AOTA Occupational Rehab and Return to Work Programming

Question 1

what does industrial work rehab and reutrn to work programming invole?

Answer 1

client, employer, human resources department, safety personnel and car managers.

Question 2

as educator, what do OTs promote in the work place>

Answer 2

identify affected people and popoulations within work environment
faciltiate learning for clients
implment strats that take into cosideration clients’ learning style.

Question 3

what do injury prevention programs aim to do?

Answer 3

decrease employer costs related to work injuries,
improve worker fitness and safety
bridge emplyer and worker in collaborative plan to improve workplace safety.

Question 4

define the NIOSH

Answer 4

federal agency responsible for conducting research and making recommendations for the prevention of work-related injjry and illness
provides information about workplace safety and health toipics inlcuding injury, hazards, prevention, and ergonmics for various types of industry

Question 5

define O*NET

Answer 5

database of requirements, worker atrirbutes and other information about thousand of ocupations that cna be helpufl when documenting job demands

Question 6

define work-related musculoskeletal disorders

Answer 6

class of soft tissue injuries affecting muscles, tendon and nerves.

Question 7

what do back and neck rehab training strats provide?

Answer 7

strats focused on improving fines,s job comfort, and workplace safety for individuals or groups of wokers to either prevent injjry or retrain clients after injury.

Question 8

what are the four types of symptom magnificationthat are unconcscous

Answer 8

refugee - uses symptoms to escape an unresolvable conflict
symptom mininterpreter - responds to physicla changes in body in an extreme manner because of difficulty processing senosry and kinesthetic input or unrealisitic belief systems about the way the body worksgame player - consciously attemps sto convice those working with them the reality of shymptoms for positive gain
identified patient - assumes patient role as a lifestyle
symptom minimzer - client who keeps symptoms hidden so they can return to normal activity or avoid appearing weak.

Question 9

what are four characteristics for implementation of a successful work injjury prevention program?

Answer 9

ongoing management support, supervisory suipoport, employee participation, ongoing support and reinforcement of program

Question 10

define primary prevention goal

Answer 10

identify and reduce risk factors early before injuries occur and oto promote health work habits and lifestyle.

Question 11

define secondary prevention goals

Answer 11

early identification of symptom-related risk factors; minimze or reduce duration, severity and cost of work-related injuries

Question 12

define teritary prevention

Answer 12

after injuyr or illness has been diagnosed; interventions focus on medically treating the work-related injury and restoring the work role.

Question 13

what do job demand alaysis looks to do?

Answer 13

define the actual demands of the job and invovles use of questionnares, interviews, observations, and formal assessments completed in real work enviornment.

Question 14

define sedentary work

Answer 14

exerting as much as 10 lbs of force occasionally or a negligible amoutn of force frequently to life

Question 15

define light work

Answer 15

exerting as much as 20 lbs of force occasionally, as much as 10 lbs frequently, or a neglible amoutn of force constantly to move objects.

Question 16

define medium work

Answer 16

requires exerting 20-50 lbs of force occassionally, 10-25 lbs of force frequently, or more than negligble to as much as 10 lbs of force constantly to move objects.

Question 17

dfine heavy work

Answer 17

require eerting 50-100 lbs of force occassionlla,y 25-50 lbs of orce frequently, or 10-20 lbs of force constantly to move objets

Question 18

define very heavy work

Answer 18

requires exerting force in excess of 100lbs occasionally, in excess of 50 lbs of force frequently, or in excess of 20 lbs of force ocnstantly to move objects

Question 19

define the DOT definitions for physicla demand frequencies

Answer 19

never - does not exist
occasionally - occurs as much as 1/3 of the day
frequently - occurs 1/2 to 2/3s of the day
constantly - occurs 2/3s of the day to a fully day

Question 20

when is the work tolerance screening used

Answer 20

to oassess a client’s physical and cognitive abuiiti to meet the general or specific demands of the essentrial functions of the job; generally used after client ha recived offer of employment.

Question 21

what is the goal of ergonomics

Answer 21

improve helath, safety, adn efficiency of oth workers and workplace.

Question 22

define how to do an ergonomic eval

Answer 22

done during normal work hours to observe activities in typical work shift. gfather information by interviewing worker and supervision. obtain overview of all job task requirements. observe how work er performs job in normal fasion. observe work habits.

Question 23

define intervention guidelines for ergonomics

Answer 23

enginerring controls should be modified to the envirionment.

Question 24

define work conditioning/work hardneing

Answer 24

outcomes-focused, individualized, interdiscplinary program that addresses medicla, physical, psychological, behavioral;, physical, functiona, and vocational components of employabliity tand return to work.
work hardening relies heavliy on actual task replication.

Question 25

work hardening may include what?

Answer 25

warm up and cool down exercises, conditioning exercisem, practice of body mechanicsm, and use of job modification

Question 26

what is the hierarcy of functional return

Answer 26

gradation from gross to fine motor, from less to more resistive, from skill to speed focused, and from simple to complex.

Question 27

what is work conditioning specifically deisnged to do?

Answer 27

restore client’s systematic, neuromuscular-skeletal function and typically involves one discipline.
focus is on limted work tasks with more emphasis on eercise, aerobic conditioning and education.

Question 28

define work site eval

Answer 28

job assessments ot determine whether an individual can return to work after onse of disability or whether a person can benefit from reasonable accomondations tso maintain emoplyment.

Question 29

define FCE

Answer 29

objective assessment of a persons ability to perform work-related tasks and is the core of all reutnr to work progmra.s

Question 30

what are some clinical indications for conducting comprehensive FCEs?

Answer 30

identiy work restrictions
to confirm, rule out or disocver diagnosis
post-offer or preinjury screen to detemrine whether employee can perform physical demands

Question 31

define impairment rating

Answer 31

percentage of whole-body function and often translate into final monetary settlement for an jured worked.

Question 32

define disabilty rating

Answer 32

combines worker’s impairment and the impact of that impairment on ability to perform preinjury job

Question 33

define essential job functions

Answer 33

job duties functamental to the position the individula holds or desires ot hold.

Question 34

define reasonable accomodations

Answer 34

any change in the work environment or in the way wortk is customarily performed that enables an individual with a disanility to enojjy equal empployment opportunity.

Question 35

define vocational evaluation

Answer 35

provides information about persons capacithyes adn inteest for work in situations when he or she has not worked before or is looking for a new job after injjury or illness.

Question 36

define job coaching

Answer 36

provides approipriate levle of suppoirt on the basis of indivudla needs in the work ienvironment; may include job training or assitance for job task completion.

Question 37

what should documetation include for work programs?

Answer 37

information regardin whether patient completed progrtam; pain reports; behaviors; psychological complaints; progress; modalities recived; meeting attened by who and why; derogatory remarks; classes or job analaysis compelted; cancellations and reasons; plans for next sesion; descrtiption of adaptations and modifation trialed.