Question 1

What five financial and social indicators reflect the impact of workplace disability?

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Question 2

How can an HRM expedite an employee's return to work?

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Question 3

Ray has returned to a less demanding role at the farm where he works following a neck injury.His return-to-work plan reflects supported and sheltered work.

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Question 4

The return-to-work coordinator is usually an employee of a third-party disability management company.

Accepted Answer

A return-to-work coordinator is typically an employee within the organization, not a third-party company, and is responsible for facilitating the return-to-work process for employees.

Question 5

A motive for disability management is to reduce the direct WCB cost.

Accepted Answer

Disability management programs are often implemented by employers to reduce the direct costs they incur due to injuries or illnesses that result in workers' compensation claims. By managing disabilities effectively, employers can reduce the length of time employees are away from work and minimize their reliance on workers' compensation benefits.

Question 6

What might be a prudent way for Wenxi to find out if going back to the same job is a viable option after a few weeks of treatment for an anxiety disorder?

Accepted Answer

A work trial would allow Wenxi to test out her ability to return to her previous job after receiving treatment for her anxiety disorder. This would provide a low-pressure environment where she can ease back into work while monitoring her symptoms and overall functioning. It allows her to assess whether returning to her previous job is a viable option without committing to it fully. Supportive work, light duty work, and work hardening may not be appropriate options in Wenxi's case as they are typically used in cases of physical injuries or conditions.

Question 7

Which of the following is NOT considered a best practice in disability management?

Accepted Answer

Full recovery may not always be possible in cases of disability management. Instead, the focus should be on providing accommodations and support for the employee to enable them to continue working to the best of their abilities. Therefore, full recovery is not considered a best practice in disability management. Early intervention, prevention focus, and RTW case management are all important best practices in disability management.

Question 8

List the seven types of stakeholders in disability management,and explain their role in an early and safe return to work.(Note: you can choose to have students list all seven,but explain only three or four roles if a shorter answer is desirable.)

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Question 9

Early contact with an injured worker negatively affects workers' perception of the fairness of the return-to-work process.

Accepted Answer

Early contact with an injured worker actually positively affects their perception of the fairness of the return-to-work process. It shows that the employer is concerned for their well-being and committed to helping them return to work.

Question 10

The REHADAT Canada database can help new return-to-work coordinators and case managers become effective in their jobs in a shorter period of time.

Accepted Answer

The REHADAT Canada database provides resources and information that can assist return-to-work coordinators and case managers in understanding best practices, policies, and strategies, thereby enhancing their effectiveness and efficiency.

Question 11

Describe at least two common types of modified work arrangements and give an example of each.

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Question 12

Physical demands analysis is an important tool in return-to-work planning.

Accepted Answer

Physical demands analysis helps in assessing the physical requirements of a job, which can help in developing return-to-work plans that are appropriate for an individual's abilities and limitations, making it an important tool in return-to-work planning.

Question 13

Which of the following is a physical demands analysis best completed by?

Accepted Answer

A physical demands analysis is best completed by someone who is highly familiar with the specific job that the injured worker performs. This person will have a thorough understanding of the physical requirements of the job and can accurately assess the worker's ability to perform it. While the treating physician may provide information about the worker's medical condition, they may not have a detailed understanding of the job requirements. The injured worker and supervisor may have some knowledge, but someone who is highly familiar with the job is the best choice.

Question 14

Early intervention is required only for WCB claims.

Accepted Answer

Early intervention is not just required for WCB claims. It is important for all types of work-related injuries and illnesses to ensure prompt and appropriate treatment and to prevent the injury or illness from getting worse. Employers should have a policy in place for early reporting and intervention of workplace injuries or illnesses.

Question 15

The systems approach operates outside the workplace.

Accepted Answer

The systems approach is a management tool used to analyze and improve organizational processes and systems, specifically within the workplace.

Question 16

What is the systems approach to disability management?

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Question 17

The duty to accommodate is mandated by Canadian human rights legislation.

Accepted Answer

The duty to accommodate is mandated by Canadian human rights legislation. This means that employers, service providers, and others have a legal obligation to take steps to accommodate the needs of individuals who face barriers or discrimination based on factors like disability, religion, or gender identity. The duty to accommodate is an important principle of human rights law in Canada and helps to promote equality and inclusion for all.

Question 18

A value of disability management programming is reduced incidence and impact of workplace injury and illness.

Accepted Answer

Disability management programming is designed to prevent workplace injuries and illnesses from occurring or to minimize their impact when they do occur. By implementing such programming, employers can reduce the incidence and impact of workplace injury and illness.

Question 19

Which of the following is the aspect of human rights legislation that means employers must accommodate the needs of a disabled worker unless the modification would lead to health and safety difficulties or present unsustainable economic or efficiency costs?

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Question 20

Ellie sustained a traumatic brain injury following a fall from a ladder at her job as assistant manager in a sporting goods store.Ellie was not able to return to her previous job and now works with close supervision in a small convenience store.Which of the following best describes Ellie's accommodation?

Accepted Answer

Ellie requires close supervision in her current job due to the effects of her traumatic brain injury. This suggests that she may benefit from supported and sheltered work, which provides a high level of supervision and support to individuals with disabilities who may have difficulty working independently. Light duty work, gradual work exposure, and work trial are all accommodations that may be appropriate for some individuals with disabilities, but they do not necessarily provide the level of support that Ellie requires.

Quiz 13: Disability Management and Return to Work