B1 Managing Occupational Health Flashcards
Define occupational health
Give the meaning of occupational health
The promotion and maintenance of the highest degree of mental, physical and social wellbeing of workers in all occupations by preventing departures from health, controlling risks and adapting work to people and people to their jobs.
What is Health
Health is the complete state of physical, mental and social well being and not merely the absence of disease or infirmity.
Categories of occupational health hazards
- Chemical = liquids, dusts, fibres, fumes, vapours and gases.
- Physical = Noise, vibration, radiation, cold, pressure and heat.
- Biological = Bacteria, fungal, virus and, insects endoparasites.
- Psyco social = Stress, substance misuse, violence , work pressure, monotony.
- Ergronomic = Posture, work place layout, RSI, illumination.
Key elements of managing sickness ( HSE guidance)
Recording sickness absence
Maintaining contact
Return to work interview
Making use of professional advice
Planning and undertaking work place adjustments
Agreeing and reviewing a return to work plan
Co ordinate the return to work process
Definition of disability under the equality act
A person is disabled if they have a “physical or mental impairment which has a substantial and long term effect on their ability to carry out normal day to day activities”
What is the bio-physiosocial model?
The bio-physiosocial model is a way of considering ill health as being more than simply a case of biological disease.
It takes a more holistic view of ill health by including biological, psychological and social aspects into the condition.
- Biological refers to physical and mental health
- Psychological refers to personal factors such as beliefs, coping strategies.
- Social refers to the culture of a work place, society and relationships
What does SEQOHS stand for
S = Safe E = Effective Q = Quality O = Occupational H = Health S = Service
This is a set of standards and accreditation intended to raise the standards in the occupational health sector There are 6 general categories *Business probity *Information governance *People *Facilities and equipment *Relationship with purchasers *Relationship with workers
Benefits for employees of having access to occupational health
- Early signs of ill health identified
- Assurance to staff that they are valued
- Ability to raise concerns about health or the working environment
Definition of wellbeing
A state of being with others, where human needs are met, where one can act meaningfully to purpose ones goals and where one enjoys a satisfactory quality of life.
Sources of data used by HSE to compile ill health statistics
- RIDDOR - requires the reporting of specific occ diseases
- Labour force survey (LFS) national survey of private homes (source ONS)
- Death certificates- causes of death
- Industrial injury scheme- managed by DWP where persons have notified them to claim compensation/ disability
- The health and occupational reporting (THOR) - voluntary surveillance scheme
What is the bio-phychosocial model
The bio psychosocial model is a way of considering ill health as being more than a case of simple of biological disease.
It takes a more holistic view that includes
- Biological = physical or mental condition
- Social = culture of individual, workplace and societal interactions
- Psychologically aspects = beliefs, behaviour, emotions, coping strategies
Define what the equality act means by a disabled person.
A person is disabled if they have a physical or mental impairment that has a substantial and long term effect on their ability to carry out normal day to day activities.
Define vocational rehabilitation
Vocational rehabilitation is the process of whatever helps someone with a health problem stay at, return to or remain in work.
These Barriers may be biological, psychological or social (think bio-psychosocial model)
Principles
- The need for early intervention
- Good quality case management of those who need support
- importance of consideration of the bio-psychosocial model
Typical functions of occupational health
- Pre employment screening- general health assessment of both health and specific job fitness
- Health surveillance - routine checkups or specific tests as a result to exposure to specific hazards
- Return to work- rehabilitation
- Sickness management - recording and analysis of absence, involvement in absence procedures
- Counselling- formal and informal.
- Risk assessments - contribution to general or health specific ( ie pregnant workers)
- Health education and promotion
- Health specific advice to employers and employees
- Treatment- first aid and its provision of
Occupations requiring specific fitness standards
Vehicle driving (FLT, HGV, busses, trains) Working with dangerous machines Emergency service workers Working at heights Working in confined spaces Divers Night shift working
Pre-placement health assessment
Done after job offer has been made
Typically a questionnaire, medical examination where:
- the questionnaire identified a problem that requires more investigation
- Statutory requirement or if specific medical standards have to be met
- Where a base line is required (where exposed to high noise, dusts etc)
Reasons for conducting pre employment health assessments
Ensure employees are medically fit to fulfil duties
Consider where reasonable adjustments need to be made
Assess where the job role may adversely affect the new employees health
Provide base line data.
Benefits of occupational health
Statutory compliance Reduction in absence rates Improve management standards (RTW) Early recognition of work health related illnesses Reduced ill health compensation claim Improve worker moral Better screening matching worker to role
What is the labour force survey
A survey of approximately 50k households
Questions related to job, workplace injuries, training etc.
Managed by office of national statistics
Internal information sources
- Occupational health reports.
- Results of health assessments and surveillance.
- Risk Assessments such as dose, ergonomic, manual handling.
- Written Policy and procedures.
- Training or tool box talks
- Staff feedback/ questionnaires
- Internal guidance or leaflets
External information sources
- Professional bodies such as IOSH
- HSE - ACOPS and REGs
- Trade unions
- Consultants
Benefits of vocational rehabilitation for employers
- Early interventions may prevent minor injuries becoming more serious.
- Few employers liability claims
- Reduced staff absence
- Reduced over time/ temp labour bill
- improved staff moral
- Less disruption and loss of experience staff.
Benefits of vocational rehabilitation for employees
- Reduced risk of loosing income
- Less chance of loosing or missing promotion prospects
- Less pain and suffering
- Return to work more quickly
- Psychologically benefits
Role of occ physicians
- Advise on health and safety policy
- Assisting in the control of sickness absence and reviewing fitness of employees after rehabilitation
- Advice on fit to work
- Managing access to first aid
- Organisation of Health promotion activities
- Assess employees eligibility for long term disability benefits or ill health
Roles of occupational hygienist
- Help identify Chemical, Physical, Biological, Ergonomic hazards
- Measure and evaluate exposure
- interoperate results and determine risk against WELS etc
- Identify Control measures and validation
- Provide training and information
Roles of an occ health nurse
- pre employment medical screening
- Health surveillance
- Advice and counselling
- Record keeping
- Health education
- Treatment
- Assist occ physician
Typical content of an absence policy
- Contractual sick pay terms and relationship to SSP
- When and to whom employees must notify absence
- When employees need to self certify
- When employees need a fit note from a GP
- Right to require employees to attend examination with a company doctor
- Provision for RTW interview
- Guidance for absence during major or adverse events
Equality act
- Act prohibits a prospective employer from asking about health before offering employment.
- Employers can ask questions once job offer has been made
Must then make reasonable adjustments
If then not fit for role employer may withdraw offer.
Fit note
GPS have two choices
- Not fit for work or
- May be fit for work taking into account the following advice.
- Phased return
- Amended duties
- Altered hours
- Workplace adaptation
GP can make additional comments
Advice not binding on employers but employers should discuss with employees
Health records
Personal health records regarded as medical information
Confidential under the data protection act
Employees have a right to access
Should be kept separate from normal HR records
Kept for 40 years
Employers maybe given anonymised data for evaluation of controls
Managing short term frequent sickness
- Proactive application of company policy
- Return to work interviews to establish reason for absence
- Procedures to deal with unacceptable absence levels ie points system
- Use of trigger mechanisms to review attendance
- Early involvement of occupational health professionals
Managing long term absence
- Phased Return plan
- Lighter duties
- Amended shift Patterns
- Retraining
- Buddy systems
- Risk Assessment to review task and adjustments required to identify and prevent repeated absence
Legislation requiring specific medical surveillance
COSH - REG 11
Control of lead at work Regulation = Reg 10
Control of asbestos regulations =reg22
Ionisation radiations Regulations =reg 25
