| |
 |
|
|
|
| |
|
|
| |
| |
|
| |
|
 |
| |
|
| |
Occupational
Therapy services are required to: |
| |
 |
answer
questions about an individual’s
abilities at home or work |
|
determine
if an individual is a match for a specific
job |
|
answer
questions about what physical abilities
a specific job requires and its inherent
risk factors |
|
provide
work hardening to assist an individual
to increase their tolerance for work
activities |
|
recommend
adaptive equipment or modifications
to a home or workplace when assisting
an individual to return to the normal
activities of daily living |
|
| |
|
| |
Functional
Capacity Evaluation
- addresses if an individual can return to
previous employment, perform activities of
daily living and evaluate functional capabilities
for work retraining. |
| |
|
| |
|
 |
| Job
Demands Analysis / Physical Demands
Analysis
-
examines the components of a specific
job relative to the physical demands
of the position, the compatibility between
worker and a specific job, provides
information for therapy, and provides
risk factors for a specific job. |
| |
|
| Cognitive
Assessment
-
where an employees position is not
physical, we can provide an assessment
of the employees cognitive abilities
compared to the cognitive demands of
their position. |
| |
|
| Work
Hardening Program / Reconditioning programs
-
individualized, structured goal orientated
programs with a focus on functional
activity and exercise. Results improve
physical fitness, increased functional
abilities and an early/safe return to
work. Work hardening programs and reconditioning
programs can be combined to provide
a full comprehensive approach to rehabilitation. |
|
| |
|
| |
 |
Ergonomic
Assessment
-
a full detailed assessment on
the worker in the work environment,
recommending appropriate assistive
devices, education on body positioning
and work habits. |
| |
|
| Progressive
Goal Attainment Program (PGAP)
- a 10 week disability prevention/reduction
program, which targets psychosocial
risk factors for pain related
disability. The goals are to decrease
those risk factors and to promote
client reintegration into life
role and return to work. |
| |
|
| Activation
for Return to Work (Activation
Therapy)
-
a program aimed at helping individuals
with complex psychosocial issues
who have been off work for an
extended period to recover function
and make a successful return to
work. It consists of a limited
number of sessions. |
| |
| |
| Work
Site Assessment
-
an analysis of the work environment
relationship of the worker with
that environment. Recommendations
may include education, work site
modifications and/or equipment
adaptations. |
| |
| Percentage
of Duties Assessment
-
O•R•G Canada is able
to provide objective information
relative to portions of the individuals
duties they are able to perform.
Such assessment is often required
where an individual may be self
employed and for insurance or
legal purposes. |
| |
| Home
Assessment
-
an evaluation of an individual’s
ability to carry out activities
of daily living. |
| |
| Permanent
Impairment Assessment
- where an insurer requires objective
data related to any impairment
following an assessment of maximum
medical recovery. Examples include
scar measurements and range of
motion (ROM) assessment. |
|
| |
 |
| Specialists
on Site
- developed for companies that
manage large numbers of employees
who work at various types of work
stations that are physically demanding.
The program identifies problem
areas between the worker and environment
before workplace injuries occur.
Injury prevention is the goal. |
| |
| Pre-employment
/ Post-offer employment
-
determines if an individual has
the physical capabilities to perform
a specific job. |
| |
| Education
Sessions
-
customized training sessions to
suit the organization. Sample
topics: fundamentals of ergonomics,
risk factors and injury prevention. |
| |
| |
“The
Partners for Workplace Inclusion
Program has relied on the
Occupational Rehabilitation
Group to provide support
and assessment in identifying
and reducing the barriers
facing individuals with
disabilities within the
workforce. Their professional,
thorough and efficient service
is important to our program
and essential to our clients
in providing understanding
of possible workplace limitations,
accommodations available
and individually based recommendations.
The personal support and
attention provided by the
ORG provides our staff and
clients an increased understanding
surrounding workplace uncertainty
within both mental and physical
disabilities and provides
the basis for our clients
to become successful in
long-term meaningful employment."
-
Darryl Munch, Employment
Coordinator,
Partners for Workplace Inclusion,
The Canadian Council on
Rehabilitation and Work
(CCRW) |
|
|
|
| |
|
| |
|
| |
|
| |
|
|
|
|
|
|
|
| |
|
|
|
 |
|
|
