Written on February 4, 2014 at 2:46 pm, by Dr. Jason Swain
To record or not to record, that is the question. It’s a recurring issue in the independent medical examination world. Such a request is typically made by plaintiffs due to concerns over assessor bias. Also, the plaintiff may wish to have evidence of the passage of time and the events that take place during the evaluation to contest any perceived is parity in the resulting examination report.
Written on November 15, 2012 at 1:08 pm, by Dr. Jason Swain
Health care assessors often have to defend reports in court. This can be an anxious experience. Heeding the following advice might help mitigate the anxiety.
Honesty is always the best policy. Even if it means accepting that you made a mistake. Trying to deny or rationalize error rarely ends well. Litigators are experts at punching holes in a piece of evidence. Attacks on assessor credibility or professionalism are not outside the rules.
Written on September 20, 2012 at 12:06 pm, by Mary Crunkleton – Director of Employer Services
Employers of varying size are managing both occupational and non-occupational absences. Some employers are required to maintain coverage with their provincial Workers Compensation Board, while others maintain coverage voluntarily or do not cover employees for occupational injuries/accidents at all.
Written on August 9, 2012 at 3:20 pm, by Mary Crunkleton – Director of Employer Services
For many employers the aging workforce represents the employees they value the most; they are often the employees that work the hardest in the workplace, they have the most experience and they bring the most to the table.
Human Resources and Skills Development Canada data states that in 2011, about 41 percent of the working population was between 45 and 64 years of age. A short 10 years before 2011, this percentage was at 29.
Written on July 12, 2012 at 4:55 pm, by Mary Crunkleton – Director of Employer Services
As a non-union employer, whether in private or public sector you may struggle with what disability management policies and procedures are appropriate for your organization. Few employers are aware of the costs associated with casual absence; other than the actual number of days lost.
Written on June 7, 2012 at 12:54 pm, by Mary Crunkleton – Director of Employer Services
Most people start thinking about flu shots in or around September every year. Employers should consider gathering information and setting up their flu clinics in the late spring and/or early summer to ensure they are protected and prepared for the fall each year.
Written on May 1, 2012 at 7:07 am, by Mary Crunkleton – Director of Employer Services
Disability Management Services assist employers and employees as they work to reduce the impact to the employee and the business when an employee experiences a disability. Accurate medical adjudication of claims and return to work intervention are the first crucial steps in returning an employee to work from disability.
Psychological Assessments of Individuals who are Involved in MVAs: Why Do They Take So Long to Perform?
Written on April 25, 2012 at 2:19 pm, by Dr. Jeremy B. Frank
Clinical psychological evaluation has been demonstrated to be a scientifically sound and effective undertaking for the identification of psychological impairments for treatment planning purposes and for the identification of psychological disability. Meta-analytic research on assessment validity reveals that many psychological tests detect psychopathology as accurately and effectively as do medical tests.
Written on April 1, 2012 at 8:56 am, by Mary Crunkleton – Director of Employer Services
Employers regardless of size of organization should have a Return to Work (RTW) Program in place to assist disabled employees in their return/graduated return to the workplace. A RTW Program does not need to be identical for each organization, but the basics of the plan must align with any and all legislative requirements, and should meet the needs of each disabled employee in terms of returning this person to their pre-disability position within the organization. Read more
Written on March 1, 2012 at 7:45 am, by Mary Crunkleton – Director of Employer Services
How does casual absence affect your organization’s bottom line? Many employers today are not aware of how the total cost of absence affects their company.
Ineffective or dated Absence Management policies are often the culprit where excessive casual absence is concerned. If employees are either not aware of the policies or the policies are out of date and not effective an organization’s bottom line suffers. Some employers will also not have formal policies in place, for a variety of reasons. This will also negatively affect their bottom line.