IB1 Flashcards
Definition of Incidence
Reflects the number of new cases of a particular event in a population over a given time (e.g. a year) and is often used to describe accidents as each accident is a “new” event.
Definition of PREVALENCE
The total number of cases in a particular population as a proportion of the total population. It is often used to represent ill-health statistics and reflects not only new cases but also those who continue to suffer.
Outline the range of possible functions that an occupational health service might perform within a large pharmaceutical manufacturing company.
Pre-employment health screening for some or all workers.
Return-to-work assessments where absence has been the result of injury or illness.
Biological monitoring, such as the carrying out of routine drugs and alcohol testing that may be a requirement of company policy.
Health surveillance, such as lung function tests of workers exposed to asthmagens, audiometry for workers exposed to noise, etc.
Contributing to the development of health and safety policies.
Providing specialist input to risk assessments such as COSHH assessment and manual handling/ergonomics assessments.
Health education and promotion, some of which may fall within the workplace remit, but some of which might simply be the promotion of healthy lifestyle.
Sickness absence monitoring.
Keeping health records for employees, including ex-employees, for the required periods of time.
Managing first-aid provision within the workplace, by involvement in the assessment of first-aid needs, management of first-aider training and performance.
Liaising with enforcement officers and the Employment Medical Advisory Service.
Management of any immunisation programme, such as hepatitis, oversees workers, etc.
Provision of a counselling service for workers experiencing psychological distress associated with work or home life.
A catalogue distribution company employs 300 employees as drivers, warehouse operatives and office staff, processing telephone and internet orders. Identify the possible functions of this company’s occupational health department:
(a)When recruiting new employees.
(b)When an employee returns to work after ill health.
(a)
When the company recruits new employees, the occupational health department would be concerned primarily with pre-employment screening. One would expect warehouse staff to be involved in manual handling, so assessing fitness for this would be necessary. Drivers might also need to be assessed as fit to drive, in particular their eyesight might need to be assessed. Forklift truck drivers based in the warehouse would similarly have their fitness to drive assessed by the department. Office work involves computer use (Internet orders) so eye/eyesight checks would be a good idea. If company policy dictated, then drugs/alcohol testing might also be appropriate for drivers. Finally, the health department might be involved in undertaking the initial DSE workstation assessment for DSE users on first entry into the workplace.
(b)
The occupational health department would be involved with the return-to work health assessments. They might be involved in initial return-to-work interviews. They might also become involved in the selection of suitable light duties for workers carrying physical injury or with poor health. The department might also be involved in the provision of support, such as rehabilitation services to aid the RTW of employees (e.g. physiotherapy provision or referral). Finally, they might be involved in the provision of ongoing counselling to people whose absence was perhaps associated with stress or psychological trauma
A food manufacturer employs 450 people undertaking various tasks including production, warehousing, delivery, and administration. There are significant risks to workers from noise, manual handling, ergonomic issues, and pressure of work. There are also high levels of sickness absence.
(a) Outline the possible benefits, composition, role and functions of an occupational health service for this organisation.
(b) Explain the contribution that an occupational health specialist might make in addressing the issues of stress, manual handling, ergonomics and noise.
The benefits of running an occupational health department within this organisation would include:
Legal compliance (where health surveillance required).
Better management of sickness absence (potential financial savings - increased productivity, reduced absence, reduced claims).
Expert contributing to risk assessments.
Access to specialist (and perceived as independent) occupational health advice.
The composition of the occupational health service would depend on a range of issues (not least of which would be resources available) but might foreseeably include an occupational health physician (probably part time, e.g. one day a week), an occupational health nurse (full time), a physiotherapist (or perhaps access to one through a referral scheme), an occupational hygienist (again, part time or access to one); access to trained counsellors (this might be through a referral system or might involve training for in-house personnel) and perhaps access to an ergonomist (though this might be one of the roles of the occupational health nurse).
Role/function of the department would include training for staff on various occupational health controls; pre-employment screening, health surveillance, record keeping, return-to-work/fitness assessments, sickness absence reviews; counselling; testing/monitoring (such as audiometry); immunisation; health promotion.
(b)The occupational health specialist might make some significant contributions to the management of various risks within this workplace. For example, their stress-related absence; counselling for staff undergoing psychological stress or trauma (whether work-related or not); risk assessments of high-risk occupations or high-risk individuals; assessing the adequacy of controls. The contribution to the manual handling/ergonomic issues might include risk assessments of manual handling operations or activities involving ergonomic risk (e.g. DSE workstation assessments); identifying appropriate control; the assessment of physical ability; eye-sight screening; rehabilitation of workers back into work following physical injury or ill health into at-risk activities. Their contribution to the management of noise hazards might include noise risk assessment (including undertaking noise surveys where necessary) and the identification of suitable of suitable controls; audiometry of at-risk staff; training for staff on use of controls (e.g. PPE).
Give the meaning of the term ‘vocational rehabilitation’.
is the process of returning a worker back to meaningful work as a way of aiding their recovery and return to health following a period of physical or mental ill health. It can also be a way of improving the health of an individual through getting them into work and keeping them in work.
“Vocational rehabilitation is whatever helps someone with a health problem to stay at, return to and remain in work.”
A worker has been absent from work for eight months following a back injury. This was a work-related manual handling injury. This worker is due to return to work.
(b) Using the bio-psychosocial model, outline possible barriers to the worker’s rehabilitation.
(c) Outline ways in which the employer can assist workers to return to work.
• Biological barriers: the physical (b)
disease, ill health condition, disability or mental health condition that the worker might be suffering from in this case it is a back injury. back injury
• Psychological barriers: which the individual may have to overcome in order to feel comfortable returning back
to work, these barriers are the inevitable psychological ones that will arise
following any long-term absence from work (fear work may worsen their
ill health condition, anxious about their
future prospects, seen weak by colleague)
• Social barriers : that may be imposed by the work and the working environment (such as access to and from the workplace, workstation design
and layout, workplace arrangements, work is organised)
(c)
-Changes to Work Patterns or the Environment Temporary or permanent changes to work patterns or to the working environment are often an effective to assist worker to return to work. ( perma Change of job, tempora no driving, no lone working)
- the administrative arrangements and principals such as gaining consent and the relevance of keeping records and reviewing risk assessments.
- to buddy the injured worker with a colleague who gives support and helps with practical day to day issues or problems.
- The need for a single point of contact and to work with others in the organization in planning the return to work
- Making use of professional advice to ensure the best approach is selected to assist the injured person
- homeworking/flexible working arrangements
- Return-to-Work Interviews to identify the reason and support the employee is a great way to assist (the reason for absence could due to workload, environmental factors
- procedures should be put in place to support the employee; return to work.
- Keeping in Contact with the Individual is a good way to prepare the worker for returning to work,
What is the bio-psychosocial model?
The bio-psychosocial model is a way of considering ill-health as being more than simply a case of biological disease.
It takes a more holistic view that includes biological, psychological, and social aspects of the condition:
- Biological refers to the physical or mental health condition.
- Psychological recognises that personal/psychological factors also influence functioning and the individual must take some measure of personal responsibility for his or her behaviour.
- Social recognizes the importance of the social context, pressures and constraints on behaviour and functioning.
(a) Outline what is meant by the term ‘biological monitoring’.
(b) Outline circumstances in which biological monitoring may be appropriate.
(c) Outline what difficulties an employer must overcome when introducing a programme of biological monitoring.
(a)
Biological monitoring is the measurement of a substance or its metabolite (substance formed when the body converts the chemical) in a biological fluid (breath, urine or blood). An example of this is monitoring urine for the presence of isocyanates.
(b)
• Absorption is likely to be through skin and ingestion rather than inhalation, therefore air monitoring is not a complete indicator of uptake.
•There are valid laboratory methods available for the detection of the chemical or its metabolites in the body
• There are reference values available for the interpretation of the results obtained.
• PPE is used as a significant control; failure to wear PPE correctly would not be shown up by air monitoring, but it would be indicated by biological monitoring.
(b)
• Facilities or a location to carry out the monitoring especially if this has to be done at the end of the shift;
• Sampling may require blood to be taken which would require a physician or nurse.
• Measurements relate to individuals, so confidentiality and data protection issues need to be addressed.
• maintaining the integrity of samples to avoid cross contamination and ensuring there was no possibility of cross infection
• the cost involved in carrying out the exercise
•individual may suffer adverse changes at concentrations below the published standards which aim to protect the majorirty of the exposed population.
• few guidance values available for comparison
(a) Give the meaning of the term ‘occupational health’.
A large organization is outsourcing its occupational health service to a contractor. It has been advised to choose a contractor that carries the SEQOHS logo.
(b)
(i) Identify what SEQOHS stands for.
(ii) Outline how SEQOHS operates.
(c) Outline TWO benefits to a worker of having access to an occupational health service at work.
(a)
“The promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations by preventing departures from health, … controlling risks, …and adapting work to people and people to their jobs”.
(b)
(i) Safe, Effective, Quality Occupational Health Service
(II) SEQOHS is a set of standards and a voluntary accreditation scheme for occupational health services in the UK and beyond. it ensure service is efficient operates in line with best international occupational health practice.
SEQOHS requires audit of procedures for business probity; confidentiality; qualifications, training, experience and supervision of staff; maintenance of facilities and equipment; quality assurance procedures; implementation of national guidelines; relationships with employers and patients,
(c)
• Earlier identification and better treatment and, consequently, better recovery and minimisation of ill health.
• Improved worker morale, worker will feels good knowing that his employer is taking a good care of him.
A large manufacturing company is to introduce a health promotion programme.
(a) Outline the purpose of a health promotion programme.
(b) Identify issues the health promotion programme should address AND outline the way in which EACH issue could be promoted.
(c) Identify FOUR occupational health specialists who may be involved in the health promotion programme, AND outline how EACH specialist could contribute to the programme.
(a)
Health promotion programme is designed to help workers to improve their own general health and well-being or to improve the health and well-being of people at work through the combined efforts of
employers, workers, and society.
(b)
the programme could address the general issue of health awareness by using posters and notice boards to link the promotion with national health awareness days. Similarly, the issue of wellbeing at work could be promoted by offering the possibility of working flexible hours or working from home while the subject of healthy eating could be supported by making
information available on diet and nutrition and by changing the menu of the works canteen to include the suggested healthy foods. Other issues such as smoking, the consumption of alcohol and the need to take exercise could again be promoted by the
use of posters, videos and leaflets whilst workers might be encouraged to engage in exercise if membership of a local gymnasium could be arranged at preferential rates.
In order to obtain all the marks, available candidates should also identify other issues such as health monitoring, the benefits of vaccination and/or inoculations, counselling and individual factors such as ageing or pregnancy and considered how they might be promoted to gain the desired effect.
(c)
an occupational health physician would be competent to deal with occupational health problems and might refer workers for specialist consultation when
this is thought to be necessary while an occupational hygienist could assist in preventing ill-health from work by anticipating, recognising, evaluating and helping to control health hazards. Other specialists who could have been mentioned include an
occupational health nurse, a physiotherapist, an ergonomist and a dietician but in each case, their possible contribution to a health promotion programme should have been outlined before marks could be awarded.
An employer has an occupational health department that carries out
vocational rehabilitation.
(a) Outline the meaning of the term ‘vocational rehabilitation’. (2)
(b) Outline the benefits of vocational rehabilitation to:
(i) the employer; (4)
(ii) a worker. (4)
(a) “Vocational rehabilitation is whatever helps someone with a health problem to stay at, return to and remain in work.” this can be by
(b) -Provision of support or access to treatment
-Psychological support and overcoming
physical barriers such as a new disability.
(c) Employer Benefits :
• Simple measures to prevent and manage ill health can lead to a decrease
in employee absence, which in turn can improve productivity and
competitive edge.
• Healthy working environments can contribute to reduced employee
absence through sickness and stress.
• Employees who feel cared for are often more satisfied and perform
better, which can have the effect of reducing staff turnover and increasing productivity.
• Getting employees back into work after illness reduces the loss of experienced staff and the cost of recruiting
new staff.
• Being known as an organisation that cares about employees can enhance business reputation and helps attract
staff and customers.
• Simple measures to prevent and manage ill health can lead to a decrease
in employee absence, which in turn can improve productivity and
competitive edge.
• Healthy working environments can contribute to reduced employee
absence through sickness and stress.
• Employees who feel cared for are often more satisfied and perform
better, which can have the effect of reducing staff turnover and increasing productivity.
• Getting employees back into work after illness reduces the loss of experienced staff and the cost of recruiting
new staff.
• Being known as an organisation that cares about employees can enhance business reputation and helps attract
staff and customers.
Worker benifits
• Better mental health, The rehabilitation process such as interaction with other
workers increasing their sense of belonging, self-worth and work satisfaction
- Better physical health. receive support during their return to work and as they remained in work
- Increased financial security, receive a full salary
A distribution company employs 300 workers as drivers, warehouse operatives and office staff,
processing telephone and Internet orders
(a) Identify the possible functions of this company’s occupational health department:
(i) when recruiting new workers;
(ii) when a worker returns to work after ill health.
(b) Outline other ways in which the occupational health department can assist the management
team to improve health and safety within this organisation
a-
(i) On recruitment, the occupational health department would:
• Screen application to advise the employer on their health and any issues that could affect their suitability for employment
• Check warehouse applicants for ability and fitness to carry out manual handling
• Check driver’s eyesight (delivery drivers forklift truck drivers)
• Screen drivers, especially for signs of drug or alcohol misuse
• Carry out eyesight for computers users
(ii) after an employee return from ill health, occupational health could:
• Assess their current health status
• Advise management on how best to return the employee to work (phased re-introduction, light duties, etc.)
• Liaise with the employee GP
• Arrange rehabilitation or counseling
• Update risk assessment
b- Other ways that occupational health can assist in improving health and safety:
- Maintaining health records
- Maintaining sick absence
- Providing first aid treatment
- Providing first aid training
- Providing advice on health topics such as weight management, smoking cessation, and fitness.
- Carrying out surveillance
- Carrying out immunization for those traveling or; for example, first aiders
- Carrying out OH monitoring
- Providing training in areas such as manual handling or stress management
- Developing policies and procedures
- Assisting in risk assessment
- Liaison with the enforcing authorities on health issues
- participating in the health and safety committee.
