Ergonomic Consultation

Ergonomic Consultation

On September 25, 2008, the ADA Amendments Act of 2008 (ADAAA) was passed that significantly broadened the scope of protection available under the Americans with Disabilities Act of 1990. The critical inquiry under this amended law is no longer on whether the individual has a disability, but whether covered entities have engaged in an interactive process that supports reasonable accommodation of qualified disabled applicants and employees.

 

WorkAbility Job Analysis

 A WorkAbility Job Analysis is an interactive analysis process with employee involvement that identifies functional elements and physical demands of job tasks using the WorkAbility eJobMatch web-based reporting platform. Issues that may prompt referral for this service include:

  • Design of safe and productive work methods or controls to lower injury rates.

  • Validate fitness-for-duty screening methods for job-applicants and workers.

  • Identify safe work tasks & accommodation options to promote return to productive work.

Standard components of a WorkAbility Job Analysis include:

  1. Job Title, Location, Cross-references, Summary

  2. Environmental Conditions/Work Schedule Issues

  3. Transitional Work Program Summary

  4. Medical Screening/Qualifications

  5. Job Tasks/Functions and Functional Task Elements/Step

  6. Materials/Tools/Equipment Used to Perform Tasks

  7. Functional Analysis of Task Demands With Worker Input and Force Measurement

  8. Images and video clips may be included to illustrate equipment and work methods.

  9. Physical Demands Summary and Operational Definitions

WorkAbility Job Analysis data is managed in the WorkAbility eJobMatch System to support global access for worker-job match and job safety analysis. This innovative software solution…

  • Matches worker capabilities to job demands in a web-based HIPPA-compliant platform;

  • Links employers, insurers and providers for more effective injury prevention and medical management; and

  • Supports job placement decisions, transitional work programs, job-specific rehab planning, and design of safety and risk management strategies.

ERGO Accommodation Study

An ERGO Accommodation Study (EAS)is an interactive, ergonomic analysis of how an applicant or worker's restrictions impact safe job performance, with recommendations for temporary or permanent job accommodations. Issues that may prompt referral include:

  • Supporting documentation is requested to help render a final hiring or job placement decision for a disabled applicant or worker.
  • Determine feasibility of accommodations to address worker barriers to safe and productive job performance.
  • Evaluate readiness of a disabled worker to return to full or temporary, modified duty.  
  • To evaluate whether the injured worker is likely to benefit from continued participation in the company’s transitional work program.

Standard components of an ERGO Accommodation Study include:

  1. Mechanism of injury/health history
  2. Current work and lifestyle restrictions/functional capacities
  3. Job performance concerns/barriers
  4. Work methods and functional job demands (WorkAbility Job Analysis)
  5. Ergonomic risk factors/hazards present
  6. Job safety history (OSHA, BWC claims)
  7. Research to identify reasonable accommodation options
  8. WorkAbility Summary that clarifies limiting health conditions/accommodation options.

If worker restrictions are unclear, then the EAS may additionally include limited functional capacity tests with an emphasis on content validity to measure the evaluee’s ability to perform the physical demands of specific job options. Our completely mobile exam process eliminates transportation barriers and is time-efficient for both the worker and employer representatives.

Job Modification Assistance

An ergonomics expert may assist the employer with removal or alteration of physical barriers that may prohibit an injured worker from performing the essential job functions or obtaining employment. Job modification is generally used for return to work positions that are considered permanent.

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