Workplace Disability Management and Return-to-Work Best Practices Quiz

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Questions and Answers

What is the impact of inequity and discrimination on OHS?

It only affects procedural fairness

It has no significant impact on OHS

It is only related to return-to-work processes

It is linked to a wide range of OHS outcomes (correct)

What does distributive fairness refer to?

Perceived fairness of the outcomes of organizational processes and decisions (correct)

Perceived fairness of disability management

Perceived fairness of return-to-work processes

Perceived fairness of the formal processes and policies

What does procedural fairness refer to?

Perceived fairness of the outcomes of organizational processes and decisions

Perceived fairness of the formal processes and policies through which decision outcomes are allocated (correct)

Perceived fairness of disability management

Perceived fairness of return-to-work processes

What is the purpose of disability management?

To manage disabilities with the best practices Signup and view all the answers

What is the link between unfairness at work and OHS outcomes?

There is a consistent and robust link between unfairness at work and a wide range of OHS outcomes Signup and view all the answers

What are the three general types of fairness/justice at work?

Distributive, procedural, and interactional fairness/justice Signup and view all the answers

What is the definition of vulnerability as per the text?

Exposure to workplace hazards without access to resources to mitigate the effects Signup and view all the answers

What is the purpose of a labor market re-entry program?

To help individuals who cannot return to their original workplace find employment matching their previous earnings Signup and view all the answers

What is the purpose of gradual work exposure?

To slowly increase job demands until workers are performing the full requirement of their pre-injury jobs Signup and view all the answers

What is the purpose of functional ability assessment (FAA)?

To assess an injured or ill worker’s ability to perform job tasks Signup and view all the answers

What is the purpose of supported and sheltered work?

To provide modified work arrangements for those with permanent disabilities Signup and view all the answers

What is the purpose of a physical demands analysis (PDA)?

To provide a standardized evaluation of the physical and cognitive demands of a job Signup and view all the answers

What happens when an employee’s return to the original workplace is not possible?

Labour market re-entry programs can help the individual find employment matching their previous earnings Signup and view all the answers

What are some common barriers to return-to-work?

Slowdowns in the process, psychosocial factors, fear due to lack of assurances Signup and view all the answers

What is the focus of interactional fairness in the workplace?

Perceived fairness in one's interactions with an organization's representatives Signup and view all the answers

What are the motives behind disability management programs according to the text?

Moral and social, legal, and financial aspects Signup and view all the answers

What does prevention focus in disability management aim to achieve?

Reduce the incidence of illness and injury in the workplace Signup and view all the answers

What is a vital aspect of return-to-work planning according to the text?

Workplace accommodation Signup and view all the answers

What does early intervention in disability management involve?

Continually assessing and taking steps to reduce risks for injury and illness Signup and view all the answers

What does a people-focused climate in disability management emphasize?

Valuing human resources and supporting safety initiatives Signup and view all the answers

Study Notes

Workplace Disability Management and Return-To-Work Best Practices

Standardized criteria and multiple evaluators were used to ensure equal and fair consideration of all candidates.
Interactional fairness refers to perceived fairness in one’s interactions with an organization’s representatives, exemplified by a manager actively listening to and addressing an employee's concerns.
Disability management encompasses proactive employer practices aimed at preventing or reducing workplace disability, intervening early in the face of risk or injury, and providing coordinated management and rehabilitation functions.
Disability management motives include moral and social, legal, and financial aspects, emphasizing the importance of work for identity and social support, legal responsibilities, and the significant global economic impact of workplace disability.
Disability management programs aim to promote safe and healthy workplaces, involve all stakeholders, and are most effective when integrated into all aspects of the workplace using a systems approach.
The assessment of disability management programs focuses on safe and productive employment for individuals, reduced incidence and impact of workplace injury and illness, and indicators of program success such as decreased rates of incidents and illness, shorter duration of work disability, and improved quality of life.
Best practices in disability management include considering the severity of the injury or illness and physical demands of the job, fostering a people-focused climate, prevention focus, early intervention, education, and return-to-work case management.
People-focused climate values human resources and supports safety initiatives, emphasizing the importance of employees' voices and educating all employees on their company's safety values and disability management.
Prevention focus efforts aim to reduce the incidence of illness and injury in the workplace, resulting in cost savings for organizations, and examining the organization’s safety record is a good starting point when developing a disability management program.
Early intervention involves continually assessing and taking steps to reduce risks for injury and illness, looking for patterns in absence data, and making early and considerate contact with injured workers.
Education is crucial for supervisors in prevention and return to work, emphasizing the importance of training them in all aspects of the programming.
Return-to-work planning involves collaboratively developing individualized plans that identify an injured or ill worker’s return-to-work goals, often including workplace accommodation, physical demands analysis, and functional ability assessment. Workplace accommodation is a vital aspect of return-to-work planning, as it promotes early and safe return to work for injured, ill, or disabled workers.

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Description

Test your knowledge of workplace disability management and return-to-work best practices with this insightful quiz. Explore the importance of interactional fairness, disability management motives, assessment of disability management programs, and best practices for fostering a people-focused climate, prevention focus, early intervention, education, and return-to-work case management.