Returning to work after break

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# Hand Tool Ergonomics - Job Design (cont.) ## Task variety (cont.) - Add more tasks to the job. - Assign a larger part of work to a team: workers form a team, and each team member shares several different tasks. ## Work pace A fast pace of work is a strong risk factor for WMSDs. If the pace is too fast, the muscles involved do not have enough time to recover from the effort and to restore sufficient energy to continue the work. - If the pace of work is imposed externally -- assembly line speed, for example -- adjust it to the speed that is acceptable for the slowest worker. - Incentive systems that reward for the quality of work naturally determine the "right" pace of work. - Incentive systems that reward for the amount or quantity of work increase the risk for WMSDs and, in the long run, will compromise quality as well. ## Work breaks The work break is a time period between tasks. Even short periods of time, literally seconds, that allow one to relax muscles involved in operating tools are important in preventing injuries. ## Rest breaks The rest break is the period after work stops. Besides allowing for refreshment, rest breaks can be used to stretch and relax. ## Adjustment period An adjustment or acclimatization period is the time needed to get "in shape" when returning to work after a long absence, or when starting a new job. It should allow one to refresh old work habits or get used to a new routine. An adjustment period is a very important element of injury prevention. Inexperienced and "new" workers, as well as "experienced workers" returning to work after a period of recovery and rehabilitation, are more prone than most workers to both injury and re-injury, so adjustment periods are a vitally important way to reintegrate them into the workflow. Training Hand Tool Ergonomics - Job Design CCOHS

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# Fit to Work (cont.) ## How is the assessment done? (cont.) An employer is allowed to ask for information from a medical professional to make sure the employee is able to work safely and that the employee's condition does not pose a hazard to themselves or to others. A fit to work assessment may be done for the following reasons (but are not limited to): - There has been a significant change in the working conditions. - An employee transfers to a position where the working conditions are significantly different. - The job at work has been modified, and the returning worker is still going for physiotherapy, rehabilitation, or both. - There has been a change in an employee's health (e.g., returning to work during recovery or after recovering from a serious illness or injury). - A medical condition may limit, reduce or prevent the person from performing a new or current job effectively (e.g., musculoskeletal conditions that limit mobility). - A medical condition is likely to make it unsafe to do the job (e.g., a person may unpredictably become unconscious in a hazardous situation). - A medical condition is likely to make it unsafe both for themselves, co-workers or the public (e.g., driving is essential to the job but the person is subject to unpredictable and sudden unconsciousness, or a food product inspection by an inspector with deficient colour vision). - The medical condition may be made worse by the job (e.g., excessive physical exertion by an employee with a heart or lung disorder). From: Public Service Occupational Health Program, Health Canada. 2015 ## Can my employer really ask for this kind of information? It is not appropriate for the employer to ask for specific medical findings and diagnoses from the health professional. The employer can request a fit to work assessment for appropriate reasons as long as protocols and regulations such as the Human Rights Code are followed (e.g., the assessment is not used to rule out employment due to a dis…

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# Product code 00442011 Date of issue 4 May 2025 Version 3.04 Product name V52-440C PPG BREAK-THROUGH INTERIOR/EXTERIOR SATIN ULTRA DEEP BASE (cont.) ## Control parameters (cont.) Product code 00442011 Date of issue 4 May 2025 Version 3.04 Product name V52-440C PPG BREAK-THROUGH INTERIOR/EXTERIOR SATIN ULTRA DEEP BASE ## Section 8. Exposure controls/personal protection Appropriate engineering controls Environmental exposure controls : Good general ventilation should be sufficient to control worker exposure to airborne contaminants. : Emissions from ventilation or work process equipment should be checked to ensure they comply with the requirements of environmental protection legislation. In some cases, fume scrubbers, filters or engineering modifications to the process equipment will be necessary to reduce emissions to acceptable levels. Individual protection measures <table><tr><th>Hygiene measures</th><th>: Wash hands, forearms and face thoroughly after handling chemical products, before eating, smoking and using the lavatory and at the end of the working period. Appropriate techniques should be used to remove potentially contaminated clothing. Wash contaminated clothing before reusing. Ensure that eyewash stations and safety showers are close to the workstation location.</th></tr><tr><td>Eye/face protection Skin protection</td><td>: Safety glasses with side shields.</td></tr><tr><td>Hand protection</td><td>: Chemical-resistant, impervious gloves complying with an approved standard should be worn at all times when handling chemical products if a risk assessment indicates this is necessary.</td></tr><tr><td>Body protection</td><td>: Personal protective equipment for the body should be selected based on the task being performed and the risks involved and should be approved by a specialist before handling this product.</td></tr><tr><td>Other skin protection</td><td>: Appropriate footwear and any additional skin protection measures should be selected based on t…

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# Return to Work - Program Overview (cont.) ## What is an overall return to work (RTW) program? (cont.) - Return to Work - Functional Abilities Evaluation - Mental Health - Return to Work ## What are the benefits of a return to work program? A carefully managed, early and safe return to work can be beneficial to all parties. Generally speaking, the longer a worker is away from work, the less likely they are to return to their pre-injury job. Therefore, it is important to support workers in their return to work, and to work together to bring them back as soon as it is safe to do so. Some key benefits of an early and safe return to work include: - Keeping the worker active and engaged in the workplace. - Maintaining the worker's income through a planned recovery. - Continuing the worker's contribution to the workplace. - Reducing the workplace's compensation costs. While an early and safe return to work is the goal, be aware of situations where returning before recovery may increase the risk of re-injury. Determining the right time for workers to return to work is important. ## What are the impacts of a workplace injury or illness? Workplace injuries and illness have financial and psychosocial impacts on both the injured worker and the workplace. Impacts to the injured worker may include: - A possible reduction in income or delay in payments. - A potential for a reduced or fixed income. - Rehabilitation and additional appointments. - Anxiety, depression, or other mental health issues. - Life and family disruption. - Potentially strained relationships with co-workers. Impacts to the workplace may include: A loss of production. Return to Work - Program Overview CCOHS

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# Return to Work - Program Overview (cont.) ## Education and Training Providing education and training about the return to work program can show a workplace's commitment to returning injured and ill workers back to work safely, and set clear expectations, roles, and responsibilities for all the workplace parties. The return to work program should be clearly communicated to all workers in a way that everybody can clearly understand. The details of the program can be presented and reviewed as part of a health and safety or human resources manual, as well as introduced to all new workers through the orientation process. Refresher education and training may be required: - As needed to protect the worker's health and safety. - If workers no longer remember details of the program. - If conditions of the workplace have changed. - When new information becomes available. - If the program is updated. - After an injury or illness. - If there are changes to the legislation. Workers should know how to access the information available in the program. ## Review As with other components of the workplace health and safety program, the program should be regularly reviewed and evaluated to look for areas of improvement. An annual review will ensure the program is maintained and current. Always check for any legislative changes that may apply. ## Who is involved with developing the individualized return to work plan? When developing an individualized plan for a specific worker, this planning also often involves establishing a team. Members may include: - The returning worker and their representative, if requested - The department manager and direct supervisor - Human resources representative - Union representative (if applicable) - The treating medical professional(s), as appropriate Return to Work - Program Overview CCOHS

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# Appendix B (cont.) ## Emergency Medical Plan (heat elements required when HI >/= 80 °F) (cont.) _ An employee exhibiting signs or symptoms of heat illness must be monitored and must not be left alone or sent home without being offered onsite first aid and/or being provided with emergency medical services in accordance with the employer's procedures. . _ Contacting emergency medical services and, if necessary and instructed to do so by the medical professionals, transporting employees to a place where they can be reached by an emergency medical provider. _ Ensuring that, in the event of an emergency, clear and precise directions to the work site is provided for first responders to quickly navigate to the location of the affected worker. Confirmed through interviews? (Describe comments) Heat Illness Prevention Plan: (HI >/= 80 °F) Yes_ No In writing Has required elements? _How employees will be trained on the hazards of heat exposure and the necessary steps to prevent heat-related illnesses _How to recognize the symptoms of dehydration and how to respond to suspected heat- related illnesses _How sufficient amounts of cool, potable water in work areas will be provided _How employees will be provided frequent opportunities and encouragement to stay hydrated by drinking water - How employees will be provided sufficient space to rest in a shaded area or cool climate- controlled area, and where heat-affected employees may cool off and recover when signs and symptoms of heat-related illnesses are recognized _How the employer will implement the heat illness prevention rest break schedule when necessary to keep employees safe (HI = 90 °F and >) - How the employer will implement heat acclimatization procedures for new employees or employees returning to work from extended absences of seven or more days ## Heat illness prevention rest break schedule: (HI >/= 90 °F) Yes_ No In writing Option A B _ C _ (A) Employer-designed heat illness prevention rest break …

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# Return to Work - Program Overview (cont.) ## Who is involved with developing the individualized return to work plan? (cont.) Everyone should understand their roles and responsibilities in the return to work plan # Are there additional considerations for a mental health return to work plan? Workplaces should approach the return to work process similar for both physical and mental injuries or illnesses. Each return to work plan and accommodations will be different based on the individual and the circumstances. Each situation will be unique, but will include to: 1. Determine meaningful and suitable accommodations based on a completed functional abilities form (physical or mental/cognitive) or fit to work form. 2. Create a detailed plan with milestone dates, times, tasks, and expectations. Discuss the plan with the individual before they return. Be sure to engage the individual and ask them if they anticipate any issues with the plan. This planning period is also the time to review any procedural, department, or organizational changes that may have occurred while the individual was off work. 3. Communicate with the worker's department that the worker will be returning so the individual can be welcomed back, and any retraining can be organized. Be available to support the coworkers as needed. For example, do not allow gossip and other uncivil behaviours to occur which can continue any stigma and result in unsupportive work environments. 4. When the individual returns to work, complete an orientation checklist. The orientation should review any changes to the procedures, department, or the workplace. Ideally, any changes would be communicated before the individual returns. 5. During the first two weeks back, review the individualized return to work plan. It is important to check in with the returning worker to see how they are doing and if they need any further accommodation to remain functional in their job. The plan should be reviewed by the worker at set int…

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# Improvement Options (cont.) Resources # Appendix A Administrative Improvements Administrative improvements include changing work practices or the way work is organized. Administrative improvements require continual monitoring by management and employee feedback to make sure the improvements are effective. ## Provide variety in jobs There are a couple of ways to increase variety in jobs. Job rotation means rotating employees through different jobs. Job enlargement means increasing the variety by combining two or more jobs or adding tasks to a particular job. To be effective, both improvements rely on changing jobs and tasks so that they differ in the: - Muscles or body parts used - Working postures • Amount of repetition - Pace of work - Amount of physical exertion required . Visual and mental demands - Environmental conditions ## Adjust work schedules and work pace New workers who are not used to the physical demands of the job or those returning from long absences should be gradually introduced to a normal work pace and workload like an athlete in spring training. ## Provide recovery time Recovery periods (i.e., muscle relaxation periods) can help prevent fatigue and injury to muscles. Several short breaks can reduce the frequency and duration of physically demanding activities. Ask employees for their ideas for the best rotation or break schedules to reduce the physical demands of their jobs. Their suggestions can help you integrate the physical demands of jobs with the environmental and organizational demands of the workplace. 50