensure the subsequent worker is fully aware of the situation, and is able to make an informed decision about whether or not the task is safe for them to perform.

Know Your Responsibilities

It is vital that businesses are aware of not only their own rights, but also those of their employees. Employers are legally obligated to make all reasonable efforts to maintain a safe working environment. There may be occasions, however, that workers and employers do not agree on what constitutes an undue hazard in the workplace; it is at such times that it is important to know your responsibilities as an employer in order to avoid potential missteps.

Click here to read section 3.12 and the new section 13.12.1 of the Occupational Health and Safety Regulation.

Good employers aim to keep their employees safe and injury-free. Not only is it the right thing to do, but it also makes good business sense. After all, keeping your employees safe and healthy is much more cost-effective than dealing with the consequences of an occupational injury or illness.

Nevertheless, accidents can still happen and when they do, there are some things that you need to know.

Know what an occupational injury is.

An occupational injury is any injury which results from an action in the workplace. It can be the result of a slip and fall, a motor vehicle accident (if driving is part of the job), exposure to chemicals, the result of physical violence, or even as simple as stepping down from an elevated surface wrong. If an incident in the workplace leads to bodily harm, it can be called an occupational injury. It can sometimes be difficult to truly discern whether the cause of the cause of an injury was something that happened in the workplace; things get complicated when you consider factors such as pre-existing injuries, travel to and from work, and remote workers. Experienced, trained resources can help you navigate these particularly difficult cases.

Workplace injuries are expensive.

According to The Conference Board of Canada, preventable injuries cost our economy $26.8 billion per year.[i] The costs associated with workplace injuries impact an employer’s workers’ compensation premiums for anywhere from 3 to 6 years, depending on the province. An increase in claims frequency and/or severity will likely cause your workers’ compensation premiums go up, as well. There are also indirect costs associated with occupational injuries and illnesses: lost productivity and replacing an absent worker have an impact a business’s bottom line, as well.

When an employer invests money into health and safety, it is estimated that they will see a return of $3 for every one dollar spent!

Know the most common workplace injuries (and how to prevent them).

The most likely workplace injuries at your business depend largely on the work environment. Office workplaces tend to have a higher incidence of repetitive motion injuries, including carpal tunnel syndrome and back pain, whereas construction sites and factories may have a higher likelihood of falling from a height or machine entanglement. Risk assessments can help you to identify specific concerns in your workplaces, as well as regular safety evaluations of the work environment and equipment. When you identify any unsafe conditions within your business, it is vital to immediately take corrective action and rectify the situation.

It is essential to assess the risks of your worksite and take measures to mitigate these risks.

Know what to do after a workplace accident.

Knowing what to do after an employee is injured is crucial for any employer. After getting the injured worker to a safe place and ensuring they receive the necessary medical attention, it is important to document as much information as you can about the incident. Make sure you complete first aid forms, modified duty offer forms, and any other paperwork needed for the administration of the claim. Letting the worker know what to expect from you, as a business, and what is expected from them will set you up for smooth claims management.

Keeping the lines of communication open as much as possible with the injured employee will help to facilitate their return to work if and when they are able to do so.

You have a duty to accommodate.

Employers in Canada have the duty to accommodate injured employees, provided that it does not cause them undue hardship. Accommodating an injured employee may mean modifying their duties or work hours, or it may mean providing them with assistive devices. It is proven that recovering at work is beneficial to the employee; staying in touch with the workplace and safely developing their physical wellbeing at work reduces total recovery times. Accommodating injured workers also means less time loss, which directly translates to lower WCB premiums. Maintaining productivity and employee morale is another benefit to worker accommodation.

Contact TeksMed today.

Did you know that TeksMed can help employers who are dealing with occupational injuries through our disability management and return to work programs? To learn more about how we can help your business, contact us today.

[i] (conferenceboard.ca)

The last two and a half years have been tough on everyone. While many companies were able to pivot by having employees work from home, that may not be ideal or sustainable for every business, and now we are seeing more employers calling their workers back. While some of your employees will no doubt welcome being around their colleagues again, for others, this could be cause for anxiety.

Supporting your team’s mental health should be a key consideration as you bring your workers back into the workplace.

Factors to consider

  • Your employees may have experienced changes in their mental health since the beginning of the pandemic. According to a survey conducted by the Centre of Addiction and Mental Health (CAMH), a full third of respondents reported having moderate to severe anxiety about returning to their pre-pandemic activities.
  • For some employees, the return to the workplace could trigger a variety of emotional responses. Some employees will be happy to finally be getting back to something they feel is normal, while others may be worried about exposing themselves or their loved ones to COVID-19. There could also be conflicts between employees who feel differently about masking or vaccination status.
  • Flexibility is still necessary. Your employees are still facing a variety of pressures. They may have school-aged children they need to care for or have vulnerable loved ones they are trying to protect.

Providing a smooth transition back into the workplace

As an employer, there are a few things that you can do that may help minimize the stress of returning to work for your employees.

  • Manage your expectations. Don’t expect that your employees can necessarily pick up right where they left off when they left the workplace. Transitioning back can take some time.
  • Involve your employees in the transition. Select key individuals in your company to create a return to the workplace plan. Have them identify potential hazards and sources of anxiety and identify solutions. This could include a thorough cleaning of the workplace before your employees return, masking and capacity policies, etc.
  • Implement a staged return. You don’t necessarily have to bring everyone at once. Consider bringing back the most essential employees first and gradually adding to that. With each new group of employees that you bring back to the workplace, you can look for any gaps in your plan or ways to improve the process.
  • Communicate with your team. Let your employees know what your plan is for returning to the workplace and what measures will be in place to protect both their physical and mental health.
  • Manage employees’ expectations. The workplace that your employees return to may be very different from the one they left before the pandemic. Be sure to let them know what is changing and why.
  • Check-in with your employees after they return to the workplace. Even with all of your precautions, some members of your team may still feel stressed and anxious about returning. Be sure to do regular check-ins with them through meetings, individual conversations, surveys etc. to get their feedback and see how they are doing. And if you make a change based on their feedback, be sure to let them know.

Contact TeksMed today

By taking these factors into consideration, it can help to provide a smooth transition back into the workplace while supporting your team’s mental health. At TeksMed, we specialize in disability management and return to work programs. If your business requires assistance in this area, please contact us to learn how we can help.

 

The greatest asset to any workplace is the people who work there. So, it should be a top priority of every business and employer to ensure that their workers stay safe on the job. One of the best ways to do this is to instill a culture of safety right into the organization. Changing culture, however, is rarely an easy task. The following are a few strategies you can use to begin building a culture of safety in your workplace.

1. Look at the big picture

Whether you work in a factory or an office, there are safety risks. These risks could include tripping hazards, chemicals, machinery, poorly designed workspaces, or even the commute to work. To identify hazards and meet safety goals, you should involve everyone in the organization.

Your company’s safety and wellness program should be one that everyone can participate in. Workers should be encouraged to engage in safe work practices at all times and to look out for their co-workers.

By ensuring your program is inclusive, it will help to show your employees that you care about their well-being and inspire them to look out for each other’s well-being.

2. Lead by example

When you begin to design a health and safety program, it’s important to start at the top and get buy-in from the leadership and management of the organization.  It is important for your team to see that management values safety and is making it part of their core values.

Managers at all levels should:

  • Make safety a top priority for the organization.
  • Set clear health and safety goals for the company.
  • Clearly define the expectations of the health and safety program and who is responsible for what.
  • Ensure there are adequate resources that support the health and safety program.

3. Provide clear messaging

Once the health and safety program has been developed, it needs to be clearly communicated to everyone within the organization. It is important that all employees understand what the program entails and their role in ensuring a safe workplace.

Your company’s safety plan should be visible in the environment to ensure that everyone is aware of the program and will get on board and can include company emails, posters, and team meetings. Motivational strategies such as incentives and contests can also help to build a culture of safety.

4. Encourage two-way communication

In your efforts to build a culture of safety with your workers, you will also want to make sure that the communication is two-way. Employees need to feel engaged in their health and safety program and feel that they can communicate their concerns, offer suggestions, and report accidents without fear of reprisal.

In order to build this culture, you should offer your employees various ways of communicating with you. This might include regular team safety meetings or appointing a safety lead to each team where workers can bring their concerns directly. Whatever strategies you use to enable two-way communication, the goal should be to make it easy for your employees to have a voice.

5. Provide ongoing training

Finally, you should continue building and supporting a culture of safety through ongoing training. Training opportunities allow your employees to work and learn together, which in turn supports the culture. Training may be online or in-person; it could include guest speakers, lunch and learns, or specific hands-on training such as first aid.

Contact TeksMed today!

Building a culture of safety will serve to prevent many job-related illnesses and injuries. However, when these events do happen, it’s important to have a good disability management and return to work program in place. And this is an area where TeksMed can help. Contact us today to learn more.

As a business owner, you know the importance of keeping your people safe. Not only is it a moral responsibility, but it is also a legal one. In addition, having a good health and safety program in place makes really good business sense. It helps to reduce absenteeism, improve employee morale, and ultimately boosts productivity and revenue.

Here we explain in more detail why having a health and safety program in place is good for business:

Improved morale and less turnover

As we emerge from the COVID-19 pandemic, many employers are finding it a real challenge to attract and retain talent. The “great resignation” saw many positions vacated – and employers have been finding those positions difficult to fill.

Having a good health and safety program in place is one way to show your employees that you care about their well-being. This sets the environment for better employee morale and lower employee turnover.

Reduced absenteeism

When employees are ill or injured, they need to take time off to recover. This, in turn, will mean lower productivity for your business because either you will have fewer workers to cover a given task, or you will need to spend more time training the workers that are covering for your injured employee.

A health and safety program that incorporates preventative measures means that there will be fewer job-related accidents or illnesses and, therefore, less absenteeism.

Better customer service

Many employers don’t think about their health and safety program as directly impacting customer service, but it does.

For example, suppose you have sales reps who regularly deal with the same customers. In that case, having those people on disability leave can lead to customer service inconsistencies. But even if you don’t have sales reps per se, any employee that deals directly with the public will likely provide much better customer service if they enjoy their work and feel valued by their employer.

Positive brand reputation

In a world of social media and online reviews, your company’s track record for health and safety can make it into the public eye.

Having a health and safety program is good for your company’s brand and reputation. And since many consumers today want to work with ethical companies that have good reputations, this could be extremely important to your bottom line.

Lower premiums on your workplace safety insurance

Finally, having a health and safety program in place can help to save your business money. Like most types of insurance, if you have to make a claim on your WSIB or WCB insurance, it could cause your premiums to go up.

Making safety a priority in your workplace reduces the potential for accidents (and therefore claims), thereby saving your business money.

Contact TeksMed today

Although you do your best as an employer to keep your workers safe, there may still be times when employees become ill or injured and you need to have a disability management and return to work program to support your employees. Contact TeksMed today to learn how to get these programs in place before you need them.

A certain amount of stress is normal, and even helpful in certain situations. In small doses, stress can help ensure we are prepared for that big presentation or arrive at a meeting on time. But long-term stress can be harmful both to the individual and the workplace. Left unchecked, stress can increase the risk of mental illness and cause physical complications like high blood pressure and cardiovascular disease. Constant stress in the workplace can result in decreased productivity, conflicts between co-workers, and increased absenteeism.

The good news is that there are strategies for coping with stress and building mental resilience in your workforce:

1. Practice and promote mindfulness

More and more people in the business community are turning to mindfulness – and with good reason. According to some experts, practicing mindfulness can help boost accuracy in judgement as well as problem-solving abilities and ease mental stress.[i]

How can you promote mindfulness in the workplace? Consider virtual or in-person training for your staff, offer books and resources, as well as mindfulness tools like apps. Consider including mindfulness training into onboarding, management training and professional development.

2. Compartmentalize

Our brains receive 11 million bits of information per second, but we can only process about 40 bits of it. And while we can’t decrease the amount of information coming at us, we can compartmentalize our work activities to optimize them and make them feel more manageable. Some of the activities that you can compartmentalize include emailing, developing strategy, attending meetings, etc.

If you can create dedicated times for certain activities, it can decrease distractions and the cognitive load on the brain.

3. Take detachment breaks

During the workday, have you ever noticed that you are super productive at times and there are other times when you feel uninspired? Psychologists call these peaks and valleys of energy your ultradian (hourly) rhythm. The mental energy that we have to focus on a given task typically lasts between 90 and 120 minutes.

It is helpful to step away and take a break to reset this rhythm once you come to a low spot. This can include chatting with a co-worker, going for a walk, or listening to your favourite song on Spotify.

While taking more breaks (and encouraging your staff to do the same) to increase productivity may seem counterintuitive to some, it can help prevent burnout over the course of days, weeks, and months.

4. Develop mental agility

Mental agility is the ability to take a step back from what you are experiencing in order to look at it more objectively. Essentially, we are switching our neural networks to go from reacting to stress to responding to it. This does not mean we won’t still feel the stress. But by taking a neutral standpoint and labelling the emotions we are feeling, we can activate the thinking centre of our brains, which in turn helps to improve performance and keep stress to a manageable level.

5. Build a culture of compassion

One aspect of building mental resilience that is often overlooked is the ability to have compassion – both for ourselves and others. Research from UC Berkley shows that compassion is an important skill for building positive workplace relationships, and it increases cooperation and collaboration among co-workers.[ii]

Developing a compassionate workplace culture may help your team to better manage their stress.

The ability to build mental resilience is a skill that can benefit companies in any sector, and building a mentally resilient team is good for both your people and your business.

Contact TeksMed today

Despite our best efforts, sometimes employees may still need to take time off due to physical illness, injury, or mental stress. TeksMed can help ensure that your disability management and return to work programs are in place and ready to help when your employees need them. Contact us today to learn more.

[i] Mindfulness meditation may ease anxiety, mental stress – Harvard Health

[ii] Compassion across Cubicles | Greater Good (berkeley.edu)

When a workplace experiences unplanned absenteeism, it can negatively impact employee morale and hurt your company’s productivity and its bottom line. This type of absenteeism can be caused by a number of factors including injury, illness, personal issues, and emergencies.

As an employer, you won’t be able to eliminate all of the causes of unplanned absenteeism, but there are things you can do to help reduce them.

Implement a Wellness Program

A workplace wellness initiative has multiple benefits for both you and your employees. Not only can it help to reduce health-related absences, but it may also help to lower your premiums on your group health insurance. Additionally, it can help create a culture of wellness within your organization as it reduces employee stress and improves morale.

According to a report from 2018, 80% of workers felt stressed on the job, and nearly 50% said they needed help to learn how to manage their stress better. Since stress can lead to other serious health problems, including depression and heart disease, a program that helps to mitigate that stress can be extremely valuable in the workplace.

Offer Paid Personal Days

In addition to the requisite vacation time, many employers are offering paid personal days. Since absenteeism is often the result of employee burnout, additional paid personal time off can help to make employees feel happier and have a better sense of work-life balance.

Allowing employees time to take care of personal matters and recharge mentally can actually help to improve their productivity – making it a win-win for everyone.

Consider Flexible Working Hours

If the pandemic has taught us anything, it’s that the days of 9 to 5 are over. Allowing flexible working hours means that employees can spend more time with their family and work at hours that they are most productive.

Being able to work from home or having a hybrid set up where employees do some of their work from home and some from the office (or other worksites) also means that they are free to run errands, be there for their kids, let the contractor in, etc. without having to take a day off.

And if you’re concerned that this will reduce productivity, don’t be. According to a survey taken in 2020, two-thirds of managers who offered this kind of flexibility found that it increased (not decreased) productivity.

Improve Workplace Morale

If your employees don’t feel excited to come into work, it could contribute to absenteeism. Workplace satisfaction is a critical component of reducing absenteeism long term.

There are a variety of ways that you can improve morale, from creating a nicer work environment with inspiring artwork or a more comfortable breakroom to offering more professional development opportunities, team-building activities, and social events for your employees.

By building an organization and space where employees enjoy spending their time, you can help to mitigate absenteeism.

Encourage More Employee Engagement

Employees are more likely to feel satisfied in an environment where they feel they are contributing and making a difference. By fostering an environment where employees feel free to offer ideas and take on new projects, you’ll develop more engaged and productive employees.

Have Disability Management and Return to Work Programs in Place

Even though we implement programs and policies to help prevent illness and injury in the workplace, they will still sometimes happen. When they do, having a good disability management and return to work program in place will help take care of your employees and help them transition back into the workplace.

 Contact TeksMed Today

Taking steps to reduce absenteeism is an important part of keeping a productive workplace. For assistance with your disability management and/or return to work plans, contact TeksMed today.

Technology has made it increasingly possible for employers to hire employees from anywhere they are able to work remotely. Since the start of the COVID-19 pandemic, remote work has been increasingly embraced among the workforce, and it isn’t expected to go away anytime soon. And while there are several advantages to remote work, it is also not without its challenges.

For example, how can an employer implement an effective disability management program when employees are not onsite, and safety conditions are difficult to monitor? If an employee gets intoxicated while working at home and becomes injured, what does that mean for the employer and their legal obligation to keep employees reasonably safe?

While disability management for remote employees is no doubt more challenging than for onsite employees, it doesn’t mean there aren’t steps employers can take to help prevent injuries and manage their risks.

The following are some strategies you can incorporate into your company’s disability management program for your remote workers:

Create a work at home safety policy

Just like you have a safety policy for your onsite workers, there should be one for your remote workers as well. Include specific expectations for their conduct and environment that will mitigate the risk of injury. Ensure that this policy is distributed to your entire team, let them know that working from home is a privilege, and they are expected to adhere to that policy.

Require your remote employees to have a dedicated workspace

Your remote employees should have a space in their home where they work. This space should meet the same standards that your regular onsite office space meets, from having ergonomically correct furniture and equipment to being free of clutter that could pose a hazard.

If possible, supply your remote workers with the tools and equipment they need to work from home or provide them with a budget to furnish a proper workspace.

You may also choose to require that your employees provide photos of the space so you know they are complying with safety standards.

Review your insurance

If your company only recently started allowing employees to work remotely, then it is also a good time to review your insurance to ensure that employees working from home are covered.

If there is any doubt, contact your insurance company and see if it is necessary to make changes to the policy.

Regularly follow up with employees

Finally, it is important that you don’t lose track of your employees. Follow up with them regularly to ensure they are still complying with safety standards. You may wish to have scheduled conference calls to see how they are doing and ask whether their current equipment is still meeting their needs.

You may also want to consider having occasional virtual lunch and learns to cover topics relating to remote workplace safety or to general health and wellness. Keeping a culture of open communication where safety is promoted is crucial.

Contact TeksMed today

Disability management can be a challenge for any workplace, but it can be especially daunting when employees are working remotely. For assistance with your disability management plan, contact TeksMed today.

The COVID-19 pandemic has taken its toll on many of us, and employers have had to adapt in order to keep their employees safe and healthy. While data from around the world suggests that this may finally be coming to an end, it is still important that employers do everything they can to keep their employees safe.

The following are a few tips to help:

Continue to Follow COVID Protocols and Health Unit Guidance

We get it. After nearly two years of restrictions, we all have a little pandemic fatigue. But as an employer, it is still your duty to ensure you are doing what you can to protect your employees from COVID-19. And that means continuing to follow guidelines like maintaining social distance – and wearing masks when distancing is not possible.

You should also ensure that employees are being screened for symptoms or that they know how to self-screen.

Provide PPE for Your Employees

While many Canadians have collected an array of cute cloth masks over the past couple of years, some health authorities are now recommending that people stick to N95 or KN95 masks for optimal protection. To provide an added level of safety for your employees, consider providing these types of masks for them – and make sure they know how to fit them.

Offer Remote Work Options If Possible

Remote work has become increasingly common during the pandemic and many more companies are now able to provide this option to their employees. Having a remote-friendly work environment will allow employees who don’t feel comfortable yet coming into the office to continue to work.

It is also a good option for employees who may have minor cold and flu symptoms but who feel well enough to work. This can prevent any potential COVID-19 exposure to other employees.

And, if you do have employees that are working from home, remember to promote their safety there too by having safety policies in place, such as requiring a dedicated workspace, etc.

Discourage Presenteeism

We all know that we are supposed to stay home when sick. But do your employees really feel comfortable taking a day (or several days) off when they are in the midst of a major project?

Communicate to your employees that the health and safety of the team is more important than anything anyone is working on. Communicate that employees are expected to monitor for potential COVID symptoms and stay home if they are feeling unwell – for their safety and everyone else’s.

And if someone does come into the workplace with symptoms, send them home.

Promote Physical and Mental Health

Finally, remember that COVID-19 is not the only health concern that your employees may have despite being in a pandemic. Continue to promote other measures that encourage both physical and mental health.

For employees working from home, make sure that you or their immediate supervisor checks in on them from time to time to make sure they continue to feel connected to the team. Consider having team meetings or conference calls to check in on employees and offer any assistance they may need.

Contact TeksMed today

As an employer, it’s important to do your best to ensure that your employees are kept safe and healthy during the pandemic. But you’ll also need a plan for disability management. For help with that and return to work strategies, contact TeksMed today.

Canadian winters can be rough, even when you aren’t working outside. Some jobs are outdoors and don’t stop just because the cold weather comes. Staying safe when temperatures drop is crucial for your employees so that they can continue to do their job, and your company can continue to run its business. Here are some safety tips for keeping your employees safe when working outdoors this winter.

Ensure employees are dressed for winter

One of the most critical factors in staying safe when working outside is having suitable clothing to protect you from harsh temperatures. But buying the right cold-weather gear can add up, and it may be difficult for some to purchase these items for themselves.

Consider giving your employees a budget for purchasing the right outdoor clothes to get the job done, or provide them with company-owned outer layers that will protect them from the cold.

Give sufficient breaks from the cold

Whether your employees are outside of a main building or have to drive to the jobsite in a company vehicle, make sure they have a warm space where they can get out of the cold for a sufficient amount of time so that they can warm up.

Being out in the cold for too long can be detrimental for regulating our body temperatures, so it’s very important that you allow warm-up breaks for your employees.

Make sure all company vehicles have a cold-weather safety kit

A cold-weather kit should include emergency blankets, candles and matches. If your employees get trapped out in the weather, burning a candle can help ward off hypothermia long enough for help to get to them.

Allow them enough rest

Like working in the heat, working in extreme cold can take its toll on your employees. If your business gets busy in the winter, it can be tempting to offer employees all the shifts and overtime they want to take, but it’s essential to ensure they have sufficient rest breaks between their shifts.

Employees being well rested will make them more alert on the jobsite, which can help them avoid any workplace injuries or accidents.

Give them proper reflective gear

Winter storms can make visibility low when driving, and if your employees are working on the road, they could be at a higher risk for being hit by a driver. Make sure your employees have the proper reflecting gear that they need so that they can be seen by drivers on the road.

Working outside during the Canadian winter can really be a challenge – it’s cold, damp and gets dark early in the day. However, it doesn’t have to be dangerous, and you can help to keep your employees safe this winter. By following just a few easy safety tips, your employees will be ready to work in almost any weather. Give these tips to a try, and make sure your employees are well cared for on the job.

Contact TeksMed today!

Despite our best efforts to keep our employees safe, injuries and illnesses can still sometimes happen. When they do, it’s important to have a disability management program and return to work protocols in place. And TeksMed can help you with this. Contact us today to speak with a member of our team.

In 2022, employers will be faced with many challenges. While there are hopeful signs that the pandemic may finally be loosening its grip on the world, COVID-19 is still a reality. Additionally, the stress of going through a pandemic has taken its toll on our mental health – and employers will have to keep this in mind going into the new year.

So, with all of this in mind, here are a few things you will need to know for disability management in 2022.

Ensure your safety and injury prevention programs are still serving your needs

COVID has changed safety protocols for many businesses and continues to as we learn more about the virus. For example, some workplaces have initiated vaccination policies and specified that employees should wear higher-quality masks.

And COVID may not be the only reason to review your safety policies either. Has your business acquired new equipment or started providing another service in the past year? Ensure that your safety policies are up to date with any changes you have made to your business.

Examine your approach to health and wellness

Disability management in the modern workplace is about more than safety protocol and return to work programs. It is also about showing that you care about your employees’ physical and mental well-being.

For this reason, more and more employers are working to ensure that there is a strong focus on health. Examples of this in the workplace may include lunch and learns that focus on wellness, providing employees with flexible hours and personal days to take care of their mental health, and even (budget permitting) providing employees with healthy meals and gym memberships.

Early intervention for injured and ill workers

It has been proven time and again that the longer an employee is off work due to an injury or illness, the less likely they are to return to work. This has led to early intervention being critical in any effective disability management program.

Employers who participate in programs that assist in helping employees get early medical testing and treatment for illnesses and injuries are typically more successful in bringing their employees back to work earlier and having a healthier workforce overall.

Effective communication and collaboration between all departments

Part of having an effective disability management program is ensuring that all of your managers and supervisors are on board and company policies are clearly communicated with your entire team. This begins by ensuring management is fully trained in the organization’s policies and procedures.

Disability management personnel should be identified within the company, and everyone should know their role in the event of an employee becoming ill or injured at work.

Effective communication of policies and resources to all employees is also crucial to ensure that employees know where and how to access information when required.

Effective return to work policies

Employees can often be reluctant to return to work after an injury or illness because they feel embarrassed or anxious that they may not be able to resume the duties they were performing before their injury.

Remove any sense of stigma and help these employees feel more comfortable by working with the employee to find the accommodations that will assist them in coming back to work. This may include reduced hours, making adjustments to their workspace, offering more frequent breaks, etc.

This, of course, also needs to play into an overall corporate culture that values employees and a willingness to work with them to improve retention and allow full participation in the workplace.

Ongoing evaluation of the program

Finally, it is important to remember that your disability management programs should constantly be evolving and for this to happen, regular ongoing evaluations of its effectiveness should occur. Regularly review the metrics of the program and make adjustments as necessary.

Contact TeksMed today!

Having an effective disability management program in place will be a key to business productivity and worker retention in 2022. If you would like help developing or improving your own disability management program, we would be happy to help. Contact us today to speak to a member of our team.

After the holidays, employees often come back to work refreshed and re-energized. It is also when many companies set their budgets and targets for the year – so what better time than to set some “New Year’s Resolutions” for your workspace as well.

If you are committed to improving your company for both yourself and your employees, here are five goals to think about.

1. Improve the Physical Environment

How your office (or other workspaces) looks and feels can greatly impact your employees’ productivity and even their job satisfaction. Aesthetic improvements such as a fresh coat of paint on the walls or some inspiring artwork can bring some life into the space and positively impact mental health.

Some improvements can also help protect employee safety and physical health, such as improved lighting or more ergonomic office furniture.

2. Support Mental and Physical Wellness

Because many of your employees are likely making their own New Year’s goals – which often centre around physical and mental health – now is a great time to show your support for those goals by offering relevant programs or financial assistance.

For example, you might choose to initiate a “fitness fund” to subsidize employees’ gym memberships or other athletic activities. Or you may decide to offer a certain number of personal days each year so that employees may better look after their mental health.

By implementing these types of supports, not only can you improve the morale of your current employees, but it is also a great way to attract and retain talent.

3. Become More Active in the Community

Corporate Social Responsibility is no longer just a “nice to have” for many employers – it is becoming a “must-have.” As a result, many new grads and seasoned professionals alike, when they seek out a new position, look specifically for an employer that is making a difference in their community.

Consider what organizations or causes align with your corporate vision and determine what you might want to do to support those. Whether you do company-wide fundraising campaigns or offer volunteer days to your employees where they can spend a day out volunteering in the community instead of coming to the office, your employees will appreciate that the company cares about more than just profits.

4. Crystalize Performance Management

To help ensure your company meets its targets – and that your employees can achieve their own career goals – it is vital to have a solid performance management system in place. The system could include several features, such as regular check-ins to help ensure projects are on track, clear documentation to ensure everyone understands their role, and support to assist members of your team who may be having challenges on the job.

5. Encourage Professional Development

Offering and encouraging your employees to take advantage of professional development opportunities will help them grow and advance in their careers while also helping them contribute more to your company. And as a bonus, if your company has a reputation for offering excellent professional development opportunities, it may help you to attract top talent as well.

Professional development programs can be offered on hard skills specifically related to your business and transferable skills such as emotional intelligence, communication, and conflict resolution. If you’re unsure what kind of professional development opportunities to offer, consider conducting a workplace survey to see which areas your employees are most interested in.

Contact TeksMed Today

Promoting a happy and healthy work environment can help prevent future workplace absences due to illness or injury. But, because illness and injury are never entirely preventable, you’ll want an effective disability or return to work program – TeksMed can help. Contact us today. We’ll be happy to assist you with your 2022 disability management goals.

When your business involves employees driving frequently – whether they are making deliveries or attending offsite meetings – you want to ensure that your employees are safely getting to their destinations. Here are some safe driving tips to help make sure your employees are safe on the job and represent your company positively, particularly when there are slippery winter road conditions.

Maintain your company vehicles

Even if your employees are fantastic drivers, if the vehicles are regularly breaking down or not maintained properly, it could lead to a dangerous situation. So, make sure that vehicles receive regular maintenance and vehicles have winter tires once the snow begins to fall. You should also make sure your workers have emergency communication tools such as radios or cell phones available, and they are in good working order – just in case an emergency happens. You should also consider keeping items like a fully-stocked first aid kit in the vehicle and blankets during the colder months.

Make sure employees are well-rested

Your employees will be representing your company while out on deliveries or meeting with customers and clients, but driving can be a stressful activity. Without the appropriate time to rest, it can often lead to extreme fatigue if your drivers haven’t taken advantage of holiday time or are consistently working overtime. This can impact their performance and how they represent your company.

Driving fatigue is very real, and driving in the winter months can be particularly stressful. If you are pushing your employees to work more and more hours, you may find that they are burning out more quickly, and this can cause serious accidents on the road.

It’s important to encourage your employees to take regular breaks while on the road and take time to eat and hydrate.

Provide Training

While driving may be a skill that your employees learned a long time ago, regular training to make sure they are up to date on legislation, company policies, and changes in your industry is important.

Regular safety training, as well as training on any specific vehicles or equipment they will be using, can go a long way towards helping everyone stay safe.  Not to mention, weather-specific training to avoid accidents in slippery conditions.

Monitoring performance on the road

Monitoring road performance can be a little tricky because you don’t want your employees to feel like they are being watched all the time, but you do want to make sure they are safe on the road when driving a company vehicle.

You may want to place GPS tracking devices on company vehicles or dash cameras (depending on what type of vehicle they drive and where they’re going). You may also want to check in with your drivers if they are on the road for long periods.

Also, consider using dash cameras and similar devices to reward good driving behaviour (not just to correct poor behaviour). It will help motivate your employees to keep safety in mind.

Contact TeksMed today

Unfortunately, sometimes despite our best efforts, accidents on the job can still happen. If your company needs assistance with its disability management plan or its return to work programs and policies, we are here to help. Contact TeksMed today to learn more.

 

Canadian winters can feel like they go on forever: it gets dark early, it’s cold outside, and it can be challenging to get out and do anything. Being stuck inside without enough sunshine can make employees feel unmotivated and cause them to struggle with productivity. But most companies cannot simply shut down for a quarter of the year until the seasons change, so how do you keep your employees feeling motivated during the winter? Here are a few ideas to help.

Holiday flexibility

While December may be a busy month for many businesses, it’s also the time of year a lot of your staff are going to want to take time off. Between family events and trips, the holidays are when many people take days off work to spend time with their loved ones. By being as flexible as possible with your staff during the holidays, you can avoid adding extra stress to an already busy time. And when employees feel less stressed, their productivity is likely to improve as well.

Start the New Year off right

If you can let your employees step away in December and take some time off, they are likely to come back to work in January refreshed, energized and much more motivated to work. The start of the new year is an excellent time to set individual, department and company goals. Your employees will have tasks/items to work towards, which can help with keeping them motivated during the cold winter months.

Promote health and wellness

It’s not a secret that it’s harder to stay active during the winter, and with all the extra tasty treats during the holidays, it can be challenging for your employees to maintain healthy eating habits.

As an employer, you can help by promoting health and wellness. Some ideas may include bringing in healthy meals, promoting mental health days, or offering remote work options to help ensure your employees don’t bring colds and the flu into the workplace.

Make the workplace comfortable

Try to ensure the environment your employees are working in is comfortable. Is it warm enough? Is there enough sunlight coming through the windows? Are chairs, desks, and equipment ergonomically friendly? There may be some aspects of the work environment that you can’t change – but for the things you can control, make sure you are doing your best to provide a comfortable and pleasant work area.

Remember that your employees spend a large portion of their time at work. By doing your best to help protect their physical and mental health – particularly during the winter months – you can help boost both morale and productivity.

Contact TeksMed today

Employee motivation can be especially difficult for employees who are just returning to work after an injury or illness. If you require help with your disability management program or your return to work program, TeksMed offers a variety of solutions to help keep your employees healthy and productive. Contact us today to learn more.

November 21st marked the 26th annual World Day of Remembrance for Road Traffic Victims and the beginning of a new Decade of Action for Road Safety 2021-2030. With this in mind, we wanted to put special emphasis on road constructions crews and what employers can do to help keep them safe – particularly now that the days are shorter and it is getting darker earlier.

Every year in Canada, dozens of road crew workers are killed in vehicular accidents, and hundreds more are injured. But there are things that employers can do to help mitigate the risks.

Here are some of our top tips for keeping your workers safe:

Have a transportation management plan

You should always have a transportation management plan for your road construction project. This is the plan that you will use to alert drivers that there is a construction zone and help them safely navigate around or through it. Your plan should also manage the flow of any heavy equipment and your workers.

Control traffic

Ensure that you are giving vehicles clear advanced warnings through the use of signs, barrels, and other traffic control devices. As the days get shorter, the visibility of these devices become increasingly important – lights and reflective surfaces will be visible to drivers from farther away and help keep your crew safe.

Create separate areas of work

Depending on the project, you may have several things happening on your worksite at once. You can help to avoid accidents by creating separate work zones through the use of cones and barriers. For example, you might have a specific area for storing materials and other areas where heavy equipment is being used.

Ensure your crew has the proper safety equipment

It is imperative that all of your workers on the job site are wearing the appropriate personal protective equipment (PPE) for the job. This may include reflective vests, steel-toed boots, hard hats, etc. Clothing should be highly visible (bright orange/yellow/lime), particularly if your crew is working after dark, and it should meet American National Standards Institute (ANSI) Class 2 or 3 standards.

Always have a trained safety officer on hand

Whenever work is being performed, you should have a competent person on hand who can identify safety hazards, dangerous working conditions and who is able to select the appropriate PPE and traffic control devices.

Workers should be able to report any unsafe conditions to this person so that the issue can be corrected immediately.

Have safety meetings at the start of each shift.

When working outdoors, conditions can change from day to day, so it is a good idea to begin each shift with a safety meeting. During this meeting, you should brief your workers on what is scheduled for the day and make them aware of any potential hazards. You should also use this time to ensure everyone has the proper PPE for their shift.

Have a site-specific safety program

Since each road construction job is different, it is a good idea to have a site-specific safety program in place for each worksite. This program should identify any hazards and include plans to mitigate them. The program should also include scheduled inspections of equipment and a plan for emergency medical treatment if necessary.

It is the responsibility of every employer to do everything possible to ensure a safe work environment for their employees. So, in honour of World Day of Remembrance for Road Traffic Victims, take some time to review your policies and practices to help ensure the safety of your team.

Contact TeksMed Today

In addition to our disability management and return to work programs, we also offer services that can assist you in developing a strategic approach to injury management. Contact us today to learn what we can do for your company.

It has been well known for the better part of a year that the absolute best way to mitigate the spread of the COVID-19 virus is through vaccination. And of course, it is understood that an employer has a moral – and legal – obligation to safeguard the health and safety of their workers. So, it makes sense that many employers are considering implementing vaccination mandates to ensure their workforce is protected against COVID-19.

Statements from workers’ compensation boards and other provincial authorities seem to tread lightly around the subject – and for good reason. The implementation of a vaccination mandate calls into question matters of labour legislation, human rights, and medical privacy. We are navigating previously uncharted territory, and it has become a hot topic among labour unions, lawyers, and employers alike. However, our government has set a powerful precedent: all federal public service employees, including those in the air, rail, and marine transport sectors, were required to be vaccinated by the end of October 2021.

One thing that seems to be unanimously agreed upon, is that if an employer does make being fully vaccinated against COVID-19 a condition of employment, should the worker have any adverse reaction to the vaccine, medical costs and lost wages may be considered work-related by the respective workers’ compensation board. That means that if you decide to implement a policy that makes COVID-19 vaccinations mandatory in order for your employees to continue working, and they have an adverse reaction to the vaccine, it would be considered a reportable work-related claim.

It is important to differentiate between making vaccination mandatory and simply encouraging your workers to get vaccinated. Organizing a vaccination clinic at a worksite, providing a financial incentive for proof of vaccination, and generally encouraging workers to get vaccinated do not count as requiring a vaccine for the purpose of employment. Only if a worker’s employment is contingent on providing proof of vaccination would it be considered mandatory. It is, however, important to be completely clear whether or not vaccination is mandatory for an employee to continue working; in BC, for example, if it is proven that a worker was reasonably convinced that the vaccination was necessary – even if that is not the case – an adverse reaction may still be considered work-related.

Another notable piece to this puzzle is the definition of an “adverse reaction.” For entitlement to be considered by the workers’ compensation board, the reaction would have to be beyond what can be expected as common side effects (e.g., fever, chills, pain at the injection site, fatigue and headaches for at most a few days). Anything requiring medical attention, or time away from work beyond a couple of days, would be considered an adverse reaction.

The following resources contain statements from workers’ compensation boards across the country, addressing vaccines and the workplace:

WorkSafeBC:

https://www.worksafebc.com/en/covid-19/vaccination-and-the-workplace

WCB AB:

https://www.wcb.ab.ca/assets/pdfs/employers/EFS_COVID-19_vaccine_reactions.pdf

https://www.wcb.ab.ca/assets/pdfs/employers/EFS_Employer_vaccination_mandates.pdf

WCB SK:

https://www.wcbsask.com/frequently-asked-questions-workers-covid-19

WSIB:

https://www.wsib.ca/en/faqs-about-claims-and-covid-19

WCB PEI:

http://www.wcb.pe.ca/Workplace/InformationForEmployers

WCB Nova Scotia:

https://www.wcb.ns.ca/About-Us/WCB-Nova-Scotias-Response-to-COVID-19/Information-for-Employers.aspx

 

Taking care of the health of your employees isn’t just about their physical health. Their mental health is just as important, and perhaps even more so during these past two years considering everything we have had to face during the pandemic.

To make sure the mental health of your employees is attended to as well as possible, here are a few ways you could incorporate managing mental illness into your disability management program.

Know what role you play (and what role you don’t)

As an employer, you cannot legally discriminate against someone because of their mental illness. You also must accommodate (to the best of your ability without undue hardship) the employee, so they have what is needed to do their job. Employers must also make sure the workspace is safe for employees with a mental illness and ensure the employees do not feel their colleagues or supervisors are treating them differently.

Create the culture

Many people have difficulties talking about their mental illness, and it’s even harder to disclose this to your employer (especially if you feel like you will be treated differently because of it). One of the best things an employer can do is try to remove the stigma around mental health and truly create an open office policy where employees feel safe to talk about what they need.

This can also come in the form of company communications and lunch and learns to help everyone feel comfortable with the topic of mental health. You could even let your employees know that it’s completely okay (and, possibly even encouraged) to take mental health days if needed. You can also have mental health initiatives and workshops to share support your employees’ mental wellbeing.

Train your supervisors on the signs of mental health issues

Some people may have a mental illness but are unaware that it is a medical issue or feel uncomfortable talking about it. Providing training to your supervisors or managers to know the signs of mental health issues can be helpful to employees. This doesn’t mean that you are responsible for being their mental health practitioner — that is not your role as an employer. But if your supervisors know what to look for and how to approach the subject with their staff, it can help identify issues that your employees might not bring forward themselves.

Practice patience and compassion

When your employees are dealing with a mental illness, it’s a lot for them to handle. If they feel like their employer doesn’t have time for them, it can add stress. If you show your employees compassion and patience, they won’t forget that you were there for them, and you’ll likely get a more loyal and dedicated employee out of it.

The last 18 months have been tough on all of us, no question. Many people are coping with mental health issues when they previously haven’t. If mental illness hasn’t been considered in your disability management program before, it certainly needs to be now.

Contact TeksMed today!

When your staff feels their best both mentally and physically, they can do their best for your company. If you would like assistance with your disability management or return to work programs, contact TeksMed today to learn how we can help.

Every winter, there’s a significant rise in both cold and flu cases. Thanks to masking and social distancing during the pandemic, cold and flu cases seem to have all but disappeared. However, experts are expecting a resurgence this winter.

When someone comes to work with a contagious disease, it can quickly spread to others around them, and then you may have a wave of illness going through your company. Taking care of your employees, and encouraging them to take care of themselves, is paramount in helping everyone stay healthy through cold and flu season. Here are five easy ways to prepare your employees and company for the upcoming season.

Educating employees

Making sure your employees know the symptoms of the flu and how to recognize its onset is critical in preventing the spread of it. Employees should also know the information about flu shots available to them in their community. The more employees are educated on the impact of the flu, the more active employees will be in preventing its spread.

Keeping the workplace clean

This may not apply to every company — for example, if you are permanently working from home. However, if your employees are in the workplace on any semi-regular basis, it’s crucial to make sure you keep it as clean as possible. This may include providing hand sanitizer for all employees and making sure proper supplies for hand washing are made available to them around the office. You may also want to consider having cleaning staff come in more regularly (if possible) to make sure the workplace is germ-free for when employees come in.

Flu season strategies

No matter how much we try, employees still get sick. With that in mind, it’s important to make sure you have plans in place if an employee does catch the flu or a cold. If an employee is out sick – even if they work from home – do you need someone to help cover their daily tasks until they feel better? When employees are ill, they need to focus on getting better and not worry about all the work piling up for when they come back. So if you have a plan in place, you can ease some stress, and your employees can focus on just getting better.

Host a flu shot clinic

Everyone is busy, and they all have lives outside of work, so it can sometimes be challenging to get to a flu shot clinic during the day. If you host a clinic for your employees, they may be more likely to get the shot. It will be important to promote and talk about the clinic before it happens, so make sure you give plenty of time to make everyone aware that it’s happening.

Review your sick time/paid time off policies

If you don’t offer your employees a reasonable amount of sick time or paid time off, the impacts of cold & flu season are likely to be much more significant than necessary. If your employees know that they don’t have to worry about sacrificing income because they are sick, they can take just one or two days off. This means they can take the time to recover and come back to work healthy – and that they won’t be spreading the illness to other employees.

While cold and flu season can be challenging to get through, with some careful planning and making sure your employees are well cared for, you can help everyone stay as healthy as possible this year!

Contact TeksMed today

In light of the pandemic, you’ll want to make sure you take every precaution to ensure that your staff stays safe, particularly during cold and flu season. Not only does TeksMed offer disability management and return to work programs, but we also offer COVID-19 screening and testing through QuikCare Health. Contact us today to learn more.

When employees are absent due to short or long-term disabilities, the cost to employers and organizations can be high, in terms of lost productivity and the bottom line.

One way to reduce this absenteeism within the company is to have a solid disability management program. However, to work at an optimal level, it is critical that such programs respond to workplace injuries and illnesses while taking measures that also help prevent and mitigate such injuries.

By adopting a proactive approach, companies can curb absenteeism by helping to prevent or reduce the severity of both physical injury and mental illness in the workplace. Three important factors in any disability management program are job accommodation, employee assistance programs, and health advocacy solutions.

Reducing Absenteeism Through Workplace Accommodations

When an employee takes time off due to an illness or injury, getting them back to work as soon as they are able is not only important to the company’s bottom line, but it can be a vital component of the employee’s recovery as well.

The longer an employee is on disability leave, the less likely it becomes that they will be returning to work. And the reason isn’t always what you think. Many employees who can return to work don’t because they believe they can’t. They may not realize that as an employer, you have a duty to accommodate them.

Communication with an injured employee is, therefore, a key component of having them return to work. By asking them what they need (such as modified duties, flexible hours, special equipment, or even a ride to work), you can help them realize that it is possible for them to return to work.

By accommodating injured employees, you allow them to remain on the job safely and help contribute to your company’s productivity.

Promoting the Value of Employee Assistance Programs (EAPs)

Another major cause of absenteeism in the workplace is chronic stress, problems at home, and mental illness. Unfortunately, many employers do not notice these problems are brewing until it is too late and the employee needs to take time off to recover. This is understandable since talking to one’s boss about mental illness is not something most of us would want to do!

Employee Assistance Programs or EAPs are often an under-utilized component of many company health plans. Having an EAP in place allows employees to receive confidential counselling.

By having an EAP as part of your employee benefits and promoting its use, you can help employees get the assistance they need in the early stages before a crisis occurs.

Health Advocacy and Assistance

If you have ever tried to see a specialist, you know that it can sometimes take weeks or even months. But we know that the longer an injury or physical condition goes undiagnosed or untreated, the longer it can take to recover. And if you have an injured employee, this equates to more absenteeism.

Programs such as QuikCare Platinum from TeksMed can help injured employees gain access to diagnostic tests and specialists in less time than they might be able to on their own.

With this kind of advocacy and assistance, health issues can be resolved more quickly and allow the employee to return to work faster.

Contact TeksMed today

If you would like to take the first step in curbing absenteeism through a disability management program, we can help. Contact TeksMed today to learn more.

As careful as everyone tries to be, accidents can happen at work—especially if workplace safety takes a back seat in priority. Instead of reacting to injuries in the workplace, the best thing employers can do is prevent injuries before they happen. Here’s what you need to know about injury and illness prevention at your workplace.

Are employers responsible for all workplace injuries?

All employers are legally responsible for taking reasonable precautions to prevent workplace injuries and diseases. This can be done in several ways, including thorough health & safety training during onboarding of new staff, providing appropriate personal protective equipment, keeping machinery or tools in safe working condition, informing all employees of any potentially hazardous areas, and finally, by complying with any established safety standards for your industry.

Are there penalties if employers don’t comply or are negligent?

Taking care of your employees is an essential part of being an employer, and it’s imperative to make sure you are aware of the legislation you need to follow and the actions you need to take.

If you are found in violation of the Occupational Health and Safety Act, you could be fined up to $1.5 million for a corporation. Additionally, as a company, employee accusations are not the only concern; if a Ministry of Labour inspector finds violations, the company may be fined accordingly.  Of course, neglecting health and safety is also sure to increase the number of injuries you experience, which results in increased WCB premiums.

How can you prevent accidents from happening?

The following are a few easy tips that any employer can use to help prevent injuries and keep their employees safe:

Education

Ensuring that everyone in the workplace knows how to use the tools and equipment required to do their job will go a long way to prevent injuries. In addition, ensuring that employees have proper training and that instructions are clear will help prevent errors that can lead to injuries.

Keep the floors and walkways clean

Many workplace injuries result from tripping over obstacles on the floor and in common walkway areas or slipping due to wet floors and spills.

When items fall on the floor or there is a spill, they should be cleared away as quickly as possible. If the floor cannot be cleaned immediately, items like pylons or wet floor signs should be posted to alert employees of the potential hazard.

Protective gear

Sometimes employees feel like they don’t have to use all the protective equipment their employer supplies to complete their job. However, if the industry standards say they should wear it, it’s important to make sure your employees follow these guidelines.

And while protective gear might not necessarily prevent an accident from happening, it can significantly reduce the severity of any resulting injury.

By following the recommended safety procedures for your industry and implementing rules to ensure everyone stays safe, employers can avoid violations and fines and remain operational.

Contact TeksMed today

At TeksMed, we believe that preventing injuries is the most important thing you can do for your employees. However, when injuries do happen, we are here to help you with our disability management planning and return to work programs. Contact us today to learn how we can help your business.

Both medical and recreational cannabis has been legal in Canada for some time now. As new cannabis stores seem to be popping up on a near-daily basis, some employers are asking what this might mean for the safety of their workplace.

Legal implications

Although cannabis use is legal, it does not mean that other laws go out the window. Under the criminal code, it would still be a serious offence for an employee to operate a vehicle while under the influence, and the Occupational Health and Safety Act still contains many regulations prohibiting impairment in the workplace, while the Smoke Free Ontario Act dictates where smokers (including cannabis smokers) may and may not smoke.

On the other side of the issue, however, is the Human Rights Code which stipulates that employers have a duty to accommodate those who use medical cannabis and those with substance dependency, providing that it does not cause the employer undue hardship.

Why is cannabis a safety concern in the workplace?

Employees who use cannabis may experience:

  • Slower reaction times.
  • Decreased ability to recall information.
  • Sleepiness.
  • Decreased ability to pay attention.
  • Possible psychological effects including depression, anxiety, paranoia, or psychosis.

And all of these effects can be cause for safety concerns, particularly if the employee is working with vehicles, machinery, heights, etc.

Cannabis impairment in the workplace

As with alcohol, it is reasonable that employers can expect their workers to not be impaired by cannabis in the workplace.  Unlike with alcohol, however, there is no official blood limit as to what constitutes impairment. This leaves employers in a difficult situation in determining impairment or whether they can conduct workplace drug testing for cannabis.

What can employers do?

Although cannabis use presents a challenging situation for employers, you still have a legal and moral duty to protect the safety of your employees. With respect to cannabis use, employers should:

  • Update their policies – many employers already have policies in place concerning alcohol and drug use. These policies should be updated to address recreational cannabis and updates should be clearly communicated to your staff.
  • Conduct safety training – In addition to communicating your updated policies, employees need to be trained in all safety-related aspects of the job – and this should include training about cannabis impairment.
  • Recognize the signs of impairment – Managers and supervisors should get training on learning the signs of impairment and what steps to take if impairment is suspected. It is important however to be careful not to discriminate against those using medical cannabis.
  • Know the legality of drug testing – In most cases, drug testing in the workplace is not permissible. The exceptions are in safety-sensitive roles that have limited supervision and where the employer can prove that it is a bona fide occupation requirement (BFOR) to not be impaired. As the rules surrounding this are very strict, it is highly recommended that employers speak to an employment lawyer before implementing a new drug testing program.
  • Accommodate employees who use medical cannabis or who have substance addiction – Under the human rights code, you must accommodate these employees up to undue hardship. Accommodation may include modifying their duties or allowing them time off to get treatment.

Contact TeksMed today

If you would like assistance in reviewing your disability management or return to work programs, TeksMed can help. Contact us today to schedule a consultation.

Having a solid disability management program can dramatically improve company productivity, reduce absenteeism, improve employee morale and ultimately have a positive impact on your bottom line. But not all disability management programs are created equal – some are more effective than others. So how do you know if your company’s disability management program gives you the best return on your investment?

Here are a few red flags to watch for that could indicate that it might be time to make some changes.

Employees are not reporting injuries or illnesses right away

Waiting to report a workplace injury or illness may not seem like a big deal, and there are many reasons why an employee might hesitate to advise their employer of a disability (denial, unsure of the process, etc.). But waiting can have a considerable impact on the outcome of a claim, affecting both the employee and the employer. Delays in reporting can result in penalties from the workers’ compensation board, and also delays accommodation and potentially treatment of the worker’s condition.

If your employees are not reporting incidents to you in a timely manner, it’s indicative that they do not know – or appreciate – your injury management procedures. Keeping all parties aware and accountable of their responsibilities in the disability management program is the key to success.

Accommodations aren’t appropriate

Getting an employee back to work is beneficial for your company’s productivity and the employee’s recovery. But if they return to work only to be off work again shortly after, due to reinjury or frustration with unsuitable modified duties, you are wasting your time and money.

An excellent return-to-work program needs to work with the employee’s abilities, and the employers must make suitable accommodations to ensure the recovering staff member doesn’t injure themselves further. Your program needs to be flexible and incorporate communication and case management to be effective.

There isn’t enough communication between managers and injured/ill employees

Timely communication is critical to the success of a disability management or return-to-work program. Employees need to receive information about the program itself – including expectations, responsibilities, and key personnel – as well as available resources from their employer that can help with their recovery. Inversely, those responsible for return-to-work should keep themselves informed of how their employees who are off work or preforming modified duties are doing; having a supervisor completely unaware of the status of an injured worker is a huge red flag that there is a problem.

Through communication, employers can also learn how to accommodate an injured employee best when they return to work. Managing expectations on both sides makes for a smoother transition.

You don’t know the return on investment of your disability management program

A good disability management program should have measurable outcomes. And if you don’t know what these outcomes are, you are not analyzing them carefully enough.

An employer can measure the outcomes of a disability management program through several factors, including medical and workers’ compensation costs, duration of claims, and the utilization of your return-to-work program’s resources.

However, to track success, your disability management program must have clear goals and benchmarks.

Contact TeksMed today

If you are experiencing any of these issues with your disability management program—or if you would like to have it reviewed to see if changes should be made—we can help. Contact TeksMed today.

Working outside in the summer can be a great way to enjoy the warm weather, spend more time in nature, and even help work on a tan. However, as the weather gets hotter, it can become much more dangerous to work outside for extended periods of time, especially in extreme humidity. For those who work outdoors, it’s important to make sure proper safety precautions are taken so everyone stays healthy when exposed to the heat. Here are a few tips for keeping your employees safe while working outside this summer.

Drink lots of water

First, most people don’t get enough water in their day, even when working indoors. When employees are working outside in high temperatures, the need to consume water and stay hydrated becomes even more important in order to stay healthy.

Depending on the type of tasks your employees are performing, you may find it helpful to provide them with hydration during the day, or make sure they can easily access water from the job location.

Take breaks

When it becomes really hot out, continually working and exerting oneself can cause a lot of bodily harm. It’s important for employees to take adequate breaks during the workday, and to take those breaks in the shade or out of the heat if possible.

It’s a good idea to designate an area at every outdoor workspace that can be used for breaks. This will both encourage workers to take the breaks they need, and also allow you to ensure a specific area is appropriate and safe (air-conditioned or shaded, has seating, access to cold water, etc.). 

Wear appropriate clothing

Working outside with clothes that completely cover you can feel counterintuitive, but not wearing enough clothing can be dangerous. It is important to have protection from the sun’s rays, as well as its heat. Ensure your employees wear appropriate clothing, such as a hat to protect their face from the sun or lightweight long-sleeved shirts, that can protect them from sunburn.

If your employees must expose their skin while working, always make sure they are wearing good quality sunscreen and reapplying it often. It’s also important to remember that while sunscreen will prevent sunburn, it does not protect from the effects of heat. With this in mind, try to ensure your employees have work clothes that are made from breathable fabrics (or moisture-wicking) to keep the body cool.

Train employees appropriately

Depending on the kind of business you’re running, you may require certain staff receive training for health and safety in extreme temperatures. If your crews are outside during the hot weather, someone on every job site or with every unit should be trained to identify the signs of heat stroke and heat exhaustion, and how to keep everyone as cool as possible.

 

While it may be inevitable for some of your employees to have to work outdoors in hot weather, their safety should not be put at risk. With appropriate precautions – such as enforcing breaks, suitable clothing, and adequate access to water – you will be in the best position to ensure that your employees are working safely during the hottest months of the year. It is also valuable to keep communication open with your workers, and understand how they are feeling both before and during working in especially high temperatures.

Contact TeksMed today

While most employers make every effort to ensure their employees stay safe on the job, there are times when injuries and illnesses still occur. If you need help with your disability or return to work program, contact TeksMed today.

The office is certainly not a new working environment, but it has become far more common to have a desk job and to work on a computer all day. Employees who work at a computer for extended periods of time may experience headaches, sore shoulders and issues with their wrists or elbows from their work environment. Recently, the idea of office ergonomics has become significantly more important in making sure employees are healthy and comfortable at work. Ensuring the environment you provide for your employees meets ergonomic requirements has numerous benefits for everyone, and here’s what you can expect to see.

Reduce work related injuries and absenteeism

Working with incorrect posture or in an awkward position may not seem like a big deal at first, but over time it can lead to lower back problems, carpal tunnel syndrome, migraines and a host of other issues that could keep your employees out of the office. Investing in proper ergonomic equipment can help prevent these injures from occurring in the first place.

Increase productivity

With the correct ergonomic setup, most workplaces will experience an increase in productivity. When you design a workstation that allows for proper posture and less physical exertion, you can increase productivity by up to 25%.

Get better quality work

While productivity is important and getting more work done will benefit your business, you also need to ensure that your employees produce high-quality work. When a job is too physically taxing on an employee, their quality of work may suffer, and they may not perform their job as they were trained to do. Making sure employees have a work environment that is conducive to good overall health will likely have a noticeable impact on the quality of work they produce.

Become engaged

If employees are sore and uncomfortable while performing their tasks, they’re not going to be happy about going into work, which means they will be less likely to engage with other employees and make those connections within the workplace. A properly designed ergonomic environment can lead to more employee involvement in committees and social events, less absenteeism, and it can even reduce the turnover rate experienced in the company.

Create a culture of safety

If employees see that the company they work for is dedicated to creating a culture of comfort and ensuring workstations and employee equipment meets ergonomic requirements, they will feel that the company supports them. Feeling safe at work can also lead to employees putting in a little extra effort to ensure their areas stay safe and meet company requirements and standards.

Implementing the changes to make your office or work environment ergonomic may be expensive at first – you will likely have to invest in some new equipment or upgrade what you have now – but it will benefit your company long term. With happier employees who have fewer injuries from repetitive movements or workstations that are friendlier to their posture, you will have a safer overall work environment with employees who are more actively engaged in their work.

Contact TeksMed today

As an employer, you do your best to prevent work-related injuries by ensuring your employees have a safe and comfortable work environment. But when injuries do occur, you may need some assistance in giving your employees the support they need. For help with disability management or return to work programs, contact TeksMed today to arrange a consultation.

Technological advances have over time transformed every industry, and have impacted the the efficiency and success of many business operations. Health and safety initiatives are no different. As workplace health and safety measures improve, workplace accidents and the resulting injuries or illnesses decrease. This translates into increased productivity, higher employee morale, improved company reputation, and even higher profits.

A wide range of tech has been introduced to the workplace, making workers safer on the job. In this article, we explore some of the latest developments.

Vehicle and fleet technology

Technology has made driving much safer in recent years. Dashcams in commercial vehicles, for example, can identify driver behaviour patterns. If a driver is showing signs of fatigue, the driver can be signaled that it is time to take a break.

GPS systems do much more today than simply tell a driver how to get from point A to point B. They can now be integrated with weather and traffic reports and provide real-time information that increases route efficiency and can help keep the driver out of potentially dangerous situations.

Other vehicle technology that helps to keep drivers safer includes sensors and cameras that allow drivers to keep a safe distance behind other vehicles and auto-stop technology that applies a vehicle’s brakes when a car in front slows down or stops suddenly.

Robotics

Robotics is another technology in the workplace that is being used to advance health and safety. Robots can be used to help prevent all sorts of injuries by being used to lift heavy objects (preventing strains), lifting objects from heights (preventing falls), and used for tasks that require extended hours (preventing injuries associated with fatigue).

However, if you introduce robotics to your workplace, it is critical that your employees understand the potential hazards and are trained in the proper safety protocols for working with this type of technology.

Communication and data collection technologies

Communication has always been an essential part of health and safety procedures, and there is new technology that makes that easier than ever before. More and more businesses are implementing communication and collaboration software, that allows staff and managers to communicate instantly with any number of people in the organization.

This has been highly significant during the COVID-19 pandemic as workers can use websites and apps that allow them to report symptoms and possible cases. In cases where there has been suspected mass exposure to the virus, mass texts could be sent to those involved, urging them to isolate and get tested.

The effect that these types of technologies have had in preventing further outbreaks cannot be understated.

Online and digital training

Ensuring that workers are properly trained in health and safety protocol has always been critical. But with more and more employees still working at least some of their hours from home, it is becoming increasingly necessary to provide virtual training.

With the wide variety of virtual training now available, workers in almost any industry can access the training they need to meet provincial and federal safety standards from the comfort of their home computer.

Contact TeksMed today

Incorporating technology into your workplace can dramatically decrease the number of accidents and injuries that can occur. But when an accident does happen, it is essential to have a plan to help your workers get the medical care they need and help them transition back into the workplace as they recover. TeksMed can assist with this. Contact us today to learn more.

A certain amount of absenteeism in any workplace is to be expected. After all, when you are dealing with people, it is only a matter of time before the unexpected pops up – someone comes down with the flu or has to stay home to look after their child, for example. Then there are the more serious causes of absenteeism, such as a long-term disability or chronic mental health problems. And while the occasional employee absence is not usually a problem, it can grow into a much bigger issue.

Chronic absenteeism in the workplace can have serious consequences. It negatively impacts the productivity and the bottom line of the company. Additionally, employees may begin to resent their absent co-workers if they feel like they always have to pick up the slack.

So, what can management do to overcome absenteeism? Here are a few things to consider.

Consider remote work and more flexible work schedules

The COVID-19 pandemic has forced many employers to offer remote work options – and some have done so with great results! Benefits of remote work may include reduced employee stress and improved productivity.

Allowing employees to work remotely or offering more flexible schedules can reduce their need to take a day off.

Have robust safety policies in place

Ensuring that employees have a safe workplace is a legal responsibility of all employers. But it can also go a long way toward reducing absenteeism since it minimizes the likelihood of on-the-job accidents. Ensure that all management and staff are trained in the safety protocols of their jobs and that they have the proper PPE available for each task that they perform.

Offer a return-to-work program for injured employees

If an employee is off work because of an injury, the mere thought of returning to work can feel incredibly overwhelming. They may wonder if they are still capable of doing their job and fear the consequences of not being able to. As a result, they may end up staying away from the workplace much longer than they actually need to.

With a return-to-work program, you can ease them back into their job – possibly reducing or modifying their duties to accommodate their injury. A return-to-work program goes a long way to relieve the anxiety that an injured employee might feel when coming back to work.

Offer a wellness program

When an employer provides for their employees’ physical and mental well-being, it makes for a happier and more productive workforce. And this means fewer sick days.

There are many ways in which a company may choose to offer wellness programs. It could be something as simple as providing an online hub of resources, or it could be something more involved such as providing healthy snacks or subsidizing gym memberships. There is a solution for companies of all sizes and all budgets.

Use absence management tools

Especially for larger workplaces, it may make sense to invest in software that tracks employee data and absences. This can allow you to identify trends and address them before they become bigger issues.

How TeksMed can help

If you are looking for ways to reduce absenteeism in your company, TeksMed can help establish disability management and return-to-work programs. Contact us today to learn more.

It is a common joke in Canada that there are only two seasons: winter and construction season. Following a long Canadian winter, many roads are in need of repair, so you will commonly find road crew workers out with their yellow or orange vests making our roads safe and drivable once again. But it isn’t enough that the roads are safe – employers must also take measures to ensure that their road crews are also safe.

Here are a few things that you should be doing if you employ roadside workers.

Create a traffic control plan.

Depending on the road your crew is working on, traffic control plans will either be approved by the province or the municipality. Some plans are as simple as ensuring that you have an adequate amount of cones or barrels, or a flagperson. Other plans might involve creating a detour route.

Use protective measures.

In addition to using cones and barrels, it is important that each member of your road crew is highly visible to drivers. This may involve ensuring that they are wearing safety vests or that there is sufficient lighting if they are working at night. If night work is being conducted, it is also important to ensure that any lighting is not blinding to oncoming drivers.

Regulate the use of cell phones.

Road crew workers should be focused and alert to possible dangers. And since the use of cellphones can be distracting, mobile devices should be banned except for in designated safe areas.

Keep material storage and parking areas separate from work areas.

Stacks of materials and parked equipment within the work area can not only get in the way and make the workflow less efficient, but it can make workers less visible to drivers and can prevent workers from noticing danger. As much as possible, keep the work area clear of materials and equipment that is not in use.

Ensure your crew has the necessary safety training.

Workers should be trained on how to properly navigate the worksite. They should know how to safely approach and move around any onsite equipment. They should know how to watch and listen for potential dangers.

For those operating equipment, they should also be trained in all the necessary safety procedures including how to watch for their crewmates using their mirrors and onboard cameras.

Avoid complacency.

Roadside workers who have been in the industry for a long time are at risk of becoming complacent. They may fall into the trap of working on “autopilot,” but this is when accidents are likely to occur. Help prevent complacency by having regular daily meetings or safety huddles. Instill a culture of safety within your company.

Contact TeksMed for Disability Management and Return to Work Programs

While it is always best to have measures in place that help you to avoid accidents, you still need to have a solid plan in place in the event that they occur.  At TeksMed, we offer disability management and return to work services. Contact us today to learn how these can benefit your company.

Most workplaces must deal with chemical safety on some level. Whether they are a chemical plant that deals with multiple hazardous materials on a daily basis, or they are an office building that only use toner cartridges and cleaning supplies, chemicals are a part of the job and are handled by employees.

But regardless of how many or how few chemicals you have in your workplace, keeping track of the data and safety protocols surrounding these chemicals is not only your ethical responsibility as an employer, it is also your legal responsibility. And that is where Safety Data Sheets (SDS) come in.

What are Safety Data Sheets?

An SDS is a document that contains detailed information about potential hazards of a chemical along with safety instructions that will help you mitigate that hazard, and instructions on how to respond should an accident occur.

Essentially, it answers the questions: “What is the chemical?” and “How can I stay safe while working with this chemical?”

The labelling requirements for SDSs are outlined in the Hazardous Products Act (HPA) and has been incorporated to WHMIS 2015.  Each SDS has the following sections:

  • Hazard identification
  • Composition information
  • First aid measures
  • Firefighting measures
  • Accidental release measures
  • Handling and storage
  • Exposure controls
  • Personal protection

What are the Responsibilities of the Employer?

The SDS is a standardized document that is created by the manufacturer or supplier of a particular chemical or mixture. Because of this, the instructions it provides are general and may not be specific to a particular workplace.

This means that the employer still has to digest the information and know how to apply it to their own workplace based on how the product is being used and what measures they can take to protect their employees.

Each workplace is required to have an SDS that is easily accessible for each hazardous material that is present on the site.

How Safety Data Sheets help your employees

SDSs are there to make your workplace safer for your employees. They help to mitigate risk and inform employees on what to do in the event of an accident. Specifically, SDSs can help employees in the following ways:

  • Informs them of what kind of PPE they may need for handling a particular substance.
  • Provides guidance on the transfer and disposal of chemicals.
  • Identifies which health concerns may be a result of exposure to a chemical.
  • May provide guidance on how to design your workspace (e.g. what you might need when designing a ventilation system).
  • Identifies actions that should be taken following an accident.
  • Allows you to determine whether an employee requires medical monitoring following an accident or near miss.

Contact TeksMed today

Safety Data Sheets can help you to significantly reduce your risk of employees becoming ill or injured on the job. When an accident does happen however, it is important to ensure that your employees get quick access to care and testing, and that injured employees have all the supports in place that they need to return to work safely.

At TeksMed, we can help your company through our expedited health management and return to work services. Contact us today to learn more.

Most employers understand that they have a duty to accommodate employees with disabilities. But when the issue centres around impairment or addiction, it can be challenging for the employer to know where to draw the line between helping the employee and undue hardship for the company.

And now that we are over a year into the pandemic and the restrictions that have come along with it, employers need to be especially concerned about mental health issues such as anxiety and depression. These conditions may lead to substance addiction, or they may even cause impairment in themselves.

In this article, we will present an overview about understanding and accommodating impairment in the workplace.

What is impairment and what causes it?

The definition of impairment can include loss of coordination, difficulty focussing, slurred speech, impaired judgement, etc. While we usually think of impairment at work as being the result of the employee having a problem with drugs or alcohol, this is only part of what it encompasses.

It may also be the result of side effects from medication or from an illness; it could be the result of tiredness, stress, anxiety or PTSD. It could be a physical reaction to being exposed to cold or heat for a prolonged period of time. It could even be the result of workplace bullying or sexual harassment.

What does impairment look like?

There are many possible symptoms that an employee is impaired including:

  • Lack of focus or alertness.
  • Erratic behaviour such as increased conflicts with coworkers.
  • Appearance of impairment (eg. Red eyes, odour, slurring words, unsteady).
  • Working in an unsafe manner.
  • Failing a drug or alcohol test.
  • Repeated lateness or absenteeism.

Identifying impairment at a time when many employees are working from home however can be a challenge. It is important for employers to regularly check in with their employees. This not only helps teams stay connected and productive, but it can make it easier for employers to identify when their may be mental health or impairment issues.

How should an employer respond to impairment?

The number one priority for an employer who believes that an employee is impaired should be the safety of that employee. They must assess the duties of that employee and determine whether they have the ability to perform those duties safely. For example, does their job involve driving a vehicle, using machinery, or handling sharp objects?

If the employer determines that an employee cannot perform their current duties safely, they should consider what options for accommodation might be possible. This will have to be done on a case by case basis, but some possible examples include:

  • Modifying the employee’s duties.
  • Modifying the employee’s schedule.
  • Being tolerant of lateness and absenteeism.

Another action that an employer can take is to provide employees the resources they need to begin to address mental health challenges or addictions. This may include access to an Employee Assistance Program or another tool such as the QuikCare Thrive App which provides mental health supports.

What if I am unable to accommodate an impaired employee?

Every effort should be made to accommodate an employee with disabilities – and this includes impairment. That duty however only extends as far as not causing undue hardship to the employer. That being said, there are many nuances to impairment and accommodation, so it is highly recommended that an employer seek the advice of an employment lawyer before denying accommodation.

Implementing an impairment policy

In order to ensure consistency in how your company handles impairment, having an impairment policy in place is essential.

Some of the elements that should be included in this policy include:

  • A statement about the objectives of the policy.
  • Who is included in the policy.
  • A statement about employees’ right to confidentiality.
  • A reporting mechanism so that employees may confidentially report that they are on prescription medicine (or another cause) that may result in impairment.
  • Statement regarding what medical or non-medical substances are allowed on the premises and under what circumstances.
  • What education and training will be undertaken by supervisors to identify impairment and what steps they will take if they suspect impairment.
  • What provisions and accommodations are available for employees who may be impaired or have a substance addictions.
  • Process for return to work.

It should also be noted that it is not the job of an employer to diagnose dependence, but rather to identify if an employee is impaired and take appropriate steps to ensure their safety and when possible, provide accommodation.

Contact TeksMed today!

Do you require assistance with disability management and return to work programs or would you like to learn more about the QuikCare Thrive app? If so, contact TeksMed today to arrange for a consultation.

If you have ever had an employee who has needed to take time off due to an injury, you know how difficult it can be for the entire organization. Not only is there a loss of productivity as far as having an absent worker, but it can also affect the entire team as your other employees can feel stressed about taking on additional duties and worried about their co-worker.

When the employee is ready to come back to work, it is your duty as an employer to take every reasonable step in helping them to get back to work safely. For this it is essential, that you have clear policies and procedures in place.

Return-to-Work Plan

A Return-to-Work Plan is a tool that helps injured employees transition back into the workplace. It is something that can be used to help employees return more quickly – and this means that it can reduce the length of your business’s workers’ compensation claims.

The benefits of having a Return-to-Work Plan include:

  • Reduced absenteeism.
  • Better productivity for your business.
  • Improved employee morale.
  • Reduced costs associated with workers’ compensation.

A Return-to-Work Plan should include your Return-to-Work policy, employee care, and a modified workplan for the injured employee.

Return-to-Work Policy

Return-to-Work should begin before an injury ever occurs. Your company should have a clear community policy for helping injured employees come back to work. The policy should explain who is responsible for what when an injury occurs. It should outline policies for reporting injuries, committing to medical attention, and expectations for both workers and management.

Employee Care

It is important that as an employer, you keep the lines of communication open when an employee has been injured. Your employee care package may include several documents such as:

  • A letter to the employee – this expresses your concern as well as requests that certain information be returned to you within a short timeframe. It may also let the employee know that modified work duties are available to them while they recover.
  • A letter to a healthcare provider (doctor, physiotherapist, etc.) – this is to communicate information about your company’s RTW program. It also lets them know that they may be asked to provide information about the employee’s ability to safely perform modified duties.
  • Physical demands analysis form – provides details on the physical requirements for various positions at your workplace. This can be provided to healthcare providers so they can assess what the worker may be able to do. (Ideally the physical demands of each position should be identified before an injury occurs, so that these forms are ready when you need them).
  • Physician assessment of Return-to-Work – this is a form that is filled out by medical professionals with information relevant to an employee’s ability to return to the workplace. It provides details about their ability to perform various duties as well as limitations they may have during their recovery.

Modified Work Plan

With the information you receive from your employee and their healthcare providers, you should be able to develop a modified work plan of duties that your employee can do safely. Depending on the nature of their injury, this may include lighter duties, a modified workspace, reduced hours, etc.  The goal is to get them integrated back into the workplace as quickly and as safely as possible.

Contact TeksMed today!

Although employees and healthcare providers are essential to the RTW process, having a safe and successful return to work program starts with employers. If you need help with the Return-to-Work process, contact TeksMed today to speak with a member of our team.

Assembling a health and safety committee can seem like it is one more thing on top of the growing list of items that you need to do in your business. You know you have to do it, but at times you may wonder whether it is really a good use of your time and resources.

But the fact is, if you put a solid effort into building a health and safety committee, there can be some real benefits to your workplace and to your bottom line.

The following are some of the reasons why assembling such a committee is important.

1. Building increased awareness and a culture of safety

We all know that reducing or even eliminating accidents in the workplace is the ultimate goal, but for every workplace accident and injury, there are many more near misses. And for every near miss, there is an even greater occurrence of risky behaviour.

Let’s take one of the most common causes of minor workplace injuries as an example – slips, trips, and falls. An employee may slip on ice in the parking lot and break their wrist. But how many near misses were there before the accident?

When a health and safety committee builds a culture of safety into a workplace, an employee who had a near miss might have reported the hazardous conditions so that the ice could be dealt with.

2. Less workplace accidents

As a result of improved awareness and a culture of safety, the natural result is that there will be less workplace accidents.

On the job injuries harm your company in a number of ways. There is the actual dollar cost of increased insurance premiums, lost productivity as the injured worker must take time off, and possible fines for safety violations.

However, there are other hidden costs as well. There may be low morale and lost productivity among non-injured employees who feel their employer does not care about them. Or you may have trouble attracting and retaining talent if your company gets a reputation for being unsafe. This reputation could even cause customers to go elsewhere.

3. Empowered employees.

When you assemble a strong health and safety committee, it allows your employees to work alongside management to change their workplace for the better. This helps to give employees a sense of ownership and pride over their place of employment. When a health and safety committee asks for input, it can help employees feel more valued.

When employees feel empowered, they tend to be happier at their jobs. As a result, their productivity goes up. This not only helps with the company’s bottom line, but it helps with retention as well. And when your employees are happy at their job, it is easier to attract top quality candidates to come and work for your business.

Contact TeksMed today

While it’s always best to keep working on your culture of safety and avoid workplace accidents altogether, when they do happen, TeksMed can help. If you need assistance with disability claims management, expedited health services or return to work programs, give us a call today.

Maintaining a healthy workplace should be the goal of every employer. Not only is it a way to demonstrate to your employees that you care which will in turn help you attract and retain top talent, but it can also significantly impact your company’s bottom line both in terms of productivity and workers’ compensation claims. In order to maintain a truly healthy workplace, employers must treat mental health with the same care that they treat physical health.

Factors that affect employees’ mental health

While there are a number of issues unrelated to the workplace that may be affecting your employees’ mental health such as genetics, problems at home, or substance abuse, there are also many other factors that are directly related to the workplace.

These factors may include things like harassment, bullying, presenteeism and stress to name a few.

When an employee is affected by mental health issues, it can affect the whole company. If you suspect someone that works for you is struggling with their mental health, it can be difficult to know what to do or how to address it. But the earlier that you can recognize the problem and address it, the better it will be for your employee and everyone around them.

Signs your employee may have a mental health issue

The following are some signs that an employee might be struggling with their mental health:

  • Moments of confusion or difficulty focusing on their work.
  • Irrational fear or anxiety. If an employee has unnecessary fear about losing their job or anxiety about unnecessary things, it may indicate a mental health issue.
  • A decrease in productivity.
  • Withdrawal from social situations.
  • Mood swings and erratic behaviour. They may start to become more easily frustrated or angered or overreact to what most would consider a minor issue.
  • Taking excessive time off. While everyone may need a “mental health day” every now and then, if an employee requires a lot of time away from work, it may indicate a problem.
  • Signs of poor eating or sleeping habits.
  • Evidence of substance abuse.

How to address possible mental health issues

Despite efforts made in recent years, for many employees there may still be a stigma associated with mental health issues and as a result, employees may be uncomfortable discussing such issues with their employers. Nevertheless, it is important for employers to address these issues with urgency and care.

Before you address an issue with an employee, it’s important to know what resources are available that the employee can access if they need to. This may include things like an Employee Assistance Program (EAP) or our QuikCare Thrive app. If you are unsure of what resources are available, you might want to consult with your HR department first.

It is also important to remember that mental health issues are not the same as other performance related issues. It is a health problem, and not something that the employee chose. Ensure that your conversation with the employee is conducted with empathy and is done in private.

The steps following this meeting will depend on the outcome of the conversation and on whether or not the employee is willing to seek help. There are many options including counselling, reduced job duties or hours, employee assistance programs, etc.

Contact TeksMed Today

Being aware of potential mental health issues and knowing how to address them is an important first step to maintaining a mentally healthy workplace. To learn more about the QuikCare Thrive App or steps you can take to mitigate mental health issues in the workplace, contact us today.

With vaccines finally starting to roll out across the country, it is the fervent hope of employers and employees alike that we are starting to see the light at the end of the tunnel where the coronavirus pandemic is concerned. Nevertheless, COVID-19 has forever changed the way that we do business, and it is time that employers rethink their company benefits.

The continued safety and well-being of employees must continue to be a top priority for employers, but the way employers are accomplishing that is changing in a number of ways.

Virtual health care

Since Canadians are still being urged to work from home where possible and avoid non-essential trips out of the house, it has become easier than ever to schedule medical appointments over the phone or via video conference.

This emerging trend should prompt employers to consider health benefits that allow workers to access virtual health care. This can ensure that employees continue to receive the care that they need in a safe manner.

Remote working and flexible hours

The pandemic has proven to employers that it is possible for many of their employees to work from home and that they can be just as, if not more, productive when they do. Furthermore, with flexible work hours, this allows employees to take care of children during school closures and/or sick relatives – something they otherwise would have had to book time off for.

The ability to work remotely and have flexible hours is likely to prove just as valuable after COVID-19 has ended, therefore employers should consider offering these options post-pandemic.

More emphasis on well-being

The pandemic has taken its toll on mental health across the country, and social isolation combined with the anxiety surrounding the pandemic itself has exacerbated many pre-existing conditions. Mental health is – and must continue to be – a cornerstone when promoting overall well-being.

Employers should consider including both services that relate to mental health as well as services that relate to overall health, such as promoting healthy living, fitness and good work posture.

Employee benefits beyond the pandemic

The coronavirus pandemic has had some severe negative consequences for employers as well as employees, but it has brought to light some positive outcomes as well – and this includes access to better health benefits.

By adopting these benefits not only during the pandemic, but after it as well, employers can better provide for the physical and mental health needs of their workforce.

Contact TeksMed today

If you require help with rethinking your employee benefits – particularly as they relate to disability and back to work programs – or if you would like to learn more about our services, contact TeksMed today to speak with a member of our team.

As the country begins to slowly re-open the economy, many businesses will have employees that will continue to work from home. As employers consider which employees will be asked to return to the workplace and when, it is important to remember that they still have a duty to accommodate employees suffering from an occupational illness or injury who are working remotely.

Whether an employee works in an office, a factory, or from home, employers must always meet their obligations to support injured workers and accommodate their restrictions through appropriate modified duties wherever possible.

How does workers’ compensation coverage pertain to employees working from home?

Coverage under the various workers’ compensation boards extends to employees who are working remotely for as long as they are with the company. If an accident occurs while an employee is working from home, the board will typically look at the following factors:

  • When did it happen? (i.e. did the injury occur during regular work hours?)
  • Where did in happen? (i.e. did it happen in the usual place of work?)
  • What was the employee doing? (i.e. was the activity reasonably related to their employment?)

If an accident does occur at the home workplace, it is still important to report the incident within a timely manner. Just as employers have prevention strategies for the traditional workplace, they should also develop policies and best practices to help prevent and minimize accidents and injuries in the home workplace.

Home as the new workplace

As an employer, you remain obligated to ensure the health and safety of your workers when they work from home. Safety policies and procedures should continue to be upheld at home, with alterations as necessary to suit a remote environment. Employers should continue to consider potential hazards, such as ergonomics, electrical safety, slips and falls, and environmental factors, in addition to hazards that may not exist in a standard workplace, such as mental illness due to isolation.

In the event an employee is injured while working from home, the employer’s obligations as they pertain to modified duties and return to work remain the same. A physician’s assessments of the worker’s limitations and abilities should be compared to the possible tasks they are able to perform from home. As staff working remotely are likely already performing office duties are unable to change departments, so to speak, alternate accommodations may be difficult to come by if they are unable to perform their usual tasks.

It is important for employers to do all they can short of undue hardship to find meaningful and appropriate accommodations, in order to avoid incurring the costs associated with lost time.

Disability management and return to work.

Even though you might not see your remote employees on a regular basis, it is still your responsibility as an employer to offer them the same disability management and return to work services that you would offer an in-person employee.

Contact TeksMed today

If you are looking for health and safety resources or if you want help in facilitating return to work and accommodation for injured employees, we can help. Contact us today for a consultation.

Winter can be a beautiful time of year, particularly when the snow is gently falling or when ice gleams like diamonds in the trees. But the cold weather and short, dark days can also make it a depressing time of year, especially this year as our activities and interface with others are restricted by the pandemic. This can make January feel even worse.

Right now, many of us are working from home and feeling isolated, and those who aren’t (thank you, essential workers!) may be facing a great deal of depression and anxiety over the COVID-19 pandemic. This is not only detrimental to our own health, but it can have a negative impact on productivity and overall profitability. So, how do we fight the January blues in the workplace this year?

Here are a few tips:

Stay Active

Although it can be tempting to want to crawl under a blanket and just wait until spring, it is better for your mental health if you get moving. Exercise can relieve depression, as it helps create endorphins in the brain which make us feel better.

If you’re working at home, there is a good chance that you are probably wearing sweatpants or yoga pants already, so why not take some time out of your day for a quick workout and encourage your team to do the same?

Get Outside

One of the reasons why we often feel so down during this time of year is the lack of sunlight. The days are shorter, so we spend most of the daylight hours inside our places of work. Whether you are working from home or at the office, try to get outside and go for a quick walk – especially on bright days.

Connect with Others

Social isolation is taking its toll on us. Since the start of the pandemic, there have been increased incidents of mental illness and the problems associated with it. While we would never advocate breaking health directives, we do need to stress the importance of connecting with others – even if you have to do so virtually.

Those working from home may feel disconnected from their co-workers. Regular staff meetings over Zoom or a similar platform can help to keep everyone in the loop. Even a ritual such as getting together virtually for lunch once a week can help your team feel connected and fight the winter blues.

Celebrate Success

During this time, it can be tempting to focus too much on the negative news that we are being inundated with. If your company hits a goal or target, gets a new contract, or achieves even a small success, make sure you let your team know so you can celebrate together.

You can also use this time to recognize the achievements and hard work of those on your team. Your staff will feel appreciated and celebrating success as a team will help to combat the January blues.

Get the Help You Need

Finally, it is important to let your team know that there is professional help available when they need it. If depression is more than just the winter blues, they may need to seek help from a counsellor or psychologist.

Make sure that your team is aware of what resources are available to them and how to access those resources.

Contact TeksMed Today

Are you an employer looking to provide your team with mental health care resources? If so, contact TeksMed today to learn about our QuikCare Thrive Program and other services that we offer.

Even as vaccines are rolling out and pandemic restrictions begin to lift, the risk of contracting the COVID-19 virus is still a threat. As employees begin to return to work, it is the duty of every employer to do what they can to keep their team safe.

Most Canadians spend at least a third of their time at work, so it is imperative that preventive measures such as mask wearing, social distancing, etc. remain in place. Equally – or perhaps even more importantly – they need to ensure that workers are not coming in sick. And this means making sure that your employees know how to conduct a proper COVID-19 assessment.

Introducing COVID screening with QuikCare Health

The team at TeksMed have been busy preparing a variety of COVID-19 screening services to help keep you and your employees safe on the job site. Many people who contract COVID have only mild symptoms or they may even be asymptomatic, but that doesn’t mean they can’t transmit the disease to others making them very sick. Having proper assessment tools in your workplace is critical to ensuring that an infected person doesn’t unknowingly start an outbreak at your workplace.

The following are some of the screening options available with QuikCare Health.

COVID-19 Testing

Through a simple and painless saliva test, your employees can get tested for the presence of the coronavirus RNA. Results are determined in an accredited laboratory and can be ready within 48-72 hours.

This will allow employers to make informed decisions about when an employee is ready to return to work.

Screening by Onsite Health Technicians

Screening of all employees can also be done by professional onsite health technicians before workers even enter the workplace. This includes taking temperatures and asking a series of questions to determine whether workers are likely to have come in contact with the virus. Based on the data they collect, healthcare technicians can determine whether to allow employees into the workplace.

Train your Staff to Conduct Screenings

We realize that not every workplace wants or can afford to have third party health professionals onsite everyday. So, we also offer an option to have medical professionals train your staff to properly conduct COVID screenings themselves.

This includes providing them with the resources they need to stay safe and healthy during the pandemic.

COVID Support Line

Finally, we also offer a 24/7 COVID support line that your employees can call to speak with a health professional so they can report symptoms and get instructions on next steps. These professionals can also provide advice on screening employees, proper thermometer technique, tips for self-isolation, and general education concerning COVID-19.

Contact us Today to Get Started

Ensuring that your employees know how to conduct a proper COVID-19 screening will keep them safe in the workplace, and will help to relieve the anxiety that many may be feeling about coming back to work after the lockdown has ended.

For more information on our services related to COVID-19, contact us today.

 

For many of us, 2020 has been a year that we would like to forget. The COVID-19 pandemic has forever changed the way that many of us do business, and for employers it has emphasized the need both for workplace safety and disability management. As we move into 2021, there is no better time for employers to take a step back and examine their policies surrounding disability management. And for those who don’t already have one, it is time to put a disability management program in place.

Good disability management programs not only help your employees to be happier and healthier, but they also just make good business sense. They can help your company to be more profitable and increase your market share. When a company has employees that are on prolonged absences because of disabilities, it can be very expensive in terms of workers’ compensation premiums, lost productivity, and the expense of training new workers.

But the right disability management program can help your employees recover and come back to work sooner – which is good for employee morale as well as for your bottom line.

If one of your company’s goals for the New Year is to establish a disability management program, here are a few things to consider:

Talk to your management and senior staff and get them to buy in.

Before you roll out your new disability management program, it is important to get buy in from your senior management and union leaders. There could be a misconception that the program is about bringing people back to work who aren’t ready. But this couldn’t be further from the truth. You need to show your senior staff and management that such programs are designed to support injured employees and have a significant impact on the entire company.

Develop a framework.

The next step in developing your disability management program is to set out a framework which outlines who in the company has which responsibilities. The framework should include clear protocols for how employees can access information, prevent workplace accidents, and how they can access support and accommodation if they are injured.

Train your workforce.

For a disability management program to truly be effective, it must be built into the corporate culture. You will need to find ways that you can provide information to and train your workforce. This could include awareness campaigns, orientation sessions, as well as mandatory training.

Early identification and intervention

The best way to reduce absenteeism is to identify the needs of injured employees early and provide them with the support and accommodation necessary for them to return to work. This can take the form of expedited medical tests and treatment as well as workplace accommodations such as special equipment or flex hours.

It is important to remember however that not all employees will feel comfortable in telling their employer what it is that they need, so as part of the disability management process a supervisor or another individual should be assigned to reach out to injured employees and find out what they need to help them return to work.

Measure your results

Finally, in order to ensure that your disability management program is accomplishing what it is supposed to, you should have a way to measure the results. These results may be compared to a benchmark or previous years.

As you gather data, you will be able to make tweaks and adjustments to the program as necessary in order to bring your closer to your goals.

Contact TeksMed today

If you are an employer who would like assistance in helping your employees get medical tests or with return to work programs, contact us today to speak with a member of our team.

If 2020 has taught us one thing, it is that we need to be flexible. Because of the COVID-19 pandemic, businesses have had to pivot in a number of ways from allowing more employees to work at home, to finding new ways to serve their customers. And while we all hoped that the pandemic would be over by now, sadly that is not the case. Employee flexibility has always been important during the holidays, and perhaps this year that is truer than ever.

Here are a few things to consider as your employees are booking time off and vacation this year.

1. Can you afford a shut-down?

During the holiday season, many companies are busier than ever. But many also slow down significantly. One of the easiest ways for an employer to manage multiple requests for time off over the holidays is to simply offer a brief shut down – usually between Christmas and New Year.

2. What work needs to be done over the holidays?

Some companies need something in between full operations and shut down over the holiday season. For example, maybe you don’t require workers on the floor fulfilling orders because it is a slow time of year, but you still require administrative staff to answer calls and emails. In a situation like this, it might be possible to allow employees assigned to those tasks to work from home.

3. Communicate how you will prioritize requests for time off.

If your company cannot shut down over the holidays, then as an employer, you will have to be prepared for multiple requests. There are a number of ways to manage such requests, but it is important that you communicate to your staff how requests will be managed in order to avoid the perception of unfairness.

For example, some employers take requests for time off on a first-come, first-serve basis and others do it based on seniority. You might want to consider looking at who had to work over the holidays last year, and give those employees first opportunity at time off this year. Whatever method you decide, let your staff know how the decisions are made. This will help you to manage expectations, and possibly help you avoid problems down the road.

4. Promote a culture of fairness.

Managing employee requests for vacations during the holiday season can be a challenge. This is a time of year that most people wish to get away from work for a little while to spend time with their families. And in this year in particular, it may be especially important for your employees’ mental health to get out of the work environment for awhile.

Because of this, it’s important that you demonstrate that you are doing what you can to make these decisions in a fair manner. For employees who you cannot give time off to over the holiday season, perhaps consider giving them some extra time in the New Year or first opportunity to book time off over the holidays next year.

Contact TeksMed today!

Contact us if you have any questions or want more info at all. We’d be happy to help in any way we can!

Have you ever wondered if outsourcing your business’s disability management is right for your company? Perhaps you have been doing this in-house for a while now, but it is becoming increasingly costly and time consuming to track and administer employee injuries and illnesses while still staying up to date and compliant with ever changing regulations and best practices. Tracking and managing employee disability can pose a substantial administrative burden on a company.

Today, it is more and more common for employers of all sizes to outsource their disability management. With the right service provider, companies who outsource this function are finding that it improves their overall productivity and helps their bottom line.

What to look for when you outsource disability management

If you have decided to look to external resources to manage disability within your company, here are some of the factors that you need to consider.

Experience

Since you may be considering a third-party disability management provider in order to have access to the expertise that your own staff may be lacking, it pays to look for experience in the industry. An organization with some years behind it is more likely to have a tried-and-true approach to return-to-work, and expert, experienced employees. There is no substitute for professionals who are specifically trained and focused solely on disability management.

Technology

There have been many advancements in the disability management industry in recent years. Gone are the days of fax machines and filing cabinets – you’ll want to partner with a provider that communicates and shares data in a modern, easily accessible way. XXX

Health Care

Get injured workers back to work as quickly as possible, while also providing the valued benefit of faster health care services, by finding a provider that expedites these services. Expedited health care is beneficial to both your company’s bottom line and your staff; helping employees recover more quickly keeps your workers happier and healthier, and also improves productivity and reduces claims costs.

Benefits of outsourcing your disability management system

While there are many reasons that companies are outsourcing their disability management, two of the main reasons come down to expertise and administration.

As previously mentioned, the truth of the matter is that internal resources are often not equipped or specifically trained to handle disability claims, which are often quite complex – particularly the ones that relate to mental illness. This can make it difficult for in-house HR staff, who do not have the experience or resources to manage sensitive disability, to provide the support needed to get an employee back to work.

The other reason has to do with saving your company time – and therefore, money – by removing administrative burdens from your own staff. With a dedicated team of disability management experts, you can focus your internal resources on other initiatives to run and improve your business. The cost of an outsourced disability management program is nearly always less than what you would be paying for dedicated staff to handle things in-house.

Is outsourcing right for your company?

Most companies can benefit from outsourcing their disability management since it can result in an overall improvement in employee health and a reduction in lost time. Having a dedicated team of disability management experts behind you will allow your business to alleviate internal administration, while ensuring that your return to work program is being managed in the most efficient, successful manner. This means less work and more money!

Contact TeksMed today!

If you would like to learn more about your options for outsourcing your company’s disability management, we can help. Give TeksMed a call today to speak to a member of our team.

As much as we have wanted to resist it, the colder, windier, and wetter weather has started to rear its frosty head. And for certain occupations, that means that cold stress is becoming more of a workplace safety hazard.

What is Cold Stress?

Cold stress happens when the skin temperature and eventually the body’s internal temperature are driven down and the body becomes unable to warm itself. This can lead to serious cold-related injuries and illnesses. Although we typically think of cold stress as being related to freezing temperatures, it is important to understand that it can occur even in low but above freezing temperatures when coupled with wind or rain.

Types of Cold Stress

Trench Foot

This is a non-freezing condition that affects the feet when they are exposed to wet and cold conditions for an extended period of time. Symptoms of trench foot include reddened skin, pain or tingling, numbness, leg cramps, swelling and blisters.

First Aid for Trench Foot:

  • Remove wet socks and shoes/boots.
  • Keep feet dry and elevated.
  • Avoid walking.
  • Seek medical attention.

Frostbite

This occurs when the skin and tissues freeze. Frostbite can be extremely serious and lead to permanent injuries and in severe cases require amputation. Frostbite occurs most often in the extremities including fingers, toes, face, and ears.

First Aid for Frostbite:

  • Protect the area that has been frostbitten (e.g. wrap a loose, dry cloth around the area until you can get medical assistance.)
  • Do NOT rub the frostbitten area.
  • Do NOT attempt to re-warm the frostbitten area before medical help arrives.

Hypothermia

This is a serious condition when the body temperature drops to less than 95 degrees F or 35 degrees C. It occurs most often in freezing temperatures but it can also happen in temperatures above 40 degrees F or 4 degrees C if the person has also been exposed to cold water, rain, or sweat. Those with mild hypothermia are alert but shivering. In more severe cases, shivering stops and the person may exhibit confusion, slurred speech or loss of consciousness.

First Aid for Hypothermia:

  • Call 911
  • Prevent further heat loss by moving person to a warmer place, changing them into dry clothes, or covering their body with something to block the cold such as a blanket, tarp, or garbage bag.
  • If it will take more than 30 minutes to get medical help, give the person warm, sweetened drinks (non-alcoholic) and apply heat packs to neck, armpits, and groin.

How to Prevent Cold Stress in Your Workplace

Preventing cold stress in the workplace starts with planning. Workers need to prepare for the cold weather by ensuring that they are wearing proper clothing. Wool is a good choice for working in the cold because it retains its heat even if it becomes wet. Cotton on the other hand will draw heat from the body when it becomes wet.

Educating your employees about the importance of proper protective clothing for cold weather is the first step toward keeping them safe when they are working in the cold.

Other Workplace Practices to Prevent Cold Stress

  • Stay hydrated. Although it may not feel like it, it can be easy to get dehydrated in the colder weather. Drinking plenty of liquids help to prevent this but you should avoid alcohol and too much caffeine.
  • Work schedule – As much as possible, schedule work for the warmest parts of the day. Ensure that workers can take breaks outside of the cold.
  • Use a buddy system – teach your employees the symptoms of cold stress and employ a buddy system so that workers can look out for each other. Victims of hypothermia in particular often do not recognize the symptoms in themselves.

Contact TeksMed today

Extreme weather conditions, both hot and cold, are a common source of workplace injuries and illness. If you need assistance managing these or any other kinds of occupational disability, contact TeksMed today to speak with a member of our team.

For some time, we have known about the importance of incorporating mental health into disability management strategies. In fact, as awareness has evolved, Canadian legislation has also adapted to ensure that invisible disabilities such as mental illness are acknowledged and respected in the workplace just as much as physical ones.

Now, six months into a worldwide pandemic, it is even more important than ever that employers are incorporating mental health into their disability management plans. According to a survey by the federal government, 52% of participants reported that their mental health was either somewhat worse or much worse since COVID measures like physical distancing were introduced.

How Mental Illness Can Impact Your Employees

Workers who are experiencing mental illness may exhibit a variety of symptoms. They may have a difficult time concentrating, making decisions, or interacting with others. This can lead them to think that they are not very good at their jobs and it can disrupt their productivity.

Every year, mental illness costs employers in Canada billions of dollars: from lost productivity due absenteeism; from presenteeism, when the employee comes into work even though they do not feel well; or from disability and other benefits.

Mental Health as a Component of Your Disability Management Plan

If you have not yet incorporated mental health into your own organization’s disability management strategy – or if it has been some time since these policies were reviewed, the following are a few tips to help you ensure that your employees’ mental health is being protected.

  • Ensure that all workplace policies that deal with health and wellness also consider mental health. This includes policies on harassment, violence, and discrimination.
  • If possible, ensure that employee assistance plans and company group benefits provide resources that support employees’ mental health.
  • Mental health policies should be adequately communicated to all employees and training should be provided where needed.
  • Advanced training in mental health policies should be provided to management and HR staff to ensure that they are equipped and comfortable assisting employees as appropriate.
  • When a complaint of bullying or harassment is raised, management should conduct appropriate investigations in a timely manner that result in appropriate corrective action where it is found that violations of policy or the law have taken place. Victims of harassment or bullying should be supported in order to facilitate their ongoing employment within the organization.
  • Employers should remember that whether a disability is physical or mental, it has the same protections under the Human Rights Code and that employers have a duty to accommodate up to the point of undue hardship.
  • Consider whether your current policies adequately address workplace injury reporting. You may wish to address the reporting of mental health “injuries” in a similar manner to that of physical injuries. Alternatively, some mental health issues may be more sensitive in nature than physical injuries, so you may wish to have alternative reporting protocol as well.

 

How TeksMed Can Help

As experts in occupation disability – both physical and mental – TeksMed can help your organization develop policies and strategies to ensure you are up to date with current legislation and that physical and mental well-being of your employees is taken care of.

To schedule a consultation, contact us today.

At the risk of digging up old Games of Thrones memes, the fact is that winter is coming. And if you have employees who drive for work, you don’t just have an ethical responsibility to prepare them for winter driving, you have a legal responsibility. This is true whether employees are driving company vehicles or whether they are driving their own vehicles.

Every Canadian knows that the winter months are the riskiest months for driving as freezing rain, snow, ice and fog pose hazards to traction and visibility. And yet that doesn’t change that fact, that we tend to see a lot of accidents as soon as we have that first real winter storm.

How can you as an employer help keep your employees safe this winter?

Here are a few ideas.

Have an Inclement Weather Policy

Severe winter storms can make it hazardous just to come in to work, but in companies without a formal inclement weather policy, employees may feel obligated to come in anyway – putting themselves at risk. With a formal policy, you can communicate ahead of time what conditions would warrant a closure, such as a certain amount of snowfall, travel warnings, or if there are other closures such as schools or government offices.

The policy should also include who will make the final decision, and how that decision will be communicated to employees (website notice, text to employees, etc.).

Note that in some circumstances, you may have some employees who do not feel comfortable driving in bad weather even if the conditions do not warrant a closure under your Inclement Weather Policy. In these cases, you may want to consider if working from home is an option.

Prepare Company Vehicles

If your business utilizes company vehicles, it is your responsibility to ensure that these vehicles are in good working order and ready for winter conditions. This can include:

  • Having a pre-winter maintenance inspection and making any necessary repairs.
  • Ensuring each vehicle has four matching winter tires (Once the temperature drops below 7 C, winter tires perform better than all season tires regardless of whether the roads are wet, dry, or icy).
  • Changing wiper blades and ensuring windshield washer reservoir is full.
  • Ensure all vehicles have working heaters and defrosters.

Provide Safe Winter Driving Tips

Finally, whether your employees are driving company vehicles or their own vehicles – whether they are driving for work or merely to and from work, communicating driving safety tips can serve as an important reminder to take extra care during the winter months. These tips can include:

  • Ensuring their vehicles are ready for winter (see tips for company vehicles).
  • Fully removing ice and snow from windshield, hood, headlights, and roof of vehicle before driving.
  • Allowing for extra time and not driving faster than conditions permit.
  • Keeping a winter emergency kit inside the vehicle (blankets, extra clothing, jumper cables, flashlight, shovel and traction mat, etc.)

 

Contact TeksMed Today

Winter driving can be hazardous but there is a lot you can do now to start preparing your employees to keep them safe in the coming months. When a worker gets injured while they are driving for the purposes of the business, there is often confusion regarding where to file a claim – through public or private auto insurance, or through the workers’ compensation board. Let the experts at TeksMed help you navigate these treacherous roads – contact us today.

Businesses must continually adopt new technologies in order to meet customer demand and keep up with their competition. But many of today’s technologies are not merely about boosting productivity or improving the bottom line – many new technologies are being implemented to improve worker safety.

Especially within industries that have a high risk of on the job injury, technology is being adopted to mitigate that risk. By reducing risk, companies experience the added benefit of improved morale, increased productivity due to less absenteeism, as well as lower premiums on their workers’ compensation insurance.

The following are a few of the more innovative ways that technology is impacting workplace safety:

Check In Technology

Keeping track of where your employees are at all times can seem unnecessary, but wearable technology can help keep them safe in the event of a building evacuation. Some of these technologies also include panic buttons which they can use in the event of a fall or some other emergency.

Projected Safety Signs

For businesses that require a lot of safety signage – particularly when the types and locations of the signage need to be changed on a regular business – projected safety signs are being adopted. Rather than repaint caution lines, put up new stop signs, and so forth, companies are investing in projectors that allow these warnings to be changed easily and cost-effectively.

Drones

It probably comes as no surprise that many businesses are using drones to capture photos and videos for marketing purposes. But drones have also been adopted as essential health and safety tools since they can go into dangerous areas to collect data. Drones can go into areas which would be too hot, too cold, too small, or otherwise too risky for a human employee.

3D Visualizations

3D visualization software helps employees to get a picture of an area in which they are about to work, and helps inform them of potential issues and dangers they might encounter. By helping workers to see what is involved on a given job site before they get there, they are able to make better judgements and reduce the risk of injury since they know what to expect.

AI-SAFE Cameras

Proper protective equipment such as eyewear, headwear, and footwear, is important for many on the job tasks, but as these tasks become routine it can be easy for an employee to forget. The AI-SAFE is a special video camera that can monitor persons entering and exiting an area while detecting whether or not they are wearing the appropriate safety equipment. It will then restrict access to those who are not compliant with the safety regulations in place.

Autonomous Vehicles

Autonomous vehicles are another technology that businesses are investing in to improve the safety of their workers. Driverless vehicles help to reduce human error through sensors and cameras that allow them to make appropriate lane changes and avoid potential collisions.

 

Contact us at TeksMed today

Companies have both a moral and legal duty to ensure the health and safety of their workers, and technology is helping them to do this more effectively than ever before. Even with cutting-edge precautionary measures, however, injuries and illness in the workplace are not entirely avoidable. If you are looking for ways to support your employees after a workplace incident, contact TeksMed today to learn how we can help.

Poor mental health in the workplace can be just as detrimental to a company’s bottom line as poor physical health. And while many employers understand the importance of promoting and protecting the mental health of their employees, they are often at a loss as to how to do that.

One solution that is being implemented in some organizations are Mental Health Committees. If you are considering starting such a committee in your business, here is what you need to know.

What is a Mental Health Committee?

A Mental Health Committee is a group of people within an organization (hopefully that includes representatives from both labour and management), that is mandated to provide mental health solutions and resources within that organization. Although its duties may vary depending on the size and nature of the organization, generally this committee can be expected to assess risk, provide resources to workers, promote mental wellness strategies, evaluate the effectiveness of mental health programs, and to make adjustments to mental health policies and programs as needed.

Often, the Mental Health Committee is a subcommittee of the Health and Safety Committee, but it is not necessarily so.

Does your Company Need a Mental Health Committee?

Every workplace regardless of size should have mental health policies in place – along with personnel who are responsible for seeing these policies are carried out. Not only will these help to protect workers, but the company itself will also benefit from improved morale and increased productivity.

Whether or not a company should have an actual Mental Health Committee, however, will on a number of factors including:

Company Size

The larger a company or organization is, the more likely it is that it will benefit from having a Mental Health Committee rather than just an HR person to carry out mental health policies. Particularly in companies with multiple departments, it will be easier to assess risk if the work is done via a committee.

Risk

Mental illness can pose a risk to companies in any industry, but that risk is substantially more in high-stress fields. The more pressure that your employees face on a daily basis, the more consideration you should give to implementing a Mental Health Committee.

Company Resources

Although implementing a Mental Health Committee need not be an expensive undertaking, time and human resources are still required.

How TeksMed Can Help

Regardless of whether implementing a Mental Health Committee is the right choice for your organization, taking steps to protect the mental health of your employees is critical to your company’s success and your bottom line.

At TeksMed, we offer employers a range of mental health solutions, including our QuikCare Thrive program which gives your employees access to preventative strategies, screening and self-management solutions through an accessible, user-friendly app.

For more information on how we can help your business, contact us today.

Impairment in the workplace is often a more complex issue than it initially seems. Most of us think of impairment as stemming from alcohol or drug use, but it may also be cause by prescription medicines, fatigue, exposure to extreme temperatures, or a personal crisis at home. Whatever the cause however, impairment in the workplace can negatively affect productivity, profitability, and most importantly safety.

In October 2020, the Canadian Standards Association is set to release a new standard and implementation guide for Management of Impairment in the Workplace. Once complete, these documents will be publicly available free of charge to anyone who wishes to use it.

Workplace policies

It is important that every workplace have clear policies concerning impairment, including a definition of what that means and how to respond to it. Policies regarding prescriptions, for example, should be uniform and ensure that medical cannabis is not treated differently than other forms of prescription medicine.

As an employer, ensuring the safety of your workers should be a top priority and an impaired person should be immediately removed from any duty in which their impairment may cause danger to themselves or another person.

A clear protocol should be established in the event of impairment. This may include outlining who is responsible for documentation, sending impaired employees home and arranging for transportation, and outlining how to address the incident after the fact.

Job Safety Analysis and Being Fit for Duty

In order to identify the risk level of any given duty, you can use a Job Safety Analysis as outlined by the Canadian Centre for Occupational Health and Safety (CCOHS). CCOHS recommends the following steps in conducting the analysis:

• Select the job being analysed.

• Break down the job step by step.

• Identify potential hazards.

• Determine preventative measures for each hazard.

A worker is considered “fit for duty” when they can perform the functions of their job safely and effectively without impairment. It is important that management clearly communicate what fit for duty means in relation to each job within the organization.

Suspected Substance Use on the Job

Addressing possible substance use in the workplace is essential to worker safety, but it can also be a delicate issue as there can be a number of human rights implications. The Human Rights Commission of Canada recommends that in such a situation, the employer should:

• Be respectful and compassionate.

• Ensure that any conversations with the employee about the issue are kept confidential.

• Identify any concerns about the employee’s behaviour or performance.

• Inform the employee about the employer’s duty to accommodate disabilities including addictions.

• Ask only those questions related to an employee’s need for accommodation.

• Let employee know about support programs such as EAP.

Duty to Accommodate

Just as with any disability, an employer has the duty to accommodate an employee with addictions provided that it does not cause the employer undue financial hardship. For accommodation to work however, the employee must be an active participant in the process. If the employee is unwilling, then accommodation may not be possible.

It is also important to understand that relapse is common with addictions, and the employer may have to go through the accommodation process multiple times.

If you believe you cannot accommodate an employee with addictions, it is recommended you consult with an employment lawyer on the issue to avoid finding yourself on the wrong end of a human rights claim.

Contact TeksMed today

Dealing with impairment in the workplace can be a challenge, but with the right policies and protocols in place, it can be made easier. If you would like assistance in developing your policies or you have questions, contact TeksMed today.

Ensuring that there are enough workers to cover all the essential day to day business operations can be a difficult and time-consuming task for any company owner or HR manager. Especially as a company gets larger, keeping track of employees’ holidays, sick leave, and other absences can almost feel like a full-time job in itself.

To alleviate this problem, many companies turn absence management programs. But what exactly is an absence management program and how do you know if your company needs one?

What is an absence management program?

In its simplest terms, an absence management program is a central program in which HR professionals and managers can keep track of employees’ absences, as well as input any upcoming vacation or scheduled leave. It helps to ensure that there are enough workers scheduled to be at the company at any given time, and it can also alert managers when an employee has an inordinate amount of unscheduled absences or certain patterns of absenteeism, allowing the manager to address the issue early on.

An absence management program can be as simple as an Excel spreadsheet. But, for reasons we will discuss, this is not ideal – especially for larger companies.

Modern absence management programs are usually cloud-based. They can send notifications to your HR department when there is a problem, and they can allow for employees to access their own information from any device.

How do you know if your company needs an absence management program?

Just about any business can benefit from an absence management program, but if your company is experiencing any of the following, you probably have more reason than most to invest in one.

1. Too many mistakes are being made.

When absences are not being properly recorded, employees may end up getting more vacation time or paid sick leave than they are actually entitled to. This can damage productivity and profitability. Or, if too many employees are off on vacation at once because of poor record keeping, that can also stifle productivity and leave the employees who are working feeling resentful.

2. Absence tracking is taking up too much administrative time.

As mentioned earlier, keeping track of absences can be a time-consuming process, but it can be simplified considerably by the use of a central program.

3. Your holiday requests are still paper-based.

If your employees still have to fill out a paper request for holiday time and then get it signed by a manager, it may be time to update to a digital system. An absence management program allows your employees to go online anywhere and submit their requests.

4. Version control problems

One of the main problems with using a spreadsheet to track employee absences is version control. If multiple people within the organization have editing access, it can be easy to save over the wrong version. This is especially true around the holiday season when you likely have many vacation requests coming in all at once.

5. Missing information

Especially in the case of unscheduled absences, HR managers need to have certain information about the cause of the absence. This can be difficult to track down when employees are away.

With an absence management program, employees can be required to fill out an online form. When they skip a required field, the program will prompt them to fill it in before allowing them to submit.

If you would like to further explore the benefits of implementing an absence management program within your own organization, we can help. Contact us today to learn more.

Your employees may be your greatest business asset, but what happens when they miss work for long periods of time due to health concerns? Absenteeism is one of the most common employer concerns throughout Canada, yet many companies do not have an absence tracking system to help them understand the financial impact of lost productivity.

Tracking the costs of employee absences can give employers valuable insight into the impact on business operations and profitability.

Why your employees miss work

There are a wide variety of reasons that employees miss work for long periods of time. However, the most common reasons that employees miss work are related to injuries and illnesses.

  • Injuries. Whether the employee is injured in an accident that occurs on the job or outside of work, the impact of the accident can range from minor to severe. For example, injuries to the back and neck can often result in absences over the course of several months.
  • Physical illness.  Employees may miss work for only a few days due to routine health issues, such as the common cold. However, sometimes employees have more serious health concerns that require surgery and several weeks of recovery.  In either case, the employer will need to make arrangements to cover the employees’ work during planned and unplanned absences.
  • Mental health concerns. Many people underestimate the economic impact of stress and other mental health issues in the workplace, but the World Health Organization estimates that the global economy loses in excess of $1 trillion per year due to absences related to depression and anxiety.

How an absence tracking system can benefit your organization

Employee absences lead to lost productivity, and there may also be expenses related to training replacement employees as well as fatigue of co-workers who must cover for the absent employee. An absence tracking system can provide valuable information to help employers make better decisions to manage the costs of absences.

  • Track your compliance with provincial regulations. There are a variety of laws in Canada to protect employees who need to miss work to address their health concerns. An absence tracking system can help your organization demonstrate that it is compliant, thereby avoiding costly fines related to non-compliance.
  • Maintain documentation in case of employee disputes. You may need documentation of absences in case of employment disputes, such as when you need to terminate your relationship with an employee. If an employee decides to file a wage claim or even a lawsuit after their employment ends, tracking the employee’s absences can help support your defense against the claim.
  • Plan your business operations. Managers must be aware of current and future staffing levels in order to maintain consistent levels of productivity.  An absence tracking system can help managers plan ahead when approving requests for time off and when they need to hire temporary employees to keep the business running smoothly.
  • Understand the financial impact of absences. Absence tracking systems provide helpful reporting information for managers, such as the average number of consecutive sick days taken, the average duration and cost of employee absences, and more. This knowledge can help managers create more effective budgets and plans for their business operations.
  • SAVE YOU MONEY! Having insight into employee absences can help the company mitigate disruptions, reduce slowdowns due to adjustments to the workflow, and manage costs associated with decreased productivity.

Contact Us

Implementing an absence tracking program requires an organization to carefully plan its policies, procedures, and communications to employees. Therefore, it is important to take the time to plan your next steps. By leveraging our expertise and support, you can implement an effective absence management program that allows employees the flexibility to address their health concerns while protecting your business finances.

Do you need help tracking the costs of employee absence in your organization? If so, contact TeksMed today to learn how we can help.

One of the most consistent expenses that small business owners face each day relates to the loss of productivity, and therefore a loss of profitability, due to employee illnesses and injuries. Canadian employers spend billions of dollars each year due to absenteeism when employees are unable to work. Additionally, the impact of prolonged workers’ compensation claims on a business’s premiums can be significant.

Unfortunately, many small companies do not have disability management programs to help them manage the financial risks associated with absent workers. The good news is, no matter how big or small your company, there are disability management programs available to suit your needs.

What are disability management programs?

These programs include activities such as treatment interventions, case management, and return to work programs to help employees return to regular duties in the most efficient manner possible. This is especially important for small businesses, as each employee makes a critical contribution to the organization’s daily revenue. Whether the employee was injured on the job, has a chronic illness, or needs time away from work to address a mental health concern, a disability management program can help your small business protect its profitability.

How can disability management programs benefit small businesses?

Disability management programs are a proven opportunity to manage the health-related costs of your organization. There are a number of ways that these programs can benefit your organization and your employees:

  • Reduce Workers’ Compensation premiums. An integral part of any disability management program is a strong return to work strategy. Getting ill or injured workers back to work as quickly as safely possible will reduce claim costs.
  • Maintain productivity. Both habitual and unexpected absences can have a huge impact on the productivity of any business. Programs that eliminate or reduce time away from work due to injury or illness are proven to increase productivity, which results in greater profits.
  • Support the health and wellbeing of your employees. Show your employees that you are committed to their health, happiness, and fulfillment by providing continued support during their absences.
  • An established disability management strategy can reduce administrative burden. When your staff is educated on your specific processes and procedures in place in the event of a disability, not only are workers less likely to take advantage, but when there is a legitimate absence the appropriate steps can be taken swiftly and efficiently.

Why is this critical for small businesses?

Small businesses generally earn less revenue than corporate giants, so the costs of accidents in the workplace can represent a large portion of the company’s income. A single costly claim will affect premiums for several years, inflating WCB premiums unnecessarily, which can be devastating to a small company. Additionally, if you choose to hire another person while your employee is recovering from a injury or illness, the cost associated with such staffing changes can also be significant.

Therefore, even if you choose not to implement a complex program, your organization still needs sound policies and practices to help you reduce potential liability. However, a detailed, strategic approach to managing your disability expenses can have a significant positive impact on your organization’s productivity and performance.

Next Steps

Even for small employers, a disability management program can have a positive long-term impact on your employees’ productivity and your company’s bottom line. This is one of the most effective ways to manage Financial Risk while sending your employees a positive message. However, every organization is different with unique needs based on size and industry, so it is important when developing a disability management program to assess your risk, understand what causes injuries in your workplace, and design a program that is consistent with your employee’s needs to help you identify, reduce, and control your risks.

If you would like help implementing a disability management program for your small business, contact TeksMed today.

Most companies recognize that protecting workers from workplace illnesses and injuries is the right thing to do. However, companies are now increasingly realizing that the benefits of a proactive health and safety program extend beyond moral responsibility. Evidence shows that taking care of your workers is overall good for business.

Promoting a culture of workplace health and safety can improve worker morale, increase productivity, and enhance your company’s bottom line. It can also help your organization combat the rising economic costs of injuries, which increased by 35% from 2004 to 2010 and are expected to increase up to $75 billion per year in Canada by 2035. Therefore, you should consider establishing a health and safety program that includes the resources and guidelines to meet your long-term financial goals and make your workers feel supported and valued on the job.

Cost Savings

Workplace injuries and illnesses can be one of your organization’s biggest expenses. Your costs can come in the form of medical bills, health insurance claims, disability payments, and worker’s compensation payouts. Depending on your insurance arrangement, each of these expenses can increase your claims experience, which means that the cost of coverage may increase with each new claim.

For example, according to Workplace Safety North, almost half of all hand injuries are due to cuts and puncture wounds. Most of these injuries could have been avoided or reduced with the proper personal protective equipment (PPE), and the costs of PPE for an entire team can be less expensive than just one hand injury. Ensuring that your workers have the proper PPE, including gloves, face masks, and protective eyewear, can help you avoid thousands of dollars in insurance compensation claims associated with workplace injuries.

In addition, strong health and safety practices will help you avoid recruitment and training costs for replacing an injured worker, as well as the legal expenses you may incur if you fail to protect your workers from injuries.

Increased Revenue

Having a workplace health and safety program can have a positive impact on your company’s bottom line by improving organizational performance. For example, absenteeism costs Canadian businesses billions of dollars per year. However, a workplace health and safety program can reduce your company’s absenteeism by decreasing the number of days of missed work due to injuries and illnesses. Having a full staff of workers will allow your organization to operate at full capacity.

Additionally, injuries and illnesses can reduce productivity when your workers are unable to perform at optimal levels due to their health concerns. This issue is called presenteeism, and a survey of human resources professionals at 94 mid-sized Canadian organizations identified it as a significant workplace concern. Therefore, it is important to make sure your workers follow the proper health and safety guidelines to maximize the amount of time your organization can perform at optimal levels.

By implementing a health and safety program that helps workers work more efficiently and consistently, you will also improve workplace morale, thus helping to solidify your organization’s positive reputation in your field as a morally and socially responsible employer.

Next Steps

It is clear that a workplace health and safety program is a worthwhile investment. Ignoring unhealthy and unsafe work conditions can lead to significant issues that could have been avoided by taking the proper precautions. On the other hand, an environment that promotes health and safety will lead to an organizational culture that supports the financial benefits of a health and safety program over the long-run.

Preventing illness and injury with a robust health and safety program will help both your employees and your bottom line, but is only one way to improve your business. Contact TeksMed today to learn about other ways to ensure that you’re not leaving any money on the table.

After months of stay-at-home orders, businesses are finally starting to reopen – just as we prepare to face the dog days of summer. With construction sites and outdoor work resuming, it is important to remind your employees about the impacts of heat stress and how to maintain safety when working in the heat.

What is heat stress?

Heat stress is a medical condition that occurs when the body is under stress due to the inability to properly regulate its temperature in a hot environment. This can occur when working outside in the heat or in hot, humid workspaces at any time of the year. Most incidents of heat stress occur during the summer months, so now is the time to show your employees how to stay safe and reduce the possibility of heat stress.

Symptoms of heat stress

One of the early signs of heat stress can be a heat rash, which are small red bumps that cause severe itching. It can also cause heat edema, which is swelling that often occurs in the ankles, as well as muscle cramps and pain in the arms or legs. Additional symptoms include difficulty concentrating and fainting due to dehydration.

Heat stress can develop into heat exhaustion over time. This is a serious health condition that is caused when the body is unable to cool down after being exposed to excessive heat. Heat exhaustion is often accompanied by clammy, sweaty skin, high body temperatures (over 38 degrees Celsius), weakness, low blood pressure, nausea, extreme thirst, heavy breathing, and blurred vision.

However, the worst impact of heat stress is a heat stroke, which is also a breakdown of the body’s ability to remain cool. However, heat strokes can also cause irreparable damage to the body’s organs and long-term mobility. Heat strokes typically involve body temperatures over 40 degrees Celsius, rapid heartbeat, headaches, fainting, muscle weakness, and heavy sweating.

Prevention

One of the most important things you can do to help prevent heat stress is to monitor the length of time that your employees remain in extreme heat temperatures. Employees who work in the heat should take short, frequent breaks in a cool area to help regulate their body temperature. You should also make sure they have access to cool drinks regularly (preferably water or other drinks with electrolytes).

Treatment

When your employees exhibit symptoms of heat stress, it’s important to take action immediately. The employee should go into an air-conditioned area and lie down. Encourage the employee to remove belts and any other restrictive clothing, drink beverages with electrolytes, and massage any muscles that are painful or weak.

If their symptoms become more severe, such as passing out, high body temperature, nausea, or vomiting, call an ambulance immediately.

Tips to stay ahead of the curve 

  • Train your managers about heat stress and make sure they know the signs to watch for.
  • Educate your employees about the dangers of heat stress and how to protect themselves.
  • Make sure the workplace has shaded work areas and air-conditioned rest areas for employees to take a short break if they get too hot.
  • Keep a water cooler at the work site. Make sure there is an ample supply of cool drinks.
  • Plan for your employees to take short, frequent breaks so they are not exposed to extreme temperatures for prolonged periods of time.
  • Use the buddy system. Your employees should work in groups or pairs so that someone will always be nearby in case an employee experiences symptoms of heat stress.

Contact TeksMed Today

If heat safety is a large concern for your team, our occupational disability program WorkAbility is the perfect solution. For more information, contact TeksMed today.

Across the country, provinces are slowing re-opening the economy and that means that many employees who are currently working from home or who are furloughed will be able to return to work. But this is no ordinary return to work – COVID-19 has not been eradicated. It still presents a real danger, and for many, a real source of fear. Because of this, navigating your employees back to work may prove challenging.

The time to start planning your re-opening is now, even if your company has not been given the green light to fully reopen yet. The following are some steps you can start to take.

Steps to take when considering reopening your business

Engage with your employees during the current situation

Employees who have been working from home for an extended period can begin to feel isolated. It is important to keep the lines of communication open and check in on them occasionally – not just to check on the status of deliverables but to see how they are doing and to keep them engaged with the team.

Review work safety policies

When you finally reopen your business, things are not going to be the way that they were before. You should review your current safety policies and see what needs to be updated in light of the coronavirus pandemic. This might include new policies for social distancing, PPE, or other measures to help stop the spread of the viruses.

SEE: Reopening and Staying Safe at Work During COVID-19

Each province including Ontario and British Columbia have put together lists of sector specific guidelines for re-opening. As part of your own policy review, you should see how well your own policies align with these guidelines and make adjustments if necessary.

Evaluate your physical space

The new safety measures to protect against COVID-19 will require some employers to re-evaluate their physical spaces. This may include putting more space between employees, putting up cubicles where there were open workspaces, or using floor decals to help your customers maintain their distance from one another. If you have an open reception area, you may need to consider getting a plexiglass barrier for your reception staff.

And, if you simply do not have enough physical space, you may also want to consider integrated telework into your longer-term plans. Consider which staff need to physically be in the office and which staff have been working well from home. Perhaps you do not require your entire team to be physically present all of the time.

Account for factors beyond your control

Expect that at least some of your employees are going to have a difficult time returning to work. Some have children that are no longer in school. Some may be caring for ill family members. And some may have extreme anxiety that they or a loved one will contract COVID-19.

Maintaining open communication with your team will be key to knowing how to accommodate for these needs and concerns.

Build an environment of trust

As a leader, you need to demonstrate to your team that you care about their well-being. This starts with communication from you. At a time when so many people have lost their jobs, some employees might not feel comfortable speaking up and saying they need a certain accommodation – or letting you know that they are feeling unwell and need to stay home. You need to create a safe environment for them to do so.

And the time for you to start communicating is now. Share reopening plans that are still under development, ask for feedback, and let your team know that their safety is your top priority.

Contact TeksMed Today

Reopening your business after COVID-19 may well be a challenging process, but you don’t have to do everything on your own. For assistance, contact us today and learn how we can help.

With an abundance of information on COVID-19 available from various sources, TeksMed is working to curate and provide you with information relevant to your business. We have put together an article that outlines the precautions that should be practiced in the workplace to limit the risk of infection, and is supplemented with resources on protecting the mental health of employees.

Click here to read the article “Staying Safe at Work During COVID-19”

While many across the country are beginning to make small, cautious steps toward returning to normalcy, it is important to stay vigilant and continue efforts in keeping our workplaces safe from COVID-19. Implementing and maintaining safe work practices will help us continue the positive results Canada has seen in flattening the curve.

Through our exclusive health network, TeksMed is pleased to offer additional COVID-19-related services that will help you ensure that your business’s shared spaces – and therefore its people, their families, and their communities – are as safe as possible.

In addition to supporting you through COVID-19 illness claims and providing informational resources, your organization is able to benefit from the following:

  • COVID-19 Testing
  • Screening by Onsite Health Technicians
  • Staff Training to Empower Your Team to Effectively Screen
  • Dedicated COVID-19 Phoneline

To learn more about the above mentioned QuikCare Health – COVID-19 services, click here.

 

Below are links to resources and tools, provided by various national and provincial sources, that will help your business prepare for the safe transition back to regular operations.

Canadian Centre for Occupational Health and Safety:

Reopening for Business

Screening Tool

COVID-19 Tip Sheets

Workplace Safety & Prevention Services:

Free Pandemic Planning Webinar

COVID-19 Resource Hub

WorkSafeBC:

BC’s Restart Plan

Communicable Disease Prevention: A Guide for Employers

Alberta.ca:

Guidance for Reopening

WCB Manitoba:

SAFE Work Manitoba COVID-19 Toolkit

Ontario.ca:

COVID-19 and Workplace Health and Safety

Sector-specific COVID-19 Resources

CNESST Quebec:

COVID-19 Kit 

Daily Verification Checklist (French)

Workplace Reopening Checklist (French)

WorkSafe New Brunswick:

Embracing the New Normal

WCB Nova Scotia:

Work Safe for Life COVID-19 Resource Hub

NovaScotia.ca:

Preparing to Reopen Nova Scotia

Working During COVID-19

To say that the COVID-19 pandemic has people on edge would be an understatement. For many fear and anxiety have become a prominent and consistent feeling. With employees working from home and some being isolated from friends, families and coworkers, anxiety and feelings of uncertainty can be prevalent. So, what do you do when you feel this sense of panic in the face of all this uncertainty?

We spoke with our Chief Mental Health Officer, Dave Phillips to get his words of wisdom on the topic. Not only is he our mental health expert here at TeksMed, but he has been a practicing psychotherapist for over 30 years, and he has spent most of his career dealing with people’s feelings.

According to Phillips, a common message that people want to send their employees, their team, or even themselves is “don’t panic.” As well-intentioned as this message usually is, however, it is more often than not counterproductive.

Why telling your employees not to panic doesn’t work?

Responding to feelings of uncertainty with “don’t panic” dismisses the issue rather than providing helpful resources to ensure mental wellness.

The problem with this is that those feelings are coming from the part of the brain that is responsible for survival, so when we ask employees to push against those feelings, the brain pushes back. The result is often an even greater sense of panic.

A better approach.

If resisting or denying feelings of panic doesn’t work, what can we do instead? Phillips advises that we;

Acknowledge and welcome all feelings.

  • whether they are good or bad.

He also suggests using;

Deep breathing techniques.

  • (especially) to calm yourself during strong bouts of anxiety.

Grounding yourself in reality.

  • by focusing on your physical feelings.

Practicing positive affirmation.

  • even if it is difficult or seems counterintuitive.

Ensuring your employees have the appropriate resources available to navigate these emotions is vital during times of uncertainty. Instead of employees fighting these feelings, it is vital to ensure they take the time to understand and work through them to maintain a mentally healthy and productive workplace.

About TeksMed

TeksMed Services Inc. has launched an app-based mental wellbeing program, called QuikCare Thrive, that is available to employers for free for the expected duration of the COVID-19 crisis.

The current environment we are facing – including economic uncertainty, social isolation, and the fear of infection – is undeniably increasing the mental burden of Canadians across the country. QuikCare Thrive is currently being offered to employers for free, in support of employees negatively affected by the coronavirus pandemic.

If you would like more information on providing assistance to your employees in dealing with either physical or mental health issues during these unusual times, please feel free to contact us.

Mental health is a topic that has been at the forefront for many employers and HR professionals for some time. And with good reason. According to the CMHC, 1 in 5 Canadians will face a mental health challenge in any given year.

But this year, those numbers could be even higher. The COVID-19 pandemic is not only making people sick physically, but it’s taking a toll on mental health as well. Some people are worried about catching the virus and maybe even dying from it. Others are worried for their elderly or immunocompromised friends and family members. Many are stressed because of the very real possibility that they may lose their income. Many employees are now working from home for the first time and they may not know how to handle it – and this stress is only compounded when they also have to be homeschool teachers for the first time.

For employers, spotting the red flags of a mental health issue can be difficult when employees are working onsite. It is that much more difficult when employees are working from home. Furthermore, many employers may be dealing with their own mental health issues at this time, wondering how they are going to keep their businesses afloat during this time of lockdown.

How can employers help their employees during this time?

Even though it may be more difficult to do right now, employers need to watch for signs of stress and anxiety among their employees. Erratic work patterns or poor-quality work may indicate that an employee is suffering from a mental health issue at this time – as might bursts of anger or negative talk. When an employer begins to notice these types of behaviour, it may be beneficial for employers to reach out to those employees and see if there is anything they can do to help.

Offer Mental Health Benefits

Another important way that employers can support their employees is to offer mental health benefits – such as an Employee Assistance Program (EAP) or a mental wellbeing application – and make sure that all employees are aware of them. An EAP provides professional and confidential counselling over the phone, and referrals to local therapists when telephone counselling is insufficient. Remember, not all employees will feel comfortable telling their boss what is going in their personal lives, but they may be willing to speak with a counsellor. Clinically proven mental wellbeing applications, such as QuikCare Thrive offered by TeksMed, are an option for employers looking to implement an easily accessible tool for employees to cope with stress and maintain mental health on a daily basis.

 

SEE: Get QuikCare Thrive

 

Share Your Own Thoughts

Finally, employers can help their employees talk about their own mental health issues by being willing to share some of their own. When you are willing to share with your staff that you are feeling uncertain or anxious about the future, it helps to normalize their own feelings and can make them more willing to talk about them.

For employees that are working from home:

Regular communication will be extremely important for employees who are now working from home. Consider having weekly conference calls or Zoom meetings with your team. You may want to start with a quick roundtable to see how everyone is doing personally and what is on their mind.

Other ways that you can help support their mental health through this time is to provide online resources and encourage self-care.

For employees that are working onsite:

Some employees that are still coming into work every day such as factory workers, grocery store workers and healthcare workers, they may be worried about catching the virus. Make sure that you communicate regularly with what is being done to keep them safe.

Contact TeksMed Today!

If you would like additional resources and assistance for supporting your employees’ mental health during COVID-19 – including getting enrolled in QuikCare Thrive for FREE – we would love to help. Contact us today to speak with a member of our team.

Mental Health Week runs from May 4 to 10 this year, and couldn’t have come at a more appropriate time. Canadians have been under lockdown orders for nearly two months now in an effort to protect our physical health, but all this isolation can and does take its toll on one’s mental health. We know, for example, that when someone has few or weak social connections, they are at a greater risk of suffering from depression or anxiety. We also know that a lack of strong social connections can be just as damaging to one’s health as smoking 15 cigarettes a day![i] It’s more important than ever to ensure we are doing everything we can to look after ourselves, not just physically but mentally as well.

About Mental Health Week

Mental Health Week, hosted by the CMHA, has been observed in Canada for 69 years and is always held during the first full week of May. Each year there is a theme, and the theme for 2020 is social connection. The campaign that goes along with it is #GetReal about how we really feel.

How can employers support the mental health of their team during COVID-19?

2020 presents unique challenges for employers who wish to support the mental health of their employees. Many employees are working remotely. Those who are not (such as essential workers) may be experiencing increased anxiety that they might be exposed to the coronavirus or spread it to a vulnerable loved one.

In addition to providing a supportive environment and open communication about possible mental health issues, employers can help their staff by ensuring they have access to the support they need through their benefits packages.

How QuikCare Thrive can help

QuikCare Thrive is an innovative app-based mental health program that has been designed through a partnership between TeksMed Services Inc. and Thrive Therapeutic Software Ltd. It has been developed by mental healthcare professionals and helps its users manage common mental health issues by developing reliable coping techniques. Best of all, the program is being offered for free during the COVID-19 crisis.

“Mental health has become an increasingly prevalent topic over the years, and rightly so,” says President of TeksMed, Tony Culhane. “More and more employers are seeing the value in providing mental health care along with traditional benefits. As we currently face the challenges caused by COVID-19, the necessity for readily available mental health support is clear. And so, we are very pleased to be able to provide an innovative tool for employees to access beneficial mental wellbeing resources, available anytime and anywhere.”

The app offers a number of features that employees can use to monitor and support their mental health including mood tracking, guided relaxation techniques, and Cognitive Behavioural Therapy (CBT) based modules. It helps users to strengthen their emotional resilience and adapt to the daily changes that are occurring during this pandemic.

But what the app also does is removes barriers to mental health care and resources by being available to the user 24/7, helping them take control over their own mental health. Furthermore, it helps to remove the stigma that often surrounds mental health and eliminates the need to wait for an appointment with a healthcare professional.

“TeksMed is committed to providing clients with top of the line care,” says Culhane. “We offer QuikCare Thrive to our own employees and have seen firsthand the benefits of providing easily accessible mental health support. We are excited to share the program with others for free and to make a positive impact on as many lives as possible. Now more than ever, it is important for us to come together and support one another.”

[i] https://www.health.harvard.edu/newsletter_article/the-health-benefits-of-strong-relationships

TeksMed Services Inc. has launched an app-based mental wellbeing program, called QuikCare Thrive, that is available to employers for free for the expected duration of the COVID-19 crisis.

In partnership with Thrive Therapeutic Software Ltd., QuikCare Thrive provides users access to an application designed by medical professionals to help build resilience against stress and common mental health conditions and develop reliable coping mechanisms.

“[…] we are very pleased to be able to provide an innovative tool for employees to access beneficial mental wellbeing resources, available anytime and anywhere”

“Mental health has become an increasingly prevalent topic over the years, and rightly so,” says president of TeksMed, Tony Culhane. “More and more employers are seeing the value in providing mental health care along with traditional benefits. As we currently face the challenges caused by COVID-19, the necessity for readily available mental health support is clear. And so, we are very pleased to be able to provide an innovative tool for employees to access beneficial mental wellbeing resources, available anytime and anywhere.”

The current environment we are facing – including economic uncertainty, social isolation, and the fear of infection – is undeniably increasing the mental burden of Canadians across the country. QuikCare Thrive is currently being offered to employers for free, in support of employees negatively affected by the coronavirus pandemic.

SEE: Get QuikCare Thrive

“The health and wellbeing of our employees is what any successful business is built upon,” says Culhane. “We understand that many Canadians are struggling right now. Even on our best days we could all use a little extra support, and I think we can agree that these are certainly not our best days.”

Through mood tracking, guided relaxation techniques, Cognitive Behavioural Therapy (CBT) based modules and more, the application empowers users to build the mental and emotional resilience that will help them to adapt to the everchanging crisis.

Removing barriers between individuals and mental health care is imperative to ensuring everyone is able to access the help they need, regardless of circumstances. By providing 24/7 access to beneficial resources, users are able to prevent, screen, and self-manage mental health concerns at their own discretion, without the need to wait for an in-person appointment or face the stigma that still exists around mental illness.

“TeksMed is committed to providing clients with top of the line care,” says Culhane. “We offer QuikCare Thrive to our own employees and have seen firsthand the benefits of providing easily accessible mental health support. We are excited to share the program with others for free, and to make a positive impact on as many lives as possible. Now more than ever, it is important for us to come together and support one another.”

If you have any questions, we encourage you to contact TeksMed today!

During these times of economic uncertainty, many employers are understandably worried about the future of their businesses. With so many other concerns weighing on our minds – staying physically healthy, maintaining mental wellness, the safety of our loved ones – the added burden of financial insecurity may be especially heavy. Luckily for us Canadians, our government and its agencies are making substantial changes to adapt to these unprecedented circumstances. Every single workers’ compensation board has implemented some form of payment deferral in order to help businesses cope with what is, for nearly everyone, a time of severe financial strain.

In addition to premium support and cost relief from workers’ compensation boards, many provinces are now also facilitating paid COVID-19 sick days. 

TeksMed has worked to gather information regarding payment deferrals from workers’ compensation boards across the country to ensure that you know what financial relief is available to your business. Please find the province(s) in which your company operates below to see a brief summary of revised payment schedules – follow the link for more details.

WorkSafeBC:

https://www.worksafebc.com/en/about-us/news-events/announcements/2022/July/covid-19-claims-costs-and-your-2023-insurance-

While WorkSafeBC has stated that existing policy does not allow cost relief to be applied to accepted COVID-19 claims, direct costs from COVID-19 claims were excluded from the calculations of 2023 experience ratings. It is currently unclear if this will continue for future years.

While existing policy does not provide for relief of costs for claims where COVID-19 has been accepted as a compensable occupational disease (direct COVID-19 claims costs), WorkSafeBC excluded these costs in the calculation of the expected new injury costs for 2023 and experience rating for employers. This approach taken by WorkSafeBC recognizes the negative impact that the COVID-19 pandemic has had on these employers. However, for employers who incurred direct COVID-19 claims costs, these costs have been reflected in their rate group balance, and amortized over a period of five years, as adjustments to the rate groups’ future premium rates.

While the following COVID-19 Paid Sick Leave program is administered by WorkSafeBC, reimbursement for paid COVID-19 sick days does not require a WCB claim and will not affect your account’s costs or premiums. Please follow the link for more details.

British Columbia’s COVID-19 Paid Sick Leave

Effective May 20, 2021, you are required to offer employees 3 days of paid sick leave if they need to stay home as a result of circumstances related to COVID-19…. If your workplace does not have an existing sick leave program, the Province will reimburse you up to $200 a day.

Applications for reimbursement are now live – click here to begin the application process.

WCB Alberta:

https://www.wcb.ab.ca/assets/pdfs/employers/COVID19_cost_relief.pdf

Cost relief is being applied in Alberta for COVID-19 claims, as well as other claims that were impacted by the pandemic.

WCB will remove costs automatically through five applications of cost relief, including an administrative change that will positively affect employers’ experience rating.
1. Cost relief for COVID-19 claims.
2. Cost relief for claims where modified work was no longer available for no-time-loss claims due to the provincial shutdown.
3. Cost relief for claims where the worker became fit for work during the shutdown and the employer could not offer modified work because of the shutdown (modified work must have been offered within two weeks of the provincial re-opening).
4. Cost relief for delays in hospital admission and surgeries due to the pandemic.
5. Recording claims as no-time-loss when modified work is no longer available. Although there are no actual costs to relieve, the status of the claim on the experience record will be changed, which can impact premiums.

WCB Saskatchewan:

https://www.wcbsask.com/news/wcbs-2020-22-covid-19-cost-relief-conclude-end-june

Cost relief for COVID-19 claims, and existing claims where a worker’s recovery is delayed due to postponed treatment or vocational rehab dur to the pandemic, was being offered by WCB Saskatchewan for COVID-19 claims occurring on or before June 30, 2022. Effective July 1, 2022, costs associated with COVID-19 are being allocated to the employer.

For more than two years in 2020, through 2021 and through the first six months of 2022, the Saskatchewan Workers’ Compensation Board (WCB) provided cost relief for employers with accepted COVID-19 claims. The WCB will conclude providing COVID-19 cost relief for employers with accepted COVID-19 workplace injuries that occur on or after July 1, 2022. Accepted COVID-19 workplace injuries that occur prior to July 1, 2022 are still eligible for cost relief.

WCB Manitoba:

https://www.wcb.mb.ca/how-the-wcb-is-responding-to-covid-19#employers

WCB Manitoba has indicated that costs for COVID-19 claims in 2020 and 2021 and the first 6 months of 2022 will not affect employers’ premiums; although it is not explicitly stated, the implication is that COVID-19 claims occurring on or after July 1, 2022 will be considered for rate-setting purposes.

…all costs for COVID-19 claims in 2020, 2021, and the first six months of 2022 will be excluded for rate-setting purposes. These costs will still appear on your Claim Transaction Statement for transparency and statistical purposes; this information can assist you with the ongoing management of COVID-19 claims.

Manitoba’s Pandemic Sick Leave

The Manitoba Pandemic Sick Leave program provides employers with up to $600 per employee for up to five full days of COVID-19 related sick leave, which do not have to be taken consecutively.

WSIB Ontario:

https://www.wsib.ca/en/businesses/claims/faqs-business-accounts

Costs associated with COVID-19 related claims occuring on or before June 30, 2022 will not be allocated at an employer or class level. Instead, they will be allocated on a Schedule-wide basis. However, beginning July 1, 2022, claim costs for COVID-19 claims will be applied to an individual employer’s account, and will impact premium rates.

As of July 1, 2022, costs and counts associated with your COVID-19 related claims will be applied in the calculation of your rates as a Schedule 1 business.

Costs and counts for COVID-19 related claims allowed with accident dates on or before June 30, 2022 will be allocated on a schedule-wide basis for Schedule 1 businesses and your individual claims will not be applied in the calculation of your rates.

While the following COVID-19 Worker Income Protection program is administered by WSIB, reimbursement for paid COVID-19 sick days does not require a WSIB claim and will not affect your account’s costs or premiums. Please follow the link for more details.

Ontario’s COVID-19 Worker Income Protection Benefit

On April 29, 2021, the Ontario Government amended the Employment Standards Act, 2000 to require employers to provide employees with up to three days of paid infectious disease emergency leave because of certain reasons related to .

Applications for reimbursement are now live – click here to begin the application process. You can also check the status of an existing claim for reimbursement here.

CNESST Quebec:

https://www.cnesst.gouv.qc.ca/en/prevention-and-safety/covid-19/flexibility-measures-covid-19

The CNESST has advised that costs for COVID-19 claims will be allocated to the classification in which the employer operates, and not directly to the employer. It has also advised that it will review and adjust, on its own initiative, the costs of claims where benefits would have ended as of March 12, 2020 had it not been for the COVID-19 pandemic.

The cost of an employment injury accepted for a diagnosis of COVID-19 will be imputed to the classification unit in which the employer is classified. Employers covered by this measure do not have to submit a Request to transfer or share the imputed cost to the CNESST.

Where income replacement benefits continue to be paid in specific situations where these benefits should have ended as of March 12, 2020 had it not been for COVID-19, the additional costs related to these benefits will not be charged to the employers’ files. The CNESST will, on its own initiative, review and adjust the costs in the employers’ files.

The CNESST has adopted flexibility measures with respect to its orientation under section 326 of the AIAOD in order to be able to accept requests for the transfer of the cost of benefits when it is objectively demonstrated that the COVID-19 situation has had an impact on the progress of a worker’s file.

WCB Nova Scotia:

https://www.wcb.ns.ca/About-Us/News-Room/News/Changes-to-COVID-19-claim-costs-April-7-22.aspx

Costs related to COVID-19 claims with an injury date prior to March 21, 2022 will not impact individual employers, and will instead be absorbed by the employer base as a whole. Thereafter, however, claims costs will be allocated to the employer’s account, and will impact employer premium rates.

COVID-19 claims will now be handled the same as other work-related injuries, and costs related to these claims will no longer be excluded from employer rate setting. 
COVID-19 claims with injury dates prior to March 21, 2022 will continue to have their costs spread over the collective liability. 

Nova Scotia’s COVID-19 Paid Sick Leave Program

Nova Scotians who need to take time off work because of COVID-19 may qualify for up to 4 paid sick days through the COVID-19 Sick Leave Program.

 

Should you have any other questions regarding COVID-19 and how it may be affecting your business, contact TeksMed today.

As an employer, you no doubt know the importance of maintaining a healthy workplace. But do you have a game plan for the eventuality that one or more of your employees might suffer from a disability? Having a Disability Management Program in place not only demonstrates to your employees that you care about their well-being and improves morale, but it is also essential to protecting your company’s productivity and its bottom line.

While each Disability Management Program will be unique depending on the needs of the company, there are some key elements that are considered best practices. When developing your program, be sure that the following key elements are in place.

1. Support from senior management.

Developing an effective Disability Management Program can be a resource-intensive process. That means, that if you don’t have support or buy-in from your senior management, it is going to be very difficult to implement.

Before you begin developing your plan, you may need to spend some time educating senior management about its importance.

2. Develop a team approach.

Now that you have buy-in from your senior managers, you need to start developing a cross-functional team approach to disability management and a corporate culture that is committed to assisting injured employees and helping them return to work.

When everyone shares the same objectives as the Disability Management Program, it will have a much better chance of being successful.

3. Centralized claim reporting.

Having a centralized claim intake system, for all of your employees’ disability claims is one of the keys to ensuring the program runs smoothly. Claims should include Worker’s Compensation, Short Term Disability and Long-Term Disability in order to help you prevent duplicate claims. This will also streamline and simplify the process for your employees.

4. Claim management protocols.

Your program should also include guidelines for management to follow once a claim has been made. These could include protocols such as making contact with an employee within 24 hours of the claim, on-going contact with an employee who is on disability leave, early medical intervention and testing, and subrogation identification.

5. Return to work programs.

An effective return to work program is essential to your Disability Management Program because employees who are off work for six months because of an illness or injury only have a 50% chance of ever coming back to work. And the longer they are off work, the lower their chances of returning get. Usually this happens not because they are physically unable to return but because of a condition known as “psychological dis-employment”.

Helping an employee return to work may involve a number of tools and strategies including communicating regularly with the employee while they are on leave, and providing accommodations for the employee once they return to work – such as modified duties, hours, or assistive equipment in their workspace.

6. Regular reviews and audits of the program.

Finally, your Disability Management Program should include regular audits and reviews. Your program should not be static. Changes in legislation or new technologies may mean that you will have to update your program from time to time. You should also monitor your claims and the success of the program year over year to see where improvements can be made. By setting benchmarks and tracking your results, you can be assured that your Disability Management Program is as effective as it can be.

Creating an effective Disability Management Program is not a quick or easy process, but it is absolutely essential to your company’s productivity and profitability. If you would like assistance in developing, implementing or auditing your company’s program, contact TeksMed today.

The coronavirus pandemic has inarguably affected every facet our lives. Now more than a year into this pandemic, many regions across Canada are still facing restrictions, closures and unprecedented number of hospitalizations. For the good of our neighbors, families, and ourselves, we’ve had to make many changes to the status quo.

The situation continues to evolve on a daily, and even hourly basis, and it is an employer’s responsibility to stay informed and be prepared. Considering the fact many Canadian adults spend a third of their day at work, the precautions taken by employers can have a significant impact on the wellbeing of the overall population. In this article, we will discuss what employers need to know about this virus and how they should respond to the pandemic.

What is COVID-19?

Coronavirus is a family of viruses that can cause conditions ranging from the common cold to more severe respiratory infections such as SARS and MERS. At the end of 2019, a new (novel) strain of the virus was discovered in Wuhan China – this strain was later named COVID-19. Since the pandemic was declared, additional more contagious variants of the virus have also been discovered, making this disease even harder to contain.

COVID-19 is a contagious virus that can be contracted through the air if you are in contact with a person who has it, or by touching surfaces that have been touched by someone who is infected. For the majority of the population, symptoms will be mild and comparable to the flu including cough, sore throat and fever. For some, however, the virus causes severe respiratory complications similar to pneumonia, which can be fatal.

How Should Employers Respond to COVID-19?

Employers have the responsibility to provide a safe and healthy work environment for their employees and this includes taking the proper precautions to protect employees from COVID-19.

Steps that employers can take include:

  • Requiring masks be worn whenever physical distancing cannot be guaranteed.
  • Encouraging employees to wash their hands regularly for at least 20 seconds.
  • Providing hand sanitizer and tissues in the workplace.
  • Ensuring that often- touched surfaces such as door knobs, elevator buttons and handrails are
    sanitized on a regular basis.
  • Communicating with employees that if they are not feeling well, they should stay home.
  • Discouraging handshakes and physical contact.
  • Restricting larger gatherings.
  • Limiting work-related travel.

For more detailed suggestions for a safe workplace during the COVID-19 pandemic, click here to read our article on “Staying Safe at Work During COVID-19.”

In addition to taking the health and safety precautions that have been mentioned above, employers should also work on contingency plans to help ensure business continuity in the event that quarantine or workplace closures become necessary.

To prepare for possible quarantines or closures, employers should:

  • Develop a contingency plan – determine which business operations are essential, and how any
    of these might be performed by employees who are working from home or during flexible work hours when less people are in the workplace.
  • Identify a person or small team to implement the contingency plan.
  • Regularly monitor updates and directives from local health authorities to ensure prompt action if necessary.

The Right to Refuse Work

Finally, it is important to employers to understand that employees have the right to refuse work under the Canada Labour Code if there is a reasonable expectation that there is a health risk. If an employee has refused work because of possible contact with COVID-19, or if there is a confirmed case of COVID-19, employers should immediately contact the Labour Program at 1-800-641-4049.

At TeksMed, we are committed to providing employers with the best advice for maintaining a healthy workplace. If you require further information about protecting your employees from COVID-19 or help developing a contingency plan, contact us today.

For information about Workers Compensation Coverage please refer to this article.

Originally posted March 13, 2020

Updated March 24, 2020

With the World Health Organization (WHO) declaring the novel coronavirus (COVID-19) a pandemic, Canadian employers should prepare for the worst and plan how to respond to various employment-related issues that could arise if the virus continues to spread.

We have outlined below general answers to some of the questions our clients are asking during this COVID-19 pandemic flu relating to Short Term Disability (STD) coverage and absence.

Short Term Disability Questions and Answers

The following pertains to how TeksMed will manage, adjudicate and provide advice to pay services.

Quarantine Periods

Are periods of quarantine deemed to be a medically supported absence under STD?

Short Term Disability benefits are there to support your employees when they have an injury or an illness that prevents them from working.

An employee would be eligible to receive STD benefits providing they become ill or have symptoms and/or test positive for COVID-19, and they are unable to work from home. The determining factor for STD acceptance is illness, not simply self-quarantine or self-isolation. In other words, an employee needs to be ill to receive STD benefits. If an employee is not working because they are self-quarantined or self-isolated (just like their co-workers and/or neighbours following public health directives to stay home as a precaution) but they are not ill or have no symptoms, there is no disability claim.

To clarify, STD benefits are not payable if an employee is under quarantine by a doctor or public health official, or self-isolating (voluntarily or at the direction of their employer), but does not have signs of COVID-19 or has not tested positive for it.

How long is the self-quarantine period?

Currently, the self-quarantine period is 14 days. If the person has symptoms at any time during this period, the self-quarantine period may be extended.

Elimination Periods

Are you waiving the Waiting Period for STD COVID-19 claims?

Yes, providing the employee tests positive for COVID-19.

Workplace Closures

A workplace might close as a precaution (not because any employees have been exposed or are sick). Will employees be eligible for STD?

No. A workplace that closes or asks employees to stay home with no medical need is making an independent business decision.

Exclusions

Do disability agreements contain any exclusions or limitations regarding pandemic illnesses?

Generally, STD agreements do not contain specific exclusions for pandemic illnesses. Therefore, your employees should be covered for COVID-19 as appropriate.

Medical Evidence Requirements

Will TeksMed require medical evidence to support an absence due to COVID-19?

Not at this time. In recognition of the increasing pressure on our medical clinics and hospitals due to the global health emergency, TeksMed will not, at the outset, require an Attending Physician’s Statement as part of a STD claim submission if the absence is due to COVID-19 symptoms, a clinical diagnosis of the virus, or a quarantine order.

In the absence of an Attending Physician’s Statement, TeksMed requires confirmation of the symptoms and any medical treatment received for the condition. Accordingly, an appropriate COVID-19 Claimant Statement will be issued for completion and return.

However, once a claimant has been cleared to return to work, appropriate medical confirmation will be obtained for safety reasons.

Can TeksMed tell me if any of my employees have COVID-19?

Like any other diagnosis, TeksMed respects the privacy and confidentiality of your employees, and because of this TeksMed does not share this information. Medical professionals are obligated to report the presence or suspected presence of COVID-19. You may be asked to help identify individuals who are potentially exposed. TeksMed can report the number of incidences to you if there are enough claims to prevent the identification of affected employees.

No Short Term Disability Coverage

Are employees entitled to sick leave benefits?

Employees who miss work due to illness caused by COVID-19 may be eligible for benefits under an existing sick leave policy. Illness caused by COVID-19 should be handled in the same manner as any other illness; eligibility criteria and requirements of any sick leave policy should be applied to these cases as they would under any other circumstance.

Do we have to keep paying quarantined/isolated employees?

Circumstances may arise wherein employees are subject to self-isolation or quarantine, but are not themselves experiencing symptoms. If your company’s sick leave policy is vaguely worded, benefits may still be payable in these situations. If your policy does not explicitly provide coverage for such events, you may consider extending benefits temporarily during this particular pandemic, rather than have employees apply for employment insurance (if available). Alternatively, employers can allow employees to use available vacation time to cover absences, or to make up the missed time at a later date. If a worker is quarantined but still able to work, they could be permitted to work from home, where possible.

Employers should recognize that policies and expectations regarding employee absenteeism, including sick leave policies, need to remain realistically feasible during the unique circumstances of this pandemic, and should not be punitive in nature. For example, requiring a doctor’s note from sick employees with flulike symptoms during a national health crisis – while the Canadian healthcare system is considerably burdened – may be impractical.

Is there any employment insurance (EI) relief for employees who are required to self-isolate?

If company paid sick benefits are unavailable or exhausted, employees may be entitled to benefits under the Employment Insurance Act (Act). Employees who experience and injury, illness, or quarantine that reduces their normal weekly earnings by at least 40% are eligible to EI sickness benefits under the Act, assuming they have accumulated sufficient insurable hours.

The federal government announced on March 11, 2020 that it will waive the mandatory one-week waiting federal government announced period of Employment Insurance (EI) sickness benefits for workers who are in quarantine, or who have been advised to self-isolate, as a result of the COVID-19 outbreak. It does not appear to cover voluntary self-isolation, however, or indicate what evidence is necessary in order to qualify for the waiver.

General Questions and Answers

Privacy

If an employee calls in sick, can I ask them if they think they have COVID-19?

Private sector privacy laws require employers to collect only the minimum amount of personal information necessary to meet a business need. An employer can know if an employee cannot come to work due to illness. However, the employer should not ask the employee’s specific diagnosis, including if it might be COVID-19.

For some employers, specific protocols are in place for infectious diseases. These protocols may be enhanced under the circumstances. Employers should make sure all reporting protocols are communicated clearly if this applies to them.

Work Refusals

Can an employee refuse to work?

Under Occupational Health and Safety legislation, most workers have the right to refuse work if they feel an aspect of their workplace is “likely to endanger” their health or safety. Employees who fear exposure to COVID-19 in their workplace may refuse work in reference to this legislation.

Some employees are exempt from the aforementioned right to refuse work. This includes individuals whose work is inherently dangerous, or in circumstances where refusal to work would result in the endangerment of another’s life, health, or safety. Examples include first responders such as police officers, firefighters, and paramedics, as well those working in a hospital. These exceptions can be complicated, and each situation needs to be evaluated individually.

Termination

Can an employer terminate an employee due to illness, such as coronavirus?

No, employers may not terminate or discriminate against an employee due to physical disability (including illness) under human rights legislation. Employers are obligated to accommodate the employee to the point of ‘undue hardship.’

 

Please note that the COVID-19 pandemic is an ever-changing global event which may impact the stance of the Government of Canada, thus updates will be provided when new information is made available.

For more information on Short Term Disability management and workers’ compensation matters please feel free to reach out to TeksMed at info@teksmed.com.

To further assist you, please review our companion article, “COVID-19 – Workers’ Compensation Coverage” which sets out some of the emerging questions and answers.

Originally Posted: March 13, 2020

Updated: April 7, 2021

 

With the World Health Organization (WHO) declaring the novel coronavirus (COVID-19) a pandemic, Canadian employers should prepare for the worst and plan how to respond to various employment-related issues that could arise if the virus continues to spread.

Employers are raising many questions about workers’ compensation coverage and reporting responsibilities.

Throughout Canada, the various provincial workers’ compensation boards have provided guidelines relating to the coverage of benefits for COVID-19 cases. While most cases of COVID-19 aren’t work-related, you are encouraged to report cases to your workers’ compensation board if the worker indicates that they may have been exposed at work – even if you disagree – or if the nature of their employment puts them at a greater risk of exposure than the general public.

In every case, the various provincial compensation boards will adjudicate work relatedness and benefit entitlement based on the specific circumstances of each case.

TeksMed Services Inc. has outlined general answers to some of the questions its clients are asking during this pandemic.

The following pages address questions regarding COVID-19 and workers’ compensation.

 

Questions and Answers

 

When is COVID-19 considered to be work-related?

When a worker contracts COVID-19 as a direct result of their employment, they are likely to be entitled to compensation providing certain criteria relating to the nature of their employment and the extent of their work-related exposure are met. WCB Alberta has outlined that the following conditions must be met:

  • The nature of employment involves sufficient exposure to the source of infection,

and

  • The nature of employment creates a greater risk of exposure for the worker.

 

When do I report a case of COVID-19 to provincial workers’ compensation board (WCB)?

When a worker tells you that they have COVID-19 and they suspect it was contracted at work, you should report the illness to the workers’ compensation board. In some provinces, such as Ontario, it is required to report COVID-19 claims if a worker believes they contracted it in the workplace even if you disagree. It is up to the board to determine whether or not the claim will be allowed; each claim is evaluated on a case-by-case basis.

In order to be accepted, evidence must show that a person’s risk of contracting the disease through their employment is greater than the risk to which the public at large is exposed, and that work significantly contributed to the person’s illness.

 

What is an outbreak at work?

An outbreak is a sudden rise of the number of cases of a disease; multiple cases in a workplace may lead to the declaration of an outbreak (five or more cases). COVID-19 is highly contagious and an outbreak can occur very quickly.

 

Should I submit a claim if I suspect an outbreak?

You should always be reporting illness due to COVID-19 when there is reason to believe the exposure occurred at work, including when there are several cases in a workplace. Report to WCB when multiple workers at your facility have symptoms or have a confirmed COVID-19 diagnosis.

 

Are workers covered when quarantined, self-isolated or practicing social distancing?

No, the provincial workers’ compensation boards do not provide coverage for workers who are symptom-free when quarantined, self-isolated, practicing social distancing or sent home on a precautionary basis.

 

If I believe my staff is at greater risk than the general public of exposure at work, do I need to report all exposures?

No, if there is no illness, there is no claim. You only need to report lost-time claims of occupational disease exposure to the provincial WCB. If workers were exposed to the virus but develop no symptoms, the incident should be recorded in your records but you do not need to report it to the provincial WCB.

 

I’m an employer whose staff is at greater risk of exposure at work than the general public. I sent my worker home because there’s a high risk of exposure. Do I need to report it to the provincial WCB?

No, if there is no illness, there is no claim. There’s no need to report this to the provincial WCB.

 

What happens if an employee is exposed to COVID-19 while travelling?

Employees will likely be able to claim benefits if symptoms follow exposure during any work-related travel. Entitlement to benefits extends to people traveling in the course of employment. As such, if an employee is required to travel for business and in the course of that travel is suspected to have contracted COVID-19, the employee could likely claim benefits.

 

What happens when I submit a COVID-19 claim?

Like any other claim, the provincial WCB must determine whether exposure to the disease arose out of the course of employment and was caused by an employment hazard (in this case, workplace exposure to the virus).

 

Will my staff continue to receive benefits if we shut down operations due to COVID-19?

Certain provincial workers’ compensation boards, for example Ontario’s Workplace Safety Insurance Board (WSIB) have specified that employees will continue to receive the same wage-loss benefits, full or partial, that were being received at the time of the employer’s shut down. If no wage-loss benefits were received at the time of shut down, for example in case where modified duties are being performed, then no wage-loss benefits would be provided. However, WorkSafeBC has recently announced that in the event a worker is on modified duties and the worksite shuts down, wage-loss benefits to the worker will resume if the employer is not paying the worker during the shutdown. In addition, wage-loss benefits may be payable to workers who are unable to return to modified duties due to quarantine/self-isolation; relief of costs may be considered for this period so as to avoid unfairness to the employer.

 

Please note that the COVID-19 pandemic is an ever-changing global event which may impact the stance of the Government of Canada as well as the various provincial workers’ compensation boards, thus updates will be provided when new information is made available.

For more information on occupational disability management and workers’ compensation matters please feel free to reach out to TeksMed at info@teksmed.com.

To further assist you, please review our companion article, “COVID-19 – Short Term Disability Coverage and Sick Leave” which sets out some of the emerging questions and answers.

 

Statements from various workers’ compensation board regarding COVID-19 claims can be found below:

 

WorkSafeBC:

https://www.worksafebc.com/en/covid-19/claims/information-for-employers

When a worker contracts COVID-19 as a direct result of their employment, they are entitled to compensation if the following conditions are met:

1.  Evidence that the worker has contracted COVID-19, either:

    • a medical diagnosis in a medical report, or
    • non-medical factual evidence where other evidence establishes the existence of COVID-19.

2. The nature of the worker’s employment created a risk of contracting the disease significantly greater than the ordinary exposure risk of the public at large.

A work-related example would be an acute care hospital worker, who is treating patients who have been diagnosed with COVID-19. In these cases, they are at greater risk than the general public of contracting the disease.

Work-related examples:

Acute care hospital worker, who is treating patients who have been diagnosed with COVID-19.

A worker who is staying at employer provided accommodations that are shared with other workers who have been diagnosed with COVID-19.

A care aide in a long-term care facility, who is treating residents who have been diagnosed with COVID-19.

Staff in educational facilities where a large number of students and/or staff are present and there are students or staff diagnosed with COVID-19.

Workers in retail or hospitality who interact with a large number of customers and members of the public..

“As shown in the above examples, if your employees are at significantly greater risk than the general public of contracting the virus while at work, and an employee loses time from work after contracting the virus, you must report the claim to WorkSafeBC. If in doubt or the employee or WorkSafeBC asks you to, you must submit a report immediately.

“Claims submitted for COVID-19 contracted through a work-related exposure are adjudicated on a case-by-case basis. WorkSafeBC will look at details such as whether the worker has a diagnosis of COVID-19, their symptoms, and their employment activities. A presumption in favour of an accepted claim may apply if there is evidence to establish that a worker has COVID-19 and the risk in the workplace was significantly greater than the ordinary exposure risk.”

 

WCB Alberta:

https://www.wcb.ab.ca/assets/pdfs/employers/EFS_COVID-19_at_work.pdf

https://www.wcb.ab.ca/assets/pdfs/employers/EFS_COVID-19_vaccine_reactions.pdf

“When a worker contracts COVID-19 as a direct result of their employment, they are entitled to compensation if the following conditions are met:

The nature of employment involves sufficient exposure to the source of infection, -and-

The nature of employment creates a greater risk of exposure for the worker.”

A claim is likely to be accepted if a worker contracts the illness and is performing what the province deems to be an essential service that puts them in regular contact with the general public. All essential services cases should be reported to WCB, unless:

  1. The employee was on vacation or away from work at the time of infection.
  2. The employee is not ill but must quarantine due to suspected or confirmed exposure.

“A worker will likely be covered in the event of a widespread outbreak at their place of work.

All outbreak cases should be reported to WCB for investigation.

When multiple employees in the workplace have a confirmed diagnosis of the disease, workers at that site may have a greater risk of contracting the infectious disease than the general public.

These cases need to be reported so WCB can investigate work relatedness. As an outbreak in the workplace may put workers at greater risk of contracting the disease than the general public, the condition may be covered through the workers’ compensation system.”

If a worker has an adverse reaction to a COVID-19 vaccination, they are entitled to compensation when the immunization is a mandatory condition of employment. “When immunization is required for the prevention of a work-related disease or infection and as a result of a reaction to this compulsory immunization a worker experiences a loss of earnings, WCB will consider the reaction and its consequences to be compensable.”

WCB Saskatchewan:

https://www.wcbsask.com/news/information-employers-covid-19

https://www.wcbsask.com/frequently-asked-questions-employers-covid-19

“A worker may be entitled to compensation should they contract COVID-19 as a direct result of their employment. Generally the employment would need to put the employee at greater risk of contracting COVID-19 than the general public. Based on WCB policy, Injuries – Communicable Disease (POL 02/2010), the following conditions must be met:

There is confirmed exposure to the disease in the workplace.

PLUS

The time period that the illness is contracted is in close proximity to the confirmed workplace exposure.

PLUS

The nature of employment creates a greater risk of exposure for the worker than to the general population.”

Examples of claims that may be accepted

Outbreak in the workplace: A worker, whose place of employment has had other employees test positive for COVID-19, is at a greater risk of contracting the virus and may have an acceptable claim.

Acute care hospital worker:  A worker providing treatment to patients for COVID-19. As this worker is at greater risk than the general public, they may have an acceptable claim.

Retail worker: A worker, working with the general public, interacts with a customer who has been confirmed as having contracted COVID-19, may have an acceptable claim.”

“If a situation meets the criteria listed above, such as a worker who is at greater risk of contracting the virus than the general public, and they lose time from work after contracting the virus, a claim should be submitted. If the claims is accepted as a confirmed work-related COVID-19 claim, you will receive cost relief for all costs associated with the claim.”

 

WCB Manitoba:

https://www.wcb.mb.ca/how-the-wcb-is-responding-to-covid-19

“You are required to report workplace injuries resulting in time missed from work or a medical treatment within five business days of being made aware of them.

Work-related injuries and illnesses, including in some cases COVID-19, have always been and continue to be covered by the WCB and determined on a case-by-case basis.”

“Most instances of COVID-19 are not work-related. However, the nature and type of work your workers do may put them at greater risk of contracting the virus than the general public. Nurses, health care aides and other direct care providers in hospitals and long-term care facilities are some examples of workers who may be at greater risk.”

“For a COVID-19 claim to be accepted, the WCB must determine that a worker contracted the virus as a result of an exposure arising out of and in the course of employment.

“To determine the work-relatedness of COVID-19 claims, the WCB looks at details such as the person’s employment activities, their symptoms and whether they have a diagnosis of COVID-19.”

 

WSIB Ontario:

https://www.wsib.ca/en/faqs-about-claims-and-covid-19

https://www.wsib.ca/sites/default/files/2020-03/adjudicativeapproachnovelcoronavirus.pdf

“In determining the work-relatedness of COVID-19 claims, the decision-maker will consider whether:

  1. the nature of the worker’s employment created a risk of contracting the disease to which the public at large is not normally exposed; and
  2. the WSIB is satisfied that the worker’s COVID-19 condition has been confirmed.

If established, the above will generally be considered persuasive evidence that the worker’s employment made a significant contribution to the worker’s illness. Claims which do not meet these guidelines will be reviewed on their own merit, having regard to circumstances of the individual case.”

“While the nature of some people’s work may put them at greater risk of contracting the virus, for example those treating someone with COVID-19, this is a constantly evolving situation and any claims received by the WSIB will need to be adjudicated on a case-by-case basis, taking into consideration the facts and circumstances.

Please note: The WSIB does not provide coverage for people who are symptom-free even when quarantined or sent home on a precautionary basis. However, should someone who is symptom-free develop symptoms or illness while on quarantine, they may be eligible for WSIB coverage.”

“If an employee has had a COVID-19 test, the WSIB considers that they have received health care.

  • If the employee tests positive for COVID-19 and tells you that they believe they contracted COVID-19 in the workplace, you are required to report the illness to the WSIB, even if you feel that the employee did not contract it at work.
  • If the employee tests negative for COVID-19, you are not required to report the illness to the WSIB.”

“You also have an obligation to report an employee’s COVID-19 (they have a diagnosis/positive test or symptoms of COVID-19) when you have reason to believe there was a potential workplace exposure. For example:

  • other employees in the workplace have tested positive for COVID-19; or
  • there was a known or suspected contact source for COVID-19 from whom the employee could have contracted it

Additionally, you are required to report the illness if the WSIB has informed you that a claim has been set up based on a Form 6 (Worker’s Report of Injury/Disease) or a Form 8 (Health Professional’s Report).”

 

COVID-19 contracted in the workplace is considered an occupational illness, and in Ontario must be reported to the Ministry of Labour, Training and Skills Development in addition to the WSIB. You are obligated to give notice to the Ministry if you are informed that the worker has contracted an occupational illness or if a claim has been submitted to WSIB for an occupational illness – even in the event that you believe it may not be work-related.

https://www.ontario.ca/page/reporting-workplace-incidents-or-structural-hazards#section-3

“If you are advised that a worker (current or former) has an occupational illness, or that a claim for an occupational illness has been filed with the Workplace Safety and Insurance Board, you must notify, in writing, within 4 days of being advised:

  1. a director of the Ministry of Labour, Training and Skills Development
  2. your joint health and safety committee or health and safety representative
  3. the union (if there is one)”

 

CNESST Quebec:

https://www.cnesst.gouv.qc.ca/salle-de-presse/Pages/coronavirus.aspx

“21. Un travailleur qui aurait contracté le coronavirus (COVID-19) par une exposition dans son milieu de travail peut-il être indemnisé?

Oui, les travailleurs atteints de la COVID-19 qui auraient été infectés au cours de leur emploi pourraient avoir droit aux prestations et aux services habituels offerts par la Loi sur les accidents du travail et les maladies professionnelles.

Pour ce faire, le travailleur doit consulter un médecin qui posera le diagnostic, aviser son employeur et remplir la réclamation du travailleur qu’il fera parvenir à la CNESST. Le travailleur devra démontrer qu’il a été en contact avec le virus par le fait ou à l’occasion de son travail. Le lien avec le travail devra être démontré de façon prépondérante.

La décision de la CNESST tiendra compte des particularités inhérentes à chaque demande.”

 

WCB PEI:

http://www.wcb.pe.ca/Information/NewsItem/495

“Most cases of COVID-19 are not work-related. If a worker’s COVID-19 is not work-related, there is no need to report it to the WCB.

If a worker contracts COVID-19 that may be a result of work, they should report it to the WCB to determine if they are eligible for compensation benefits. To have a claim accepted for COVID-19, all of the following conditions must be met:

There is medical confirmation that the worker has COVID-19.

The worker has been exposed to COVID-19 at work.

The exposure is confirmed to be work-related, that is, it arose out of and in the course of their employment.

The WCB adjudicates all claims on a case-by-case basis, including those related to COVID-19. The WCB will be in contact with the worker and their employer about the claim.”

 

WCB Nova Scotia:

https://www.wcb.ns.ca/About-Us/News-Room/News/COVID-19-Novel-Coronavirus.aspx

“As with any claim received, WCB Nova Scotia will adjudicate claims related to COVID-19 on a case-by-case basis. As set out in the Workers’ Compensation Act, compensation is only available for a work-related injury or illness. It is not provided for workers who cannot work for preventative or precautionary reasons, such as self-isolation or quarantine.”

 

WorkSafeNB:

https://www.worksafenb.ca/safety-topics/covid-19-safety-is-our-priority/covid-19-coronavirus/

“Workers’ compensation is available for a work-related injury or illness and is not provided for workers who withdraw from work for preventive reasons.

Claims submitted for a COVID-19 virus infection contracted through a work-related exposure are adjudicated on a case-by-case basis. For a claim to be accepted, evidence must show that the infection arose out of and in the course of employment and the risk of contracting the disease through the employment is greater than the risk associated with contracting it through day to day living.”

 

WorkplaceNL:

https://workplacenl.ca/workers/health-and-safety/coronavirus-disease-2019-covid-19/

“You are required to report workplace injuries or illnesses resulting in lost time or the requirement to seek medical treatment within three business days of being made aware of them. You can file your Employer’s Report of Injury (Form 7) through connect. Any claims submitted for COVID-19 will be reviewed and adjudicated on a case by case basis.”

“Most instances of COVID-19 are not work-related. However, some workers may be at a greater risk of contracting the virus due to the type of work they do including nurses, health care aides and other direct-care providers in hospitals and long-term care facilities.”

…confirmation of a positive COVID-19 diagnosis is required in order to receive benefits.

 

WCB Yukon:

https://www.wcb.yk.ca/web-0005/web-0019

“When a worker contracts COVID-19 as a direct result of their employment, they are entitled to compensation if the following conditions are met:

  • There is a causal connection between the conditions of the work required to be performed and the resulting injury.
  • The injury is linked to a worker’s employment in terms of time, place and activity consistent with the obligations and expectations of that employment.”

 

Workers’ Safety and Compensation Commission Nunavut and Northwest Territories:

https://www.wscc.nt.ca/health-safety/covid-19

“While most cases of communicable diseases are as a result of daily activities and interactions with people, if you believe that you contracted COVID-19 as a direct result of your employment, please contact 1-800-661-0792, or email our Claims Department  with a completed Worker’s Report of Injury. WSCC will determine whether the claim is related to work, and if so, what benefits will be provided based on that unique circumstance.

 

As an employer, you probably know that it is in your best interest – both from a legal and a financial standpoint – to protect the physical health of your employees. But have you stopped to consider how you might also protect the mental health of those employees? Having a mental health plan in place is good for business, and in this article, we will discuss why.

How Does Mental Health Affect My Workforce?

Mental health is as important to employee productivity as physical health. Additional information from the World Health Organization shows there is good evidence to suggest that mental health also affects physical health. While employers might have many steps in place, through policies and procedures, to deal with the subject of physical health, not many have these steps to cover mental health. While all companies are required by Provincial Law to have a Health & Safety policy, this only deals with physical health and safety; no law or act requires the same care for the mental health of its workforce. Despite the lack of required policy, it is up to business leaders to set the standards and establish a guideline whereby the mental health of employees is treated the same as their physical health.

When left unaddressed, mental illness in the workplace can lead to two major problems: absenteeism and presenteeism.

Absenteeism

Absenteeism creates obvious problems: assigning work to other colleagues and increasing the burden on them, and costs incurred for recruiting and training temporary staff if it is a long absence. It isn’t a closely guarded secret that lost productivity often leads to lost revenue. Studies showed that as recently as 2013, Canadian companies were losing $16.6 Billion per year, caused by the effects of absenteeism as a result of mental health.

Presenteeism

The second issue is slightly more surprising, however much more damaging to a business. This is presenteeism!

Presenteeism is a phenomenon researched by the Harvard Business Review in which employees are present at work, but due to ongoing physical or mental health issues, they are not productive. Worse still is the potential that these employees could be making mistakes in their work, mistakes that could prove costly to correct later. Presenteeism is likely to happen when workers do not feel that they can take time from work due to pressures from bosses, policies, or workload. Taking time off for these employees can actually feel more stressful than staying at work.

Create a Mental Health Action Plan

So, what can you do to support your employees’ mental health and avoid the damaging and often costly effects that mental illness, stress, and fatigue can have on a business? One step that you can take right away is to implement a mental health action plan.

Evaluate Stressors

Start by evaluating the specific stressors that exist in your work environment and look for evidence of employee absenteeism or presenteeism that may be caused by mental health issues. Look for ways that you can address these problems. Can you eliminate some of the stressors? What policies can you implement to help ensure employees are getting a good work-life balance? And what help do you have available through your group benefit plan or community resources for employees that are dealing with mental illness?

Communicate & Train

Your plan should include how you communicate to your employees that their mental well-being is important to you, training for your managers on how to address mental health issues, and ways to assist employees dealing with mental health challenges.

Improve ROI with a Mental Health Action Plan

By drafting, implementing, and communicating your company’s mental health action plan to your employees, you will not only be creating a more positive work environment, but you are also likely to see a return on investment in terms of increased productivity, better employee retention, and possibly even higher profits!

TeksMed Can Help!

At TeksMed, we offer many programs that help support the mental health of your employees. A health workplace results in high ROI. Contact us today for more information.

A traumatic event may occur over a few hours or a few minutes, but the long-term effects that it can have on your employees and your business can be devastating. When serious mental health issues like depression, anxiety, or PTSD occur because of a traumatic event, it’s not only harmful to the employee who experiences those issues but also to the company. It can lead to increased absenteeism, decreased productivity, and can ultimately, affect the morale of everyone around them.

To identify and cope with such traumatic events, a short-term psychological system was developed called Critical Incident Stress Management (CISM). CISM was developed for victims of trauma such as first responders, medical personnel, or witnesses to a traumatic or critical incident.

What qualifies as a critical incident?

Critical incidents are those incidents that cause people to have a powerful emotional reaction. Emergency services personnel use a list which they refer to as the Terrible Ten which include:

1. Line of duty deaths
2. The suicide of a colleague
3. Serious work-related injury
4. Multi-casualty / disaster / terrorism incidents
5. Events with a high degree of threat to the personnel
6. Significant events involving children
7. Events in which the victim is known to the personnel
8. Events with excessive media interest
9. Events that are prolonged and end with a negative outcome
10. Any significantly powerful, overwhelming distressing event

It is important to remember that individuals can have different reactions to the same event; an incident that does not negatively affect one person, may cause significant trauma in another person. Through CISM employees will find a compassionate professional who understands the intricacies of their trauma.

How does CISM work when these events occur?

One of the primary goals of CISM is to lessen the impact of the critical incident and help employees through the recovery process. Interventions will, of course, vary depending on the nature of the incident and the person involved. It may include an immediate diffusing of the situation and assuring everyone that their reactions to the event are normal and/or it may include a debriefing at a later time – usually within 72 hours of the event occurring.

Why is CISM important?

When traumatic events occur, they can be harmful to both the people and business. But studies have shown that for every dollar a company invests in mental health support for its employees, the return on investment is three dollars. Since critical incidents can severely impact an employee’s mental health, investing in a system like CISM is a smart business decision.

In fact, in a study done in New York City hospitals, it was found that if there’s an intervention on Type A trauma within 72 hours of an event, the risk of PTSD was mitigated by as much as 80%. By offering trauma victims a safe place to talk about their experience and process their feelings, employers can help to lower their employee’s stress and let them know they are not alone.

Contact TeksMed Today!

For more information, please call 1-844-835-7253. We can have a trained responder at your workplace within 24-72 hours of an incident if it is deemed necessary and we offer continued support and follow-up.

To learn more about CISM and other services we offer, contact us today.

“Personal Days” can be a tricky topic for Canadian employers to understand. While “sick days” and “vacation days” are fairly self-explanatory, personal days are less so. Each province has its regulations for various types of paid and unpaid days (sick days, family responsibility, bereavement, etc.) away from the workplace.

Keep in mind however that the provinces only set minimums. Employers certainly can (and we will argue they should) grant more time than this, and if the company budget allows, these days can even be paid.

What is a “personal day”?

For this article, we are defining a personal day as time off (paid or unpaid) that an employee takes for reasons other than vacation or personal illness. This might include taking a day to move, an extended medical appointment, taking care of a sick child, bereavement, or a mental health day.

Of the reasons listed above, the mental health day is the most controversial because of the perceived potential for abuse by employees who simply don’t feel like coming into work that day. Nevertheless, when employers cultivate a culture that supports mental well-being and values mental health days as a valid reason for taking a personal day, it not only promotes a healthier workplace but it can improve a company’s bottom line as well. A large study commissioned by PWC supports this, saying that for every dollar a company invests in a mentally healthy workplace, they see an average return of $2.30.

The problem with presenteeism.

In previous blogs, we have discussed absenteeism quite a bit, and it is easy for most employers to understand how employee absenteeism can hurt their business. What they may be less aware of are the damaging effects that presenteeism can have. Presenteeism is when employees come into work even though they are feeling physically, mentally, or emotionally unwell. Employees may feel guilty about taking a personal or sick day or they may be fearful that doing so may jeopardize their job or chances of promotion.

While it may not sound like a big problem on the surface, researchers have found that presenteeism in the long term is three times more costly than absenteeism. Not only are employees less productive while they are at work, but showing up when they are unwell often leads to more long-term and costly problems such as chronic pain, depression, and even cancer and heart disease – problems which inevitably raise the insurance premiums of the employer.

Fostering a workplace culture that supports employees taking personal days.

It is often difficult for employers to know exactly where to start when it comes to fostering a culture that supports employee personal days. Having a workplace policy is a place to start, but communication and leading by example need to play into the equation.

At TeksMed, we are experienced in helping employers develop programs that are tailored to fit the needs of their company and we can help provide you with strategies on promoting a physically and mentally healthy workplace.

Contact us today to schedule a consultation.

A healthy workplace isn’t only about physical health, it’s about mental health as well. When employers treat mental health on an equivalent level with physical health and support the overall well-being of their employees, it not only creates a more positive workplace but it can even help to bolster company profits.

While there are many ways that employers can help to create a mentally healthy workplace, some common strategies include promoting work-life balance, fostering an environment of respect, defining a clear conflict resolution process, and providing employees with resources to help them monitor and manage their own mental health.

 

Introducing Thrive

At TeksMed, one of our goals is to help employers create workplaces that promote both physical and mental health. In addition to the recover-at-work assistance that we offer through our existing programs, we are now pleased to announce the launch of our new exclusive mental health app called Thrive, the therapeutic software for mental wellbeing.

Thrive app screenshots

 

What is Thrive?

Thrive is an app that your employees can use to help them prevent or mitigate mental health issues, to screen themselves for mild mood disorders, and to manage their mental health. The self-management tools in Thrive have been proven to help people recover in half the amount of time they normally would!

Let’s take a look at the three main functions of the Thrive app to demonstrate how it can help your employees and your company:

Prevention

Preventing any illness is easier and less costly than treating it and mental illness is no different. The Thrive app helps your employees reduce their stress and maintain a positive mental state by using proven exercises and fun games. The app also creates personalized goals that help to reduce risk factors for stress, anxiety and depression.

Screening

Using clinically validated questionnaires, the Thrive app allows your employees to self-screen for mild mood disorders. It will also prompt them to seek professional medical help when needed.

Self-management

Finally, the Thrive app provides your employees with information and activities that can help them to manage their condition. This is available anytime your employees need help, conveniently at their fingertips.

 

Why an “app”?

According to a recent report by Unum, issues with mental health can severely impact job performance by interfering with an employee’s focus, productivity, attendance, and interactions with co-workers. But the report shows that many workers suffering with mental health issues will not divulge their conditions at work because they are embarrassed or because they fear discrimination.

While employees can and should encourage open dialogue in the workplace about mental health, they also need to realize that some employees may never open up to another person at work. Providing your workers with an app that they can use anonymously at any time they need it, can be an effective way to help employees that might otherwise fall through the cracks as well as those who are more open about their mental health issues.

 

Access Thrive Now!

Download the Thrive app in the Apple app store or in the Google Play app store, and contact TeksMed for your access code.

If you would like to learn more strategies about how you can create a mentally healthy workplace – or if you would like a demonstration of the Thrive app, contact TeksMed today!

The New Year is a time that we set personal and professional goals. If your company doesn’t have a disability management procedure – or you have one and it’s been a while since you’ve reviewed it – then the start of this new decade is the ideal time to make sure that you’ve got the right processes and procedures in place.

Whether you are looking for your business to become more profitable, increase your market share or improve customer retention, having the right employees who are both present and healthy is going to be key. Prolonged absenteeism due to illness and disability can be very damaging to your company’s success and bottom line. But this can be mitigated with the right disability management plan.

If setting up or updating your disability management plan is one of your business goals for the New Year, then here are our top five tips to consider.

1. Get Support from Senior Staff & Management

One of the first keys to success in any disability management plan is to get senior support both from management and senior union officials. To do this, you may need to show how disability costs affect payroll and how the proper management system can provide support and fairness to an injured worker.

2. Develop a Framework

In developing your disability management program, a clear framework needs to be set in place that outlines specific policies and obligations and clear roles on who is responsible for what. Within the framework, you need to build consistent access for employees to both prevention of accidents as well as accommodation and support if an accident does occur.

3. Training and Awareness

Disability management needs to be built into the corporate culture and must ultimately become the responsibility of everyone including staff, management, union reps, human resources, etc. Look for ways that you can promote this within your company through training and awareness. This may include using strategies such as a communications campaign, posters and promotional materials, employee orientation sessions, mandatory training, and/or dedicated financial and human resources.

4. Early Identification & Intervention

In order to reduce absenteeism, it is important to identify injured or disabled workers early and provide them with the intervention they need to return back to work. When employees receive intervention in the form of medical tests or accommodation at work, they are able to come back to work earlier which benefits both them and the company.

It is important to remember that not every employee will feel comfortable telling their boss that they require special accommodation after they have been injured. This can lead them to stay home longer which may actually make the situation worse. As part of a disability management program, a manager or supervisor should be assigned to have regular communication with the employee which will include asking them what they might require in order to return to work (modified duties, flex hours, etc.).

5. Measurement of Results

Finally, no disability management program is complete without a way to measure the results. Goals should be set for the program so that you may ask at any time how the company is performing against its goals. You can also compare results in the current year to results in the previous year.

As you gather data and communicate the results of the program to management and staff, it can help to drive the program toward greater success.

How TeksMed Can Help

Putting together an effective disability management program can be a challenge, but the professionals at TeksMed have a lot of experience with what does and doesn’t work and can help you develop a program that is specifically tailored to meet the needs of your company.

If implementing or updating your disability management program is one of your company’s goals for 2020 – and it should be – contact TeksMed today for a consultation.

As an employer, you should have received within the past month or so a letter from the Workplace Safety and Insurance Board (WSIB) providing you with a detailed breakdown of WSIB’s new rate framework and your new classification information. Since the new rate framework will come into effect on January 1, 2020, employers need to understand what it means for their business.

The new framework is meant to be easier to administer as it will use the North American Industry Classification System (NAICS) which is already being used by Canada Revenue Agency and Statistics Canada for classifying all Canadian employers.

How will WSIB premiums be determined under the new framework?

The new framework will use a two-step process to determine the rates that employers will pay on their WSIB premiums.

Risk Band Rate

The first step is called the risk band rate. This is the average rate for all employers in any given industry and the rate is determined by the claim experience of all employers within that industry.

Predictability

In the second step called predictability, the individual experience – covering the previous six years – of the specific employer is taken into account and it is compared with the rest of the class. If the individual experience of the employer is better (has fewer claims) than the experience of the class, that employer will receive a lower than average premium for that industry. Conversely, employers with a higher than average amount of claims will have to pay a higher than average premium for their industry class.

Special Rules

In addition to being easier to administer, the new framework helps to protect employers from dramatic changes to their premiums in any given year. During the first three years of the framework, there will be special rules governing changes to premiums. These rules are as follows:

2020

Employers will move downward directly to their projected risk band. During the first year, companies will not move up risk bands.

2021

Employers may move an unlimited number of risk bands downward or a maximum of one risk band upward (representing a 5% premium increase).

2022

Employers may move an unlimited number of risk bands downward or a maximum of two risk bands upward (representing a 10% premium increase).

Occupational Disease (OD) claims

Under the new WSIB rate framework, Occupation Disease (OD) claims will be factored into the risk band rate for the industry but not into the rate-setting for the individual business.

How can employers find out their predictability under the new framework?

Employers can now contact WSIB in order to receive a copy of their extended detailed premium rate statement. This statement will let them know what their predictability level is as well as provide them with a breakdown as to how their rate was calculated.

Is your business ready?

The new WSIB framework provides employers with an opportunity to reduce their premiums by introducing safety protocols and return to work programs that help them to outperform their peers. If you would like to learn more about how WSIB’s new rate framework will affect your business, and discover ways to reduce your premiums, contact TeksMed today.

With the holidays coming up, taking a little much needed and deserved vacation is on the minds of many workers. But did you know that many employees in North America never take their full amount of allotted vacation time each year? The reason? It varies from thinking management will see them as not as committed as their co-workers to being afraid that they will fall behind if they take time off.

Benefits Of Taking Vacation Time

But taking vacation time is important because it benefits both the employee who is taking it as well as their company.

Employees who take vacation time are healthier.

Let’s face it, work can be stressful and taking some time to relax in a different environment and forget about work for a while can help to relieve some of that stress. Since stress can be linked to all kinds of health problems from high blood pressure and cardiovascular disease and even cancer. So if you want your employees to take off less unscheduled sick time, encourage them to take more scheduled vacation time.

Employees who take vacation time are more productive when at work.

In economics, there is something called “the law of diminishing returns” which applies well to an employee’s work hours. An employee that doesn’t take his or her vacation time, will eventually start to feel burned out and their time at work will become less productive. When employees take vacation, they are recharging their minds and bodies and will be able to perform at a higher level when they return. This helps to drive profits within the company.

Employees who take their vacation time have greater job satisfaction.

Because they are less stressed and have more energy, employees who take their vacation time are generally happier at work. This results in lower turnover of the company and less money spent on training replacement workers when an employee decides to leave.

Since taking a vacation can help employees remain healthier, make them more productive and help to promote job satisfaction, it only makes sense that employers would want to do everything they can to encourage employees to take their vacation.

What Can Employers Do?

So, what can you do to ensure your employees take some time off this holiday season? Here are a few ideas:

Have A Vacation Policy

Have a vacation policy that communicates that the company values the vacation time of its employees and views vacation as important.

Shutdown

Consider a shutdown. If your company can afford it, consider a shut-down around the Christmas season so employees can spend more time with their families.

Forbid Vacation Shaming

Do not allow vacation shaming. Some managers and even co-workers may say things that make other employees feel guilty for taking their vacation. Even if these things are said in a joking manner, they can still deter some people from taking their vacation. Do not tolerate this kind of behavior.

Lead By Example

Lead by example. Employees will feel more comfortable taking their vacation time if they see their employer taking vacation time as well. In the same way, it is important for your employees to take their vacation time, it is just as important for you to take your vacation time.

Contact TeksMed Today

If you require help in creating a healthier more productive environment for employees at your company, TeksMed would love to help. Contact us today to learn how we can assist your business.

As a business owner or company manager, you know how important boosting productivity can be to your company’s bottom line. Often, however, managers are at a loss as to exactly how to boost productivity. Employees today are often juggling multiple responsibilities and frankly on the verge of burnout. Getting more out of such employees can seem like an impossible task. One proven way to create happier and more productive employees is by offering flexibility.

What is flexibility?

In this context, flexibility is simply giving your employees more control over how and when they work. It could mean offering them a more flexible work schedule, or perhaps allowing them to work from home on occasion, or to take longer lunch breaks so that they can hit the gym and come back to work refreshed.

Flexibility could also mean making changes to their workspace in order to accommodate disabilities. For example, it might mean providing them with a standing desk, or a workspace in a quieter area of the building.

How does flexibility help employers?

Study after study has proven that when employees have more control over their schedule and work environment, they are happier and more productive. In 2016, a survey by FlexJobs showed that 84% of working parents valued flexibility over salary.

Some of the benefits of having flexible employees include:

Greater productivity.

Employees take less sick time.

Employees have more energy and actually put in more hours.

Employees are happier and more engaged at work.

It helps employers keep the best employees.

 

What can employers do to be more flexible?

Many employers would like to be more flexible but they are concerned that employees will take advantage and perhaps even become less productive. Consistently, however, this is not the case. Yes, you will likely have to put some guidelines in place to make sure that not everyone is working from home on the same day, but most employers find they can implement flexibility with great success when they follow these guidelines.

Focus On Results

Focus on results rather than on face time. Instill in your organization that results are more important than face time. If you have an employee that is able to get more done by doing some of their work at home, by taking longer or more frequent breaks, or by attending fewer meetings, encourage them to do so.

Overcome The Stigma

Many employees would like more flexibility, but are concerned they will be looked down upon or perhaps overlooked for promotion if they aren’t “seen” to be always in the office or at least always available by phone or email. Or if they have a medical condition, they may feel too embarrassed to ask for special accommodations in their workspace. This stigma needs to be overcome in order to protect your employees’ mental and physical health.

Give Employees Options

Remember that each employee is unique and no one is better suited to tell you what they need than they are. Some employees may be more productive working occasionally from home. Others may be more productive coming into work where they get more social interaction. Work with each employee as an individual as you develop your plan.

Contact TeksMed Now

By instilling a culture of flexibility in your workplace, you will promote stronger, happier, healthier, and more productive employees – improving your bottom line! For other ways to support your employees’ physical and metal well-being while saving you money, contact TeksMed today.

Occupational health and safety is an ever-changing field, with policies, regulations and best practices evaluated regularly to ensure that workers’ compensation boards across Canada are representing the best interests of the Canadian employee. It can be difficult to stay up-to-date with the various developments that may affect your business. Luckily, TeksMed is offering a simple solution.

TeksMed is pleased to present the inaugural issue of our Canadian Worker’s Compensation Digest. Within this quarterly publication you will find educational resources, relevant policy updates, new WCB initiatives and more, divided conveniently by province. Articles are summarized in a brief snapshot so that you can quickly identify the content relevant to your business. Each article indicates the source in a link below, clickable on mobile devices; to read the entire piece, simply follow the link to the original webpage.

We hope to provide a go-to resource for employers looking to stay informed about their workers’ compensation board(s).

TeksMed in Canadian Workers' Compensation Digest

Please click on the image above or click HERE to download Issue One of our Canadian Workers’ Compensation Digest.

We look forward to our second issue to be released next quarter!

According to Canadian Human Rights legislation, employers have a duty to accommodate employees that may have a physical or a mental disability. Accommodation simply means that you must adapt to the special needs of some people in order to reduce discrimination. For example, if someone has a repetitive stress injury it may not be fair for them to work the same hours or to use the same type of workstation that everyone else in the company uses – they may need different accommodations to help them perform. Likewise, someone who struggles with a mental illness may require a different work environment or a more flexible work schedule.

Undue Hardship

The duty for employers to accommodate comes with the caveat that employers are released from having to accommodate if doing so would cause undue hardship. An example of this might be an employee who works with machinery and develops a visual impairment. If keeping them in their current position poses a safety hazard and there are no other suitable positions within the company, then keeping them on the payroll might cause undue hardship to the company. In this case, letting them go may be the only option.

What Can Employers Do?

So what can employers do to accommodate their employees following an injury or illness?

The exact process will vary by situation, but here is a general guide:

Step One: Recognize when there is a need for accommodation.

The process of accommodation usually begins when one of three things happens:

  • The employee requests accommodation either verbally or in writing.
  • A third party asks for accommodation on behalf of the employee.
  • A supervisor/manager observes that accommodation may be necessary.

Step Two: Conduct a needs assessment.

Each request for accommodation needs to be assessed based on its own merits. One of the best ways to assess what an employee needs is simply to ask them. Keep in mind that all questions should be geared toward the employee’s specific requirements as they pertain to being able to perform their job and not about their medical condition.

Additionally, the employer may need to assess the workspace itself. For example, if an employee has a physical injury such as a back injury it may be necessary for someone to go into the workspace to assess how it might need to be changed.

Step Three: Make a decision.

Once the employer as identified the need and assessed the situation they will need to make a decision concerning accommodation. It is always best if the employer and employee can work together on this. Be sure to document the accommodation.

Options for accommodation may include:

  • Accommodating the employee in their present position. This may be by modifying the workspace, modifying the employee’s responsibilities, or modifying their schedule.
  • Consider alternative placement. If the employee cannot be adequately accommodated in their current position, employers should consider placing them in another role within the company. Employers are not, however, required to create a new position as part of their duty to accommodate.

Step Four: Implement the Decision

Once a decision has been made, the employer must advise the employee of the decision and its rationale as well as put into place the agreed-upon accommodation. Again, the employer should be sure to document the accommodation.

Step Five: Review Accommodation and Keep Records

Finally, the employer should follow up with the employee to ensure that the accommodations are adequate and if any changes are needs. Any further changes should be documented.

Looking For Help Accommodating Employees?

If you are an employer and you are looking for help accommodating employees who have been injured or have had an illness, TeksMed is here to help. Contact us today for a consultation.

 

It should come as no surprise that happy employees are more motivated and more productive than unhappy employees. For a business, happy employees ultimately contribute to greater efficiency and higher profitability.

But how do you get employees who are – well – happy? As it turns out, there is a lot an employer can do to help promote a happier workplace. The following are our top tips for creating happier employees.

1. Recognize a job well done.

When an employee has done a particularly good job or has gone the extra mile on a project, take the time to recognize them and thank them for it. Don’t assume the employee already knows that you appreciate their efforts. You’ll be surprised how far a simple “pat on the back” can go to creating job satisfaction.

2. Allow employees to make decisions at work.

While there are some jobs that are highly regulated and prescribed, most have at least some opportunity in which employees can make their own decisions related to projects and processes. When employees have the flexibility at work to make some of their own decisions, it gives them a greater sense of control over their job and this can create more happiness. The employee starts to feel more like an entrepreneur in the business, which is good for them and the company.

3. Provide opportunities for professional development.

If you don’t have a line in your budget for employee professional development, it might be time to create one! One reason why an employee might become unhappy is if they feel stuck in their current position or if they feel there is no room for professional growth. Allowing your employees to take classes, participate in workshops, etc. lets them know that you value their professional development and that there is still room for advancement within the company.

4. Encourage work-life balance.

There are many things that an employer can do to encourage work-life balance among their employees. It could be something as simple as encouraging their employees to take their full breaks or not to stay late on a Friday afternoon – or even giving employees a few paid days off each year so they can volunteer for their favourite charity.

If it is possible for your company, you may even wish to consider allowing your employees a certain amount of telecommuting or flex time. Remember, the happiest employees don’t just have fulfilling work lives – they also have fulfilling home lives.

5. Allow for feedback.

Encourage your employees to give you their feedback and opinions about the business and its operations. The more approachable you are for your employees, the more comfortable – and happy – they will be at work. This doesn’t mean that you have to accept every suggestion they give you – but just showing you are open to feedback can help create a happier work environment. And who knows? Someone might just come to you with an idea that helps turn your business into the next Google or Amazon!

Creating a happier workplace doesn’t have to entail major changes. There are simple things that you can do today to help create happy employees.

Many workplaces have strictly ingrained hierarchies, and indeed this can make sense in certain areas where there is a need for a reporting structure, quality control, and so forth. But one area where employers should strive to have a level playing field is in the area of health and safety – particularly where mental health is concerned.

A workplace in which every staff member feels free to communicate concerns without fear of retribution helps to contribute positively to each worker’s mental health as well as to the work environment overall.

The benefits of a psychologically healthy workplace include better employee engagement, higher levels of productivity, reduced absenteeism, lower health insurance costs and even fewer workplace injuries. So what can employers do to help ensure their employees have a level playing field when it comes to matters of mental health in the workplace? The following are just a few examples of actions you can take today.

1. Policies beyond lip service.

Most employers understand that they have a moral and legal obligation to help protect their employees’ mental health. As such, they often have formal policies in place and even declarations saying that they support mental health in the workplace. These policies need to go beyond lip service however, and there should be a clear course of action when a staff member’s mental health is jeopardized.

2. Encourage employees to participate in the decision-making process

The more ownership your employees feel over your company’s mental health policies, the more they will be engaged with it and the more active they will be in helping ensure that your workplace is a psychologically healthy one. Since everyone has a unique perspective and comes with their own life experiences, the more participation you can get in developing these policies, the more fulsome they will be.

3. Make sure duties are clearly defined

Even though we want to eliminate hierarchy, it doesn’t mean that each person doesn’t have their own roles and responsibilities. Some responsibilities – such as reporting incidences of workplace bullying – might apply to everyone. Other responsibilities – such as investigating incidences or providing accommodations to employees with mental illness will likely fall to specific people within the organization.

4. Provide learning and training opportunities

By providing your employees with regular learning opportunities, it can help them recognize mental health red flags in both themselves and others. It can also provide them with strategies to help keep them mentally healthy.

5. Lead by example

Finally, you cannot expect your employees to care for their own mental health if you are not taking care of your own. You are also leading by example when you model open communication and respectful behaviour with all members of your team.

The fact is that as a leader in your company, employees will look to you for behaviour cues and often model your behaviour whether it is good or bad.

Employees who are absent from the office due to mental stress leave employers out of pocket. These costs go beyond the price to pay the employee’s salary for time to recover. Contact TeksMed today for a solution.

You are probably aware that first aid training can save someone’s life or mitigate the effects of an accident or medical emergency, but did you know that offering your employees first aid training has some other benefits that you may not have considered? Providing workplace first aid training to your employees can result in positive effects for both you and your employees.

In this article, we will explore some of these benefits.

Benefits of Workplace First Aid Training for Employers

Faster Response to Emergencies

Even if you have taken safety precautions, medical emergencies can still happen in any workplace. In many cases, the sooner the victim of a medical emergency receives help, the better their chances are of recovery. If a co-worker has the skills to help a fellow co-worker who is in trouble rather than having to wait for a medical team to arrive, it can mean better employee morale and reduced absenteeism.

Reduced Workplace Accidents

Just the process of going through first aid training can help employees to become more aware of workplace hazards. Increased awareness can result in increased safety precautions and fewer accidents.

First aid training helps to make employees more aware of the types of accidents that could occur on the workplace and as a result, employees often take greater care to prevent those types of accidents.

A More Positive Workplace Environment

By offering first aid training to your employees, you are demonstrating that you care about their well-being. When employees feel that their employer cares about them, they are often happier and more productive in the workplace. This results in greater profits for the company.

Furthermore, when a company has a reputation for having a positive environment, it is easy for that company to attract top candidates.

Benefits of Workplace First Aid Training for Employees.

Safety in the Workplace

One of the most obvious benefits to employees of receiving workplace first aid is that they will have increased safety in the workplace. In addition to the benefits that we have already noted, having a safe work environment can also help improve employee retention.

Safety at Home

Receiving first aid training doesn’t only benefit your employees when they are at work, but it benefits them at home (and anywhere else for that matter) as well. The training that you offer to your employees today may one day help them to save the life of a friend or family member.

Safety Working Alone

Finally, receiving first aid training doesn’t only help your employees to help someone else in an emergency, but it can also better prepare them to help themselves if an emergency occurs while they are alone. The training they receive will give them the skills to use a first aid kit and stay calm if an accident happens while they are by themselves.

Knowing how to perform first aid on themselves might even save their life.

There is no doubt that offering first aid training to your employees can benefit both you and them in a variety of ways. If you would like more information about how to provide a safer workplace environment for your employees, contact TeksMed today.

Health and safety in the workplace is everyone’s responsibility. The more engaged your employees are in the process, the more invested they are in the outcome – resulting in a safer workplace. There are several ways of speaking to your employees about health and safety that can benefit the company as a whole.

Identifying Potential Risks

Your employees are on the front lines every day, often making them the best people to identify and understand the particular risks associated with their workplace. Inviting open communication regarding health and safety empowers employees to speak up when there are potentially unsafe working conditions without fear of reprisals. This makes the workplace safer for everybody and builds trust that you as an employer care about the health and safety of the people who work for you.

Increased Productivity

A safer workplace is a more productive workplace. Reduced accidents lead to increased worker productivity as more time is spent on the job, and less time is spent away from the job and on paperwork. Employees that are injured, or calling in sick to avoid unsafe situations slow down the team.

Reducing Absenteeism

Employees that don’t feel safe on the job are more likely to call in sick due to stress-related illnesses. And unsafe workplaces are more likely to have absences due to injuries caused by workplace accidents. Talking to employees about their joint responsibility to health and safety not only makes the workplace safer, but it also makes employees feel safer thus reducing absenteeism.

Increased Morale

Safe, empowered employees are happy employees. When everyone is working together towards the same health and safety goals, it benefits the overall morale of the workplace.

Save Money

All of these positive outcomes add up to cost savings. When you are paying out fewer sick days, and production is increasing, talking to your employees about health and safety is money in the bank.

It Makes You Look Good

Let’s face it, everybody loves an employer that genuinely cares about the well-being of their employees. It makes your employees want to work for you and your customers want to do business with you.

We live in a time where one wrong move can ruin a reputation with a tweet. Similarly, when word gets around that you take health and safety seriously and so do your employees, you will gain loyalty from customers that value your integrity. And they will talk about it.

Not to Mention… It’s the Law

Under the Ontario Health and Safety Act, for example, both employers and employees have specific duties to uphold to maintain the safety of the workplace, and it is your responsibility to educate them on this. Employee duties include:

  • Using all personal protective equipment (PPE) as required
  • Informing the employer of any dangerous or defective equipment
  • Reporting any known hazards to your supervisor

Making your employees feel valued and included by getting them involved in health and safety can benefit your business. You will be able to better identify risks, increase productivity and so much more, while you remain in compliance with your province’s occupational health and safety legislation.

For more information or help implementing health and safety programs in your workplace, CONTACT US today.

Most businesses and organizations do their best to prevent work-related accidents. But even the most safety-conscious of workplaces is not completely immune to on the job incidents. When these incidents occur, proper follow up is key to helping prevent a similar incident in the future. For this reason, your organization must have a well-developed post-incident policy.

Generally speaking, a post-incident policy should have five main components: reporting the incident, investigating the incident, incident analysis, corrective actions, and communication.

1. Reporting the incident.

When there is a workplace incident, it needs to be reported. But by who and to whom? Having a post-incident policy should clarify this so that there is no question as to who should be making the report when there is any incident that results in injury, illness, a health hazard, or death.

2. Investigating the incident.

The next step is to investigate the incident. The goal of the investigation should be to determine the factors and circumstances that led to the incident. This investigation should be conducted by an expert (either from within the company or a third party) who can analyze complex situations.

Factors that should be analyzed include but are not limited to:

  • Technology that was being used.
  • Workplace layout.
  • Materials being used.
  • Safety and personal protective equipment.
  • Environmental factors.
  • Quality control.
  • Training and level of education.
  • Level of supervision.
  • Decision-making process.

During the investigation stage, the investigator should be focussed on prevention rather than assigning blame. There should also be a high level of trust that confidentiality will be maintained.

3. Incident analysis.

The next step is for the investigator to analyze all the facts and determine which factors contributed to the incident. The analysis should be written up in a report that lists the relevant facts and makes it possible for different readers to arrive at similar conclusions as to why the incident occurred.

4. Corrective actions.

Once the analysis is complete and it is clear what factors led up to the incident, it is time for the management team to identify ways in which a similar incident might be prevented. A meeting should be called which not only includes management, but it should also include safety professionals and perhaps technical staff and members of the organization’s health and safety committee.

This meeting should achieve the following outcomes:

  • Identify areas in which corrective action is needed.
  • Determine the likely effectiveness of the actions to be taken.
  • Set priorities and schedules for corrective action to take place.

5. Communication

Finally, a major part of your post-incident policy should be to communicate the results of the investigation and analyze to inform staff of what corrective actions are being taken. This will not only show your staff that management is actively involved in company safety, but it may also help them to identify other areas where an incident might occur.

Having a post-incident policy is essential for any organization to help prevent the reoccurrence of additional incidents, help prevent costly absenteeism and avoid production delays. If you require help in developing your post-incident policy, CONTACT TeksMed today.

When an accident occurs in the workplace, your first thought usually isn’t how you are going to handle the paperwork. Hopefully, your first thought is making sure the accident victim receives proper medical attention. Once the initial chaos subsides, however, it is important to complete an incident report. In fact, Section 21 of the Workplace Safety and Insurance Act requires employers complete an employer’s report of injury within 3 days of learning of the accident when it results in health care or lost time. 

Here are a few tips that will help you improve your incident reporting process:

Tip #1 – Be Prepared

Nobody wants accidents to occur, but when they do you need to have a process in place for reporting them – and everyone in the organization should know what that process is. Clearly communicate the incident reporting process to your entire team so that no one is left wonder what to do or what channels to go through when reporting an incident.

Tip #2 – Be Detailed

When completing an employer’s report, the individual making the report should be as detailed as possible. This usually involves asking the following questions: 

  • What happened?
  • When did the incident occur? (date, time, place)
  • Were there any witnesses? (If there were, try to get written and signed statements from each of them.)
  • Were there any environmental factors that contributed to the accident? (e.g. water on the floor, etc.)
  • What was the worker doing at the time the incident occurred? Was it part of their normal job duties?
  • Was the employee trained to do the task that they were doing?
  • What was the cause of the accident?
  • Was there any equipment involved?
  • What sort of treatment was administered after the accident?
  • What actions will be taken to prevent a reoccurrence?
  • Was there any time lost and if so, is there a return to work date?

Tip #3 – Communicate

Once you know the details of the accident and the employer’s report has been completed, there should be communication with the management team as well as everyone who was affected. Remember, events rarely happen in isolation and the same factors that led to one accident could potentially lead to another. 

These factors might be related to the need for more training in certain departments, safety culture or management process. 

Tip #4 – Take Action

Information that you gather from your investigation should be considered for future safety protocol. When you identify the root causes of the incident, you may be able to develop a plan to mitigate the risk of a similar event happening in the future. 

Tip #5 – Provide Feedback

The final step – and one that many employers forget – is to provide feedback to the person who originally reported the incident. Once the incident has been managed, it can be helpful to go back to the person who reported it and let them know what steps were taken (e.g. new training programs, investments in equipment, etc.)

When an employee knows that the report was valued and acted upon by management, they will be more likely to provide quality reports in the future. If they never hear back from you, they may think their actions didn’t matter and they may be less motivated to provide quality reports going forward.

If you would like to learn more, or if you would like assistance in developing your company’s incident reporting process, contact TeksMed today. 

While many of us love the summer heat and the activities it brings, such as days on the beach or enjoying time with friends on your favourite patio, the high temperatures of summer can pose a real hazard in the workplace. So, we felt it was time for a refresher on how to recognize the signs of heat stress and what to do about them. 

Whether you work outdoors, or even indoors in a warm environment such as a restaurant kitchen or factory, overexertion in the heat can quickly turn into a medical emergency. 

Warning signs of heat stress or stroke include:

  • High body temperature
  • Confusion or dizziness or the appearance of being intoxicated
  • Dark coloured urine (this can be a sign of dehydration)
  • Fatigue or fainting
  • Headache
  • Muscle or abdominal cramps
  • Pale or bluish skin
  • Profuse sweating
  • Hot and dry skin
  • Rapid heartbeat
  • Nausea or vomiting 
  • Unconsciousness

If you or one of your employees starts exhibiting these symptoms, it is important to get them inside into an air-conditioned area as quickly as possible. If it is not possible to get indoors, then you should get them to a cool and shady spot out of the sun. 

Contact medical aid immediately and while you are waiting for them to arrive, loosen the person’s clothing and if they are conscious, give them water. 

Protecting yourself and your employees against heat stress

Under the Occupational Health and Safety Act, employers have a duty to take every reasonable action to protect employees. The Ministry of Labour’s current threshold limit value (TLV) for heat stress is based on keeping a worker’s core temperature from rising to about 38 degrees C. This TLV is recommended by the American Conference of Governmental Industrial Hygienists (ACGIH). 

Because heat stress often comes with fatigue and confusion, it can often be difficult for an employee to recognize the symptoms for themselves. For this reason, it is recommended that your employees receive training in recognizing the symptoms and then use a buddy system when working in hot environments. 

Employers should provide plenty of drinking water as well as rest breaks in air-conditioned – or at least shaded – areas. If possible, schedule the more strenuous work for cooler periods of the day. Encouraging your employees to stay fit and healthy, can also help to protect them against heat stress. 

Employees working outside in the heat should wear sun protection such as sunscreen with an SPF of 15 or higher. If it does not interfere with their work, they should also consider covering up by wearing hats, and cool long-sleeved shirts. 

For indoor environments, provide fans to help circulate the air. 

Even if you take all the necessary precautions, however, it is still possible that an employee could succumb to heat stress. This is why it is important for employers to have a Humidex Heat Stress Response Plan. 

If an employee is advised to take a leave from work due to heat stress, our occupational disability program WorkAbility is the perfect solution. For more information on managing workplace illnesses and injuries, contact TeksMed today. 

There is a misconception among many office workers, that they are simply too busy to take breaks at work. In many cases, even the lunch break becomes a sad scene of an employee slouched at his desk while holding a soggy sandwich in one hand and typing with the other hand. 

But taking breaks at the office is incredibly important. In fact, if people were really aware of how important office breaks were, more employees would take them and more employers would insist on them. 

Not convinced? Let’s take a look at some of the evidence. 

Taking breaks helps to boost productivity.

While it may sound counter-intuitive, there is research that shows that taking regular breaks at the office can actually improve focus and boost productivity at work. When an employee focusses on something for too long, the gradually become less efficient. But even a short diversion can be enough for them to recharge and come back to the task with renewed focus and energy. 

Taking breaks helps to reduce stress.

Having employees that are stressed out all the time can lead to all sorts of problems ranging from irritability and poor teamwork to health problems. When stress is long term, it can wreak havoc on the immune system and increase the risk of conditions such as anxiety, depression, headaches, and even heart disease. 

Fewer office breaks mean more sitting.

We all know by now that too much sitting is not good for us, and office workers are especially at risk for health problems that can come with too much sitting. Studies have found that prolonged sitting in the workplace puts employees at risk for a plethora of health problems – and this is true even if they hit the gym after work or on the weekends. 

Taking regular breaks however to get up, stretch, and move around helps to mitigate many of these risks. 

How can employers encourage their employees to take breaks? 

If your office culture is one in which employees frequently skip their breaks, it may take some time to change their mindset. It is important however that you take steps toward doing this if you wish to offset the negative effects of employees not taking breaks. 

Here are a few ideas of how you can encourage more regular breaks in the workplace:

  • Have an employee breakroom. This should be furnished with comfortable furniture and a table where employees can eat their lunch. 
  • Talk to your employees about the importance of taking breaks. This can be done during a staff meeting, staff workshop etc. When employees see that management is encouraging break taking, they may be more willing to take breaks.
  • Encourage healthy activities like walking clubs.
  • Lead by example. If you truly want to convey the message to your employees that it is ok to take care of yourself at work, you need to lead by example and be sure not to skip your own breaks either!

Encouraging healthy habits like break-taking and others among your employees can ensure that they are taking the time to care for their well-being. This can guarantee fewer employees fall ill and injured, maintaining productivity and financial savings.

Employee absences can mean huge costs for businesses in terms of lost productivity and company morale – not to mention the costs of having to train and pay temporary workers when an absence is extended. Despite this, many employers are at a loss of how to tackle the problem of employee absenteeism. The good news is that some of the most effective ways to deal with absenteeism are also some of the simplest. 

Here are our top 5 strategies for employers to reduce absenteeism in their companies:

  1. Keep track of employee absences. 

The first step to tackling absenteeism is to track it.  There are a number of software programs that allow you to do this – or if you have a smaller staff, it can even be done with an Excel spreadsheet. Tracking absences allows you to identify trends and address problem areas before they become worse. 

  1. Implement a wellness program. 

Healthier employees have fewer absences. If employees are encouraged to adopt healthier habits, it can lead to them having less stress and better overall health. Employee wellness programs will vary depending on the size or your staff and available budget, but they can include things like offering healthy snacks, lunch and learns, company walking clubs or even offering free or discounted gym memberships. 

  1. Help employees return to work. 

When an employee has had an extended absence due to an illness or injury, there can be a lot of anxiety around returning to work and this anxiety can cause them to stay away longer than they need to. Having an effective return to work program is a huge benefit to both the company and the employee. A return to work program should include processes like keeping up regular communication with the employee while they are off work; making sure they feel welcome when they return to work, and offering reasonable accommodations and adjusted work duties if necessary. 

  1. Reduce workplace stress.

Stress in the workplace is not only mentally tiring but it can impact an employee’s physical health as well. Taking steps to reduce stress in the workplace can result in fewer absences. In addition to taking steps to reduce stress, consider offering employees tools to deal with stress through workshops or Employee Assistance Programs. 

  1. Offer generous paid vacation time. 

While some employees may see it as a badge of honour that they never take their vacation time, this is really a very unhealthy habit. Having sufficient vacation time allows employees to reduce their level of stress and come back to the workplace refreshed and recharged. There have also been a number of studies demonstrating the effect that vacations have on employee health and wellness.

When employees have more opportunity for planned absences (vacation), it may reduce their need for unplanned absences and employers can more easily work this into their operating budgets. 

Would you like help addressing absenteeism in your company? Contact TeksMed today for a consultation. 

From improving manufacturing processes to keeping the books, advances in technology have made our businesses more competitive and also more productive. So why should disability management be any different? When you think of disability management, you may not automatically think of technology – but you should. Using technology can streamline your disability management process and make it more effective. 

The following is a small sampling of how technology is improving disability management: 

Storage Solutions and Online Databases

With cloud technology, employers can access your disability management databases from anywhere, helping you to keep track of workplace safety initiatives, disability claims, and back to work programs. 

Especially if you have a large company, online databases are also useful for helping you identify employees or departments with higher rates of absenteeism. Once you’ve identified an issue, you can take necessary steps to reduce absenteeism through solutions such as training or accommodation. 

Communication with Employees

Technology is also extremely useful for communicating with your employees. Webinars and online training allow you to provide online safety training for employees at the time that is most convenient for them. 

Another communication application is the ability to stay interactive with employees who are on leave due to illness or injury. One of the best ways to keep absent employees engaged is to occasionally touch base with them using a communication mode that they feel comfortable with.

Keeping effective two-way communication lines open with absent employees shows them that you care. It also gives you the opportunity to make sure that they are aware of what is available to them through their benefits package and it can help you identify needs and prepare for any accommodations they may need when they return to work. 

Expedite Care for Injured Workers

Programs such as TekMed’s QuikCare Platinum, are designed to help injured employees get much faster access to diagnostic tests such as MRIs. To offer a comparison between QuikCare and the public health system: the average wait for a patient to receive an MRI in Canada is more two months. Having to wait such a long time for testing inevitably delays treatment which in turn can cause a condition to worsen. Contrast that with QuikCare Platinum under which an employee can receive their MRI in a matter of days!

With faster access to diagnostic tests and therefore treatment, employees can recover more quickly and return to work earlier. 

Accommodating Disabled Workers

The ability of employers to accommodate disabled workers has also risen sharply with advances in technology and there are now many hardware and software solutions to help employees come back to work. A few examples of available technology include:

  • Height adjustable desks for employees that need to alternate between standing and sitting.
  • Hand and footrests
  • Apps that remind employees when it is time to stretch, walk, or take a break. 
  • Videoconferencing and software solutions that allow employees to work from home.

Having access to the wide variety of technology that is available today, means it is easier than ever for employers to operate their disability management programs. Unfortunately, more choice can also mean more confusion. But TeksMed is here to help. If you would like to learn more about the available disability management technology and help in determining which technologies can best help your business, contact us today. 

Office ergonomics is something that most employers don’t think much about. However, if they realized how much of a difference that ergonomics could make to their bottom line, it would become a priority. The better the ergonomics are in an office, the more productive employees can be, the less they suffer from conditions such as eye strain, back pain, and repetitive stress injuries, and the better the morale is in the office. Good ergonomics helps employees to stay healthier and as a result, there is less absenteeism. 

What is Ergonomics Anyway? 

Ergonomics is the scientific study of what makes people most efficient in their work environment.  Numerous studies have been done in order to determine the ideal posture for working at a desk. Supplies such desks, chairs, computer mice, monitors, etc. which are designed to be ergonomic are designed such that there is least chance of an employee sustaining an injury due to prolonged use. 

Since many North American adults sit for up to 70% of their waking hours due to the fact that they have desk jobs, the importance of ergonomics cannot be overstated. 

Does Your Office Meet Ergonomic Standards? 

In 2000, the Canadian Standards Association published A Guideline for Office Ergonomics. To determine if your employees’ work stations meet these standards, have them sit comfortably at their computers with their hands on their keyboards and see if they are meeting the following criteria:

Keyboard Ergonomics

  • Upper arms should be relaxed.
  • Elbows should be bent at approximately 90 degrees.
  • Hands should be in line with forearms when the employee is using the keyboard and/or mouse.
  • Forearm should have support when employee is using the mouse. 

Monitor Ergonomics

  • The top of the computer screen should be at eye level. (The exception to this is if the employee wears bifocal or trifocal lenses).
  • The distance from the employee’s eyes to their screens should be between 40 and 74 cm.
  • The employee’s computer monitor should be centred in front of them.
  • Computer screen should not have glare due to light fixtures or windows.

Chair Ergonomics

  • Office chairs should be adjustable between 42 and 51 cm.
  • The seat pan should tilt should be adjustable to between +3 and -4 degrees. 
  • Lumbar support height should be adjustable between 15 and 25 cm above the seat.
  • Backrest angle should be adjustable between 93 and 113 degrees.
  • Employee should be able to sit with their thighs approximately parallel to the floor with their feet flat on the floor or on a footrest. 

Desk Ergonomics

  • Employee should have a minimum of 43 cm horizontal knee space.
  • Employee should have a minimum of 60 cm horizontal toe space.

Lighting

  • Office lighting levels should be between 300 and 500 lux.
  • Light fixtures should be indirect.
  • Employees should be provided with adjustable task lamps if necessary.

If you would like help with assessing the ergonomics in your workplace, contact TeksMed today.

The Workplace Safety & Insurance Board (WSIB) has finalized and released the changes to the premium rate setting system used in Ontario. Currently, the WSIB uses either NEER, CAD-7 or MAP experience rating programs in order to calculate the total dollar amount in premiums to be paid by Ontario employers, including surcharges and rebates. 

The new system is called the “New Rate Framework” and will completely replace NEER, CAD-7 and MAP. The WSIB is shifting to this new system in order to make the calculation of employer premiums more transparent and easier to understand. The New Rate Framework will be introduced on January 1, 2020 with a transition plan in place to phase out NEER, CAD-7, and MAP by the end of the same calendar year.

Key Features

Simpler Classification

The WSIB is simplifying how businesses will be classified by adopting the North American Industry Classification System, or NAICS. NAICS is already used by Statistics Canada, the Canada Revenue Agency and is a North American standard. It will help simplify and streamline the classifications, making it easier to understand why businesses are classified the way they are. Under the NAICS, employers will be classified into 34 classes/sub classes instead of the previous 155 different Rate Groups.

In the New Rate Framework, employers will be assigned to a Class that is representative of their business’ predominant activity (this mostly applies to businesses with multiple Rate Groups under the NEER & CAD-7 systems).

Premium Rate Stability

The New Rate Framework takes a prospective rate setting approach. This means that in addition to annual rates, employers will be provided projected premium rates in advance, which can serve as an early indicator as to the direction of their premium rates. This will help keep employers informed and prepared for any changes to their rates in the future. As well, any premium changes as a result of the new system will be phased in over time, allowing employers to adjust.

Two Step Model

The New Rate Framework will use a two-step approach to set and adjust premium rates for businesses.

The first step involves setting an average rate for each industry class based on their risk profile and share of responsibility to maintain the insurance fund.

The second step looks at how an employer’s individual claim history compares to the rest of the businesses in their class. This means that the overall rate under the new model will reflect individual claims experience and risk.

This two-step approach will ensure businesses are paying a fair rate that is reflective of their industry and experience. When setting premium rates, the WSIB will be using insurable earnings, claims costs and the number of allowed claims over a six-year period. For new businesses with less than one year of experience, the premium rate will be the class average rate.

Annual Premiums & The Premium Rate

Each class will first be assigned a Base Premium Rate. An employer’s individual experience over six years will then determine whether they receive a discount or surcharge on the Base Premium Rate. This new calculated amount will be their Premium Rate. The employer’s Annual Premium is then calculated by multiplying the Premium Rate by every $100 of payroll.

In 2020 when the New Rate Framework is introduced, WSIB will consider the accident years from 2013-2018 to create an employer’s Personalized Premium Rate. 2016, 2017 & 2018’s accident experience is worth 2/3 of the 2020 Personalized Premium Rate, while 2013, 2014 & 2015’s accident experience is worth 1/3 towards the 2020 Personalized Premium Rate. 

Risk Banding

Under the new system, classes are further divided into a number of Risk Bands. A business will be assigned to a Risk Band that best represents their risk in relation to other businesses in their class. Businesses that fall under the same Risk Band will all be assigned the same Premium Rate that reflects their individual risk profile. The Risk Bands are a specific percentage, higher or lower than the Class Rate Average.

For example, let’s apply this to two medium-sized businesses, Terry’s Transport and Wanda’s Warehouse. Both of the businesses are in the same Class; however, Terry’s Transport has had more claims over the past six years than Wanda’s Warehouse. After considering their predictability, claims and insurable earnings history, Terry’s Transport receives a risk profile of 110% and Wanda’s Warehouse’s is 90%. (The Class Rate is considered to be 100%)

If the class rate is $0.47 and Wanda’s Warehouse is placed in the 90% Risk Band, their rate would be $0.42. Terry’s Transport is placed in the 110% Risk Band, resulting in a rate of $0.52.

Wanda’s Warehouse Rate = 90% of $0.47 = $0.42

Terry’s Transport Rate = 110% of $0.47 = $0.52

Phase-In Plan

The following is how/when the WSIB is going to Phase-In the New Rate Framework’s classification and risk banding system:

  • 2019: The 2020 Premium Rates will be released in September
  • 2020: The Premium Rate will be based on previous rates, claims experience, business
                size and NAICS classification
  • 2021: The Premium Rate will be calculated using only the new system; however, an
                employer can only move up ONE Risk Band but can move down up to THREE in a
                single year
  • 2022: The Premium Rate will be calculated using only the new system; however, an
                employer can only move up TWO Risk Bands but can move down up to THREE in a
                single year
  • 2023:  New Rate Framework in full effect, an employer can now move up or down
                THREE Risk Bands in a single year

FAQ

Q. Does SIEF still exist and if so, are there any changes to the policy?

A. The SIEF policy remains unchanged and will continue to operate within the New Rate
Framework system.

Q. Will there be any changes to the Claim Appeal process?

A. No, the Claim appeal process will remain the same.

Q. Will there be anymore Rebates/Surcharges after January 1st 2020?

A. Yes, in September 2020 the WSIB will release the FINAL NEER statement with a
Rebate/Surcharge and in August 2020 they will release the FINAL CAD-7 statement with
a Rebate/Surcharge.

Q. What is a Predominant Business Activity?

A. The Predominant Business Activity is the section or department of your business
with the most payroll/insurable earnings.

Q. How much does moving up ONE Risk Band equal?

A. Each Risk Band = 5%, this also means that the maximum amount your Premium Rate can increase from one year to the next is 15% as you can only move up a maximum of THREE Risk Bands per year.

Q. How is my Annual Premium (the amount paid to WSIB) calculated?

A. The Annual Premium is calculated by multiplying the Premium Rate by every $100 of your company’s payroll. For example, if your business has a payroll of $2,000,000 and a Premium Rate of $3.00, your Annual Premium would be $60,000.

Annual Premium = (2,000,000/100) x $3.00 = (20,000) x $3.00 = $60,000

If you want to know how much your company is paying in Workers’ Compensation premiums, obtaining that number is as simple as picking up the phone and speaking to your bookkeeper or HR department. It is important to note however, that premiums are only a small part of the equation. Whenever an employee makes a claim through Workers’ Compensation, there are a number of direct and indirect costs that can have a significant impact on your business. 

What is Workers’ Compensation?

Workers’ Compensation is a type of insurance (which may go by various names depending on what province you’re in: WSIB, WorkSafeBC, etc.) that helps pay for medical expenses and a portion of lost wages when there is an accident on the job. The insurance company will also pay for certain expenses of the employer such as legal fees if the claim becomes litigated. 

Just like with car insurance, once a claim is made, premiums go up – sometimes significantly. Increases in insurance premiums are the direct cost of Workers’ Compensation claims, but there are several indirect costs as well which can be more challenging to calculate.

The Indirect Costs of Workers’ Compensation Claims

  • The company loses an employee – when an employee is injured and has to take time off work, it can result in a loss of productivity for a business. Training a new employee takes time and resources, making it more costly for the business than if the first employee had not been hurt. 
  • Takes time away from management – whenever there is an accident on the job, management must spend valuable time investigating the matter, dealing with insurance companies, and possibly retraining staff on safety protocol. 
  • Reputation – if your company obtains a poor reputation as one that has frequent accidents, it can seriously harm your bottom line. Not only will it be more difficult to attract and retain the best employees, but it could also result in the business losing contract bids because of its poor reputation. 
  • Damage to property – a workplace accident can cost the company additional expenses if it damages products or equipment which will have to be replaced. 

How to Control Your Workers’ Compensation Costs

The best way to keep your Workers’ Compensation costs under control is to take preventative measures to keep accidents from happening in the first place. This involves staying up to speed on all relevant legislation and reviewing past claims to see where any problem areas may be so that you can ensure that proper safety protocols and training are in place. 

When accidents do happen, it will pay off if you can get the injured employee back to work as soon as possible – even if it is with modified duties. The sooner you can get an employee back to work, the more you can mitigate both the direct and indirect costs of the Workers’ Compensation claim. 

If you would like help putting a program in place to help control the costs of Workers’ Compensation, contact TeksMed today. 

Over the last several years, medical cannabis has become a popular alternative to many potentially more dangerous prescription drugs such as opioids, and now that recreational cannabis has been legalized, some employers are wondering how this might affect their places of business. 

The first thing that employers should know about cannabis in the workplace is that employees do not have a right to be high at work – just like they do not exercise the right to be drunk at work. Just because a substance is legal, does not mean that it must be permissible in the workplace. 

As an employer, if you feel that marijuana might be an issue for your employees, then you should take the time to review your drug and alcohol policy with them. According to Federal regulations, the duty to ensure safety in the workplace must be shared by both the employer and the employee. This is true in the case of cannabis – whether it is recreational or medical. 

What about the “Duty to Accommodate”? 

Section 5.1 of the Human Rights Code makes it clear that employers may not discriminate against an employee because they have a disability. In this regard, employers must treat medical marijuana the same way that they would treat any other prescription drug. 

In other words, employers must accommodate an employee with a prescription for medical marijuana provided that it does not cause the employer undue hardship. Conditions that determine undue hardship include the cost to accommodate, available subsidies to help with that cost and health and safety concerns that may arise from the accommodation. 

For example, it may be found that allowing an employee with a desk job to take a dose of medical cannabis during his lunch break falls within an employer’s duty to accommodate, but allowing an employee who operates machinery to take medical cannabis during work hours does not. 

Medical Cannabis and Workplace Safety

Since there are many different types of medical cannabis which can cause various levels of impairment ranging from little to no impairment to significant impairment, an employer may require the employee to provide documentation from a medical professional stating whether they are able to safely carry out their duties while taking their prescription. And if an employee works in a position where safety is a concern, they have the duty to inform their employer of any condition or medication they are taking which may adversely affect workplace safety. 

Finding the Right Balance

In conclusion, when it comes to cannabis in the workplace, employers should treat recreational cannabis in a similar manner to which they would treat alcohol and make it clear to employees that smoking or otherwise ingesting marijuana at work, or coming to work high will not be tolerated. 

Medical cannabis is a different story. Employers will have to work with employees and if possible accommodate their needs while still protecting the safety of their entire staff. 

If you are an employer and would like more detailed information on accommodating employees who take medicinal marijuana, contact TeksMed today! 

It is no secret that physical fitness is one of the keys to a healthy life. But what does this have to do with business or your bottom line? Believe it or not, companies that encourage physical fitness among their employees have a lot to gain. 

According to Statistics Canada, more than three quarters of Canadians do not get enough physical activity, which is unfortunate because physical activity has so many benefits including weight control, lowered risk of critical illness, and improved mood and energy. 

These benefits spill over into the workplace as well. A study by Leeds Metropolitan University found that employees who took time for exercise during the workday had more energy, were more productive and had better job satisfaction than those who did not exercise. 

For business owners, a benefit of encouraging physical fitness among employees is that it may help decrease absenteeism due to illness and possibly even help you lower their premiums on group insurance as benefits usage decreases. Numerous experts agree that living an active lifestyle helps to lower the risk of a number of conditions including hypertension, diabetes, chronic pain and even some types of cancer. Regular exercise can also help strengthen the immune system so that the body can more easily fight off common illness like the cold and flu! 

Regular exercise is beneficial not only for physical health but for mental health as well. Researchers in British Columbia found that aerobic exercise has the ability to increase the size of the hippocampus in the brain which may lead to improved memory and problem solving skills.  It is also now clear that regular exercise has the ability to lessen the severity of certain mental illnesses such as chronic depression. This is significant considering that each week there are about 500,000 Canadians who miss work because of issues related to mental health.  

So, what can you do to encourage physical fitness among your employees? That is going to vary based on the company and the particular demographics of your team, but here are a few ideas:

  • Develop an employee wellness program.
  • Promote a company culture that allows for work/life balance so employees feel that they have time for physical fitness. 
  • Offer in-house fitness classes such as yoga or aerobics. 
  • Partner with a local gym to offer your employees discounted memberships.
  • Encourage employee sports teams or participation in various charity events like walks or runs.
  • Provide a secure area for employees to leave their bicycles. 
  • Bring in speakers to present various information related to health and fitness. 

When it comes to promoting physical fitness among your employees, there is really no downside. And with so many possible ways that you can encourage physical fitness, there is bound to be something that works for your company.

To learn more about other initiatives your company can implement to support your employees and strengthen your business, read more of our TeksTalks today. 

 

 

At TeksMed, we have always been proud to be a pioneer in the Canadian disability management industry, but this year we are especially proud because 2019 marks 25 years in business. That’s right, we have now been in business for a quarter of a century – which kind of makes us the grandmaster of the industry!

Our company was founded on the idea that employers didn’t have to lose enormous amounts of money and productivity because of absenteeism and injuries; and that employees who were sick or injured shouldn’t have to endure unreasonable wait times simply to get a diagnosis. We set out to find solutions to these problems – and we did. 

Over the last two and half decades, we have helped over 700 employers and countless employees through implementing work safety and back to work programs, and expediting diagnostic exams such as MRIs and CT scans. We have assisted in over 100,000 claims and have helped many of our clients reduce the amount of premiums they were paying into WCB by reducing claims costs by at least 15.3 million dollars.

Our Past

Founded in 1994, TeksMed was a small company with a grand plan. It started as a one-man operation in Chilliwack, British Columbia. The mission was simple – to help employers navigate processes within the Workers Compensation Board (WCB) as efficiently as possible, saving them both time and money. 

The company also introduced a simple concept that was quite ground breaking at the time. It was to help sick or injured employees obtain a diagnosis and treatment outside of the public Canadian healthcare system. This program, which is known as QuikCare expedited healthcare, significantly reduces wait times for employees to get diagnostic treatments (for example, an MRI which can have a two month or longer wait time can be received in less than 48 hours through QuikCare). This helps employees get the care they need faster and as a result, it reduces absenteeism at work. 

Our Present

In February of 2016, the company came under new ownership – a joint partnership between President, Tony Culhane, and Jeff Hunt who is a chartered accountant. Culhane, who had been TeksMed’s president since 2012 is one of the leading experts in disability management in Canada. With more than 30 years’ experience in the field, he is widely sought after and frequently travels the world to give lectures on disability management. 

At TeksMed, we are always looking to grow and innovate. We have become a broker of unique employee benefits that companies can add to their existing group plans; we have rolled out a new more user-friendly claims management system; and we have broadened our services in the areas of stress management and mental health. 

TeksMed has come a long way from its humble beginnings. The company now has offices in British Columbia, Ontario and on the East Coast and it serves clients in every Canadian province. 

“We are extremely proud to be celebrating this milestone of 25 years,” said TeksMed President, Tony Culhane. “Our longevity in the industry is a testament to the value that we have provided to employers and employees over the years. It has been an honour to have such a positive impact on so many Canadian businesses, and we look forward to providing even more value and innovation in the coming years.” 

Effective September 1, 2018, the Worker’s Compensation Board of Alberta implemented new legislation – the result of reform within WCB Alberta driven by the new Provincial NDP government – requiring that employers make every effort to implement a concrete return-to-work plan for injured workers.

Under the new legislation, WCB assumes that if the injured worker has been an employee with the company for 12+ months, they will go back to work either as soon as they are able to perform their essential job duties (in the same job, or a job of equal value and pay), or when they are fit for modified or alternative work, in the first available job.

Employers that fail to meet the obligation to return the injured employee to work may be penalized the equivalent of the worker’s net salary for the year prior to the accident. Additionally, if the employee is terminated within six months of returning to work, WCB will assume the employer did NOT meet the obligation to reinstate (barring a valid business reason for termination, including work shut-downs or lay-offs). The new legislation applies to all claims with a date of accident on or after September 1, 2018.  

These changes mean it is of utmost importance for employers to strategize, offer, and implement modified work agreements for all injured workers. The obligation to reinstate may seem daunting, but offering modified work agreements can be a simple and streamlined process with the right support system. This is how TeksMed can help. We strategize modified work for all key positions within your business based on compensation-board-approved common sense medical guidelines and restrictions for typical injuries. We supply customized modified work agreement forms for workers and supervisors to review and sign together. We keep in constant communication with WCB and your employees – a requirement of the new legislation – to ensure the worker is progressing well both in treatment and at work. 

While the obligation to reinstate may seem overly harsh or unfair, particularly to industries or businesses who may feel they do not have enough “light” work available or are unable to financially support workers that are unable to meet normal job demands, modified work agreements will positively impact your financial bottom line and ensure your workers are returning to their normal duties faster than if they had recovered solely at home. Remaining job attached and involved in the workplace is a key component of an injured worker’s recovery. 

What remains the same? 

Wage replacement guidelines will remain the same. If an employee is unable to return to work or if they return to working fewer hours or on a lower salary, WCB will provide wage replacement benefits and wage top-up benefits until the employee is recovered. As well, the obligation to reinstate ends when the employee declines to return to work. 

Please refer to the Fact Sheets from WCB Alberta for additional information regarding the employer’s obligation to reinstate, as well as the employer’s responsibility to continue to pay for the worker’s health benefits for 12 months after the date of accident or injury:

Obligation to Reinstate
https://www.wcb.ab.ca/assets/pdfs/employers/EFS_Obligation_to_reinstate.pdf

Health Benefits
https://www.wcb.ab.ca/assets/pdfs/employers/EFS_Employment_health_benefits.pdf

For more information on these and other WCB related matters, contact TeksMed Services at info@teksmed.com

 

Sara Knights is a Return to Work Coordinator with TeksMed Services

Excessive employee absenteeism can have a profound effect on the work environment of your company, your productivity and your bottom line. And absenteeism can occur due to a number of reasons ranging from illness to personal problems. 

It can be difficult to know exactly how to deal with absenteeism in the workplace. Here, we will outline a few steps that you can take today which will help reduce absenteeism and boost productivity in the future.

  1. Write an attendance policy.

If your company does not already have a formal attendance policy, it is time to write one. This should also include a definition of tardiness (e.g. 30 minutes late). Work with your management team to develop clear guidelines on what constitutes excessive absenteeism and tardiness and what process your company will take to address it. 

  1. Set expectations.

If your company already has issues with excessive absenteeism, you may have to call a meeting (or several meetings if you have a company with multiple departments) to present the new attendance policy. Make reviewing the policy part of your new employee orientation. 

All employees should be aware of who to contact in the company if they are going to be absent and how to contact them. Employees should also be made aware of how many unplanned absences would constitute a performance issue. 

  1. Provide employee support.

Despite your best efforts, some unplanned absences may be unavoidable. An employee may become sick or injured and need to take time off or they may simply need time to deal with personal issues. While you may not be able to prevent all unplanned absences, there are steps you can take to shorten the length of such absences and help employees get back to work sooner. 

These steps include:

  • Providing an Employee Assistance Program (EAP). These kinds of programs are meant to help employees who are going through personal or emotional problems. If an employee is having problems at home, it may affect their attendance at work. Having an EAP for your workplace, may not only help to mitigate these issues, but it can also make your employees feel more valued which in itself can bolster productivity. 
  • Provide Medical Support. Sometimes employees do not get back to work as quickly as they could simply because they do not get the medical care they need quickly enough. They may be waiting for a test or to see a specialist. They may be able to work, yet too sick with worry to come into the office. Or they may have an injury that worsens or heals more slowly because, it didn’t get the attention in needed. Ensuring employees have good healthcare insurance is important. And you can even take that support a step further by enrolling in a program that expedites medical treatment such as TekMed’s QuikCare Platinum Program. 
  • Implement a Back to Work Program. Sometimes employees do not return to work as quickly as they could after an illness or injury because there is a lack of support to help them when they return. A Back to Work Program can help employees return to the workplace by providing them with special accommodations such as reduced hours, adaptive devices or even something as simple as a ride to work. 

By doing what you can both to prevent and shorten absences, you will not only be helping your employees but also the productivity of your company. And if you would like assistance in implementing any of these steps, contact TeksMed today.  

As Canadians, we are extremely fortunate to have government funded healthcare, but it is far from perfect. The system is overloaded and wait times to see specialists or get diagnostic testing can be extremely long. 

For example, if a patient needs an MRI, the wait can be more than two months. Imagine the damaging effect that this long wait can have – not only in terms of an untreated condition possibly becoming worse, but also the psychological effect on the patient and their family of not knowing what is wrong. 

And then there is the economic effect as the patient either misses work altogether, or their productivity goes down because they are feeling so worried about their condition. 

Did you know that in Canada at any given time, there are 900,000 people waiting to see a specialist or to have a diagnostic test? And the national economic cost of absenteeism and disability is an astounding $16.6B! 

Fortunately, there is a solution – introducing QuikCare Platinum. 

What is QuikCare Platinum? 

Simply put, QuikCare Platinum is an employee healthcare offering through TeksMed that gives you and your staff access to expedited healthcare services such as specialist appointments and diagnostic testing. This means that medical problems can be treated sooner which often reduces their severity and improves recovery time. An MRI that takes more than two months to get through the public health care system can be done in under a week through QuikCare Platinum! And the nine-week wait that would be typical for a specialist consultation, can be reduced to a one week wait with QuikCare Platinum. 

QuikCare Platinum reduces the wait times to under three weeks to see ten different types of specialists including orthopedic surgeons, cardiologists, neurologists, and rheumatologists. 

Why Should I Offer QuikCare Platinum to My Employees? 

There are many benefits to incorporating QuikCare Platinum into your business. For starters, if you want to attract the best employees, it is beneficial to offer the best benefits. Job candidates want to work for employers who will look out for their best interests now and in the future. And since there is a 75% greater recovery rate for those who are treated within 3 weeks of a medical symptom, offering QuikCare Platinum definitely shows that you have your employees’ interests in mind.

Also, QuikCare Platinum will help optimize your company’s bottom line. When a sick or injured employee has access to quicker treatment, it will lower their rate of absenteeism and aid in maximizing productivity.

Too often today, we hear about things that are either in the interests of the corporation or in the interests of the employees. QuikCare Platinum is truly in the interests of both. It is a win-win for you and your employees. 

If you are interested in learning more about QuikCare Platinum and how your business can participate, contact TeksMed today. 

Most of the time, when we hear about the importance of work-life balance, it seems to be from the employee’s perspective. Employees want work-life balance for a number of reasons, ranging from wanting to be able to spend more time with their families to having more time to travel or engage in their favourite hobbies. However, employers are just as concerned that their employees maintain a healthy work-life balance.

When your employees have work-life balance everyone wins because, ultimately, it can translate into optimized productivity and increased profits.  

Fewer sick days

When employees are overworked, they may feel stressed and their health may suffer as a result which may require them to take time off to recover. If they don’t take time off, they are often more likely to make mistakes which can lead to workplace accidents and translate to a loss of productivity and an increase in lost time.

Productivity

Another result of over tired, over stressed workers is that they may let important issues slide, resulting in a decrease in productivity. When they have worked beyond their maximum capacity, they may be putting in more hours while accomplishing the same amount of work (or less!). 

Personal Development is Professional Development

Do your employees’ personal interests have anything to do with their performance at work? Actually, yes. You may be surprised to learn that one employee’s interest in online gaming is actually making them a better problem solver.  Another employee’s interest in running 5Ks is making them feel more confident, thereby increasing their sales numbers at work. When your staff has time to develop their personal interests and hobbies outside of the workplace, they frequently develop skills that are going to help your business as well. 

Family issues are left at home

Spending time with family and loved ones is important because it usually results in having healthier relationships. What does this mean for your business? It means that personal relationship issues are less likely to affect their work. Appropriate work-life balance helps them keep family issues at home and out of the workplace.

Attract and retain the best talent

Finally, let’s talk a bit about how promoting a culture of work-life balance is going to help you build the best possible team for your business. Today, more than ever, candidates care about the culture of your business. For many top candidates, culture is even more important than salary. By promoting work-life balance from within the workplace, you will be boosting the morale of your employees and fostering a more harmonious work culture.

If you would like assistance in promoting better work-life balance within your company, give the team at TeksMed a call today. 

Regardless of the reason for time away from work, the bottom line is that – well – it hurts your bottom line. 

The best way to prevent employee absences from becoming a problem in your workplace is with the help of Absence Management Services. With the help of a good absence management program, you can actually improve employee morale. Although it may seem difficult at first to convince the employees to buy in, when they experience the benefits that lower absenteeism has on their own productivity and as they develop a sense of trust in the workplace they will get on board. The fact is that when one person doesn’t show up, whatever the reason, that has a negative impact on those left behind. The less often that happens, the better it is for everyone.

There are three crucial steps to achieving absence management:

1) Reporting on absences

An absence management program has to start somewhere. If you do not already have one in place, or this is completely new to your business then the first crucial step in developing a plan is to start tracking absences. Keep a log for each and every employee to report every absence and the reason for it. As a matter of fact, merely introducing procedures for reporting on absences can lower absence rates. 

There are several ways you can do this including using a timecard to have employees clock in and out or scheduling hours and then comparing them to the actual hours worked. There are also several software systems that can be used by both employee and employers to keep track of hours together. That can be both scheduled in advance and adjusted as needed.

2) Intervention/Accommodation

Identifying trends can allow you to isolate and identify employees who have higher than average rates of absences. There can be many reasons that an employee is missing more work than usual. Identifying that there is an issue is the first step towards solving it. When you begin to notice that an employee is missing more work than usual, staging an early intervention to discuss what is going on can often be enough to bring about the change. For example: perhaps an employee has recently separated and is missing work due to poor childcare arrangements. A conversation with that employee may find a solution such as switching hours with someone, or working some hours from home. Oftentimes, an employee is missing work when an accommodation would eliminate the need for missing an entire day. 

3) Optimize reports for success 

Once you have started tracking, you can use the data from your employee attendance reporting systems to help you make sure that you are using your time and labour resources as efficiently as possible. Making sure that you are using your employees’ hours as efficiently as possible will save time and money in the long run. You may notice that scheduling more employees, for example, during busy times helps reduce burnout resulting in less sick time being used following the rush.

Having employees that show up to work keeps your business profitable. It keeps costs low and employee morale high. Having a plan in place to ensure that happens keeps everyone accountable. 

A “lost time” claim is created when a worker suffers a work-related injury/disease which results in them being off work past the day of the accident, incurring a loss of wages/earnings, or suffering from a permanent disability/impairment.

Most business owners want to create safe environments, as preventing injuries is much less costly than treating them. Workplace injuries that result in lost days on the job are no fun for anyone. 

Unfortunately, even the best and most well-intentioned business owners who take all of the appropriate workplace safety precautions and measures to avoid injuries, will still face accidents. Accidents happen. But how you prepare for, and respond to, these accidents can make all the difference in achieving the best possible outcomes for both you and your employees.

Lost time affects both your operating costs and your productivity. When an employee is away from work, aside from the costs incurred by replacing them, there are other factors that contribute to losses.

It affects the stress level and morale of the workers left behind to compensate through the transition as one person is suddenly absent- and the employer may not be able to replace them right away. This places extra hardship on the employees as their workload increases and they are faced with uncertainty wondering if and when their colleague will return. 

When you are able to replace the employee, you will often end up with a drop in productivity and overall quality of work as the new hire will have to train and adapt to what the the absent employee had already trained and adapted to. 

Together these factors can culminate and result in a loss for your business. Having a plan in place for when these unexpected instances occur is a great first step towards an effective return to work strategy. 

It starts by communicating with the employee, and having a third party like TeksMed doing so on your behalf will aid in helping to keep this process as smooth as possible. As one of our areas of expertise is facilitating return to work plans, and as such, we know that keeping the lines of communication open leads to successful returns to work. 

Employees may be limited in their job capability upon their return and may require accommodations as they adjust. It has been shown that returning to work as early and safely as possible is the best outcome for both parties. If an employee is able to perform their duties – even modified ones – they can still contribute to the team and it boosts morale and helps to facilitate a successful return to work plan.

Having a proper plan in place for dealing with unexpected incidents of lost time, and knowing the best practices to follow when these instances occur will help set expectations and save your company money- thus relieving anxiety for everyone during what can be a difficult time. 

For assistance putting together and implementing your plan to address lost time and back to work protocols, call TeksMed today at 1-877-850-1021.

Many companies perform annual performance reviews of their employees, but a far fewer number, it seems, perform annual reviews of their policy and procedure. And this is unfortunate – especially in a world where legislation, technology and best practices often change at a rapid pace. 

Serious issues like violence in the workplace, harassment policies and disability management policies should all be reviewed and updated on a regular basis to ensure that they are up to date with the latest industry standards. 

Disability management in particular needs to be examined, not only for compliance, but how well the company has fared over the last year in managing disability claims and in helping employees through the back-to-work process. 

Here are our five reasons why conducting a strategic annual review of your disability management policies are so important.  

  1. It lets you determine if your policies are in line with current realities.  

For example, more and more people are now using medical marijuana and legalized recreational cannabis is expected to be a reality come this fall. Employers should address realities such as these before they are confronted with them in the workplace.

  1. It helps you ensure your company is attending to the needs of injured workers while still protecting its bottom line.

Absenteeism due to worker injury can be extremely costly for a business. Company policy should do its best to mitigate this risk first by ensuring they are taking adequate health and safety measures to prevent injury and second, by ensuring that they are providing a good support system to injured employees with an effective return-to-work program. 

  1. It measures the effectiveness of the communication between injured workers and management.

It is said that if communication breaks down, it can cause everything else to break down. An effective communication plan which includes checking in on an injured worker or asking how the company can accommodate an employee who has recently returned to work after an injury is a vital part of your disability management strategy. 

  1. It is an opportunity for you to get buy-in from both management and your union. 

It will be difficult for any company to roll out a disability management program if those in your company do not understand its importance. Having training sessions for both management and union members is a great way for you to emphasize the importance of having such as plan and help you to get buy-in from all parties. 

  1. It lets you know whether the practice of your company aligns with its policies. 

Finally, it is important to review actual disability management cases within your company to determine whether policies are actually being adhered to. It is one thing to have a formal policy written on paper, but that means very little if your company does not follow it. 

Conducting a strategic annual review of your disability management policies can seem like a daunting task, but doing so is important to ensure both the well-being of your employees as well as your company’s profitability. Fortunately, such a review is not something you have to do on your own. If you would like expert help in conducting a strategic annual review, give TeksMed a call today. We would be happy to assist!

Summer is a peak time for many businesses, however the hot weather can often spell trouble and cause workplace safety issues. Heat stress can be a real concern for employers whose employees work outside under the hot sun or inside hot factories. 

Heat stress comes in three different forms which range in severity including heat cramps, heat exhaustion and heatstroke. The last of these can be fatal. 

In order for employers to protect their employees from heat stress, it is not only important to take preventative measures against it, but also to know the warning signs and know what steps to take if it does occur. 

Preventing Heat Stress

Your best defence against heat stress is a good offence. Fortunately, there are many steps employers can take to help keep employees safe and prevent heat stress. 

These include:

  • Providing easy access to water and/or flavoured sports drinks.
  • Ensuring that employees who work in hot conditions have regular rest breaks in cool areas. The hotter the environment, and the more strenuous the work, the more frequently rest breaks are needed. 
  • Ensuring that there is proper air circulation (air conditioning, fans, vents, etc.) in indoor environments.
  • Train workers to recognize the symptoms of heat stress. Allow workers who are experiencing early symptoms to have a rest break. 
  • New employees who are not accustomed to working in the heat should acclimatize gradually and not allowed to work full shifts right away in a high heat environment. (It takes about one week for the body to adjust to working in hot environments).
  • Have a plan for the prevention, recognition and treatment of heat stress in the workplace. 

How to recognize heat stress

  • Heat Cramps – When an individual has heat cramps they will sweat profusely and have involuntary muscle spasms. 
  • Heat Exhaustion – Signs of heat exhaustion include profuse sweating, cold clammy skin, dizziness, fatigue, low blood pressure, muscle cramps, headache and nausea. 
  • Heat Stroke – Heat Stroke is a life-threatening condition that occurs when the body’s temperature rises above 104 degrees F, and it can no longer cool itself. Symptoms include lack of sweating, throbbing headache, dizziness, hot dry skin, muscle weakness, confusion, seizures or unconsciousness. 

What to do when heat stress occurs

  • Heat Cramps – Get the individual out of the hot environment. Make them rest and drink plenty of water or a sports drink to replace their electrolytes 
  • Heat Exhaustion – Get the person out of the heat and remove any clothing that is around their head or neck. They should drink plenty of water but must do so slowly in order to avoid becoming nauseated. Have them lie down with their feet up. If they are not feeling better within 30 minutes, they may need medical attention. 
  • Heatstroke – This is a medical emergency and you should call 911 immediately. You should do everything possible to bring down the person’s temperature including removing clothing, using ice packs on neck, groin and armpits and covering the person with wet towels or blankets. 

If you would like to learn more about heat stress in the workplace and how you can help prevent it, call TeksMed today. 

Employees may be limited in their job capability due to a temporary or permanent disability. While it may be true that over the course of one’s career, an individual may become limited in their working capability due to an injury or illness, they are still likely to be able to perform their duties with accommodation and can still contribute greatly to the economy and workforce. 

Below we outline some best practices for disability management solutions which are aimed at increasing productivity and decreasing lost time. 

Best Practices for Managers/Executives

  1. Ask the employee how you can help them be successful in their work. If you notice that an employee is having difficulty with their job due to a potential disability, ask how you can help. The answer may be something surprisingly simple that makes a big difference. 
  2. Talk to the employee about their needs and concerns as it relates to their job. Simple adjustments to an employee’s work schedule or workspace may be all that is needed to help them excel. 
  3. Consistently ask employees for feedback – consider processes that allow for anonymous commentary and response. 

Best Practices for Organizations

  1. When making the case for a disability management program in your organization, focus on the costs of NOT being proactive. 
  2. Hold awareness sessions and workshops for different segments of the organization. Different groups in your organization may be affected by disability management in different ways. 
  3. Consider hosting awareness sessions for your HR department, managers, unions, etc. Case studies can be an excellent tool to illustrate the need for a disability management program. 
  4. Take a team approach to your disability management program. These programs work best when management and staff work together. If you need help accomplishing this, consider bringing in a third party organization that specializes in disability management. 
  5. Equip your managers. Help your managers learn how to act in situations that require disability management. Offer training particularly in areas of the organization that are considered a higher risk. 
  6. Create a communication plan. Communication will be the foundation of your disability management process. If an employee takes leave because of a disability or is returning to work after one, a clear plan will be beneficial. The communication plan should include who will be in contact with the employee, how often they will reach out to them, what subjects they are allowed/not allowed to discuss, etc. Part of the communication plan should also be that the employee is given the opportunity to take lead in their own back-to-work plan. 
  7. Make sure that both management and unions are engaged in the disability management plan.
  8. Make sure that both employees and managers know who to reach out to when they need help concerning disability management. 

Having a proper and efficient disability management plan in place and knowing the best practices to follow will help set expectations and relieve anxiety. 

For assistance putting together your disability management plan, call TeksMed today at 1-877-850-1021.

As the use of medical marijuana becomes a more popular alternative to other prescription pain relievers, employers are asking the question: how will this impact the workplace? Canadians who previously were required to have a license to obtain medical marijuana may now obtain it with a simple prescription. Should medical marijuana therefore be treated like any other prescription drug by employers? It is hard to say; however, both employee and employer are responsible for ensuring a safe workplace.

Medical Marijuana and the Ontario Human Rights Code

According to section 5.1 of the Human Rights Code, employers may not discriminate against an employee because of a disability. Medical marijuana may be prescribed to employees for a number of reasons including pain management, cancer, arthritis, or sleeping disorders.

Employers must accommodate disabled employees provided that it does not cause them undue hardship. The three factors that are used to determine undue hardship are:

  • Cost of accommodation
  • Available subsidies to help with the cost of accommodation
  • Any health and safety concerns that may be caused by accommodation

Medical Marijuana and the Occupational Health and Safety Act

When discussing medical marijuana in the workplace, it is also important to consider how it aligns with the Occupational Health and Safety Act. Employees do not have the right to be impaired by marijuana or any other drug at work if it will endanger their safety or the safety of others.

An employer may require that medical documentation be presented to confirm whether an employee can still safely carry out their duties while taking medical marijuana. If the employee works in a safety sensitive position, they have a duty to inform their employer if they will be taking prescription marijuana.

Employers should be cautious when it comes to the termination of an employee for use of medical marijuana without first taking the appropriate steps to determine how it will affect job performance as the termination will likely be ruled inappropriate.

Creating a Workplace Policy on Medical Marijuana 

Policies relating to medical marijuana in the workplace should be similar to policies that deal with other prescription drugs. Employers need to clearly communicate with their employees about their entitlements and obligations concerning the use of or being under the influence of medical marijuana, as well as the consequence for non-compliance. Terms such as “impairment” must be clearly defined so that employees can determine whether their use might fall within the scope of the policy.

By creating a formal policy and engaging employees early in the process, employers are much more likely to avoid potential safety incidents and litigation that might result from the use of medical marijuana in the workplace.

If you require assistance in developing such as policy for your workplace, call the team at TeksMed today at 1-877-850-1021.

Making sure that your business runs at optimal productivity is the key to growth and profit. But how can you be productive if your employees are not fully engaged? And how can they be fully engaged, if absenteeism has become an issue in your company? If absenteeism has become a problem for your company, then it is time to review your absence management process.  

If your company has never had a formal absence management program, you may find it challenging at first to get buy-in from your staff. However, if done correctly, this type of program has the potential to more fully engage your employees and help boost productivity. 

Here are our top three tips for getting started: 

  1. Start with communication

The first step towards implementing your absence management program is ensuring that everyone in the company is getting the same message. No matter how you choose to run your absence reporting (eg. Email, phone, text, etc.), employees need to know the proper procedure to follow if they cannot make it into work. 

Get the message out through departmental meetings to introduce the new program. If, for example, there is a certain telephone number that you wish employees to call or text when they are going to be absent, then you can use the meeting as an opportunity to have everyone enter the number into their phone. 

It is also very important that your managers understand what is expected of them when handling employee absence. This is especially important in the case of long term absences when they might be required to follow up with an employee or conduct return-to-work interviews. 

  1. Ensure proper data collection

It is important that your company collect all absence information and track any trends that may be occurring. This data will help your managers better understand health and safety issues within the company and help them make decisions on how to deal with absences. 

Thorough data collection will also help you know where to make improvements in your absence management program. 

  1. Conduct regular reviews

Having sufficient data from your program will allow you to audit your procedures on a regular basis. It is important to monitor both the absence rate as well as compliance within the company. If you notice that some managers are having difficulty, it may be an indication that something needs to be tweaked or it may indicate that additional training is required. 

If some managers or departments seem to be disengaged from the program, it could indicate that further communication is required. For example, an internal campaign about the program and why it is important may be needed. 

Having an effective absence management program in place can help improve a company’s productivity quite significantly. While the process may seem straightforward, it can be time consuming and is often met initially with resistance. That’s why many companies that have successfully implemented such a program have done so with the assistance of a third party. At TeksMed, absence management is one of our areas of expertise. If you would like to consult with us regarding implementing your own program, contact us today.  

Mental health issues have a huge impact on our society. So much so in fact, that the Canadian Mental Health Association (CMHA) designated a full week in May as Mental Health Awareness week over 60 years ago. According to CMHA, approximately 7 million Canadians live with some form of mental illness – that’s one in five people!

Since roughly 20% of the population has suffered from some form of mental illness, it goes without saying that you have people in your life who are affected.

But how does this translate into the workplace?

Symptoms of mental illness may include loss of ability to focus, depression, erratic behaviour, etc. which can sometimes be perceived as performance issues by employers. If treated with disciplinary action, it can increase stress and worsen symptoms thereby creating a vicious cycle.

Despite increased levels of awareness about mental illness, employees are often reluctant to take medical leave for these issues for fear of termination, missing out on promotions or the appearance of “faking it”. Employers therefore need to find ways to address mental health and related medical leaves in order to support the health of their employees.

Addressing Mental Health from a Legal Perspective

Under Human Rights laws in Ontario, a mental illness or a diagnosed addiction is considered a disability and is protected under the Human Rights Code. Employers are required to reasonably accommodate special needs of these employees.

Employees, in turn, are expected to keep the employer reasonably informed of any performance issues or absences due to a medical condition.

Addressing Mental Health from a Business Perspective

In addition to creating mental health policies to avoid liability and potential financial settlements, having a mental health policy in place is just good business sense.

As an employer, you are not just competing against other businesses for customers, you are also competing to get the best employees. And more and more employees are evaluating work environment along with other factors such as pay etc. New grads are looking to work for companies that take care of their employees.

By having policies and procedures in place that support those with mental health issues, your company is contributing to increased productivity, retention and employee satisfaction. While you can and should allow for medical leave when needed, having such a program in place can actually help to reduce absenteeism, health costs and employee turnover.

How TeksMed Can Help

If you have never implemented a policy for mental health in your company, it can be hard to know where to start. Just like you would evaluate your workplace for physical hazards to health and safety, it is important to evaluate it for psychological hazards as well. It is important to create an environment of respect between co-workers and management, fairness and trust.

The team at TeksMed has expertise in helping companies incorporate mental wellness into their overall health and safety plan and developing proper procedures to address medical leave. Contact us today and let us work to develop a plan for your business.

When evaluating occupational injuries arising from WorkSafeBC claims, it is crucial to consider the mechanism of injury and whether a claim satisfies the appropriate law and policy. Often a question that arises from employers is, “Is this really an acceptable claim?”, to which we often retort, “Yes, stupidity is covered!” However, luckily, there are exceptions to this statement.

In BC, the bar is set quite high for Policy item C3-14.10 – Serious and Willful Misconduct to be applied. However, with detailed documentation and supporting evidence, we can be successful in our objections to claims that meet the correct criteria.

The policy states that it must be considered whether the worker engaged in a deliberate and intentional violation of rules, regulations or laws known to the worker and whether this violation was in reckless disregard for their own safety. Furthermore, it must be demonstrated that the worker should have recognized this violation has the potential to result in injury.

It must also be considered whether the injury was solely attributed to the serious and willful misconduct. Simply put, this means without the misconduct the injury would not have resulted. The injury needs to be considered serious. The word serious is used in a physical rather than economic sense. For example, if a worker suffered a sprained wrist or finger which caused two or three weeks of lost wages, this may not be considered as a serious disablement event. If a worker’s injury that was attributed solely to the worker’s serious and willful misconduct did not result in death or serious or permanent disability, it is not compensable, even though it also arose out of and in the course of employment.

In a recent claim that I objected to there was a signed employee safety training policy and agreement which stated, “At no time should a team member stand on a 4-wheeler with or without a brake(s). Standing on a 4-wheeler with or without a brake(s) is seen as an unsafe act. Safety tip: If a product cannot be reached by a ladder it is stacked too high”. In this case, the worker was standing on a four wheeled wheeler in the freezer and fell off while reaching for product.

In the resulting decision letter, the Case Manager appropriately applied law & policy as follows:

 “….I accept that the injuries arose out of and during the course of your employment. Clearly the evidence supports that the injuries resulted from a fall incident from a height, landing awkwardly against a skid and also landing on the floor, while you were performing an activity associated to the work. In addition, the incident was witnessed and reported.

 However, I must also consider…..Policy item #14.10. In this case I find the injuries did result from serious and willful misconduct. I find the act of getting on the 4-wheeler was willful and that you were aware of the rules provided by the employer. This is supported by your recent acknowledgement of the refresher safety training, which specifically provided a rule against getting onto a 4-wheeler at any time. I also accept that you would have recognized the potential for injury in doing so. I find the injury resulted from the fall from this wheeler. I find the injuries were not serious in the meaning of the policy. While I recognize there is a resulting financial concern, I do not find the injuries to be ones that resulted in serious, or permanent impairment. In conclusion, I find the claim must be barred to compensation under Section 5(3) of the Workers’ Compensation Act.”

Having the correct documentation is key in the success of applying this policy. In this case, the employer has very specific, clearly worded instructions and guidelines to which the employee must sign as part of their annual Health & Safety Training.

It is possible to object to “stupidity” when employer instructions and guidelines are deliberately ignored by workers. The above law & policy, along with reasons for the decision, demonstrate just that.

 

Senior Return to Work Coordinator with TeksMed Services

As an employer, playing an active role in health and safety risk prevention is critical for a number of reasons. By reducing the potential for on the job injuries, you are increasing the likelihood that your business will stay productive and profitable as well as showing employees that you care about their well-being. But in addition to these very good reasons, it is also the law.

The Occupational Health and Safety Actoutlines a number of responsibilities that employers have when it comes to mitigating risk for their employees. The Actworks on a concept of an internal responsibility system (IRS) which engages employers, supervisors and employees. In order for the system to function properly, all parties must be actively engaged – and it starts at the top with the employer.

Employer Responsibilities

The responsibilities of the employer can be divided broadly into four main sections. These include:

  • Ensuring a safe and well-maintained work area;
  • Ensuring that employees have easy access to hazard information and safety training;
  • Having an appointed representative for health and safety; and
  • Following proper procedures in the event of an injury.

While the employer is primarily responsible for the health and safety of their employees, it is important for everyone in the organization to play their role. To help facilitate this, the employer should take the following steps:

  • Take all reasonable precautions to protect workers and ensure a safe work environment;
  • Build health and safety responsibilities into each employee’s job description;
  • Ensure that all necessary safety equipment is available and that employees are trained on how to use it;
  • Ensure that workers are aware of any safety hazards and that supervisors all have adequate health and safety training;
  • Develop a formal written health and safety policy if the organization has five or more employees. This should be posted in an area where everyone can see it;
  • Ensure that there is an active and effective joint health and safety committee. Names and locations of the members of this committee should be posted where all employees can see them.

Developing your health and safety policy and procedures

Because every organization is different, there is no one size fits all approach when it comes to developing your company’s health and safety policy and procedures. The Occupational Health and Safety Actdoes a good job of giving an overview but does not necessarily provide all the specifics that you will need. Depending on the nature of your business, you may also have industry-specific legislation, guidelines or best practices that you will need to follow.

Help for employers

The role of overseeing the health and safety requirements of a business and reducing risk where you can may feel like an overwhelming responsibility for employers. Fortunately, this is not something that you have to take on alone.

At TeksMed, we do more than manage disabilities after they have happened – we also help employers put the necessary procedures in place to help prevent injury in the first place. If you are an employer, it pays to make sure that you are fully compliant in your role of mitigating risk to your employees. Call us today at 1-877-850-1021.

On April 28th, employers and employees from over 100 countries around the world will observe the National Day of Mourning.

On this day, we commemorate those who have been injured or who have lost their lives due to a workplace accident or incident.

 

Why a National Day of Mourning?

Workplace injuries and deaths have always been, and will continue to be a major concern in Canada. Workplace safety measures and protocols are important to implement as a means to minimize accidents and incidents.

The most recent statistics from the Association of Workers’ Compensation Boards of Canada (AWCBC) tell us that in 2016, 905 workplace deaths were recorded in Canada. Among those dead were 6 young workers aged 15-19; and another 20 workers aged 20-24.

Add to these fatalities the 241,508 claims accepted for lost time due to a work-related injury or disease, including 29,588 from workers aged 15-24, and the fact that these statistics only include what is reported and accepted by the compensation boards, and it is safe to say that the total number of workers impacted is even higher.

What these numbers don’t show is just how many people are directly affected by these workplace tragedies. Each worker death impacts the loved ones, families, friends and coworkers they leave behind, changing all of their lives forever [i].

 

How will your workplace observe the National Day of Mourning?

April 28th is about more than grieving the lost. It is about taking the lessons of the past to help ensure that future workplace accidents are prevented. It is about employers and employees working together and taking responsibility for workplace safety.

Many workers and their employers observe the day by using items of remembrance such as special pins or ribbons. They may also light candles, lay wreaths or have a moment of silence at 11:00 am. Federal government buildings will fly the Canadian flag at half-mast that day.

Some businesses and labour organizations choose to erect monuments on this day which often have the inscription of “Fight for the Living. Mourn for the Dead.” There is even a social media hashtag (#dayofmourning) that companies and individuals alike may use to show their support.

Observing the National Day of Mourning helps unite employers and workers and shows your employees that you are committed to their health and safety.

 

Renew Your Commitment to Workplace Safety

The days leading up to the National Day of Mourning are an ideal time for any company to renew their commitment to workplace safety. Consider using this time as an opportunity for a health and safety review meeting or a time to refresh your employees’ WHMIS training. Make sure that your employees feel comfortable with bringing any safety concerns to management.

It is also a good time to bring in third party consultants for seminars to emphasize the importance of health and safety. At TeksMed, we provide a number of training seminars and consulting services aimed at helping businesses with workplace injuries. We also provide recovery-at-work assistance so that if an employee is injured, they can return to work safely.

For more information on the workplace safety and injury management services that we provide, contact us at 1-877-850-1021.

https://www.ccohs.ca/events/mourning/

 

More than ever, employers are taking measures to ensure that the well-being of their employees is being looked after, and yet in many workplaces, mental health is still the elephant in the room. It threatens productivity, retention and is one of the leading causes of absenteeism. By implementing a formal mental health and wellness policy, employers can mitigate the risk. It is a win-win. Employees’ mental health needs are met and productivity is enhanced. In fact, according to the World Health Organization, for every dollar invested into treating conditions such as anxiety and depression, four dollars are gained as a result of greater productivity.[i]

What does a mental health policy accomplish?

A mental health policy supports employees’ psychological needs in the workplace, ultimately enabling them to leave each day in the same or better mental state than when they came in. The policies are geared toward preventing psychological injury, promoting mental well-being and protecting and supporting those employees with mental illness.

Having such a strategy in place is not only a good thing to do for your employees, but it is a good business decision as well.

How to develop a mental health and wellness policy.

A mental health policy should be incorporated into your company’s overall occupational health and safety plan. It should be built on the pillars of awareness, accountability and action.

Awareness

In order to develop a solid mental health strategy for your workplace, one of the first steps is to be aware of potential hazards. These may include stressful scenarios that are embedded into workplace duties (such as in the case of a medical worker) or they may include elements of the workplace culture which need to be addressed (such as bullying).

Accountability

It is crucial for your mental health policy to have clear accountability framework and strategy for implementation. It should outline clear targets for prevention, intervention and treatment as well as the responsibilities of senior management.

Provisions should be made for ongoing measurement and the mental health strategy should be woven into the workplace culture.

Action

Your company’s mental health policy can grow and develop over time. The following are some actions you can take to help it be successful:

  • Get the support of senior management – while a successful strategy will require buy-in from all levels, it needs to start at the top.
  • Design a strategy that suits the needs of your business – every company will have different needs depending on size, industry, etc.
  • Support employees with tools and resources. Sometimes having access to these resources may be enough to reduce risk for your employees.
  • Create a stigma-free environment. Engage your employees in open dialogue about mental health so that they can learn about early warning signs and the help that is available (i.e. EAP).
  • Monitor your program and make changes as necessary. As your company grows and changes, its needs may change as well. Conduct regular reviews of your mental health policy and the dollars you are spending on programs to determine whether changes are required in the areas of prevention, intervention and/or treatment.

For more information about developing a mental health policy for your business, or for expert help in managing disabilities arising from mental health claims, contact the team at TeksMed today.

[i] http://www.who.int/mediacentre/news/releases/2016/depression-anxiety-treatment/en/

 

In any business, a certain amount of absenteeism is unavoidable – people do get sick and there are times when employees will be required to take time off; however, when absenteeism becomes excessive, the cost to your business in terms of lost revenue and productivity can be extreme. Across Canada, the average number of sick days for the last four consecutive years has been 7.4. This has resulted in an estimated $16.6 billion as a cost to our economy.

The good news is that there are strategies that employers can utilize to keep absenteeism to a minimum. The first step is always for an employer to understand the financial impact that absence is currently having on their business and identify any problem areas and trends.

It therefore important that an employer understands the key rates of absenteeism and the resulting costs that can have a significant detrimental effect. By doing this the employer will establish a baseline from which to track their progress.

 

Absenteeism rates and costs

*hourly rate X hours worked in a day

 

Bringing down the rate of absenteeism

While you can never eliminate absenteeism completely, there are steps that businesses can take to reduce it. In one case study for example, a company found that it could reduce the mental stress (and therefore absenteeism) on employees by offering more flexible work schedules and work from home options.

Disability management

Another important piece of the puzzle is disability management. Often, when an employee is absent from work for a prolonged period, they are off work longer than necessary simply because their company does not have an adequate disability management program in place. Ultimately, this hurts the bottom line of the business.

Employers can be proactive in their disability management programs by:

  • Having a plan in place that offers employees quicker access to medical care and treatment such as that provided by TekMed’s QuikCare; and
  • Adopting effective return-to-work strategies which accommodate employee needs and help them perform their tasks safely in a modified capacity.

When absenteeism rates get too high, businesses can see much of their profit margin go down the drain. When you have calculated the cost of absenteeism in your business, you can then develop strategies to reduce that number. For help getting started, contact the team at TeksMed today.

Almost all employers have been faced with at least one WSIB claim that leaves them questioning if there is something more that they could do. Their concerns often surround the level of impairment/disability, confusion as to the nature of the injury, or in some circumstances even questioning the overall work-relatedness of the injury.

Many employers don’t realize that there is a WSIB policy that can be utilized to provide support and direction in such circumstances.

The WSIB policy entitled Employer-Requested Health Examinations, 17-04-02 outlines an employer’s right to request that a worker undergo a private independent health examination at the employer’s expense to address their concerns.

How does this work?

  • The employer requests that a worker attends an Independent Medical Examination (IME) during work time and offers to pay them for the attendance.
  • If the worker agrees to go, the employer needs to send the report to the WSIB once received.
  • If they do not agree to go, the employer has 14 calendar days to ask the WSIB for direction and outline why it would be helpful as per policy.
  • If the WSIB agrees, they can compel a worker to go. If a worker does not go without reasonable cause, WSIB can reduce/suspend their benefits until the worker attends the IME.
  • If the WSIB disagrees, the employer can appeal the decision to the ARO. The decision of the ARO is the final decision.

When is an IME beneficial?

  • In order to provide detailed restrictions to facilitate an expedited return to work.
  • Dealing with a GP/family doctor that unreasonably insists on a worker being totally disabled.
  • There is no objective medical documentation to support continued total disability.
  • A diagnosis is needed and a GP/family doctor is unable to provide one.
  • The worker is not progressing or is progressing very slowly.
  • There are concerns over the work-relatedness of the injury.
  • Obtaining Cost Relief where a minor injury may be superimposed over a pre-existing condition or pre-accident impairment.

How much weight will WSIB place on the IME?

The weight that WSIB will place on the IME reports is situationally dependent. The WSIB will apply less weight to an IME if there are other specialist reports on file, where the worker has seen the same specialist over a period of time. The WSIB will apply more weight to an IME if the issues surround a family doctor’s opinion in comparison to the IME specialist’s opinion. 

How can TeksMed help?

TeksMed’s paralegal team can manage claims of this nature from start to finish and challenge WSIB on an employer’s behalf where appropriate.

TeksMed has now incorporated Functional Abilities Evaluations (FAE) at no additional cost to their clients, within their disability management programs that contain QuikCare expedited healthcare. An FAE is a form of IME that provides important and objective information about a worker’s ability or inability to return to work or daily activities.

Whether your business needs help with a return to work plan for a disabled employee or you simply want to put a disability management program in place, TeksMed can help. Contact us today for a consultation.

Is your organization prepared for the changes to worker’s compensation as it relates to mental health?

In the past, employees in Canada would only receive benefits for mental health in extreme situations such as being involved in a robbery or witnessing a traumatic event while on the job. Additionally, those with high-stress jobs such as first-responders, have usually been denied mental health claims altogether with the rationale that people accept these jobs knowing full-well that they will be exposed to stressful and traumatic situations.

We, as a society, have learned more about the impacts of mental illness on a person’s overall well-being. As a result, new legislation has been introduced to make mental health claims easier to obtain. Mental stress and illness can be the result of many causes including sexual harassment, bullying in the workplace or an overload of stress.

Changes to Legislation

The more that we learn about mental illness, the more sensitive we become to those suffering with it. Today, more than ever, we understand that mental illness can be just as serious as a physical disability though not observed in the same way.

British Columbia recognized this when they amended Section 5.1 of the Worker’s Compensation Act in 2012 to allow claims for mental illness not related to physical injury. Ontario followed suit in 2016 when they passed Bill 163 which allows first responders to make claims for Post Traumatic Stress Disorder (PTSD).

Getting Your Business Ready for Change

The best way for any business to adapt to these changes in worker’s compensation is to put a plan in to place now – before you have workers making claims related to mental illness.

Here are three steps that you can take now to help prepare your company for these changes:

  1. Learn about the legislation. As an employer, it is not only important to be aware of the legislation in your own province, but you should also take some time to study and evaluate other jurisdictions. Knowing best practices as they relate to mental illness and the workplace in other parts of the country and world, can provide insight into what changes might be forthcoming in your own province.
  2. Assess your workplace. Just as you are required to assess your workplace for potential physical hazards, it is important to assess it for potential causes of mental illness claims. This will aid in the development of management tools and strategies. You may find that you need to take some preventative measures such as sensitivity training or educational resources on mental health, bullying etc.
  3. Source buy-in from management. It is important to raise awareness, particularly amongst your management team. Remember that it is the leaders in the company who will help drive change in attitudes and be the ones providing the most support to employees who need it.

While changes in worker’s compensation as they relate to mental health represent a positive step for the well-being of employees, the changes can also be overwhelming for employers to deal with on their own.

If you require help getting your workplace and your team ready for these changes, TeksMed is ready to help. Contact us today for a consultation.

The Workplace Safety & Insurance Board has proposed changes to the premium rate setting model used in Ontario. Currently, the WSIB uses either NEER, CAD-7 or MAP experience rating programs in order to calculate the total amount of premium dollars paid by Ontario Employers, including surcharges and rebates.

The proposed new premium rate setting model is called the Rate Framework and it is anticipated to be rolled out beginning January 2020. The proposed Rate Framework uses a three-step approach to determining the amount of premiums an Employer will pay.

This dramatic shift in experience rating programs stems from the oft-cited inaccessibility of the current experience rating programs, specifically that they are not transparent and are difficult to understand. The WSIB has founded the proposed Rate Framework on transparency in order to make the calculation of Employer premium dollars easier to understand.

The WSIB has maintained that the introduction of the new Rate Framework will remain revenue neutral, meaning that the implementation of this new experience rating system will not affect the total amount of premium dollars collected by the WSIB at first. However, over time the amount of premium dollars collected will shift either positively, for employers with good health & safety experience, or negatively, for employers with bad health & safety experience.

 

Step 1 – Employer Classification

The proposed Rate Framework is shifting from utilizing the Standard Industrial Classification system to the North American Industry Classification System (NAICS) structure. This means that Employer classification will be dropping from the current 155 rate groups to just 34 classes/subclasses.

The WSIB has chosen to use the NAICS classification system for several reasons:

  • – It is simple and easy to understand
  • – NAICS is updated every 5 years
  • – It prevents premium rate shopping and multi-rating by using an Employer’s predominant business activity in assigning a particular class
  • – Other government organizations (i.e Canada Revenue Agency, Statistics Canada) use NAICS, making the shift a simple and relatively transparent one

This stage of the process involves identifying the correct NAICS grouping for individual employers.

 

Step 2 – Class Level Premium Rating Setting

The proposed Rate Framework establishes a projected premium rate for each NAICS class that is based on several things:

  • – Expected claims costs
  • – Expected insurable earnings
  • – Apportionment of past claim costs for each class in Schedule 1
  • – Allocation of administration costs

Initially, the WSIB proposed to eliminate the Second Injury Enhancement Fund (SIEF) which allows an Employer to apply for cost relief on individual claims should the criteria of the policy be met. Fortunately, through Stakeholder consultations, the WSIB has recognized that some form of cost relief is necessary. In the interim, the WSIB will maintain SIEF until further reviews can be conducted.

Additionally, the WSIB has proposed to deal with long latency diseases by assigning the costs of these claims at the class level to be dealt with in establishing a class level premium.

 

Step 3 – Employer Level Premium Rate Adjustments

Finally, after the class rate is determined, individual Employers will see an adjustment to their own premium rate which better reflects their own risk within the system as well as their claims experience.

In adjusting individual employer rates, the WSIB will look at a period of six years of claims experience and will apply a weighted experience window which values the most recent three years at 66% and the remaining three years at 33% (see below).

In addition, when adjusting individual employer rates, the WSIB will apply a system of risk banding. The WSIB describes risk banding as “a hierarchical series of divisions within each class”. This means that an Employer’s individual premium rate is restricted from increasing or decreasing by 3 risk bands each year, and each risk band is equivalent to 5%. As an Employer’s premium rate can only increase or decrease by 15% each year, in this way the WSIB has provided greater stability to Employer adjustments, not previously seen under current experience rating systems.

When an employee returns to work after a disability, it can be a stressful time for both employer and employee as they navigate the challenges of their new reality. Employers may be anxious to have the employee back to make up for lost productivity; or they may be fearful of the perceived liability of having the disabled worker back on the job. On the other hand, the employee may be anxious to return in order to start earning their full paycheque again – or they may have doubts about their ability to perform their normal duties. In any case, there is a need to balance the rights of both employer and employee.

So when is the right time for a disabled employee to come back to work? Each situation is unique but it will usually begin with the employee letting the employer know that they are ready to come back.

Duties of Employees:

Once the employee feels they are ready to return to work, they will likely make contact with the company to let them know. They may need to provide a letter from their doctor or healthcare provider which expresses that it is ok for them to return to work.

While they are not required to go into detail about their disability, the employee should let the employer know (in writing if possible) about any accommodations they will require in order to perform their duties.

Duties of Employers:

The employer is always encouraged to make the necessary provisions to help the employee return to work with as much dignity as possible. This includes supporting necessary accommodations (unless there is legitimate reason not to), seeking expert advice where necessary, playing an active role in providing solutions and maintaining confidentiality. In some circumstances, the employer is even encouraged to cover the cost of any medical documentation that is required for the employee to return to work.

Disability Management

Absences due to illness and disability are costly for business. Statistics from the National Institute of Disability Management (NIDMAR) indicate that between 8-12% of workers in Canada are absent due to illness or injury at any given time.[i]

While no one likes to think about the prospect of having an employee off due to a disability, the companies that are likely to thrive through such situations are those with disability management plans in place.

A proactive plan is a model that can be driven by either employer or employee and facilitates communication between the two. As part of a successful return to work plan, employers should help employees by:

  • Identifying barriers of returning to work.
  • Identifying ways to mitigate barriers.
  • Collaborating with employee and medical professionals to develop a return to work plan; and
  • Monitoring and evaluating return to work plan to ensure a successful transition.

Disability management might seem like a daunting task to employers, but the good news is that they do not have to do it alone. A third-party Disability Manager can assist with everything from making sure legislation is complied with, to facilitating communication, to ensuring an employee’s accommodation needs are met in a cost effective manner.

Whether your business needs help with a return to work plan for a disabled employee or you simply want to put a disability management policy in place, TeksMed can help. Contact us today for a consultation.

 

[i] http://www.kellysantini.com/articles/duty-accommodate-dos-and-donts-guide-returning-injured-disabled-employees-work-0

 

Over the past few years, the importance of mental health has gained some much-deserved attention both in the media and by our policy makers. The Workplace Safety and Insurance Board (WSIB) has made significant progress in recognizing mental illness brought on by stressful conditions in the workplace and is implementing a holistic approach to Work-Related Mental Stress policies that would come into effect the beginning of next year.

Background

Under current WSIB policies, the only type of mental stress disorder that is eligible for a claim is traumatic stress that has been triggered by a sudden and unexpected event in the workplace. This has been deemed unconstitutional as it excludes those who experience expected traumatic events (i.e. paramedics, nurses, etc.) as well as those who may suffer from work-related chronic stress (i.e. workplace bullying).

As a result, various changes to WSIB policy have been approved which would make it easier for workers to make a claim for traumatic or chronic mental stress.

Changes to traumatic mental stress entitlement

Under the current criteria, workers may make a WSIB claim for traumatic mental stress if a worker has an acute psychological response to a sudden and unexpected traumatic event. Such a claim must be made within four weeks of the event or the worker must provide substantial and convincing evidence that their response was caused by the event.

Under the proposed changes, a traumatic event will no longer be required to be sudden or unexpected to be eligible for workers to claim traumatic stress.

Chronic mental stress entitlement

Under the impending policy for chronic mental stress, claims will be considered if the worker has a diagnosis from an appropriate health care provider and if the work-related stressor is the predominant cause of the mental injury.

Proposed change to accident dates

Recently, there has been a proposed change to allow workers diagnosed with mental stress on or after April 29, 2014 who have not previously filed a claim for benefits to be able to file a claim with the WSIB before July 1, 2018. In addition, if a worker filed a claim for mental stress before January 1, 2018, and the claim remains pending at the WSIB on January 1, 2018, the worker may be entitled to benefits under the new policy.

Concerns about the changes

While it is vitally important that mental health issues be considered under WSIB, many are concerned that the changes lack specifics. For example, the difference between a high-stress and low-stress job were not defined, and will be left up to the Tribunal to define through case law.

This lack of clearly defined terms could lead to workers’ claims being dragged out as the Tribunal navigates their way through the first few years of claims, making new case law as it goes.

There is also concern among employers, that these changes will almost certainly result in an increase in WSIB premiums and possibly affect their experience rating as more workers begin to make claims related to mental stress.

The time to prepare is now

It is only a matter of time before the changes for WSIB come into effect. It is important for employers to learn now what these changes will mean for them.

To learn more about WSIB’s expanded Work-Related Mental Stress policy, click here.

Introduction & Background

The Workplace Safety and Insurance Board (WSIB) conducted consultations into Work-Related Mental Stress policies. The WSIB has undertaken to expand the Work-Related Mental Stress policy as there have been decisions at the Tribunal that have found the limits currently placed on entitlement criteria to be unconstitutional.

While Vice-Chairs at the Tribunal are not bound by other WSIAT decisions and each appeal is decided on its own merits, over the past few years the Tribunal has issued several decisions (i.e. Decision No. 2157/09) that determined that the provisions in the Workplace Safety and Insurance Act, 1997 (WSIA) limiting entitlement only to mental stress that “arises from an acute reaction to a sudden and unexpected event” violate the equality guarantee in section 15 of the Canadian Charter of Rights and Freedoms (Charter) and are therefore unconstitutional.

Under section 15 of the Charter, every individual is considered equal under the law without discrimination based on mental or physical disability. The WSIA and WSIB Operational Policies that were in place before this consultation, were said to be discriminatory as they limited entitlement to mental disability arising from an acute reaction to a sudden and unexpected event and did not permit entitlement to chronic mental stress. As a result, these policies violated section 15 of the Charter. It had become necessary to change the WSIA and the Mental Stress policies to account for this discrimination and collect money through increased premium rates in order to fund the costs of entitlement to these conditions; costs that would have been paid through increased premiums regardless of implementation, as the cost of paying down the unfunded liability is spread across all employers.

As a result of the Tribunal’s decision and resulting lobbying efforts by various stakeholders, there have been amendments to WSIA and WSIB Operational Policies. The Mental Stress policy changes are coming into effect January 1, 2018.

The approved policy changes are broader in scope and more inclusive, whereby they make access to benefits significantly easier to obtain so long as the stress arises out of and in the course of employment; this does not include decisions or actions of employers relating to discipline or termination. Some examples of this broadened scope are: allowing any regulated health care professional to make a diagnosis, eliminating the restriction on using a particular version of the Diagnostic and Statistical Manual of Mental Disorders (DSM) and allowing workers with high stress jobs to be more easily covered.

Although the requirement to use a particular version of the DSM or an Axis 1 diagnosis was removed, the diagnostic criteria remained the same where workers need to be diagnosed with a condition in accordance with the DSM, including but not limited to:

  • Acute stress disorder
  • Post-traumatic stress disorder
  • Adjustment disorder
  • Anxiety or depressive disorder

Recently, there has been a proposed change to allow workers diagnosed with mental stress on or after April 29, 2014 who have not previously filed a claim, to be able to file a claim with the WSIB before July 1, 2018. In addition, if a worker filed a claim for mental stress before January 1, 2018, and the claim remains pending at the WSIB on January 1, 2018, the worker may be entitled to benefits under the new policy.

Currently this proposed change has only passed a Second Reading at the Ontario Legislature.

Traumatic mental stress

Under the current WSIB Operational Policies, there exists a policy for traumatic mental stress. The changes that are taking place January 1, 2018 for traumatic mental stress are amendments to the current policy.

One of the amendments is to remove acute reaction from the policy criteria. The traumatic mental stress policy currently says that unless a worker has an acute psychological response within four weeks, the response is considered delayed and there must be clear and convincing evidence to demonstrate that the response is from a sudden and unexpected traumatic event. This has had the effect of limiting entitlement to workers who delay seeking treatment due to stigma and those that take longer to develop psychological symptoms.

While the criteria for a traumatic event has remained the same, there is no longer a requirement for there to be a sudden and unexpected traumatic event – there simply has to be a traumatic event or the accumulation of several traumatic events.

The WSIB has also removed the requirement for the traumatic event to be unexpected in the normal or daily life of a worker; this change has the effect of allowing the policy to be applicable to professions such as nurses and social workers, who experience traumatic events as a regular part of their job, but are excluded under the PTSD policy for first responders and current traumatic mental stress policy.

In addition, the criteria that excludes workers who develop mental stress gradually over time due to general work conditions has been removed under the amendments, so as to make way for chronic mental stress claims.

Chronic mental stress

The WSIB is introducing entitlement for workers with chronic mental stress claims. The chronic mental stress policy creates three steps to entitlement.

First, worker’s must obtain a diagnosis under a version of the DSM from an appropriate health care professional.

Second, the chronic mental stress needs to be caused by a substantial work-related stressor; a substantial work-related stressor includes bullying and harassment, but the policy outlines two other definitions. For workers in low stress positions, chronic mental stress entitlement will be granted for one or more stressors that are excessive in intensity and/or duration when compared to the normal pressures experienced by workers in similar situations. This definition is modified for workers in high stress positions, where entitlement to chronic mental stress is extended to workers with a consistent exposure to a high level of stress over time.

Third, the stressor needs to be a predominant cause in the development of the work-related chronic mental stress. As this is a new causation test in Ontario, the WSIB elaborated and defined the predominant cause test:

Predominant cause means that the substantial work-related stressor is the primary or main cause of the mental stress injury – as compared to all of the other individual stressors. Therefore, the substantial work-related stressor can still be considered the predominant cause of the mental stress injury even though it may be outweighed by all of the other stressors, when combined.

The introduction of the predominant cause test as the standard of proof in mental stress adjudication is in contrast to the significant contributing factor test previously proposed in the consultation process. Under the predominant cause test, the work-related stressor needs to be the primary or main cause of the mental stress – this is a more stringent standard of proof than the significant contributing factor test where the work-related stressor doesn’t need to be the only cause of the chronic mental stress, but one that has made a relatively important contribution to the development of the condition.

During the consultation process, it was suggested by various stakeholders that the WSIB amend the standard of proof in chronic mental stress to be similarly aligned with other Canadian jurisdictions – thus borne the predominant cause. The definition the WSIB chose to implement appears to be conceptually founded by the BC Practice Directive #C3-3

Of note, one interesting item that has been left out of the predominant cause definition is how decision makers will determine what is considered to be a primary or main cause. The BC practice directive provides clarity by outlining that a psychological assessment will provide evidence with respect to the weight of various stressors. By leaving this sort of clarity out of the WSIB definition, this has a propensity for misinterpretation by decision-makers, especially when there is more than one stressor involved.

While it might seem relatively straightforward that decision makers should adduce the impact of stressors from psychological assessments, there is no particular requirement for them to do so; thus, decision makers might rely on a description of the work-related stressor(s) and non-work-related stressor(s) in deciding initial entitlement. Of further concern is the fact that this loose definition is paired with an equally loose diagnostic requirement whereby a worker can be diagnosed by an “appropriately regulated” health professional; the concern being that there is a lack of psychological commentary on the stressors involved.

While the WSIB created an exclusion for interpersonal conflicts, they left the definition of work-related stressor relatively open-ended and undefined. Without further clarification, the work-related stressor could be the job (i.e. high stress, low stress) or factors associated with the job (i.e. environment, conditions). The worker would have to show that the stressor was work-related and was the predominant cause in the development of their condition in order to qualify for benefits.

Discussion and Concerns

For the sake of transparency, it is important to note that this can and will affect an employer’s annual WSIB premium. In order to implement this change, employer premium rates will increase to account for this additional expenditure as costs are shared across the system. As the new experience rating system is not being rolled out in 2019, there could be cost consequences on an employer’s rebate or surcharge position under NEER. When the new experience rating system is in place, employers will experience high class level premium rates and could experience increased volatility in risk band movement.

In general, the problem with this policy is that is lacks specifics, which, without having been addressed during the consultation process, will lead to added expenses to employers and workers as they drag out a claim and accrue loss of earnings and bear the legal costs of appealing the claim through the compensation system as a whole.

Expanding the policy to allow workers to be diagnosed with mental stress by any regulated health care professional dispenses with the requirement of workers under the current traumatic mental stress or PTSD policy to see a psychiatrist or psychologist before the claim can be adjudicated. While this makes for the possibility of over-medicalization, it means that individuals in rural areas that don’t have access to a mental health professional are not unfairly excluded.

For employers that worry this access makes it too easy to be diagnosed with a mental health problem as workers aren’t diagnosed by a mental health expert, the WSIB has built in a condition that ongoing entitlement may need to be confirmed by a psychiatrist or psychologist; this could limit claim costs if ongoing entitlement is not confirmed, which could have a substantial impact under both NEER and the new proposed experience rating system.

Furthermore, given the lack of clarity in the predominant cause test, greater control over diagnostic requirements should have been implemented. As it stands now, initial entitlement decision-makers can consult a primary health care provider’s clinical notes in weighing work-related versus non-work-related stressors and the impact of each on the development of the mental stress. However, the distinction of psychiatrist and primary physician is an important one that was overlooked in the consultation process; psychiatry is a specialized branch of medicine that requires “comprehensive biological, psychological and social evaluation to understand the illnesses” in order to diagnose and treat[1]. A concern is that primary health care providers will not be able to appropriately identify the impact of each stressor on the development of the mental stress injury.

The problem with the second part of the entitlement criteria for chronic mental stress claims, is ultimately the distinction between high stress and low stress jobs. While it is an important distinction to make, the lack of specificity in this policy is questionable. For example, what is considered a high stress job? There is also a lack of clarity on what criteria will be used in determining what is considered to be a high stress job and whether a worker’s subjective experience of stress is accounted for in determining whether a job is said to be a high stress job or if it falls into the harder-to-meet low stress job. One problem of not using specifics is that it leaves the WSIB without direction.

Ultimately, the problem is that without specifics, the Tribunal will have to establish new, foundational case law. With the current Tribunal backlog, it will be at least a few years for claims to get to the Tribunal, leaving the majority of workplace parties without a solid foundational understanding of entitlement for these conditions. Meaning, while Vice-Chairs establish the case law over the next few years, adjudicators and case managers will be without clear direction on the questions of what is considered a high stress job, what criteria is used in assessing this, what is considered to be “over time”, and whether a worker’s subjective experience of the stressor makes it more high stress (i.e. increased susceptibility stemming from pre-existing psychological trauma).

Cyclically, more of these decisions will be appealed to the Tribunal resulting in additional expenses for employers if they have to hire a legal representative for claims at the Tribunal or combat workers’ interpretation of high stress. The lack of specificity will additionally increase the backlog at the Tribunal, dragging already lengthened claims out, which will have significant cost implications for employers if their claim falls outside the claim window during the appeals process as cost recovery becomes virtually unachievable.

[1] https://www.cma.ca/Assets/assets-library/document/en/advocacy/Psychiatry-e.pdf

When an employee becomes sick or injured, it can deal quite a blow to your company. Not only does their absence affect the morale and overall atmosphere of the work environment, but it can harm productivity and can be costly to the business.

Having a solid Disability Management (DM) program in place is key to minimizing the harm to your company and providing the best possible support to the injured worker. Even if your business has a great track record of having healthy employees, a single incident is all it takes to cost the company money and productivity. By putting your DM program into motion now, you can save yourself a significant amount of money and headache later on.

There are 3 main benefits of implementing an effective DM program:

  1. Cost savings to the business

After payroll, Workers’ Compensation premiums are the largest employment related expense that a business will have. Just like any other type of insurance, the larger your company’s claims are, the higher those premiums will rise. Furthermore, when your employee is away because of illness or injury, the level of productivity of the company drops, costing you even more money.

Having an effective DM program in place will help to both to reduce the number of incidents and to lessen the amount of absenteeism through return to work strategies.

  1. Expedited health care

If you or a loved one has ever required specialized health care, you know how long wait times can be. Much of employee absenteeism due to illness or injury could actually be eliminated if they had quicker access to the care they need.

TeksMed is the largest privately-held Canadian provider of expedited health care services, which means your employees can obtain specialized tests and treatment such as MRIs, CT scans, specialist consultations, etc. in a fraction of the time that they would otherwise wait going through the public system. For an employee to receive an MRI for example, they might have to wait more than 11 weeks through the public system – compared to as little as 2 days through TekMed’s expedited health care.

TeksMed continues to provide expedited health care to hundreds of Canadian companies, at no additional cost, through its DM programs paired with custom return to work plans for their employees.

  1. Employee Recruitment and Retention

Showing your employees that you care about their well-being helps to create a positive work environment and team atmosphere within your company. When employees know that you have their backs with tangible perks such as expedited health care, they tend to be happier and more productive. A company culture develops in which employees are actively engaged in their own safety and well-being.

These benefits along with the positive working environment you create go a long way toward helping you recruit and retain the best employees. This in turn helps to make your business more productive and profitable.

Investing in well-crafted and effective Disability Management programs is an investment in your business. It is an investment for which you can expect to receive significant returns in the form of cost savings, productivity and employee engagement over the long term.

If you are interested in getting started on your own DM program, contact the TeksMed team today!

Illness and injury can happen to anyone at any time. In fact, the chances of experiencing a disability for three or more months before the age of 65 is one in three and if you have an employee who is recovering from an injury or illness, they may require help and support in getting back to work.

At the core of all business goals is profitability and increasing sales. Other goals such as exceptional customer service, quality products/services and process improvement are in place to ultimately achieve that one main goal: profitability and increased sales. HR processes are embedded in achieving these goals: hiring the right people, setting expectations, motivating them and ensuring that they are happy and ultimately productive. If employees are at work and performing, business thrives.

On the other hand, illness and injury can result in absenteeism. Taking leave can result in lost time and consequently lost money. Disability management programs are put in place to streamline this process. At TeksMed, we understand that there are a number of factors involved in helping an employee get well again and back to work. That is why we use a four-pronged strategy to help employers ensure that their disability management programs are effective and successful.

In this article, we outline our top four strategies for disability management:

 

Strategy #1: Early Intervention and Support

It is common knowledge that the sooner patients receive care, the more likely it is that they will make a good and timely recovery. Yet, wait times through our present healthcare system can be extensive. With TekMed’s exclusive QuikCare expedited health care service, an injured worker can receive care significantly faster.

For example, the average wait time to see a specialist through the public system is 9.4 weeks [1]. Through QuikCare however, the average wait time is only 1 week. To receive an MRI through the public system, patients must usually wait more than 11 weeks – but with QuickCare the MRI wait time is less than 3 days.

Through early intervention and support, injured workers can be diagnosed sooner and begin treatment earlier. In turn, they have a better chance for a full recovery.

Strategy #2: Seeing the Ability

Even if an injured worker is unable to perform all of the tasks that they did prior to their injury, it does not mean that they are unable to work at all. In fact, allowing an employee to do the tasks that they are able to will help maintain a connection and can be beneficial for their psychological health.

Providing the necessary support for an employee to return to their job may be as simple as ensuring they have a ride to work, reducing their hours or offering more frequent breaks. Solutions like this cost little to no money for the employer, but they engage the employee and help with reintegration.

Strategy #3: Communication

Communication is a vital part of any disability management program and any employer/employee relationship.

If a worker is off on disability leave, it can be helpful for a manager or other member of your team to periodically make contact to see how the employee is doing. Having these calls scheduled at specific times is recommended so that the recovering worker does not feel imposed upon.

Once the employee is back to work, communication is just as important. Whether the injury is a physical one or they are suffering from a mental condition such as PTSD, an employee coming back on the job may require special accommodation. Keeping the lines of communication open is key to knowing and providing what they need.

Strategy #4: Setting Goals

Finally, no disability management program would be complete without setting clear, measurable goals. These goals may be return to work goals – such as setting targets for return to work dates or duties for the employee to perform. They may be accommodation goals such as changing shifts or reconfiguring a work station. You may also wish to set communication goals such as having weekly or bi-weekly meetings with the employee to ensure that they are getting what they need to integrate back into the team.

By working with the employee to set these goals, it will help them to feel that they are part of the process and you will be able to get feedback on whether the goals are realistic.

Managing employee’s disability is a challenge for most employers, but with the right support it can be a success. For more information or to schedule a consultation contact TeksMed today.

 

[1] https://www.fraserinstitute.org/studies/waiting-your-turn-wait-times-for-health-care-in-canada-2016

When an employee is away on disability leave, it can cause both professional and personal turmoil for the employer. On one side, the employer must manage the employee’s duties while they are on leave either by redistributing them among the team or by hiring a temporary replacement. Additionally, there are the legal aspects to consider including making sure that all the appropriate forms and reports are completed (for example: WCB, STD, LTD or EI). On the other hand, there is the human aspect. A manager will want to know how to best show support for an injured employee but may feel nervous that they are crossing professional/personal boundaries.

So, how can an employer best show that level of support while still managing the logistics of an employee off work? Communication is key.

When does communication begin?

Ideally, communication should commence prior to an employee’s leave. In other words, it should be embedded in company policy. By implementing a policy that informs employees that their manager(s) will be in touch with them during extended sick leaves, the occasional phone call or email will not come as a surprise.

Depending on the employee, it may be better to establish scheduled calls. Believe it or not, most employees want to be kept in the loop while they are away; however, if they are already under stress due to an illness or injury, it is better practice to keep your contact with them predictable.

Who should communicate with the employee?

In most cases, it makes sense for an employee’s direct supervisor to do the bulk of the communication, but if there has been a conflict between employee and supervisor, then assigning another person may be better suited in specific situations.

Businesses also consider using a third-party company with disability management experts that can provide a layer of confidentiality between the employee and the employer while providing expert advice to help the employee get back on the road to recovery.

What should be communicated?

The first thing that should be communicated to an employee is that you care. This can be accomplished by simply asking how they are doing. Don’t ask for specific details that might pry into their privacy – but ask them how they are doing.

Ask if they are getting the help they need. Don’t assume your employee knows everything that is available to them through their benefits packages. Take some time to ensure that they are aware of the help that is available. Also, be sure to listen to see if you can assist with anything else they need. For example, would your employee be able to return to work sooner if they were offered accommodations or had provisions to take more frequent breaks? These are low-to-no cost solutions that might benefit you both.

Employees on leave may be experiencing feelings of anxiety or guilt for projects that they had to leave unfinished. Keeping an open dialogue can help relieve some of this stress while helping your employee to feel more connected to the company while they are away and to aid in an easier transition back to work.

Managing a sick or injured employee is never easy, but the right communication can go a long way to alleviate many issues. If you would like more guidance for your particular situation contact the professionals at TeksMed today.

The summer of 2017 will forever be etched in the memories of many British Columbia residents – this year has officially been declared as the worst wildfire season on record. At the peak of the fires this past July, over 45,000 people had to be evacuated from their homes and over 894,491 hectares have been burned. To date, just under 7000 B.C. residents are still displaced while thousands more are living under constant evacuation alert and the total cost so far is about $383 million.

The province is still under a state of emergency but slowly and steadily, people are being allowed to go back in to their homes. The weather is expected to cool which may bring some relief but there is also risk of high winds and thunderstorms that could potentially spread the fires to other areas.

The good news is that the B.C. fire crews consisting of 3,900 personnel are working diligently to extinguish the blazes and evacuation centres in Kamloops and other parts of the province are providing emergency shelter for those still displaced.

Relief Efforts

While fire crews work to control the wildfires and eventually extinguish them, Canadians from across the country have once again stepped up to the plate to help those in need. A number of community organizations are doing their part to ensure that those who are displaced have sufficient clothing, food, and medications.

Funds have been donated by individuals and businesses. Even Larry Thomas, a.k.a. Seinfeld’s “Soup Nazi” took up the call to help raise money for the cause.

But more help is still needed. In addition to meeting the needs of those still in emergency shelters, there will be the cost of rebuilding, temporary housing, as well as providing support to those who have lost their livelihood to the fires.

Moving forward

For those of us who have never been through a crisis like this, we can only imagine what it must be like looking out to the horizon to see a cloud of smoke in the atmosphere and knowing you may be forced from your home at any time.

At TeksMed, we are happy to do our part to provide relief to those affected by the B.C. fires by supporting the efforts of the Red Cross. We ask our friends, families and clients to consider how they might help as well.

Should you wish to donate to the British Columbia Fires Appeal, you may do so on the Red Cross website or you may donate $10 to the Canadian Red Cross by texting “FIRES” to 45678. Let’s stand together with our brothers and sisters during this time.

As the sole funders of WorkSafeBC, it’s safe to say that employers are alarmed when seeing major fluctuations in premiums. Where is the consistency? On May 25, 2017, the Board of Directors approved the release of a discussion paper with options and proposed policy amendments regarding permanent disability award calculations. The proposed idea is “whether to stop using the projected total cost of permanent disability awards when calculating an employer’s experience rating (ER). Instead, WorkSafeBC would like to include the amounts of these awards as they are paid out to workers over time.” The goal behind this is to stabilize costs for employers.

A lot of employers spend ample time and money on Occupational Health and Safety with the goal in mind to be incident free. Employers in most industries realize that this isn’t always attainable. Incidents do happen and they need to be managed efficiently. This means offering modified work with respect to the injury, ensuring that employees receive appropriate medical aid; and if they lose time, they are able to return as fast and safely as possible. Efficient claims management is in the best interest of both employees and employers.

When it comes to claims costs, even with strong claims management efforts there are still costs that employers cannot control. Every now and then employers will experience a spike in their claims costs due to these unfixed costs. These costs, accrued from the single injury year, will typically impact premiums for the 3 years to follow. Specifically, with permanent disability awards that are issued, even if lost time and medical aid costs are minimal, disability awards add a hefty sum to the claim year, affecting future premiums. For all employers, but especially smaller ones, the cost of disability awards increase premiums significantly. Even employers who are able to maintain low premiums on a long-term basis can be hit with a claim that qualifies for a disability award and experience the negative impact this has on their experience rating assessment (ERA).

Therefore, the discussion is being opened for stakeholders, like yourself, to comment before September 15, 2017.

How does this work?

Rather than a permanent disability award being paid out as a lump sum, it will be paid out over time to the employee. Similar to the current system for other costs, only what is paid out over the 3 experience rated years will affect the experience rating for the respective injury year. The costs will only be what is paid out in those three years toward this disability award and the rest will be absorbed by the industry.

Current example: A 30-year-old employee makes an annual income of $50,000. He is injured in 2015 and granted a disability award for 2.5% of his annual income until retirement age (65 years old.) If paid out in a lump sum, this would be $43,750 in claims costs attached to 2015. This will impact the employer’s premiums in 2017, 2018 and 2019.

WSBC proposed changes example: Using the same scenario in the example above, the $43,750 will be paid out over 35 years until the employee is 65. Only $1,250 would be paid out per year in this example, therefore only $3,750 would contribute to the 2015 claims costs for this employer in turn effecting premiums for 2017, 2018 and 2019. The remaining $40,000 will be absorbed by the respective rate group the employer belongs to.

 

What does it mean when costs are absorbed by the rate group?

When costs are absorbed by the rate group, these costs will no longer affect employers individually but rather as a whole. In turn, these costs affect base rates. As most employers realize, even those in a discount, base rates will always effect what is being paid in premiums. This proposed idea may warrant some concern, in regard to the outcome this will have on base rates; however, WSBC has determined that most rate groups will only see a 0.005% increase to their base rates, while rate groups with more risk may experience a 0.01% increase. They are estimating, these absorbed costs will only impact base rates by a cent or a fraction of a cent.

We feel that this will have a positive impact on employers from all industries. This proposed amendment will stabilize claims costs in some regard for those employers greatly impacted by disability awards and protect them from seeing spikes in their surcharge or discount. It will have a smaller impact on the ERA because it will be a reduced amount paid out until it no longer effects the employer. TeksMed encourages you to read the full discussion paper on WorkSafeBC linked below. The consultation period for this item will end on Friday, September 15, 2017. We would love to hear your feedback and answer any questions you may have regarding this proposed amendment.

Find the discussion paper and the ability to comment on the link below:

https://www.worksafebc.com/en/law-policy/public-hearings-consultations/current-public-hearings-and-consultations/proposed-policy-amendment-remove-capitalized-values-permanent-disability-awards-er-calculation

 

For many years, the WSIB struggled with an enormous unfunded liability which soared to a massive $14.2 B in 2011. Since that time, the UFL has been cut by more than half to its current level of $5.6 B. This reduction will allow greater flexibility both to serve injured workers and to reduce the premiums that employers pay for WSIB.  This will amount to an additional $250 M which will remain in the Ontario economy[1].

In 2017, employers (province wide), will see a decrease in premium rates – the first premium rate decrease since 2001[2]. Initially WSIB announced the decrease, stating that Schedule 1 employers would see an average decrease in premiums of 5 percent. This statement was recently amended when WSIB issued a notice to advise that premium rates were erroneously calculated using higher Past Claim Costs; as such all premium rates were recalculated, leading to decreases for more rate groups and an increase in the average reduction to 6.2 percent.

Although many industries will not be among those attaining the decrease, it is nevertheless good news that their rates will remain stable after years of steady increases. The only industries that will see rate increases in 2017 will be municipalities and paramedics due to presumptive PTSD legislation.

Click here to see if your business’ rate group will see a further decrease: WSIB 2017 Premium Rates

Rate Framework  Modernization

Many Ontario employers have come to understand that the premium rate alone does not determine actual annual WSIB related costs.  The current experience rating systems, designed to reward employers with low injury costs and penalize those with high injury costs, add or subtract a substantial amount from the initial premium. Anyone familiar with the terms ‘Projected Future Costs’ or ‘Actual Injury Frequency’ will attest to the statement, “workplace injuries in Ontario are expensive!”

In 2019, this current structure, made up of three separate experience rating systems, is expected to undergo major modernization; WSIB has proposed and is in the final evaluation stages of one unified experience rating system which will evaluate employers individually to establish premium rates that take into account business activities, payroll and claim costs over a 6 year period. 2019 premium rates would therefore take into account experience from 2012-2017, with the latter three years bearing the greatest impact.  This new rate framework is more aligned with the systems used by other provincial compensation boards.

[1] News release: WSIB Announces First Premium Rate Reduction Since 2001 – (Sept 14, 2016) – http://ow.ly/iqzl305prNL

[2] WSIB: 2017 Premium Rates – http://ow.ly/JM83305psgk

What Employers Need To Do Now

WSIB has kept Ontario employers apprised of upcoming changes through technical sessions, consultations and online publications. Employers must take an active interest and stay engaged throughout the developments in efforts to understand exactly what this change will mean for their business.

Although the changes are a few years away, now is the time to act.

Employers should take the time to thoroughly evaluate their past and current claims experience; take the opportunity to review policies and procedures regarding incident reporting, accident investigation and return-to-work practices; consider merging new and historical data for more comprehensive reporting that may highlight operation trends or weaknesses; make changes as required to ensure that you are in the best position possible when the new rate framework comes into effect.

While it may seem like an overwhelming task, the good news is that it is a task that will pay off.

For additional information or a consultation, you can engage the help of our experts by contacting TeksMed at 1-877-850-1021.

Introduction

The Workplace Safety and Insurance Board (WSIB) is conducting consultations into Work-Related Mental Stress policies that would come into effect on January 1, 2018. The point of these policy consultations is to allow employers and workers to voice specific concerns over the proposed changes. The proposed changes extend benefit entitlement to a worker for traumatic or chronic mental stress arising out of and in the course of employment; this does not include decisions or actions of employers relating to discipline or termination.

The WSIB is undertaking to expand the Work-Related Mental Stress policy as there have been decisions at the Tribunal that have found the limits currently placed on entitlement criteria to be unconstitutional. While Vice-Chairs at the Tribunal are not bound by other WSIAT decisions and each appeal is decided on its own merits, over the past few years the Tribunal has issued several decisions (i.e. Decision No. 2157/09) that determined that the provisions in the Workplace Safety and Insurance Act, 1997 (WSIA) limiting entitlement only to mental stress that “arises from an acute reaction to a sudden and unexpected event” violate the equality guarantee in section 15 of the Canadian Charter of Rights and Freedoms (Charter) and are therefore unconstitutional.

Under section 15 of the Charter, every individual is considered equal under the law without discrimination based on mental or physical disability. The WSIA and WSIB Operational Policies discriminate as they limit entitlement to mental disability arising from an acute reaction to a sudden and unexpected event and do not permit entitlement to chronic mental stress. As a result, they can be said to violate section 15 of the Charter. It has become necessary to change WSIA and the policy to account for this discrimination and collect money through increased premium rates in order to fund the costs of entitlement to these conditions; costs that would have been paid through increased premiums regardless of implementation, as the cost of paying down the unfunded liability is spread across all employers.

As a result of the Tribunal’s decision and resulting lobbying efforts by various stakeholders, amendments to the Act have been proposed. This policy change is broader in scope and more inclusive, whereby it makes access to benefits significantly easier to obtain. Some examples of this broadened scope are: allowing any regulated health care professional to make a diagnosis, eliminating the restriction on using a particular version of the Diagnostic and Statistical Manual of Mental Disorders (DSM) and allowing workers with high stress jobs to be more easily covered.

Although the requirement to use a particular version of the DSM or an Axis 1 diagnosis was removed, the diagnostic criteria remained the same where workers need to be diagnosed with a condition in accordance with the DSM, including but not limited to:

  • Acute stress disorder
  • Post-traumatic stress disorder
  • Adjustment disorder
  • Anxiety or depressive disorder

Unlike the general trend among the various Workers’ Compensation Boards involving expanded benefit entitlement for mental health issues, the amendments to WSIA will not be retroactive. It will apply to claims with accident dates on or after January 1, 2018[1].

Traumatic mental stress

Under the current WSIB Operational Policies, there exists a policy for traumatic mental stress. The changes that are set to take place January 1, 2018 for traumatic mental stress are amendments to the current policy. As with the overall policy change, the amendments to the traumatic mental stress policy favour inclusivity.

One of the amendments is to remove acute reaction from the policy criteria. The traumatic mental stress policy currently says that unless a worker has an acute psychological response within four weeks, the response is considered delayed and there must be clear and convincing evidence to demonstrate that the response is from a sudden and unexpected traumatic event. This has had the effect of limiting workers who delay seeking treatment due to stigma and those that take longer to develop psychological symptoms.

While the criteria for a traumatic event has remained the same, there is no longer a requirement for there to be a sudden and unexpected traumatic event – there simply has to be a traumatic event. The WSIB has also removed the requirement for the traumatic event to be unexpected in the normal or daily life of a worker; this change has the effect of allowing the policy to be applicable to professions such as nurses and social workers, who experience traumatic events as a regular part of their job, but are excluded under the PTSD policy for first responders and current traumatic mental stress policy.

Similarly, the criteria for workers to develop mental stress gradually over time due to general work conditions has been removed as well, presumably to make way for chronic mental stress claims.

Chronic mental stress

The chronic mental stress policy proposes three steps to entitlement.

First, worker’s must obtain a diagnosis under a version of the DSM from an appropriate health care professional.

Second, the chronic mental stress needs to be caused by a substantial work-related stressor; a substantial work-related stressor includes bullying and harassment, but the proposed policy outlines two other definitions. For workers in low stress positions, chronic mental stress entitlement will be granted for one or more stressors that are excessive in intensity and/or duration when compared to the normal pressures experienced by workers in similar situations. This definition is modified for workers in high stress positions, where entitlement to chronic mental stress is extended to workers with a high level of stress combined with significant exposure to that stressor.

Third, the stressor needs to be a significant contributing factor in the development of the chronic mental stress. A contributing factor is significant when it’s contribution that is one of considerable effect or importance and more than de minimis. This means that the stressor need not be the only cause of the chronic mental stress, but one that has made a relatively important contribution to the development of the condition. Without further clarification, the work-related stressor could be the job (i.e. high stress, low stress) or factors associated with the job (i.e. people, environment, conditions). The worker would have to show that the stressor was work-related and has significantly contributed to the development of their condition to qualify for benefits.

PTSD

While the PTSD policy for first-responders will remain in place, this proposed policy change will no longer exclude workers not employed in designated positions. An unintended consequence of this, is it creates a two-pronged approach for certain workers; for workers that have their claim denied under the PTSD legislation, as an alternative, they might be able to meet the easier test under the traumatic mental stress policy. The problem with expanded coverage is that it increases premium rates across the spectrum of classes. Some employers have voiced criticism of this new policy with concern that it could put them out of business due to the rising cost of premiums.

Discussion and Concerns

For the sake of transparency, it is important to note that this can and will affect an employer’s annual WSIB premium. In order to implement this change, employer premium rates will increase to account for this additional expenditure as costs are shared across the system. If the new experience rating system is not rolled out by 2019, there could be cost consequences on an employer’s rebate or surcharge position under NEER. If the new experience rating system is in place, employers will experience high class level premium rates and could experience increased volatility in risk band movement.

In general, the problem with this policy is that is lacks specifics, which, without addressing during the consultation process, will lead to added expenses to employers and workers as they drag out a claim and accrue loss of earnings and bear the legal costs of appealing the claim through the compensation system as a whole.

Expanding the policy to allow workers to be diagnosed with mental stress by any regulated health care professional dispenses with the requirement of workers under the current traumatic mental stress or PTSD policy to see a psychiatrist or psychologist before the claim can be adjudicated. While this makes for the possibility of over-medicalization, it means that individuals in rural areas that don’t have access to a mental health professional are not unfairly excluded. For employers that worry this access makes it too easy to be diagnosed with a mental health problem as workers aren’t diagnosed by a mental health expert, the WSIB has built in a condition that ongoing entitlement may need to be confirmed by a psychiatrist or psychologist; this could limit claim costs if ongoing entitlement is not confirmed, which could have a substantial impact under both NEER and the new proposed experience rating system.

The problem with the second part of the entitlement criteria for chronic mental stress claims, is ultimately the distinction between high stress and low stress jobs. While it is an important distinction to make, the lack of specificity in this policy is questionable. For example, what is considered a high stress job? It will be important to flush this out in the policy consultations as the test for high stress jobs is easier to meet than the test for low stress jobs. There is also a lack of clarity on what criteria will be used in determining what is considered to be a high stress job and whether a worker’s subjective experience of stress is accounted for in determining whether a job is said to be a high stress job or if it falls into the harder-to-meet low stress job. One problem of not using specifics is that it leaves the WSIB without direction.

Ultimately, the problem is that without specifics, the Tribunal will have to establish new, foundational case law. With the current Tribunal backlog, it will be at least a few years for claims to get to the Tribunal, leaving the majority of workplace parties without a solid foundational understanding of entitlement for these conditions. Meaning, while Vice-Chairs establish the case law over the next few years, adjudicators and case managers will be without clear direction on the questions of what is considered a high stress job, what criteria is used in assessing this, and whether a worker’s subjective experience of the stressor makes it more high stress (i.e. increased susceptibility stemming from pre-existing psychological trauma). Cyclically, more of these decisions will be appealed to the Tribunal resulting in additional expenses for employers if they have to hire a legal representative for claims at the Tribunal or combat workers’ interpretation of high stress. The lack of specificity will additionally increase the backlog at the Tribunal, dragging already lengthened claims out, which will have significant cost implications for employers if their claim falls outside the claim window during the appeals process as cost recovery becomes virtually unachievable.

[1] Draft WSIB policy

Over the past few years, the importance of mental health has gained some much deserved attention both in the media and by our policy makers. The Workplace Safety and Insurance Board (WSIB) has made significant progress in recognizing mental illness brought on by stressful conditions in the workplace and has proposed new Work-Related Mental Stress policies that would come into effect the beginning of next year.

However, while mental stress can be just as debilitating as a physical injury, creating policy around it is more complex. Employers are often ill-prepared to address issues that may cause chronic mental stress in the workplace.

Background

Under current WSIB policies, the only type of mental stress disorder that is eligible for a claim is traumatic stress that has been triggered by a sudden and unexpected event in the workplace. This has been deemed unconstitutional as it excludes those who experience expected traumatic events (i.e. paramedics, nurses, etc.) as well as those who may suffer from work-related chronic stress (i.e. workplace bullying).

As a result, various changes to WSIB policy have been proposed which would make it easier for workers to make a claim for traumatic or chronic mental stress.

Proposed changes for traumatic mental stress

Under the current criteria, workers may make a WSIB claim for traumatic mental stress if a worker has an acute psychological response to a sudden and unexpected traumatic event. Such a claim must be made within four weeks of the event or the worker must provide substantial and convincing evidence that their response was caused by the event.

Under the proposed changes, a traumatic event will no longer be required to be sudden or unexpected to be eligible for workers to claim traumatic stress. Additionally, workers will still be eligible to make a claim should their symptoms come on gradually rather than acutely.

Proposed changes for chronic mental stress

Under the proposed changes for chronic mental stress, claims will be considered if the worker has a diagnosis from an appropriate health care provider and if the stress is caused by and significantly contributed to by a work-related stressor such as harassment or bullying.

Concerns about the proposed changes

While it is vitally important that mental health issues be considered under WSIB, many are concerned that the proposed changes lack specifics. For example, the difference between a high-stress and low-stress job have yet to be defined.

This lack of clearly defined terms could lead to workers’ claims being dragged out as the Tribunal navigates their way through the first few years of claims, making new case law as it goes.

There is also concern among employers, that these policy changes will almost certainly result in an increase in WSIB premiums and possibly affect their experience rating as more workers begin to make claims related to mental stress.

The time to prepare is now

It is only a matter of time before the proposed changes for WSIB (or similar ones) come into effect. It is important for employers to learn now what these changes will mean for them.

To learn more about WSIB’s expanded Work-Related Mental Stress policy, click here.

It took Ontario employers many years and counting to understand and get used to WSIB’s soon-to-be old, New Experimental Experience Rating (NEER) system. This experience rating program, along with the CAD7 and MAP will soon be replaced by a new premium rate framework expected to take their place in 2019. In preparation for this major change, employers must welcome a new way of thinking about return-to-work efforts, even when direct financial incentive may not be immediately apparent.

There are many benefits to accommodating those suffering from an occupational injury or illness for both the employer and the injured/ill employee. Benefits aside, the duty to accommodate is a legal requirement under the Workplace Safety and Insurance Act which should be met to the point of undue hardship, in order to remain compliant. Nonetheless, employers like to explore how far they can or should push a particular return-to-work effort, taking into consideration their bottom line, before calling it quits.

The NEER has taught us that if an injury exceeds five days of lost time, that claim will be subject to exponentially higher costs once applied to an account with Projected Future Costs and Overhead; rising in the event of continued absenteeism until maximum claim costs are reached. The majority of Ontario employers do see the financial value in creating accommodations, many who have learned to see it the hard way, by paying high year-end surcharges to WSIB without truly understanding why and how that could have been prevented. An understanding of ‘the system’ helps support well known stay-at-work, recover-at-work and no-lost-time initiatives in workplaces across the province.

What happens to this passion for return-to-work when that financial incentive is gone? Often and in particular when a claim or accident year reaches maximum costs, employers are suddenly less inspired to pay for transportation, top-up wages and invest in assistive aids to support the initiative. Some also question what incentive will exist in the future when there are no more NEER or CAD7 surcharges.

To put it bluntly, there will always be surcharges. The main difference will be having to pay them at the beginning of the year through inflated premiums, rather than at the end. All insurers and WSIB is no exception, adjust premiums to better reflect a company’s individual performance, taking into consideration a number of factors in order to assign more or less financial accountability; one factor which can be managed is the total cost of claims. The review window for WSIB will be moving to six retrospective years under the new premium rate framework for both construction and non-construction employers. The total costs considered will be the total costs of actual benefits paid in a given year (Discounted Past Awards vs. Total Limited Claim Cost). It is therefore no longer relevant whether or not your claim or accident year is ‘maxed out’ under the NEER after Projected Future Costs and Overhead are applied. The total cost of all benefits continues to grow as employees sustain injuries and remain off work. Assisting them through recovery and creating accommodations will always be the key to reduced costs, today and in the future.

For more information on how you can prepare your organization for the upcoming changes, please feel free to contact our team. We are already working with our clients on ensuring they are in the best possible position entering the new system.

Workers’ compensation claims are expensive in more ways than one. Not only can they result in an increase in employer’s premiums and consequently lost efficiency due to absenteeism, but they can also cost the company future contracts. This is because the company’s safety record is often used to pre-qualify them in the bidding process. In the construction industry for example, a company’s workers’ compensation rating is an extremely important factor in their ability to win contracts.

Given the importance of this rating to the company’s profitability, it can be tempting for businesses to downplay the severity of their claims, and in some cases, to avoid claims altogether. In this article, we will discuss why this is ultimately not a good idea and what businesses can do to legitimately reduce their amount of compensation claims.

Claims Avoidance

According to two different Canadian surveys, it is estimated that approximately 7-8% of plausibly compensable workplace injuries and illnesses are not reported to the Board. When corporations, CEO’S, VP’s and owners are charged and convicted with claims avoidance and other violations, the WSIB and WCB register and publish these results.

The most common violations include but are not limited to:

  • Failure to notify the Board within 3 days of learning of the injury;
  • Making false or misleading statements regarding worker entitlement; and
  • Suppression actions against employees including pressure not to submit (or to withdraw) claims, providing false information, under-reporting severity and wage continuation (in place of filing a claim).
  • By avoiding a workers’ compensation claim, both the employer and employee are taking on a huge risk. In most cases, the employee (who is compensated under the WSIB or WCB) will receive better and longer benefits from the Board than they would be able to obtain from their employer – helping to ensure that they receive the support required before returning to work. For the employer, making the claim means that they will not assume the legal risks associated with “burying a claim”.

Staying Competitive Through Health and Safety and Effective Claims Management

Since claims are costly – but claims avoidance can be even more so, the best strategy for a business to keep a good compensation rating is through outstanding health and safety initiates and claims management programs.

In order to stay competitive, it is recommended that companies:

  • Implement comprehensive policies, procedures and standards when it comes to health and safety in your work place;
  • Take a proactive approach as a health and safety leader by participating in voluntary programs like Safety Groups in Ontario or Partners in Injury Reduction in Alberta. These programs are designed to assist you in building effective health and safety management systems.
  • Consider attaining a Certificate of Recognition (COR) – this is nationally recognized certification that is endorsed by participating members of the Construction Safety Associations (CFCSA);
  • Implement effective injury and return-to-work management programs that help reduce the amount of lost time you experience.
  • By making a commitment to employee health and safety, employers are benefiting both their workers and their own companies as a whole. Not only will employers be helping their employees remain healthy but they will also be protecting the profitability of their business.

If you would like more information on how you can avoid losing contracts because of costly workplace injuries, contact the team at TeksMed today.

TeksMed has always been on the leading edge of disability management and now there is a new executive team at the helm to take the company to the next level – providing employers and individuals with innovative services to manage both work-related and non-work-related injuries and illnesses.

Following a company buyout in February, 2016, TeksMed Services is now led by President, Tony Culhane and chartered accountant Jeff Hunt. Together, they bring a wealth of experience and industry knowledge to the company.

Culhane and Hunt are both eager to ensure that the company will continue to provide the same world-class disability management service that its clients have come to expect – but clients should not be too surprised to see some exciting new developments as well in the months ahead.

Who is Tony Culhane?

Tony Culhane immigrated to Canada from England in 2007 bringing with him over 20 years of experience in the disability claims management industry.   A highly sought after expert, Culhane has been invited to give lectures on the topic throughout Europe and South Africa.

By 2012, Culhane was the President of TeksMed and was instrumental in developing a set of best practices for the firm. Culhane has not only brought a wealth of knowledge to the company, but his quest for continuous improvements has also led to some innovative offerings. “What sets us apart from other companies,” says Culhane, “is that we are offering services that are totally unique, such as our new expedited health care.”

Wait times for medical care and tests such as MRI’s can be lengthy – all the while, an individual’s condition may be worsening. With innovative new solutions such as expedited health care, TeksMed can help individuals gain access to needed care with a fraction of the time it would otherwise take. And this is just one of the exciting new developments that the company has in store for its clients!

Who is Jeff Hunt?

Jeff Hunt is a chartered accountant and 50/50 co-owner of TeksMed. As an expert in providing assurance along with taxation services to both private companies and not-for-profits, Hunt brings exceptional value to the TeksMed team. His financial background and extensive experience in financial reporting ensures the credibility and stability of the company going forward. “There is a great deal of trust and responsibility involved in operating a company like ours,” says Hunt. “Employers rely on us to support them in addressing financial and legal matters and ultimately save time and money.”

What’s next for TeksMed?

TeksMed has long been known as a provider of top quality disability management, and absence management for the workplace; but there is more that can be done.

TeksMed is a proudly 100% Canadian company that provides expert service in every province and territory. Best in class services include providing clients with full access to a team a paralegals and access to VIP healthcare for injured workers.

Under the leadership of President, Tony Culhane and partner Jeff Hunt, TeksMed will continue to grow and thrive as Canada’s leader in disability management.

With a new year, comes opportunity for new goals and objectives. For most businesses, reducing costs and increasing revenue is usually on the radar.

Regardless of your industry, there is a systematic process that can be implemented as a means of identifying and mitigating costs associated with workplace injury or illness.

The cost of employee absenteeism typically exceeds the employee’s salary, contributes to a decrease in operational productivity and workplace morale. It is therefore critical for employers to remain informed and be proactive by dedicating time and effort to implementing a plan that efficiently and effectively confronts the obstacles that contribute to prolonged employee absenteeism and ultimately high costs.

The experts at TeksMed encourage all employers to go through the 5-step system below which helps mitigate costs associated with risk in the workplace:

  1. Get to know your WCB/WSIB experience rating systems and performance. 
    Knowledge is power. It is important to understand the financial implications of workplace injuries and illnesses that may arise. Therefore, it is beneficial to familiarize yourself with the way in which your province’s Workers Compensation Board calculates claim costs and premiums. Getting to know the experience rating systems will allow you to better evaluate whether or not your company’s current ‘injury-management’ or ‘return-to-work’ programs are effective in mitigating costly and timely claims.There are various reports that summarize your company’s trends, costs and annual premiums which are available online through the various respective provincial compensation boards. If you have not signed up to access and review your statements, we encourage you to do so.
  2. Identify areas within your organization that may benefit from special attention. Depending on the size and structure of your business, this could be an easy and straightforward exercise or one which may require further data analysis. Ensuring that detailed information pertaining to workplace incidents is recorded is both a requirement and also a practice that will allow you to later review and interpret trends (note – digital data management is always preferable to binders and filing cabinets). Consider the different factors that may be contributing to high incident frequency, longer periods of lost time or more generally, higher costs. Are there one or two rate groups, locations or work sites within your business that may be affecting claim costs and lost time? Recognition and identification are the first steps to developing solutions.
  3. Implement processes and protocols. Once you have identified the potential risks or risk areas in your workplace, it is time to devise and implement a mitigation solution. We encourage you to devise a plan that not only addresses the issue at hand, but is also proactive in decreasing the likelihood of reoccurrence. Ensure that you communicate your findings and initiatives to members at all levels of your organization. Transparency results in company-wide buy-in which more often leads to successful outcomes.
  4. Review. Creating and implementing programs for process improvement is only half the battle. Following implementation and/or improvement, it is important to review and finesse the approach. Consider comparing relevant historical data to determine the effectiveness of any improvements that may have been made. For example, if you have refined your workplace injury management procedures to include sedentary office work as a temporary accommodation available for workers who typically work off-site, perhaps there will be a notable difference in the amount of cumulative lost time accrued during a period prior to and following this initiative.Your approach should be both measurable and quantifiable. This is the key to consistent improvement.
  5. Repeat.

    Create a systematic approach and commitment to improving your workplace and most importantly the welfare of your employees. Continue to monitor your progress and adapt accordingly to changes in your industry and provincial regulations.

Make 2016 count! Should you require the expertise of TeksMed, our roster of over 80 specialists in healthcare, business, claims and disability management are available to support and provide insight into best practices and solutions.

All in all, 2016 was not exactly the best of years. You are no doubt aware of many of the great talents that the world lost this year including David Bowie, Mohammed Ali, Gene Wilder and most recently, Canadian icon Alan Thicke. You may be less aware however about the staggering number of workplace related injuries and deaths that occurred across the country.

According to recent statistics from the Association of Workers’ Compensation Boards of Canada (AWCBC), there are nearly a quarter of a million injuries over the course of one year[i] and more than 2.5 work related deaths every single day.[ii]

Surely, it must be one of the most tragic events for a family to have to go through – to have a loved one leave for work one morning only to return seriously injured– or worse, not to return at all.

It is worth noting that workplace injuries can in fact, be a nightmare for the employer as well. While there are certainly some unethical employers out there, most of them value and respect their employees. They care about the health and safety of those on their payroll. When injuries in the workplace occur, they are often times blatant accidents.

But accidents can be costly. Not only might an employer lose a valued employee for an unspecified amount of time, accidents can also have a major impact on their WSIB premiums.

So will 2017 be any better than 2016? We may not be able to control how many celebrity legends we lose, but there is plenty that we can do about workplace related injuries!

A special holiday offer from Teksmed

‘Tis the season for giving and showing appreciation and so, we at Teksmed would like to help Schedule 1 employers prepare for a better 2017. During the month of December, we are offering free, no-obligation WSIB reviews to help companies develop injury prevention and back-to-work strategies for the New Year.

Your review can be done in person or if you prefer, it can be completely web-based.

What you will receive

When we say comprehensive, we mean comprehensive! This review will include:

  • A summary report which includes analysis of costs, trends and overall performance
  • A preliminary forecast of WSIB rebate or surcharge
  • A summary of opportunities that Teksmed experts have identified for you
  • An action plan for 2017

When an employer has a report as comprehensive as the one that we provide, it becomes much easier for them to plan their workers’ compensation management strategy. Areas that require improvement stand out and their health and safety professionals frequently rely on these reports in order to develop more effective prevention programs and return to work strategies.

The result? A safer workplace. A healthier workforce. And lower costs for the employer. In short, everybody wins.

Employers across Canada have been relying on Teksmed to assist them with workers’ compensation issues for over 20 years. Now is your opportunity to find out what our 600+ company clients already know.

If you are a Schedule 1 employer and would like to take this opportunity to receive a free comprehensive review of your WSIB accounts, then contact Teksmed and book your consultation before December 23, 2016.

[i] http://awcbc.org/?page_id=14

[ii] https://www.ccohs.ca/events/mourning/

Preventing and managing physical work-related injuries, in many ways, is much simpler than injuries related to mental health. Yet, in particular industries, post-traumatic stress disorder (PTSD) is a very real risk and employers have been widely encouraged to deploy effective management strategies. In recent years, the threat of PTSD has been recognized by legislators and compensation laws have been passed to help sufferers cope with PTSD.

Although the legislation varies somewhat from province to province, in most cases, it is assumed that PTSD is work-related if certain conditions are met. Due to the complex and often long-term nature of psychological injuries, PTSD compensation claims have the potential to be quite costly to employers. Even if an employee does not feel the need to take time off work, the resulting fear and anxiety can greatly affect their productivity.

The good news is that there are effective ways that employers can be proactive in helping employees who are suffering from PTSD.

Back to Work Strategies for Those With Mental Health Related Illness

When an employee with PTSD returns to work, the first step an employer is encouraged to take is to establish an open dialogue. Communication is a key variable in creating a safe and successful work environment. For example, the employee should feel comfortable enough to express triggers and barriers to their employer. Specific items that should be addressed in this dialogue include any job duties that may be problematic, limitations of the employee and any environmental factors or work structure that need to be addressed. Environmental factors may include lighting, noise, security features, etc.

An employer may be required to use various types of accommodation strategies to assist the employee in coping efficiently. These strategies may include implementing a “buddy system”, allowing extended breaks, or providing leave for the employee to obtain professional counselling.

Helping to Prevent PTSD in the Workplace

Common professions that one might expect to find a high incidence of PTSD include first responders, and security guards, but they can occur anywhere that a traumatic event is possible (i.e. a construction site accident or a convenience store robbery).

Employers can help reduce incidences through:

  • Creating awareness about potential job hazards and ensuring that employees feel safe in letting their employers know about personal barriers;
  • Providing support such as ensuring employees have access to EAP, information about counselling, and workers’ compensation;
  • Reducing the stigma surrounding mental health challenges by providing education and enforcing policies; and
  • Providing training – e.g. psychological first aid training.

 

Get started today

While the steps to effectively managing mental health issues in the workplace sound simple on the surface, it can be difficult for employers and employees to take those first steps to establish the right practices, protocols and culture. It is often necessary to bring in the help of experts.

At TeksMed, we specialize in building rapport between employers and employees and are well experienced in helping companies effectively implement measures to create a safe, succesfull and efficient work atmosphere. Our expedited healthcare program aids employees in acquiring the physical and psychological help they need in a timely manner, ultimately providing effective return to work solutions.

If you are ready to start building effective mental health management strategies in your workplace, then contact TeksMed today for a consultation.

The WSIB’s unfunded liability (UFL) has long been a ticking time bomb in the Ontario economy, threatening employers with potentially unaffordable premium rate increases. Fortunately, much hard work on the policy front and a greatly improved back-to-work program have not only ensured premium rates will not rise in 2017, but they will likely decrease for many employers.

At present, the WSIB is proposing further changes to the program which would see current rating systems (NEER, CAD-7 and MAP) unified into a single system and fall more in line with the way that workers’ compensation programs work in other provinces.

In this article, we will review some of the major changes that will take place within the WSIB in 2017; what some of the proposed changes are; and most importantly – what employers should be doing now to prepare.

What the WSIB Will Look Like in 2017

For many years, the Board struggled with an enormous UFL which soared to a massive $14.2 B in 2011. Since that time, the UFL has been cut by more than half to its current level of $5.6 B. This reduction will allow greater flexibility both to serve injured workers and to reduce the premiums that employers pay for WSIB. This will amount to an additional $250 M which will remain in the Ontario economy[1].

In 2017, employers (province wide), will see an average decrease in premiums of 5% – the first premium decrease since 2001[2]. Although many industries will not be among those attaining the decrease, it is nevertheless good news that their rates will remain stable after years of steady increases. The only industries that will see rate increases in 2017 will be municipalities and paramedics due to presumptive PTSD legislation.

What the WSIB Could Look Like in 2019

The WSIB is currently proposing further changes that would modernize the system. The primary change surrounds employer experience ratings – employers would be rated on their individual experience.

The Board is proposing a six-year review window with the most recent three years to be weighted more heavily than the first three years in the window. Therefore, premiums for 2019 would be calculated using experience ratings from 2012-2017.

What Employers Need to do Now

Although the proposed changes are a few years away, it is important for employers to be informed and act now in order to take full advantage of the changes; and it all starts with ensuring that claims are being managed properly.

If you are an employer, we encourage you to review your claims sooner than later. It is important to take a look at your historical and current experience, evaluate your processes and procedures to ensure that you are in the best position possible when the new system comes into effect.

While it may seem like an overwhelming task, the good news is that it is a task that will pay off; and even better news – it is a task that you do not have to do alone.

For additional information or a consultation, you can engage the help of the experts by contacting TeksMed at 1-877-850-1021.

[1] News release: WSIB Announces First Premium Rate Reduction Since 2001 – (Sept 14, 2016)http://ow.ly/iqzl305prNL

[2] WSIB: 2017 Premium Rateshttp://ow.ly/JM83305psgk

Fall is the time when many businesses throughout Canada prepare for their annual budgets. Employers in particular, often choose the fall because this is the time when they will receive their Experience Rating Assessment (ERA).

As it stands, your ERA will directly impact your insurance premiums. A poor rating can result in an increase of as much as 100% over time – but a good rating can – over time – lead to a reduction of as much as 50%.

Since this impact on your premiums (and thus your budget) is not insignificant, we encourage you to pay attention to your ERA and to fully understand its implications for the following year.

How are premiums are calculated?

As an employer, your insurance premiums are calculated using a combination of three factors:

  • Your industry’s base premium rate – this will be a result of how your business is classified based on factors such as the products and/or services that you provide, the type of work performed, materials used, etc. Your direct competitors will have this same base rate as well.
  • Your assessable payroll – this next part of your premium calculation is based on your overall assessable payroll which includes both employees and active shareholders. Each employee’s pay must be reported, up to the maximum assessable payroll.
  • Your firm’s net experience rating – finally, your claim costs are taken into consideration. If your claims are higher than the average employer in your classification, you can expect an increase in your premium rates. However, if claim costs are lower, you can expect to benefit from savings in the upcoming year.

How to calculate your premium:

Using the three factors mentioned above, you can calculate your premium using the following equation:

(Industry’s base premium rate +/- your experience rating) x your assessable payroll = Your total premiums

Why pay attention to your ERA?

Of the three factors that are considered in calculating your premiums, your experience rating is the one that you have the most control over.

After all, your industry is your industry and without significantly changing your business model, you will not be able to change your classification. As far as your assessable payroll goes, this is not easily modified either.

To stay competitive, there is an ideal number of employees that you will need to have – and to attract and retain the best talent, they need to be paid competitive wages.

Therefore, the best way to control the cost of premiums is to keep claims under control. Think of your ERA as being similar to your driving record and accident history for your car insurance. Claims cause premiums to increase – but careful drivers are able to obtain discounts.

 

How to improve your ERA:

The only way to improve your Experience Rating is to have fewer and lower claims. This can be done by improving processes so that employees are less likely to get hurt on the job and it can be done through claims management so that if an employee does get hurt, they receive more timely treatment and return to work sooner.

Both of these strategies tend to require the help of an expert.

If you are looking for a way to improve and assess your ERA – and in doing so reduce your insurance premiums – contact us at TeksMed today for a consultation.

Fall is the time when many businesses throughout Canada prepare for their annual budgets. Employers in particular, often choose the fall because this is the time when they will receive their Experience Rating Assessment (ERA).

As it stands, your ERA will directly impact your insurance premiums. A poor rating can result in an increase of as much as 100% over time – but a good rating can – over time – lead to a reduction of as much as 50%.

Since this impact on your premiums (and thus your budget) is not insignificant, we encourage you to pay attention to your ERA and to fully understand its implications for the following year.

How are premiums are calculated?

As an employer, your insurance premiums are calculated using a combination of three factors:

  • Your industry’s base premium rate – this will be a result of how your business is classified based on factors such as the products and/or services that you provide, the type of work performed, materials used, etc. Your direct competitors will have this same base rate as well.
  • Your assessable payroll – this next part of your premium calculation is based on your overall assessable payroll which includes both employees and active shareholders. Each employee’s pay must be reported, up to the maximum assessable payroll.
  • Your firm’s net experience rating – finally, your claim costs are taken into consideration. If your claims are higher than the average employer in your classification, you can expect an increase in your premium rates. However, if claim costs are lower, you can expect to benefit from savings in the upcoming year.
  • How to calculate your premium: 

Using the three factors mentioned above, you can calculate your premium using the following equation:

(Industry’s base premium rate +/- your experience rating) x your assessable payroll = Your total premiums

Why pay attention to your ERA? 

Of the three factors that are considered in calculating your premiums, your experience rating is the one that you have the most control over.

After all, your industry is your industry and without significantly changing your business model, you will not be able to change your classification. As far as your assessable payroll goes, this is not easily modified either.

To stay competitive, there is an ideal number of employees that you will need to have – and to attract and retain the best talent, they need to be paid competitive wages.

Therefore, the best way to control the cost of premiums is to keep claims under control. Think of your ERA as being similar to your driving record and accident history for your car insurance. Claims cause premiums to increase – but careful drivers are able to obtain discounts.

How to improve your ERA:

The only way to improve your Experience Rating is to have fewer and lower claims. This can be done by improving processes so that employees are less likely to get hurt on the job and it can be done through claims management so that if an employee does get hurt, they receive more timely treatment and return to work sooner.

Both of these strategies tend to require the help of an expert.

If you are looking for a way to improve and assess your ERA – and in doing so reduce your insurance premiums – contact us at TeksMed today for a consultation.

No matter where you live in Canada, you couldn’t help but be affected by the news and images of the wildfires sweeping across Alberta and parts of Saskatchewan. Images taken from space showed the smoke reaching all the way to the east coast. In particular, we were all deeply moved by the devastation that took place in Fort McMurray as residents were evacuated – having to leave their homes – maybe for the last time.

According to some of the latest estimates, the fire covered 522,443 hectares of Alberta and another 2496 hectares into Saskatchewan. Although the graphic images and dramatic rescue stories are not sweeping across social media as they did only a few weeks ago, fires are still raging throughout the provinces.

The good news is that with the help of cooler temperatures and rainfall, firefighters are now holding back the blaze. In total, there are 1880 firefighters with 104 helicopters and 29 air tankers working tirelessly to put out the fires.

Mandatory evacuation orders at the oil sands have now been lifted, and residents of Fort McMurray are expected to be able to start returning home on June 1 on a phased-in basis.

Relief Efforts

In true Canadian fashion, individuals and businesses stepped up to support the 80,000 plus evacuees of Fort McMurray and others affected by the Alberta fires. According the Red Cross website, donations exceeded $50 million.

They came from all sources – from large corporations to children with lemonade stands.

Funding donated to the Red Cross is being used for direct distribution to evacuees, family reunification, food and shelter as well as other basic immediate needs such as water and hygiene kits.

What’s Next?

While the fires are now being held back and on their way to being extinguished, there is much to be done in Fort McMurray and surrounding areas in the coming months.

For now, a boil water advisory is in effect as is an air quality advisory. Employees of Atco are working to restore gas and electricity services to undamaged parts of the city.

As residents start to return to smoke damaged homes and businesses, access to financial assistance and temporary housing will be available through Alberta Works.

The fires finally started to die down, but help is still greatly needed. At Teksmed, we are proud to support the Emergency Relief efforts of the Red Cross, and we encourage our friends, family members, clients and members of the community to do the same. Remember that donations made to the Red Cross before May 31st, will be matched by the federal government. Together, we can help the residents of Fort McMurray rebuild their lives.

Our beloved patio season is here! This means pitchers and pints and projects! Oh my, projects?

Spring is typically prime-project-time for many industries and individuals. A great and popular way to welcome the heat is with a little spring cleaning to prepare both our homes and businesses for the season ahead – and maybe in the process of sorting through it all, we find something of value that we didn’t know we had. While most of us associate spring cleaning with getting rid of “junk”, there are other things we can unload to lighten our burden – this includes high WSIB/WCB claim costs that sit and fester on our account statements year after year.

Companies that experience high costs as a result of workplace injuries may be able to alter this trend with a few operational changes that support workers through their recovery and helps them return to work safely and more quickly; second only to hazard and incident prevention, this approach is guaranteed to significantly reduce future costs. However, if your company has a history of poor performance, it may take a few years for you to realize a financial return on your efforts. While you wait, you do have a few options: mark the calendar each day to commemorate the gradual aging of the ‘bad years’ slowly slipping out of your experience rating window; option 2 is, consider that your business may be eligible for cost relief from prior claim years.

How cost relief works? 

Workers’ compensation boards collect premiums which are used to pay benefits to injured workers. A portion of your annual premium is set aside and placed in a ‘cost relief’ or ‘second injury’ fund.

If an employee sustained a back injury as a result of a car accident six months ago and then aggravates that injury by doing a simple task on the job, is it really fair that the employer bear the full brunt of this expense? We don’t think so, and your workers’ compensation board doesn’t think so either. The fund is in place to protect workers from being discriminated against for any existing or underlying conditions they may have, while simultaneously protecting employers from the full financial responsibility of aggravated injuries or prolonged healing times due to workers’ underlying conditions.

In cases such as this, the employer can apply for cost relief from the board. Following a thorough review, if the request is accepted, the board will absorb a percentage of the cost while the employee continues to receive full benefits. The board will determine what the severity of the workplace incident was and compare it to the severity of the pre-existing or underlying condition. In the case outlined above, they might decide to pay 90% of the cost of benefits, while leaving only 10% for the employer to pay. Costs already applied to your account, would be removed.

How can my business obtain cost relief?

You must make a formal application to the board in order to prompt a review that will determine whether or not your business is eligible for cost relief under the policy for a specific claim. If your request is denied, you may have an opportunity to appeal the decision. The appeal process can be lengthy, often requiring time, patience and persistence; a little expertise here goes a long way.

What is the cost of this process? 

WSIB/WCB related matters are typically dealt with by Human Resources or Health and Safety personnel within an organization. These are key roles that focus on policy and prevention, with the principal goal of ensuring the strength and wellbeing of your workforce. Few business have the time and resources internally for such an undertaking; in this case, spending hours and days reviewing claim files may take the focus away from other critical areas of your operation – a little something called opportunity cost.
Assigning a third party to assist you with this process is often a good idea.

TeksMed clients receive this service for free – it’s part of how we help you achieve a high return on investment in your partnership with us.

Are you ready to see what your business might be eligible for? Get in touch with us today and let the spring cleaning begin!

Let’s talk private health care – a familiar concept just south of the border, may be perceived as irrelevant here in Canada where publicly funded health care is a privilege and a standard. Yes, it’s true that we do not have to pay directly to see a doctor, schedule medical imaging or make an appointment with a specialist. However, the incredibly long wait times and rushed medical services have put a major dent in our public system’s reputation. Despite this, most Canadians are unsure or unaware of an alternative.

Private health care is uncharted territory for most Canadians; it is relatively uncommon, expensive and accessibility is sometimes a challenge. As a result, many individuals shy away from entertaining the option. Contrary to popular belief however, private health care is feasible and combats the apparent constraints within our public system. According to the Ministry of Health and Long Term Care, the average MRI wait time in Ontario for 9 out of 10 patients is 99 days while the wait time for an MRI in BC is the longest in the country (NEWS 1130).That is a very long time – and by the time you are seen, other medical problems may develop or conditions worsen.

Employers are starting to see the demonstrated benefits of perusing private health care options as a means to constructively care for the medical well-being of their employees and deal directly with employee absenteeism.

For argument’s sake, let’s say an employee, Jamie, gets injured. Jamie consults her family physician or a doctor at a walk-in clinic who tells her that she needs an MRI. The MRI reveals that Jamie requires an appointment with a specialist, who then deduces that she’ll need to undergo surgery in order to solve the problem caused by her injury.

Jamie’s story could unfold in one of two ways. Most commonly, an injury that requires several types of medical intervention and appointments is associated with months of wait time in the public health care system. The recovery process can be exhausting, causing emotional, physical and often financial strain. A year or more may pass before Jaime is physically fit to return to work on regular pre-injury duties.

If the private health care sector was accessible in this scenario, there would be likely very little wait time for Jamie’s MRI, specialist appointment or surgery. The medical services provided to her would be amongst the country’s best, allowing the problem to be resolved swiftly and painlessly – ultimately speeding up Jamie’s recovery and enabling an early and safe return to work.

In recognizing the benefits and efficiencies of private health care in Canada, we have made it our goal to curate a nation-wide network of world-class private clinics that in essence, help to combat the challenges that accompany accessibility, affordability and customization.

TeksMed wants you and your loved ones to be secure in your health, with access to the best health care services that our country has to offer; and therefore, we have been working on a plan catered towards individuals and families.

Connect with us today to discover how we can navigate you and your employees towards better health without exhausting your business or your budget.

With a new year, comes opportunity for new goals and objectives. For most businesses, reducing costs and increasing revenue is usually on the radar.

Regardless of your industry, there are systematic processes that can be implemented as a means to mitigate costs associated with workplace risk and injury.

When an employee takes time off work (whether for sick leave, bereavement or short/long term disability), employers are essentially out of pocket. The costs associated will likely exceed the employee’s salary, once taking into consideration decreased productivity, temporary replacements for the individual and decreased employee self-esteem. Employee absences become pricey for businesses and organizations.

It is therefore important for employers to remain informed and be proactive about reducing risk. It is a good idea to dedicate time and effort into implementing a plan to efficiently and effectively confront the obstacles and hic-ups that may come their way.

The experts at TeksMed encourage employers, regardless of their industry, to go through the 5-step system below which will help mitigate costs associated with risk in the workplace:

 

1. Get to know your WCB/WSIB experience rating systems and performance.

Knowledge is power. It is important to understand the financial implications of workplace injuries and illnesses that may arise. Therefore, it is beneficial to familiarize yourself with the way in which your province’s Workers Compensation Board calculates claim costs and premiums. Getting to know the rating systems will allow you to better evaluate whether or not your company’s current ‘injury-management’ or ‘return-to-work’ programs are effective in mitigating costly and timely claims.

There are various reports that summarize your company’s trends, costs and annual premiums which are available online through the various respective provincial compensation boards. If you have not signed up to access and review your statements, we encourage you to do so.

 

2. Identify areas within your organization that may benefit from special attention.

Depending on the size and structure of your business, this could be an easy and straightforward exercise or one which may require further data analysis. Ensuring that detailed information pertaining to workplace incidents is recorded is both a requirement and also a practice that will allow you to later review and interpret trends (note – digital data management is always preferable to binders and filing cabinets). Consider the different factors that may be contributing to high incident frequency, longer periods of lost time or more generally, higher costs. Are there one or two rate groups, locations or work sites within your business that may be affecting claim costs and lost time? Recognition and identification are the first steps to developing solutions.

 

3. Implement processes and protocols.

Once you have identified the potential risks or risk areas in your workplace, it is time to devise and implement a mitigation solution. We encourage you to devise a plan that not only addresses the issue at hand, but is also proactive in decreasing the likelihood of reoccurrence. Many employers find it useful to provide their employees with hard-copy manuals outlining process and protocol for preventing and addressing prospective workplace issues and also responding to them.

 

4. Review.

Creating and implementing programs for process improvement is only half the battle. Following implementation and/or improvement, it is important to review and finesse the approach. Consider comparing relevant historical data to determine the effectiveness of any improvements that may have been made. For example, if you have refined your workplace injury management procedures to include sedentary office work as an alternative for workers who typically work off-site, perhaps there will be a notable difference in the amount of cumulative lost time accrued and decreased costs.

Your approach should be both measurable and quantifiable. This is the key to consistent improvement.

 

5. Repeat.  Create a systematic approach and commitment to improving your workplace and most importantly the safety and health of your employees.

 

Make 2016 count! Should you require the expertise of TeksMed, our roster of over 80 specialists in healthcare, claims, client care and sales are available to support and provide insight into best practices and solutions.