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As a principal of Work Loss Data Institute and publisher of Official Disability Guidelines and ODG Treatment in Workers' Comp, guest columnist Patricia Whelan was asked to comment on the current state of productivity as it relates to health, absence, and disability in the workplace. The Work Loss Data Institute focuses on workplace health and productivity.
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The American Association of Occupational Health Nurses Inc. (AAOHN) and the Case Management Society of America (CMSA) have released a joint position statement providing further guidance to nurse case managers and occupational and environmental health nurses in protecting employees/clients privacy rights.
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The term silos is used quite often in discussions about health care quality improvement, but perhaps not quite as frequently when it comes to occupational health. Changing that trend could lead to significant improvement in employee health, asserts Robin F. Foust, PAHM, president of Zoe Consulting Inc., a Catawba, SC-based occupational health consulting firm.
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In a time when health care professionals, particularly nurses, are in short supply, its in every employers interest to find ways to keep their staff interested and committed. When they can accomplish this while at the same time offering significant and unique benefits to those employees, theyre achieving something that will make others sit up and take notice.
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Occupational health professionals may not necessarily consider themselves messengers of corporate culture but, according to the experts, the ability to help change cultural attitudes may be an important arrow to have in your quiver as you target health and safety improvement.
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Archbold Medical Center in Thomasville, GA, and its four much smaller sister facilities in the area just received a best practice award for its recruitment and retention programs from the American Society for Healthcare Human Resources Administration (ASHHRA a sub-body of the American Hospital Association).
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Attention human resources professionals: Programs that are good for recruitment and retention dont have to operate in a vacuum. Some of them even can be great for patient health and satisfaction and can have a great impact on the hospital bottom line. Case in point: the VHA Transformation of the ICU program.
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How many of your employees are moms with kids to take care of when they arent at work? And how closely do you pay attention to making it easy for them to come to work by ensuring that the needs of their families are met?
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There are plenty of data to support the notion that the higher the stress level nurses face, the greater the chance they will leave their jobs.
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Thirty percent of respondents listed their title as recruiter. Salaries among recruiters ranged from $30,000 a year to $89,000 a year. The majority 85% reported annual gross income in the $30,000 to $59,000 range.
