Psychological claims are one of the major contributors to disability absences in Canada. Mental health claims have taken a dramatic upturn in Canada in recent years, and the current COVID-19 environment may make it worse.

The Mental Health Commission of Canada undertook a study that demonstrated some alarming statistics:

Mental health issues are being diagnosed with greater frequency, and disability claims grow faster than any other type of claim.  And that’s bad news, given that the cost of a disability leave for a mental illness is about double the cost of a leave due to a physical illness.

• each week, at least 500,000 Canadians are unable to work due to mental health problems

• this costs Canadian businesses nearly $1,500 per employee annually, according to Benefits Canada

• in any given year, 1 in 5 people in Canada will personally experience a mental health problem or illness

The Commission found that people in their early and prime working years are among the hardest hit by mental health problems and illnesses:

• mental health problems and illnesses account for approximately 30% of short – and long-term work disability claims
• almost 22% of the working population in Canada is currently experiencing mental health problems

Effective Relief

The good news is that Organizational Solutions is experienced in identifying and managing mental health claims. Staff is trained in trauma-informed conversations, and we’re familiar with the best and latest treatment options. 

Our first concern is ensuring that the employee receives the best possible solutions and care that focuses on returning to their life.

• when assessing an employee with a mental health problem, OSI will ensure that our own mental health specialists and advisors are always available for consultation

• if the psychological condition is complex, we can expedite treatment within our Preferred Network of Providers

What used to be a permanent disability can often be treated today; evidence-based guidelines and treatment plans are evolving. A mental health diagnosis does not necessarily mean that an individual cannot work. In fact, since depression and isolation do not mix, workplace accommodation might be the best route to take.

There are many ways to understand and accommodate mental health conditions. Let OSI guide your path.

READ MORE IN THIS DOWNLOAD ABOUT OUR SPECIFIC MENTAL HEALTH PROGRAM, COGNABILITY.™

Our attendance support services promote good morale and employees retention. When OSI manages absences, you can expect:

•  improved efficiency for the organization

•  legally defensible policies and procedures

•  reduced absenteeism costs

•  improved health and well-being for your workforce

In our experience, the majority of absences are genuine. However, an OSI Recovery Facilitator can contact the employee and record the reason for the absence in our database. This helps us track the number of absences and flag any issues where an employee’s absence has become frequent or a cause for concern.

Alternatively, OSI can be notified of patterned or intermittent absence issues if it is medically related. Again, this is flagged in our database. A documented condition does not mean the individual can choose to be off whenever they please. If there is a condition precluding attendance, it is vital to have a plan in place to get well, so that on-going time off is not necessary. If there is a chronic condition, a recovery plan should be put in place and monitored for success.

We have seen a shift in some attendance protocols since COVID19, and OSI has worked closely with clients to establish new rules. In some short absences, a doctor’s note may not be necessary, but the Recovery Facilitator will determine if the absence is genuine and aligned to the client’s policies. Our Recovery Facilitators are experienced and skilled in getting to the root cause of problems; they can spot workplace issues or warning signs of mental health conditions.

The Recovery Facilitator also determines when an absence may become Short Term Disability and can begin the STD process.

Four benefits of having OSI manage absenteeism at your organization

1. Organizational Solutions Inc will ensure strategies are in place to address absence in a way that supports a healthy workplace.
2. We will ensure your policies and procedures meet all case law requirements, while supporting the rights of employers to establish attendance management protocols.
3. You will be dealing with professionals. Organizational Solutions Inc. are leading experts in managing short term disability claims and workers’ compensation claims. We will help put policies and procedures in place to  address deliberate absenteeism.
4. High visibility of our program supports morale and employee retention.

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Independent Medical Exams (IMEs)

We work closely with treating physicians and specialists to ensure that appropriate treatment and return to work is a focus. However, there may be an occasional need to obtain an independent assessment or second opinion on an employee’s case and capabilities (typically less than 5% of claims). That’s when we recommend an Independent Medical Exam or IME, to get an objective assessment of an employee’s capabilities.

OSI typically offers the employer a choice of three objective providers for assessments. The employer has the opportunity to decide on the vendor of choice.

These exams are facilitated through our Preferred Network of Providers and offer another window into the applicants’ sustainable return to work.

The IME provides valuable information about an applicant’s

•  functional capabilities

•  limitations and suitability for regular work or an alternative job further treatment requirements

•  return to work status

Fees

The fees for an IME are billed to OSI who then bills the client at cost. We use our external Preferred Network of Providers for these services and we have no vested interest in the number of assessments carried out.

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Assessing environmental, physical, and cognitive and work factors 

Select members of the OSI staff can examine and evaluate the demands of your organization’s occupational roles, starting with a review of job descriptions. Along with our relevant experience, this review helps us build a solid understanding of the demands of roles at your company.

ASSESSING ENVIRONMENTAL / WORK FACTORS
We consider all factors in making adjudication, accommodation or return-to-work recommendations and work to accommodate the organization’s needs. An important consideration is the applicant’s work environment. What can physical, cognitive or environmental factors show to help us resolve the claim? Which factors have a role in sustainable return-to-work?

With our understanding of medical conditions, capabilities and working with our client contacts, we adjudicate claims based on the consideration of any accommodations. We get very positive feedback from our clients on our understanding of their workplaces.

ASSESSING PHYSICAL FACTORS
The majority of the claims we manage are physical disabilities. They range from minor musculoskeletal injuries to debilitating conditions caused by disease. Often, the perception of the disability doesn’t match objective medical evidence. OSI has strict criteria for determining total disability and focuses on the ability and the capability to work.

ASSESSING COGNITIVE FACTORS
Psychological claims are a significant cause of disability absences in Canada. Unfortunately, our public health system isn’t designed for prompt treatment, which can make a psychological condition worse. The good news is that OSI has the skill and training to identify and adjudicate the severity of mental health claims.

Because treatment plans are evolving, what may have been a permanent disability in the past could be treatable today. A mental health diagnosis does not always mean that an individual cannot work. There are many ways to understand and accommodate mental health conditions.

If the psychological condition is complex, we can expedite treatment within our Preferred Network of Providers. We have close working relationships with many Mental Health Specialists and view this as one of our best practices. 

Diagnosis and treatment options must be exhausted before a mental health condition is declared the source for permanent disability.

An Ergonomic Assessment by Organizational Solutions Inc. evaluates the workplace environment with your employee.

Our Health Professionals and Specialists are specifically trained, experienced, qualified, and up to date on the latest ergonomic guidelines.

We conduct an objective assessment of specific job requirements, including an interview and observation with the employee. Our detailed assessment identifies areas that could be improved and fixes the issues before they become a larger problem.

We consistently reduce costs associated with disability, absenteeism, and Workers’ Compensation for the Employer.

There are many benefits for your employees in the prevention of health issues, such as repetitive strain injuries, which can develop over time and lead to long-term disability. 

Among our Health Professionals and Specialists, are trained and experienced Ergonomic Assessors. They have the technical background to identify repetitive strain injury risks within the workplace. Our ergonomists are extremely practical in their solution generation and are always conscious of budgetary constraints, which means the client will get excellent cost-benefits on all projects.

OSI’s Assessors can conduct an objective assessment of specific job requirements, including an interview and observation with the employee.

Our detailed assessment identifies areas that could be improved and fixes the issues before they become a larger problem. Ergonomic programs must have certain essential elements to ensure the participation and acceptance of the end-users as well as the involvement and financial backing of administrators. Organizational Solutions can guide your workplace through these steps to ensure a successful and sustainable ergonomics program.

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From discrete surveys to post-COVID registration and management, we offer a full range of services customized to your environment.  

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OSI’s skilled Recovery Facilitators can assist!

The employee must have objective medical evidence to demonstrate they are disabled. To ensure the right decision is made, OSI may also explore the physical and cognitive demands of the workplace and the job role.

OSI sends the Advice to Pay Report directly to the designated contact in Payroll once it has been determined that the employee is eligible, based on objective medical evidence.