On return from the Health Work and Wellness Conference held on October 20, and 21, 2005 in Montreal, the days of data and presentations swarm in my head, awaiting a chance to enlighten and engage a workforce. The presentations provided food for thought for most organizations in Canada. This tip provides some tidbits of information that was shared. For more information visit the Conference website for access to detailed presentation materials at www.healthworkandwellness.com

Chronic pain has been a continuing challenge for disability management professionals. Over 30% of the population suffers from chronic pain (pain which persists for greater than 3 months past normal healing). The following demonstrates the techniques, which are essential for treatment of chronic pain. This webtip overviews the research and latest legal decisions with respect with managing chronic pain in the workplace.

With more employers developing disability management programs, there becomes confusion about what truly is a disability management issue, which needs accommodation, and what absence is culpable and requires a disciplinary approach? Trying to solve both issues in one program is doomed to failure and confusion. A recent discussion with a national company again brought the need for clarification of this issue to the forefront. This webtip focuses on the difference between attendance issues and disability management issues and the importance on separating the issues in management of lost time.

Many employers are tempted to rely on external investigative procedures to substantiate or disprove a claim of musculoskeletal injury resulting in absence from work. This webtip provides understanding of the impacts of using videotaping when facilitating accommodation in the workplace.

The following article appeared in the most recent OOHNA journal and will provide you with some of the latest research and information on Musculoskeletal Disorders, which makes up over 40% of all Ontario WSIB claims. The webtip examines the causes, treatment and strategies to prevent repetitive strain injuries.

After an injury or illness, some individuals may require time off work. Lost time from work due to disability, costs Canadian employers over $10 billion in benefits, lost productivity, lost sales and administration costs. Income replacement benefit costs are just the tip of the iceberg. 75% -85% of individuals will return to work successfully without concerns but it is the other 15%-25% that will need additional assistance. How do we know which individuals will have complex difficulties with return to work?

As things at the North Pole have slowed down and planning has started for a new year, the Human Resources Professionals at the North Pole are starting to become concerned about how they will recruit and retain valued employees. It seems that Santa and the elves are aging and thinking about the work ahead this year. This webtip focuses on providing strategies for an aging workforce in order to reduce injuries and determine how to create jobs to fit aging employee's capabilities.