Meet JAN, your new best friend

Who is JAN?

The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues.  Working toward practical solutions that benefit both employer and employee, JAN helps people with disabilities enhance their employability, and shows employers how to capitalize on the value and talent that people with disabilities add to the workplace.

JAN’s Workplace Accommodations:  Low Cost, High Impact  reports  the results of a recent survey of 723 employers who utilized JAN’s services.  We’ve provided some of the most relevant findings below.

An astounding 57% of accommodations didn’t cost anything.  Zilch.  They were free.  The average cost of a one-time expenditure was $500 for employers.   Do the accommodations work?  76% of employers reported they found the accommodations to be “very effective” or “extremely effective.”

What benefits have employers utilizing JAN received?

Direct Benefits
 

39% reported a savings on workers’ compensation or other insurance costs

90% reported the retention of a valued employee

71% reported increased the employee’s productivity

60% reported the elimination of costs associated with training a new employee.

Indirect Benefits

66% of employers reported improved interactions with coworkers

61% cited an increased overall company morale level

45% reported increased workplace safety

57% reported increased overall company productivity

99% of employers stated they would use JAN again.

There’s a Searchable Online Accommodation Resource (SOAR) database which provides information, suggestions, examples and resources for employers interested in implementing a job accommodation.  These suggestions are sorted by impairment or by industry.

 

References:

Job Accommodation Network (Original 2005, Updated 2007, Updated 2009, Updated 2010, Updated 2011, Updated 2012). Workplace accommodations: Low cost, high impact. Retrieved August 12, 2013, from http://AskJAN.org/media/lowcosthighimpact.html

 

Return to Work (RTW) Interventions

According to OSHA, "Ergonomics is the science of fitting workplace conditions and job demands to the capabilities of the working population."  When the conditions and demands are properly matched with workforce, employers may benefit from increased productivity, reduction in injuries, and improved employee satisfaction. 

Workplace ergonomic interventions focus on workplace adaption, adaption in working hours, and adaptation of job tasks.¹

Workplace Adaptation
Workplace adaptation may involve altering or adjusting the work environment to best fit an employee's physical capabilities.  This may or may not involve changes in technical aids or equipment like desks, chairs, tools, keyboards, and workstation design.

Adaptation in Working Hours
Changing the number of hours or the pattern or hours that an employee works can include a "phased" return to work.  An example of a phased return to work is an employee who returns to work for 4 hours a day for two weeks, then advances to 6 hours per day for two weeks, and then 8 hours per day.  It could also include different shifts of work or changes in an employee's break schedule.

Adaptation of Job Tasks
Adapting an employee’s job tasks may focus on increasing variation in job tasks, such as job rotation, changing how much weight an employee is carrying.

In a multi-national study on the occurrence and effectiveness of ergonomic interventions on RTW for injured workers with low back pain (2004), researchers have found that workplace adaptation, change in working hours and job tasks were effective in improving RTW for injured workers who were given work restrictions for chronic low back pain.  The researchers focused on the median number of days off work, two years after the injured workers' first day of disability.  Employees who were offered workplace adaptation experienced 105 fewer days out of work than those with no intervention (p. 293).  Additionally, employees who were offered adapted working hours had 21 fewer days off work (p. 293).  

While we often think of ergonomics from an injury prevention standpoint, it is important that we apply the same principles when considering opportunities for modified duty and RTW after an injury.  For more information on job accommodations, check out JAN, the job accommodation network. 

1.        Anema, J. R., Cuelenaere, B., van der Beek, A. J., Knol, D. L., de Vet, H. C. W., & van Mechelen, W. (2004).  The effectiveness of ergonomic interventions on return-to-work after low back pain; a prospective two year cohort study in six countries on low back pain patients sicklisted for 3-4 months.  Occup Environ Med,61, 289-294.  doi:  10.1136/oem.2002.006460  http://www.ncbi.nlm.nih.gov/pmc/articles/PMC1740746/pdf/v061p00289.pdf