Disability Case Summary

Dr. Swartz then indicated based on the questionnaire completed by the injured worker at the time of his evaluation in or about June 2016, the applicant’s activities of daily living were not significantly effective. It is noted on the record the injured worker claimed he was able to do various activities. Based on the

On Thursday, 10/22/2015 the claimant stated he reported for work pain-free and was not suffering from any pain or discomfort from four other work related injuries that he reported as claims and received judgments. The claimant was unable to account for the real dates of his past work-related injuries that occurred between 2010 and 1/2013. The claimants past industrial-related injuries ranged from a left wrist injury, head injury and two separate right wrist injuries which he says did not include any injury to any other body parts.

1. Janet works as a branch manager for a large banking firm. Her job requires her to travel by personal vehicle to different branch offices several times each week. Janet has lower back problems from a result of a skiing accident many years ago, which is further aggravated by long periods of sitting while driving. Janet was returning from the branch office to the home office on Thursday afternoon when another driver struck her car from behind. A physician examined Janet and determined that the accident aggravated her pre-existing back injury. The physician ordered Janet to remain off work for at least two weeks.

The Board office received a letter from Mary Fahey, MPHP via fax on 05/04/2015, advising that Dr. John Medley, M.D. a current “ILOD” status had informed her that he had relapsed over the weekend of April 25-26, 2015.

A petition filed by Stanislaus County requesting a review of Deputy Dennis Wallace’s disability discrimination case was declined. Deputy Wallace was seeking $468,000 after the county placed him on unpaid leave for two years post-injury. Wallace claims that the county placed him on leave due to an inaccurate assessment of his ability to perform his duties as bailiff (even with reasonable accommodation provided). In a 2012 trial the case ended with a hung jury. The deputy lost the discrimination case after a jury heard it in 2013, but the state appeals court overturned the jury verdict in February.

Respondent sought compensation from her employer Comcare under the Safety Rehabilitation and Compensation Act 1988 (Commonwealth). It was argued that she suffered injuries during the course of her employment.

DOI: 03/08/2011. Patient is a 48-year-old male route sales representative who sustained an alleged work-related injury to his back, neck, lower extremity and abdomen which affected his psychiatric state while performing his duty.

The integrated approach to disability management is the most effective and efficient way to help injured and ill employees to either return-to-work or stay-at-work, whilst trying to reduce the economic cost of disability to employers. Integrated Disability management (IDM) is successful when incorporated into the strategies and culture of an organization. I will be discussing how integrated or comprehensive approach to Disability Management is beneficial to both the employee and the employer/organization. Silivia Angeloni states that “the IDM approach can be applied across a diversity of human situations to provide solutions that reflect the multifaceted and widespread nature of disability” . She also states that “integrated approach to

Employers operate disability management programs because it gives them a structured way to manage workplace costs associated with workplace illness and injury. Costs can be controlled through maintaining skilled workers and limiting absences to maintain a productive workforce. The program is also thought to “prevent workplace injury and illness and to accommodate workers in a manner that facilitates early and safe return to work.” (Management of Occupational Health and Safety, 2011, 329) I also feel that employers operate disability management programs as a way to keep themselves out of financial hardship and legal issues which could stem from a workplace injury or illness.

To survive summary judgment in a disability discrimination case under the ADA, the plaintiff must make a prima facie showing that she could perform the essential functions of her job with or without reasonable accommodations. 42 U.S.C. § 12101 et seq. When evaluating what the essential functions for a specific job are the employer’s judgment is highly probative. 42 U.S.C. § 12101(2). MMC established the essential functions of the Nurse Manager position by drafting Exhibit A, the want ad posting, and by practice, namely Deon Washington’s training of former nurses including Blake, for the past twenty-seven years as Nurse Manager of the ACU. The court in Heaser set up a list of factors to help establish the essential functions of a given job,

Simcoe county is mostly focusing on finances when it comes to disabled people. Simcoe County supports the Ontario disability supports program, which supplies finical assistance to those who have trouble seeking and maintaining employment because of their disability (County of Simcoe, 2012d). Simcoe County should revision the current plan using a family impact lens by fully implementing the Ontario disability support program and applying assistance to those who are disable through helping them gain skills to maintain and receive a job. This recommendation aligns with Ontario’s policy’s, as Ontario offers employment support to those who are disabled by supplying; job coaching, assistance finding jobs, transportation assistance, equipment needed

Developing the Information Technology department employees is the focus of this project. The Office of Disability Adjudication and Review need to focus on developing its employees especially for its female employees. According to Werth, women who work in a male dominated profession struggles for the same pay and opportunities (Werth, 2011). Moreover, working in the Information Technology department involves lifting heavily equipment, stomping low to fix computer issues, whereas, women would not be so accustomed to placing themselves to accomplish their work duties (Werth, 2001). Additionally, males within the information technology field are paid more than a female performing the same duties along with the same title (Broos, 2005). Furthermore,

My scenario is about workers in a warehouse job and they are asked to receive supplies that deal with garden and lawn supplies. The details of the employees job is on a worksheet that shows how many bags of shrubbery and fertilizer that have to be taken from the trucks and then placed onto the selves in the warehouse. The workday may range from eight to 12 hour and you will have to place up to 200 bags or more at any given time. This job is very repetitive it can cause undue stress and exertion to your back muscles. When you have worked on this type of job for a long period of time it is highly likely that you will experience a lower back injury because of the over use of your muscles.

Some how surprisingly, not only severe injured workers show a complicated recovery process, but also minor to moderate injured persons, for example workers with bruises or simple fractures. Thus, injury severity alone can be seen as a weak predictor of the individual recovery process and as a result psychosocial variables were incorporated in the prevalent models of working disability. Based on this postulated biopsychosocial nature a short screening tool is required, which incorporates various predictive psychosocial variables and is able to identify vulnerable accident victims for a complicated recovery. This screening should guide the efforts for early preventive rehabilitation interventions, which increase the efficacy of treatment and decrease the cost burden by directing treatment according to the needs of the injured persons.

●They were treated less favourably as a result of their disability. For example, they were disciplined, dismissed, refused promotion, denied overtime,