Many people with arthritis become work disabled, but little is known about (a) the types of work barriers they experience and (b) their use of job accommodations. Our objectives were to describe work barriers and use of accommodations and to examine factors associated with accommodation use in persons with arthritis at risk for work disability. Barrier assessment was conducted using the Work Experience Survey. Factors associated with accommodation use were analyzed by logistic regression. The overwhelming majority of the 121 participants (98%) reported having one or more barriers, and 68% reported 10 or more barriers; 38% used an accommodation. Greater functional limitations and self-efficacy for accommodation request were each associated with accommodation use. Even though these employed persons with arthritis faced multiple barriers at work, only a small number used any form of job accommodation.<\/p>\n
Predictors of workplace accommodations for employees with mobility-related disabilities.<\/h2>\n
Balser, D. B. (2007). “Predictors of workplace accommodations for employees with mobility-related disabilities.”\u00a0Administration and Society<\/strong>,\u00a039<\/strong>, 656-683 .<\/p>\n Our understanding of reasonable accommodations in the workplace is incomplete. Frequently, research on disability either neglects issues of accommodation or examines the receipt of any accommodation, without specifying type. However, people with disabilities need specific accommodations, not any accommodation. This article uses comprehensive models to test the predictors of four types of accommodations received by employees with mobility-related disabilities. Overall, the results show that different factors predicted receipt of different types of accommodations. Furthermore, factors that facilitate or constrain an employer\u2019s capacity to make particular accommodations were more powerful predictors than an individual\u2019s need for accommodation or socioeconomic status.<\/p>\n Butler, R. J., Baldwin, M. L., & Johnson, W. G. (2006). “The effects of occupational injuries after returns to work: Work absences and losses of on-the-job productivity.”\u00a0Journal of Risk and Insurance<\/strong>,\u00a073<\/strong>(2): 309-34.<\/p>\n We extend the research on post-injury employment by estimating productivity losses for workers with permanent partial disabilities (PPDs) in the first three years after injury. Our method distinguishes between productivity losses attributed to spells of work absence versus reduced earnings during spells of employment. The method is applied to data for 800 Ontario workers with PPDs. The results document large productivity losses persisting at least three years after injury, with different loss patterns for workers returning to stable versus unstable employment. Human capital investments or job accommodations can reduce productivity losses, but the significant determinants of losses differ for the stable versus unstable employment groups.<\/p>\n Campolieti, M. (2005). “How accommodations affect the duration of post-injury employment spells.”\u00a0Journal of Labor Research<\/strong>,\u00a026<\/strong>(3): 485-99.<\/p>\n I examine the effects of accommodations on the duration of employment spells using a sample of workers reentering the work force after an occupational injury. Unlike previous research, I analyze the post-injury employment history, i.e., more than one employment spell. The results indicate that accommodations have a smaller effect on employment duration than previous studies for workers who have not left their jobs. In addition, only certain types of accommodations, flexible work schedules and modified workplaces, are associated with significant increases in employment duration. The implications of these estimates for disability policy are also briefly discussed.<\/p>\n Dowler, D., Batiste, L., & Whidden, E. (1998). \u201cAccommodating workers with spinal cord injury.”\u00a0Journal of Vocational Rehabilitation<\/strong>,\u00a010<\/strong>(2): 115-122.<\/p>\n Describes the types of jobs, functional limitations, job functions, career status and accommodation suggestions for over 1,000 cases from the Job Accommodation Network (JAN) caseload involving workers with spinal cord injury. The JAN, a service of the President’s Committee on Employment of People with Disabilities, was designed to provide a toll-free consulting service for information about accommodations in the workplace. The mission of JAN is to assist employers, service providers and people with disabilities by giving accommodation information related to the hiring, retraining, retention, or advancement of persons with disabilities. The career progression recorded for each caller reflects how the accommodation was used to place or retain the caller in employment. Overall, JAN data show that workers with spinal cord injury can be gainfully employed and maintain this employment over time. Results indicate that nearly three-quarters of the callers needed an accommodation in order to maintain their current job or to improve their productivity in their current job. Only 1% of the callers were being considered for promotion. (PsycINFO Database Record (c) 2007 APA, all rights reserved)<\/p>\n Franche, R. L., Cullen, K., Clarke, J., Irvin, E., Sinclair, S., & Frank, J. (2005). “Workplace-based return-to-work interventions: A systematic review of the quantitative literature.”\u00a0Journal of Occupational Rehabilitation<\/strong>,\u00a015<\/strong>(4): 607-631.<\/p>\n Introduction: A systematic review was conducted to review the effectiveness of workplace-based return-to-work (RTW) interventions. Method: Seven databases were searched, in English and French, between January 1990 and December 2003 for peer-reviewed studies of RTW interventions provided at the workplace to workers with work disability associated with musculoskeletal or other pain-related conditions. Methodological quality appraisal and data extraction were conducted by pairs of reviewers. Results: Of a total of 4124 papers identified by the search, 10 studies were of sufficient quality to be included in the review. There was strong evidence that work disability duration is significantly reduced by work accommodation offers and contact between healthcare provider and workplace; and moderate evidence that it is reduced by interventions which include early contact with worker by workplace, ergonomic work site visits, and presence of a RTW coordinator. For these five intervention components, there was moderate evidence that they reduce costs associated with work disability duration. Evidence for sustainability of these effects was insufficient or limited. Evidence regarding the impact of supernumerary replacements was insufficient. Evidence levels regarding the impact of the intervention components on quality-of-life was insufficient or mixed. Conclusions: Our systematic review provides the evidence base supporting that workplace-based RTW interventions can reduce work disability duration and associated costs, however the evidence regarding their impact on quality-of-life outcomes was much weaker. (PsycINFO Database Record (c) 2007 APA, all rights reserved)<\/p>\n Gates, L. B., Akabas, S. H., & Kantrowitz, W. (1996). “Supervisor’s role in successful job maintenance: A target for rehabilitation counselor efforts.”\u00a0Journal of Applied Rehabilitation Counseling<\/strong>,\u00a027<\/strong>(3): 60-66.<\/p>\n Explores the role of supervisors with regard to disabled workers and the implications of this role for the work of rehabilitation counselors. A comprehensive disability management effort at 1 worksite was studied in-depth. Surveys were completed by 25 workers with physical or neurological disabilities and by their supervisors about the functional limitations caused by the disabling conditions and responsiveness of the supervisors. Results show that successful readjustment to work was affected by the ability of supervisors to (1) make accurate assessments of when conditions interfered with job performance, (2) identify problems caused by disabling conditions, (3) develop appropriate accommodations, (4) monitor accommodation effectiveness, and (5) facilitate communication between workers with disabilities and their co-workers. Ways in which rehabilitation counselors can help are discussed. (PsycINFO Database Record (c) 2006 APA, all rights reserved)<\/p>\nThe effects of occupational injuries after returns to work: Work absences and losses of on-the-job productivity.<\/h2>\n
How accommodations affect the duration of post-injury employment spells.<\/h2>\n
Accommodating workers with spinal cord injury.<\/h2>\n
Workplace-based return-to-work interventions: A systematic review of the quantitative literature.<\/h2>\n
Supervisor’s role in successful job maintenance: A target for rehabilitation counselor efforts.<\/h2>\n
Do injured workers pay for reasonable accommodation?<\/h2>\n
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