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OHS trends related to the young and mature workforce demographics

OHS trends related to the young and mature workforce demographics. Tourism & Hospitality Industry OHS Summit Kymm Ducharme/Helen Chandler Aug 21/2014. Agenda. Trends Workers – myths and facts for different age groups Different age groups – different risks

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OHS trends related to the young and mature workforce demographics

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  1. OHS trends related to the young and mature workforce demographics Tourism & Hospitality Industry OHS Summit Kymm Ducharme/Helen Chandler Aug 21/2014

  2. Agenda • Trends • Workers – myths and facts for different age groups • Different age groups – different risks • Reducing Time Loss Injuries and Improving Recovery Time

  3. Demographics in Hospitality

  4. Injuries by Age Range – 25 and under (2009 – 2013)

  5. Injuries by Age Range – 55+

  6. Claims & Claims Costs

  7. Changing Demographics

  8. Increasing Life Expectancy

  9. Canadianbusiness.com

  10. Aging Workers

  11. Changes Associated with Aging

  12. Young workers

  13. Young Workers Young Worker Resources:http://worksafebc.com/YoungWorker

  14. Young Workers Young Worker Resources:http://worksafebc.com/YoungWorker

  15. How do you reduce claims costs and reduce labor costs and assist your injured workers to heal twice as fast?

  16. Injured Worker Profile

  17. Recover atWork • Helps the injured worker recover more rapidly and more completely • Reduces financial uncertainty for the injured worker and their family • Keeps the injured worker involved in the workplace • Facilitates early intervention, and avoids unnecessary absenteeism or recovery delays • Helps maintain a positive workplace connection for the injured worker

  18. What the Research Indicates Disabled workers off work 12 weeks or more have only a 50% or less chance of ever returning to work. Percent (%) Chance OfReturn Weeks of Disability Source: 1995 The Guilford Group Ltd.

  19. www.worksafebc.com

  20. Monitoring the Progress of Modified Duties • Monitoring and revising accommodation/return-to-work plans in cooperation with the employee to respond to changing employee and operational needs • Advising accommodated employees as early as possible about upcoming operational changes that may cause the employee to need new or different accommodation • Addressing co-worker cooperation issues throughout the employment accommodation process • Despite your best efforts for accommodation, if the employees are incapable of performing the essential duties of the accommodated position you must: • notify the appropriate department (HR/Management) • advise of benefits entitlements in a timely manner • put forward for reassignment to another position, when appropriate • maintaining contact with your employee, to communicate concern for the employee’s health, obtain information about expected return-to-work date and anticipated accommodation needs, and prepare for his/her timely and safe return

  21. Refusal of Modified Duties Workers are expected to participate fully in their rehabilitation programs and failure to do so may result in the suspension or reduction of wage loss benefits. Once it has been determined that the return-to-work plan is appropriate, the injured worker has a responsibility to carry out the plan.

  22. QUESTIONS?

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