b'POST-OFFER EMPLOYMENT TESTINGReview internal practices to ensurepractices to identify any risk factorstesting for employees already in these level of fitness is maintained post- that could be reduced to furthertarget jobs; the employer must have hire if injuries start to occur threeprevent injuries and adjust testing topolicies in place and have the same to four years out. Know when toinclude any ergonomics solutions.procedures for all employees in that expand the role of functional testingIn addition, ergonomics training,job. Employers can conduct Fit for to injury management and baselinepsychological safety in the workplaceDuty testing at regular intervals, when for disability evaluations, and maketraining and other relevant safetywarranted, to ensure their workers certain legal counsel and the insurertraining for all employees is essentialcontinue to be a safe fit for the job. or third-party administrator is aware ofto include in any onboarding practicesConsulting with both a lawyer who your program and how it can controland can serve as an opportunity to getspecializes in employment law and a claim costs and limit exposure to legalnew employee feedback on clinic experienced in POET will further liability, including under human job-related issues that may need to the success of any workplace disability rights legislation.be modified. management program. Ergonomics assessments of targetThe testing protocol used in theWhen returning an employee back jobs should be incorporated into thePOET can be used for Fit for Dutyto work in a safe and timely manner, a Functional Capacity Evaluation (FCE) can be conducted in a clinic setting to identify the employees capabilities, WORK INJURYdetermine if their functional capacity MANAGEMENT meets the essential demands ofthe job and be used to identify CORPORATE reasonable accommodations. HEALTH SERVICES As employers increasingly focus on injury and illness prevention efforts using a whole-person approach and consider all the demands of work, From gettingthe rationale for testing workers injured workerscapabilities specific to the job tasks back on the job they will be assigned makes good business sense and will help protect . to making atheir valuable human resources.strategic planMarnie Courage is the owner of for executiveEnabling Access Inc., a Winnipeg-healthbased occupational therapy clinic that has been providing rehabilitation and workplace health and inclusion Invest in recovery and services for over 15 years. Courageprevention for your team and her team focus on optimizing ergonomics and ability and assist Trust a multi-disciplinary team workplaces in meeting their goals thats successfully handled a wide range ofrelated to employee health, safety and workplace injuries, as well as providedinclusion. She is a consultant to safety the latestand human resource professionals, preventive programs and care. a medical-legal expert and a sought-after conference speaker.\x1f Reconditioning \x1f Executive Medical \x1f Work Hardening Assessments\x1f Functional Capacity\x1f Pre-employment Screening References1.Canadian Centre for Occupational Evaluations \x1f Early Injury AssessmentsHealth and Safety.\x1f Job/Physical Demands \x1f Ergonomic Assessments ccohs.ca/oshanswers/Analyses \x1f Worksite Visits psychosocial/fit_to_work.html2.Canadian Human Rights Commission.chrc-ccdp.gc.ca/sites/default/files/accommodation_works_application_manual_format.pdf3.Pre-Employment Inquiries. For details contact204.632.3906or manitobahumanrights.ca/v1/executivemedicals @ wellnessinstitute.ca education-resources/resources/policies-pages/policies-g-6.html4.Human Rights Considerations in Hiring.Get well and stay well at Seven Oaks General Hospital wellnessinstitute.camanitobahumanrights.ca/v1/education-resources/resources/pre-employment-inquiries.html20 HRmatters www.cphrmb.ca'