Work rehab

Question 1

Ax for work rehab

Answer 1

Strengths & unique skillset
Previous education and work experience
Aptitude
Career interests
Personality
Current physical and mental health

1. Work Values Inventory
value the client places on work, which is important in identifying the client’s motivation to participate in the rehabilitation process

2. Functional Job Analysis (Job Site Analysis)
- Collect data to guide the assessment.
a. Interview supervisors, workers, or both to gather information on the job tasks.
b. Obtain the job description from the employer
c. Determine essential versus marginal functions of the job tasks.
d. Observe workers performing each of the job tasks.
e. Assess the physical environment in which the job is carried out, the physical requirements of the job , and the frequency of the job’s physical demands.

• Determine the work requirements: The Occupational Requirements Survey is used to create occupational profiles for various occupations using the following categories:
  a. Education, training, and experience: minimum education, experience, credentials, on-the job training.
  b. Cognitive and mental requirements: people skills, work pace, work review, control of workload
  c. Physical demands: sitting, standing, climbing, reaching, crouching, stooping, lifting, or carrying.
  d. Environmental conditions: extreme heat or cold, heavy vibrations, hazardous contaminants, outdoors, noise level, wetness, humidity

Functional Capacity Evaluation
client’s overall physical abilities in areas such as flexibility, strength, balance, coordination, cardiovascular condition, and body mechanics

Question 2

Tx for Work rehab (physical aspect)

Answer 2

• Modification of work habits through use of assistive devices or adaptive strategies
• Body mechanics training
• Provision of conditioning or stretching exercises
• Practice and incorporation of new work habits and exercises into work routine
• Modification of work processes
• Changes in line speed, staffing, or physical demands of jobs (e.g., decreasing production rates, limiting overtime work)
• Job rotation through different workstations that require different task demands
• Allowing and enforcing regular periodic rest breaks throughout the day
• Worker education on work safety, identification of ergonomic risk factors, and injury prevention; employer education regarding reasonable accommodations

Question 3

Work accommodations for workers with sensory differences

Answer 3

• Provide advance notice of topics to be discussed at meetings.
• Divide assignments into smaller steps, with specific deadlines for each step.
• Encourage the use of a timer or handheld organizer or calendar (paper, computer, or phone-based)
• Provide a written checklist of assignments, rather than through verbal interaction.
• Permit structured breaks to provide an opportunity for physical activity.
• Allow working from home if appropriate for the job duties.
• Provide a private workspace with adequate room to move around, and with reduced distractions (e.g., white noise machine, desk lamp rather than overhead lighting).
• Install space enclosures or cubicle walls <– allow a person who is easily distracted to concentrate on work more successfully by screening out extraneous stimuli from the environment
• Establish employer policies that specify no perfume or use of other products with excessive odor (e.g., air freshener plug-ins)