BENEFITS OF LIVING HEALTHY

Transcription

1 BENEFITS OF LIVING HEALTHY Health Management Solutions HEALTH

2 ALEXANDER FORBES ABOUT US MANAGEMENT SOLUTIONS With employees spending an average of 40 hours each week at work, and a notable increase in lifestyle diseases, there is a growing need for employers to provide long-term solutions to maintain employee wellness for the longevity of their businesses. HEALTH Customised Integrated 2 Experienced

3 Achieving workplace wellness with an integrated health strategy The World Health Organisation (WHO) defines health as, a state of complete physical, mental and social well-being and not merely the absence of disease or infirmiry. With employees spending an average of 40 hours each week at work, and a notable increase in lifestyle diseases, there is a growing need for employers to provide long-term solutions to maintain employee wellness for the longevity of their businesses. The big question How do you optimise the productivity and performance of your employees? Many successful companies are starting to adopt a coordinated and integrated strategy to implement activities and interventions that enhance employee wellness and reduce health risks in the workplace: OHSA Chronic or lifestyle diseases INTEGRATED HEALTH STRATEGY Medical Aid benefits Health screening EAP Disability Absenteesism and incapacity 3

4 Incapacity Management & Case Management Extended Sick Leave Assessments Absenteeism Monitoring and Reporting Awareness and Sensitisation Workshops/Training Disability Claims Management Employment Equity Verifications Accessibility Audits Onboarding of Employees With Disabilities The different life stages in the workplace employee life cycle require careful navigation. 4

5 Who we are Alexander Forbes Health Management Solutions (AFHMS) is a business unit of Alexander Forbes Health. We are a leading health risk manager and specialises in consulting on health and productivity in the workplace. Our team is made up of medical doctors, professional nurses, occupational therapists, physiotherapists and social workers (wellness specialists and actuaries). We re in the business of providing solutions from knowledge sharing (consulting) to efficiently delivering services that address your specific health management needs. We re driven by the higher purpose of consistently providing impactful service that touches people s lives, provides peace of mind and secures the financial well-being of all our stakeholders. 5

6 What we offer We ve created integrated health risk management solutions for clients in the private and public sectors across a wide range of industries from transport, freight, and manufacturing to mining, financial services and information technology. By managing an integrated approach of all health related employee benefits, we are able to devise and implement policies and intervention strategies that will benefit your business. By partnering with us, you ll have access to: Health risk identification and management expertise Integrated risk management and prevention strategies Expert advice and intervention strategies Management of absenteeism levels Facilitation of disability programmes We advise and assist employers to manage health risks in the workplace, offering a variety of services related to employee health and well-being including the following: Absenteeism monitoring and reporting Extended sick leave assessments Incapacity management & case management Disability claims management Employment equity verifications On-boarding of employees with disabilities Accessibility audits Awareness and sensitisation workshops/training 6

7 Alexander Forbes Integrated Health Risk Management Solutions Absenteeism Management Programme Absenteeism monitoring Health risk indicator Absenteeism reporting Risk profiling Trend analysis Consulting and actuarial Incapacity Management & Case Management Reasonable accommodation Return to work - reintegration to workplace Occupational fitness assessments Other services Disability management Employment Equity assessments Onboarding of person with disability Extended sick leave assessments Ergonomic assessments Workshops wellness audits Integrated reporting 7 Assessments and management Trend analysis Recommendations

8 Why partner with us? AFHMS provides a wide variety of health management services, so we can customise a solution for your specific needs. We have over 20 years of experience in implementing and maintaining health risk management programmes. AFHMS has a countrywide footprint of offices and network of medical specialists. Being part of the broader Alexander Forbes Group allows us to draw on Group resources such as Information Technology, Legal Services, Communications, and the Training & Development of our human capital. Our professional staff are all registered with the Health Professional Council of SA (HPCSA). We regularly report on and measure our performance against key outcomes. We apply report findings in our response to potential health and wellness risks and change processes. We collaborate with our Health Actuaries for analytical analysis. Our large team of independent health risk managers and disability experts have a wealth of knowledge in terms of best practice, industry benchmarks, and health risk consulting experience.? 8

9 ALEXANDER FORBES ABOUT US MANAGEMENT SOLUTIONS Let us help you tailor an integrated health risk management solution for your specific needs: Anton Engelbrecht Myrna Sachs Need more info on our integrated health risk management solutions? Please click on the links below. Absenteeism Monitoring and Reporting Extended Sick Leave Assessments Incapacity Management & Case Management Employment Equity Verifications Disability Claims Management 9 Onboarding Of Employees With Disabilities Accessibility Audits Awareness and Sensitisation Workshops/Training

10 Absenteeism monitoring and reporting An effective absenteeism management programme reduces the negative impact of absenteeism. 10

11 Absenteeism monitoring and reporting An effective absenteeism management programme reduces the negative impact of absenteeism. In general, absenteeism is often a symptom of underlying personal factors (health, family-related), organisational factors (policies, management, job satisfaction) and social factors relating to community stressors. Absenteeism can have a serious impact on the bottom line of an organisation, on productivity, and on levels of job satisfaction and employee morale. Knowing who is absent, and when, is simply not enough. You need to get to the root cause of absenteeism to be able to strategically manage the well-being of your company. An effective absenteeism management programme helps to reduce the negative implications of absenteeism such as increased costs and decreased employee morale. What we offer Monitoring and consulting on absenteeism Trend analysis and benchmarking Managerial consulting Individual case management Human resources and manager training With our expertise in this area, spread across our wide client base, we can provide valuable advice on best practice when it comes to sickness absenteeism monitoring and management. One of the key outcomes of the absenteeism trend analysis that we offer is a comprehensive monthly report that details the statistics and costs of reported sick leave within a company. Corporate reports as well as individual reports are provided. Our medical doctors and occupational therapists can assist with recommendations to reduce occupational hazards in the workplace and implement wellness policies, and we ll also provide line managers with guidance in terms of conducting return-to-work interviews. Let us help you tailor an integrated health risk management solution for your specific needs: Myrna Sachs sachsm@aforbes.co.za Anton Engelbrecht engelbrechta@aforbes.co.za 11

12 Extended sick leave assessments The key to effectively managing sick leave utilisation within the company is the management of individual employees whose sick leave utilisation is flagged as high or of concern. 12

13 Extended sick leave assessments The key to effectively managing sick leave utilisation within the company is the management of individual employees whose sick leave utilisation is flagged as high or of concern. Together with the company, our team of in-house occupational therapists will be responsible for the case management of individuals who have been identified. The objectives of case management are: The proactive management of employees reported or actual medical conditions on their vocational functioning, and thereby reduce sick leave utilisation. Identify employees with genuine medical conditions resulting in sick leave. Assist the company with recommendations with regard to the medical condition of an employee, as well as suggested accommodations in the workplace. Provide an unbiased clinical opinion on the validity of the sick leave utilised. Proactively detect employees who require assistance and refer them to the appropriate facility or programme. AFHMS utilises medical professionals who are qualifiedto comment on the impact of a medical condition on an individual s ability to perform their job. We ll provide feedback to the manager or employer in the form of a written report that specifies the following: Nature of the medical condition (diagnosis) Temporary or permanent nature of the medical condition The extent to which the medical condition limits the employee from performing his normal expected occupation The potential of the employee from a medical point of view to perform reasonable alternative activities Future possible changes in the medical condition i.e. improving or deteriorating Limitations of activities of daily living Accommodations, adaptations or assistive devices required to improve the occupational functionality of the employee Identifying of potential occupational hazards that might preclude effective accommodations of a disabled employee Let us help you tailor an integrated health risk management solution for your specific needs: Let us help you tailor an integrated health risk management solution for your specific needs: Myrna Sachs sachsm@aforbes.co.za Anton Engelbrecht engelbrechta@aforbes.co.za 13

14 Incapacity management & case management AFHMS will help you to manage incapacity in line with legislation, the Labour Relations Act, the Code of Good Practice, and the Occupational Health & Safety Act 14

15 Incapacity management & case management AFHMS will help you to manage incapacity in line with legislation, the Labour Relations Act, the Code of Good Practice, and the Occupational Health & Safety Act: Identifying incapacity risk profiling, lodged disability claim from employer Facilitating reasonable accommodation Case management Productivity monitoring Reintegration into the workplace Accessibility assessments Customised integrated health risk management solutions. Let us help you tailor an integrated health risk management solution for your specific needs: Myrna Sachs Anton Engelbrecht

16 Disability claims management Disability claims management completes the continuum of case management. The figure below depicts the process along a continuum of wellness 16

17 Disability claims management Disability claims management completes the continuum of case management. The figure below depicts the process along a continuum of wellness: In considering this continuum, the impact of disabilities can be reduced if the case management processes of the first two components are effective. For example, if the company introduces an effective absenteeism management programme to increase focus, detect trends and manage risk at an early stage, the domino effect is a lower incidence rate of incapacity cases. By the same token, if the company deals with incapacity cases effectively through appropriate referral, to further care or practical reasonable accommodation options, the rate of disability cases will be curbed. How we can help AFHMS will assist the company in terms of what documentation needs to be completed, as well as with obtaining the required medical evidence. Once all the documentation has been collected, we ll provide a recommendation to the company and to the insurer regarding the validity of the disability claim. We can utilise our national network of medical specialists to refer members for independent medical evaluations and functional capacity assessments. The medical examiners will provide AFHMS with a detailed and comprehensive report on the medical condition of the employee. We have the expertise to provide advice on assistive devices within the workplace for reasonable accommodations, in line with the Employment Equity Act. AFHMS also offers advice about the adaptations that the employee may require in order to adequately perform their job, and give recommendations on reasonable accommodation. Our advice is practical and relevant to the occupational environment. AFHMS will analyse the medical examiner s report in order to determine the extent of disability and the impact it has on the person s occupation. An Occupational Therapist (OT) is the only medical professional trained to consider vocational ability in line with a diagnosis. AFHMS provides detailed recommendations to the employer on if and how an employee can be accommodated in a specific work place in view of their medical symptoms. In addition, the early identification and speedy finalisation of a potential incapacity case within the required waiting period of the disability benefit arrangement will prevent the unnecessary payment of the continued salary for employees whose claims do not qualify for a disability benefit. A potential disability claim could be picked up from the statistical absenteeism analysis, the EAP notification, case management or a referral from the employer. Let us help you tailor an integrated health risk management solution for your specific needs: Myrna Sachs sachsm@aforbes.co.za Anton Engelbrecht engelbrechta@aforbes.co.za 17

18 Employment Equity verifications Disability verifications for Employment Equity Act 18

19 Employment Equity verifications Disability verifications for Employment Equity Act The Employment Equity Act (EEA) defines people with disabilities as People who have a long-term or recurring physical or mental impairment which substantially limits their prospects of entry into, or advancement in, employment. We ll perform an assessment to determine whether an applicant for employment would meet the criteria of an employee with a disability in accordance with the EEA. We ll provide recommendations to the company in terms of reasonable accommodation requirements in the workplace of the successful applicant with a disability. The aim is to retain the skills of employees with disability, and to make sure that employees with disabilities are able to work in a non-discriminatory way as members of the diverse workforce. We ll share our expertise to advise the company on the correct assistive devices for the workplace for reasonable accommodations, in line with the stipulations of the EEA. Our advice is practical and relevant to the occupational environment and the specific type of disability that the employee has. Let us help you tailor an integrated health risk management solution for your specific needs: Myrna Sachs sachsm@aforbes.co.za Anton Engelbrecht engelbrechta@aforbes.co.za 19

20 On-boarding of employees with disabilities Integration of employees with disabilities in the workplace 20

21 On-boarding of employees with disabilities Integration of employees with disabilities in the workplace The Code of Good Practice lays down guidelines for recruitment and selection of people with disabilities. This is related to the organisation s employment equity plans. The objective is to eliminate barriers that constitute unfair discrimination to the designated group. Part of organisations Employment Equity Plan is to appoint candidates with a disability. The employer is required to make reasonable accommodations for the needs of applicants with disabilities. AFHMS believes that it is possible for companies to find the resources to employ candidates with a disability. The key to success is an active drive to recruit and select suitable candidates with disabilities for all vacancies. If a suitable candidate is selected, a structured onboarding process should be followed to ensure successful employment and integration of that person in the workplace. We ll help to analyse the job requirements and work area to ensure that the role and environment are suitable for a disabled employee physically accessible and socially accommodating. This will include recommendations for the implementation of appropriate adaptations that may be required for the employee to fulfil their role effectively. We ll provide training on disability sensitivity to the new employee s manager and team, to make sure that sufficient knowledge, guidelines and support are in place before the employee starts their job. 21

22 How our on-boarding process adds value: Managers will be fully prepared and supported to lead effectively when an applicant with a disability is appointed. AFHMS will provide support to managers for two to three months to make sure that the outcome is positive for the organisation and the disabled employee. The team with whom the new employee will be working with will have been provided with relevant information so that they can support their new colleague in a positive way. All reasonable accommodations will be implemented by the company, in line with the Employment Equity Act (EEA). The disabled employee will be provided with the opportunity to be fully functional in their job. Some of the outcomes of this process will be achieved with the involvement of a qualified occupational therapist, who ll help both the manager and organisation to realise: High retention rate of employees with disabilities Increased awareness about and empathy towards disability in general Increased levels of motivation and work satisfaction among employees with disabilities. Let us help you tailor an integrated health risk management solution for your specific needs: Myrna Sachs sachsm@aforbes.co.za Anton Engelbrecht engelbrechta@aforbes.co.za 22

23 Accessibility audits Ergonomic and accessibility assessments are performed by AFHMS 23

24 Accessibility audits Ergonomic and accessibility assessments are performed by AFHMS to ensure: A work environment that is disability-friendly, physically accessible and socially accommodating for disabled clients and employees. The company meets the legislative requirements in terms of accessibility and employing people with disabilities. Current barriers to people with disabilities within the work environment are identified, and measures to address these are recommended and implemented. Appropriate assistive devices are identified to allow employees with disabilities to excel in their jobs. Our ergonomic and accessibility assessments are conducted by experienced occupational therapists. Let us help you tailor an integrated health risk management solution for your specific needs: Myrna Sachs sachsm@aforbes.co.za Anton Engelbrecht engelbrechta@aforbes.co.za 24

25 Awareness and sensitisation workshops/training Alexander Forbes HMS provides professional, targeted workshops for line managers and HR personnel in a number of key areas 25

26 Awareness and sensitisation workshops/training Alexander Forbes HMS provides professional, targeted workshops for line managers and HR personnel in a number of key areas including the following: Managing and monitoring attendance Benefits of a return to work discussion Managing incapacity in the workplace Disability management (for HR and wellness managers) Disability Policies Reasonable accommodation an employer s responsibility Disability sensitisation We also provide disability awareness training to managers and team members that include facts, research and practical guidelines on dealing with people with disabilities. Topics covered in the training include effective communication, attitudes, myths, and awareness of physical contact, terminology tips and accommodations. About disability awareness and training The misconceptions and attitudes that people within the workplace may have about employees with disabilities can be the most significant employment barrier that people with disabilities face. AFHMS provides disability awareness training to managers and team members that include facts, research and practical guidelines on dealing with people with disabilities. Topics covered in the training include effective communication, attitudes, myths, and awareness of physical contact, terminology tips and accommodations. The training aims at ensuring effective integration of people with disabilities within their teams. AFHMS will assist the company with a communication plan with the aim of creating awareness on disclosure of a disability, benefits of the disclosure to the employee including sensitivities around disability. Another form of awareness that AFHMS has explored are simulation days that can be incorporated into your global employee awareness days aimed at highlighting various challenges that people with disabilities face. Ongoing support in terms of policy reviews and updates on legislative changes that will impact the company s in house policies. AFHMS also offers training to line managers and HR with regard to sickness absenteeism and incapacity management. We acknowledge that line managers play a critical role in terms of creating a culture of attendance, and we strongly encourage the training of managers in terms of issues surrounding sick leave. We are therefore skilled to conduct training sessions for managers in this regard. The training methods used include a combination of discussions groups; information sessions as well as case studies in order to ensure that the information imparted has practical relevance to attendees. The sessions are conducted by our consultants who are generally medical professionals with expertise and experience in the field of vocational rehabilitation and sick leave management. Let us help you tailor an integrated health risk management solution for your specific needs: Myrna Sachs sachsm@aforbes.co.za Anton Engelbrecht engelbrechta@aforbes.co.za 26

27 Contact Information Let us help you tailor an integrated health risk management solution for your specific needs: Myrna Sachs Anton Engelbrecht HMS-Br