Rehabilitation in HKU - University of Hong KongIOD Rehabilitation: Hong Kong Trend At a Glance Very...
Transcript of Rehabilitation in HKU - University of Hong KongIOD Rehabilitation: Hong Kong Trend At a Glance Very...
Injury on Duty & Rehabilitation
(Disability Management) in HKU
Kamela Ma RN, MW, IBCLC, MPHC, OHNHC, CDMP
Health Education / Occupational Health Nursing Officer
University Health Service
Injury on Duty (IOD)
In the PAST
Expected to stay away from work until fully
recovered.
Lost contact and attachment with Workplace and
society.
Some employees never returned to their work.
Early Intervention
Absence Period
from Work
Chance of
Return to Work
6 months %
1 year %
2 years %
50
20
10
Definitions
Impairment
Any loss or abnormality of psychological,
physiological or anatomical structure or function.
Disability
An impairment that restricts the ability to perform
normal daily activities – one of which is .
work
An impairment need not result in a disability
Examples: glasses, hearing aids, etc.
if accommodations are available.
What is disability management?
The process in the workplace designed
to facilitate the employment of persons
with a disability through
(World Health Organization, 2001)
a coordinated effort and taking into account
individual needs, work environment,
enterprise needs and legal responsibilities.
Disability management
emphasizes both:
Accommodation – changes to the work
environment that enable the returning
worker to be productive – involves other
workplace stakeholders.
Case management or service coordination –
identification of barriers to return to work
and facilitation of services to diminish or
eliminate these (medical, counseling, etc.).
Contemporary Disability
Management
Early intervention.
Early return to work.
When medically and safely feasible,
even before fully recovered.
Temporary job placement /
environment modification.
Gradually return to full duties,
without risk of re-injury.
IOD Rehabilitation:
Hong Kong Trend At a Glance
Very early stage of development.
Voluntary Rehabilitation Programme (VRP).
First launched by Labour Department, HKSAR.
Year Target
Mar 2003 Construction Industry
(Pilot Basis)
Nov 2004 Catering, Transportation &
Manufacturing Industries
Aug 2007 ALL Industries
IOD Rehabilitation:
Hong Kong Trend At a Glance
Hospital Authority
Return to Work Programme
Hong Kong Worker’s Health Centre
Community & Occupational Rehabilitation
Service
HKU Case Management:
Injury on Duty (IOD)
Injured staff reported IOD.
± Medical care and Physiotherapy in UHS.
Dept. send a copy of Form 2/2B to UHS since
July 2010.
Occupational Health Nurse keep record of all
IOD cases (since Nov 2009).
Phone contact: sick leave > 3 days;
Sprain/ strain case
Follow-up: continue SL or IOD affects work
Cases that may require Voluntary Occupational
Health Rehabilitation Service provided by
Occupational Health Rehabilitation (OHR) Team
of UHS:
e.g. Sick leave or Light duty > 30 days
Notifiable Occupational Diseases
Case Management:
Injury on Duty (IOD)
Voluntary Occupational Health
Rehabilitation Service Objectives
Maximize recovery potential.
Return to pre-injury productivity as close
as possible.
Relieve psychological burden on early
return to work.
Prevent complications & re-injury.
Enhance staff morale at workplace.
Minimize sick loss and compensation cost.
Voluntary Occupational Health
Rehabilitation Service
Voluntary.
Individualized plan.
Participant may withdraw at anytime.
Legitimate benefits of injured employee
will not be affected.
HKU staff eligible for medical benefits in UHS.
IOD case reported to Human Resource and Safety Office.
Injured staff with direct physical/psychological effect on work.
Priority to injured staff with light duty or sick leave > 30 days.
Notifiable Occupational Diseases.
Eligibility
Referral By
Employee
Department or supervisor
UHS physicians
Rationale
Provide safe and healthy work environment.
Early intervention.
Early return to work.
Long term cost-effectiveness.
Benefits to Employee
Maintain Reduce
Active & Mobile Tissue Stiffness
Self Esteem Stress
Morale Boredom
Financial Security Depression
Productive Work Life Prolonged sick leave
Benefits to University
Increase productivity.
Eliminate day loss.
Maximize human resources.
Enhance communication between staff of
different levels.
Caring Employer.
Collaboration
Human Resource Section (HRS)
University Health Service (UHS)
OHR Team
Department & Supervisor
Injured Employee
Safety Office
Responsibilities - HRS
Send copy of accident report to UHS when
received from Department.
Inform Labour Department (LD).
Provide appropriate document to LD.
Responsibilities - UHS
Occupational Health Rehabilitation (OHR)
Team in UHS
Multi-disciplinary OHR Team (as appropriate)
Safety Office
Department of injured staff
Other Health Care Professionals
Other optional members as required
Occupational Health
Rehabilitation Team in UHS
Director
Designated Physician
Occupational Health Nursing Officer
Occupational Health Nurse
Physiotherapist as appropriate
HKU members (as appropriate)
Safety Officer (Safety Office)
Supervisor of injured employee
(as co-opted member)
Other Health Care Professionals (as required)
Specialists
Occupational Therapist
Counsellor
Other optional members as required
Multi-disciplinary OHR Team
Assessment (physical, psychological, social
and occupational aspects)
Case management approach
Individualized Rehabilitation plan
Responsibilities - UHS
Responsibilities - UHS
Appropriate rehabilitation treatment
Advise for psychological counselling
Regular monitoring (medical & work condition)
Regular meeting
Review rehabilitation plan and progress
Responsibilities –
Department Head / Supervisor
Play a vital role in employee’s early return to work
Report injury incident to HR by filling in Form 2/2B.
Form 2/2B copy send to Safety Office, Finance &
Enterprise Office and UHS.
Provide UHS OHR Team
Job description
Required skills
Physical demand
Assign appropriate modified duties for the
employee.
Responsibilities –
Department Head / Supervisor
Responsibilities –
Department Head / Supervisor
Facilitate the employee to attend medical and
therapy appointment as required.
Maintain regular contact with employee to
monitor the rehabilitation progress.
Maintain regular contact with OHR Team.
Responsibilities - Employee
Full co-operation of employee: Success of the
Rehabilitation plan.
Understand University’s injury reporting
procedure.
Report any injury to supervisor as soon as
possible.
Responsibilities - Employee
Keep the recommended medical and
therapy appointments.
Maintain regular contacts with supervisor
and OHR Team.
Rehabilitation Process
1. Screening & Assessment
2. Planning
3. Implementation & Monitoring
4. Evaluation
Meet UHS physician/OH nurse for initial
assessment.
Sign consent: collect relevant information and
medical reports.
1. Screening & Assessment
Contact Supervisor:
To obtain employee’s job contents, skills and
physical demand.
To explore the possibility of job duties
re-designing or re-allocation.
1. Screening & Assessment
2. Planning
Individualized rehabilitation plan base on
employee’s situation.
Employee and supervisor are fully involved.
Implementation after agreement with the
employee and supervisor.
2. Planning
Content of Rehabilitation Plan:
Job duties to be allowed / avoided
Number of hours and days of work
Any extra supervision / workplace alteration
required
Rehabilitative treatment
Psychological services
3. Implementation & Monitoring
OHR Team will:
Communicate the plan to supervisor
Monitor the case closely
Review regularly
Keep documentation
4. Evaluation
Plan will cease when the employee’s maximum
recovery potential is achieved.
Employee and supervisor to give feedback.
Rehabilitation service will be reviewed and updated
on regular basis.
Conclusion
Early intervention through a
comprehensive rehabilitation
service is important for IOD
employee.
Return to work safely at the earliest
medically feasible time with a
modified temporary assignment is
beneficial to the injured staff,
colleagues, Department, University
and the society.