Optimal Performance Today

Olga Dosis to Deliver; What is Next for the AODA; IAS is Here

2012-02-15T14:29:00.000-08:00

The AODA is here to stay;the Integrated Accessibility Standards are Next

Knoll and OPC are running their quarterly BreakfastSeminar March 13^th 8 am-12 pm

One of Canada’sleading authorities on accessibility & the AODA Olga Dosis will review ofthe AODA Integrated Accessibility Standards for Employers in Ontario

For the many employers in Ontariowho have not heard about the AODA or are just becoming aware of this, the AODAlaw was passed in 2005 by the McGuinty government. The overarching goal for theAODA is to create an ‘Accessible Ontario’ for people with disabilities by 2025.This will be achieved through the identification and removal of barriers thatexist in society that prevent accessibility to people with all types ofdisabilities. This will ensure people with disabilities are able to obtain fullaccess to goods, services, accommodations, employment, buildings and premises.

Olga will describe during the breakfastseminar how the legislation will result in the roll out of 5 accessibilitystandards, each addressing various areas in society including the workplace.

Olga will review the upcoming IntegratedAccessibility Regulation which includes the next 3 standardsand how employers in Ontario will need to develop a plan this year as to howthey will meet the 3 standards;

The Employment Standard
The Transportation Standard
The Information and Communication Standard

Olgawill help you to head back to your offices knowing what new training initiativeswill be required beyond Customer Service training; what the formal Plan mustcontain to meet the IAR; and to understand who in your organization needs to beinvolved in the IAS such as IT, Communications, HR and Facilities.

Olga Dosis is OPCInc’s strategic accessibility consultant and author of the OPC-AODA E learningTools. Jane E Sleeth is OPC Inc’s ergonomic & universal design consultingexpert and author of the newly released Carswell CLV Special Report - Psychological Illness, Mental Healthand the Workplace: Canadian Trends and Return to Work Challenges.Jane and Olga can be reached at AODA@OptimalPerformance.caor www.AODA-OPC.com OPC Inc is a member of IFMA Toronto Chapter,FAMOS and the Toronto Board of Trade.

Institute for Work & Health's Review of Lack of Benefits in passive treatments for Back & Neck Pain

2012-02-14T14:54:00.000-08:00

Institute for Work & Health's Review of Lack of Benefits in passive treatments for Back & Neck Pain

Fast but finite: Complementary and alternative therapies

"A review led by a scientist from the Institute for Work & Health investigated the effectiveness of alternative therapies for back & neck pain and found that the benefits may be immediate, but not lasting."

OPC Inc's research arm highlights these findings by IWH as our consultants across Canada fine most employees are seeking massage and chiropractic care for back & neck pain even though the effectiveness is limited at best and not recommended as per the Cochrane International review.

"Conventional medical therapies, such as prescriptions for medication, traction & rest are not always successful for back and neck pain. Therefore, injured workers often turn to acupuncture, spinal manipulation (chiropractic) and massage looking for relief. But which of these complementary and alternative medicine (CAM) therapies, as they are called, actually work? This was the focus of a systematic review led by Institute for Work & Health (IWH) Associate Scientist Dr. Andrea Furlan."

"The review, released last October, looked at 270 studies. Most were randomized controlled trials. The key findings were:

CAMs were more effective in reducing pain compared to no treatment or standard care in the short term."

Acupuncture for certain types of back pain was better than placebo, but only in the short term. For certain types of neck pain, it was better than no treatment immediately after the treatment.
Manipulation by chiropractors was better than placebo or no treatment for back and neck pain in the short term. It was also better than acupuncture.
Mobilization was better than no treatment, but no different than placebo, for certain types of back pain. For certain types of neck pain, it was better than placebo.
Massage was better than placebo or no treatment for certain types of back pain"

OPC Inc cautions about these conclusions to a certain degree as these studies only looked at the short term benefits of certain therapies for back and neck pain. It is critical for your employees to be properly diagnosed up front by a qualified Physiotherapist which in turn determines the best course of treatment for the employee.

To illustrate; if an employee presents with an acute facet joint injury of the lower to mid back, the Cochrane Network has found that a short course (2-3 visits) for manipulation by a chiropractor is effective (remember to have your employees avoid manipulative therapy to the neck at all costs as the findings show the vertebral arteries at the back of the neck can be sheared which can lead to strokes in the brain stem).

Whereas injury to the discs of the spine in the lower back are better treated with Physiotherapeutic education; posture, ice & waiting for 3 days for the acute phase to be completed.
The use of massage therapy during the acute episode of back and neck pain has been found to increase the amount of inflammatory product in the injured area and surrounding tissues which can slow the healing process. Massage therapy should therefore NOT be used in the first 3-5 days following injury.

Simply put: injured employees with low back and neck pain should stick to simple & easy to recall rules; ice the area every hour for 20 minutes; take ibuprofin or ASA to limit inflammation; use postures which are most comfortable to assume for the first 3- 5 days following injury. After that time get back onto your active program your Physiotherapist and Kinesiologist gave you and slowly build back up to your pre-injury condition. No fancy pills, no trips to the Emerg, no mis-use of MRI's and x-rays. Keep it simple and keep active after 3-5 days.

And if you want to read more about this we recommend the Carswell Publication Understanding, Preventing and Controlling Back and Neck Pain, Jane Sleeth Author Carswell.com

Source: At Work, Issue 67, Winter 2012: Institute for Work & Health, Toronto

POST for OPC CLIENTS FEBRUARY 2012 - MSI BLITZ Healthcare & Industry

2012-02-06T11:23:00.000-08:00

For Immediate distribution to all OPC clients in Health Care, Industry & Mining!

Ontario's Ministry of Labour will blitz workplaces across the province looking for hazards involving manual materials handling that can lead to musculoskeletal disorders (MSDs).
In February 2012, Ministry of Labour inspectors will target workplaces in the health care, industrial and mining sectors.
They will focus on the manual lifting, lowering, pushing, pulling and carrying of materials that can lead to MSDs such as injuries to muscles, tendons, nerves and spinal discs. They will also check on the handling of clients in health care workplaces.
The blitz is part of the province’s Safe at Work Ontario strategy to ensure compliance with the Occupational Health and Safety Act and its regulations.

QUOTE

“We are taking the prevention of these disorders very seriously, not only because they are so commonplace but also because they are so debilitating. Employers must identify the hazards and then work with the employees to eliminate those hazards. Safe and healthy working environments are in everyone’s best interest.”
— Linda Jeffrey, Minister of Labour

QUICK FACTS

In 2010, MSDs accounted for 42 per cent of all WSIB lost-time injuries, 40 per cent of new claim costs and 43 per cent of days lost at work in Ontario.
Since 2008, ministry inspectors have conducted more than 266,000 field visits, 36 inspection blitzes and issued more than 426,000 compliance orders.

Optimal Performance Consultants has been guiding clients in industry and healthcare since 1991 toward full compliance with the Ministry of Labour for Ontario's ergonomic requirements and standards. We can help you to update your Job Demands Analysis; to review any MMH related issues you are encountering; and assist with design/engineering controls, training and work behaviours as well as in Administrative controls. Contact us at 416 860-0002 or 0004 C.DeMaeyer@OptimalPerformance.ca and J.Sleeth@OptimalPerformance.ca

LEARN MORE

Blitz Targets Musculoskeletal Disorders & INFO@OptimalPerformance.ca
Learn more about MSIs & ergonomics at www.optimalperformance.ca and OPCTODAY.Blogspot.com back issues
Read more about Ontario’s Safe at Work Ontario strategy to improve workplace safety.
Learn about the ministry’s results of the MSDs blitz in the Fall of 2010

OPC Employer Updates on Case Law & Stress Compensation Claims are Coming

2012-01-31T12:33:00.000-08:00

OPC Employer Updates on Case Law & Stress Compensation Claims are Coming

Management of Long-Term Disabled Employees: How to Navigate the Current Legal Minefield

Employers often find themselves in a situation where employees on still on " their books" that have been absent from work for an extended period (in some cases for years) on long-term disability or WSIB absence. Employers often make the mistake of assuming that these employees can be terminated on the basis of "frustration of contract" or based on termination provisions of a collective agreement. Terminating these employees without regard for their legal rights will most likely be an expensive & time consuming mistake.

Things are Changing at the WSIB. Recent jurisprudence from the Supreme Court of Canada has struck a blow against forum shopping by employees claiming disability benefits and human rights violations at the same time. Recent changes to the WSIB's Return-to-Work, retraining programs and experience rating programs will have a significant impact on how employers manage claims & employment issues to control costs and avoid liability and surcharges.

No More Parallel Workers’ Compensation Cases & Human Rights Cases based on Recent Supreme Court Decisions

It has become increasingly common for employees with WSIB claims to file Applications with the Ontario Human Rights Tribunal at the same time, alleging discrimination on the basis of their disability. Employees are increasingly pursuing appeals at the WSIB or the Workplace Safety and Insurance Appeals Tribunal (“WSIAT”) questioning if their employer has adequately accommodated their disability. (this will increase more so with the AODA now in fully swing in Ontario)

In cases where a Human Rights Application has been filed and an on-going appeal is pending at the WSIB or WSIAT relating to a similar issue, the general practice of the Human Rights Tribunal has been to defer the hearing of the Human Rights Application pending the completion of the WSIB and/or WSIAT appeal proceedings (See Dhunsi v. J.T. Bakeries). Once a final decision of the WSIB has been made, the Human Rights Tribunal then makes a determination as to whether the WSIB has “adequately” dealt with accommodation related issues.

The Supreme Court of Canada recently considered an appeal in British Columbia (Workers' Compensation Board) v. Figliola (“Figliola”), which related to the interaction between parallel workers’ compensation and human rights proceedings.

Defining “Adequate” Accommodation
The question of what “adequately dealing with accommodation issues" means is a complex issue and is open to interpretation. It is important to appreciate that at the initial level of decision-making (the Case Manager & Claims adjudicator at WSIB) the issues considered and the evidence heard tends to be limited and is very dependent upon the level of participation by the employer and the employee.  Decisions on the part of Case Managers can be appealed to the WSIB Appeals Branch (an internal WSIB appeal mechanism). Decisions of the WSIB Appeals Branch can be appealed to WSIAT. Each level of appeal allows for new evidence to be introduced and does not afford any deference to the decision of the Case Manager.

The issue of whether a WSIB decision “appropriately” dealt with accommodation issues has been considered on a number of occasions. In Galves v. Balzac’s Coffee Roastery, the employee was employed as a barista at a coffee shop.  The employee experienced an injury to her back which resulted in lost time from work. The WSIB held a Return to Work meeting which was attended by the employee, the employer and a WSIB Return to Work Specialist.

According to the employee, the employer indicated during this meeting that the  employee could not perform all her duties and there was no suitable position available for her. The result of the meeting was that the WSIB decided to refer the worker to Labour Market Re-Entry (now called Work Reintegation). The employee did not appeal the referral to Labour Market Re-Entry. The employer argued that the WSIB had “appropriately” dealt with the substance of the Human Rights Application by accepting the employer’s position that no suitable work was available and referring the employee to a WSIB funded re-training program. The employer sought early dismissal of the Human Rights Application.

The Human Rights Tribunal dismissed the request for early dismissal of the Application stating "the WSIB did not address the accommodation issues in the manner contemplated by the Human Rights Code and it appeared that the WSIB accepted the employer’s claim that no work was available at face value".   The Vice-Chair noted there was no indication that the WSIB determined whether the Employer met the obligation under the Code by considering whether the Employer’s reasons for not returning the employee to her job were because of undue hardship and the underlying factors of health, safety and costs.

The practical consequence of this is that the WSIB could find that no suitable work was available for a worker and the Human Rights Tribunal came to a different conclusion on what is essentially the same issue. Employers have been frustrated by the parallel litigation that has become commonplace in the WSIB/Human Rights context where employees who are unsuccessful in the WSIB Appeal process are being permitted to re-litigate the issue at the Human Rights Tribunal level.

Supreme Court of Canada Weighs In on this Issue

In Figliola, the complainant workers suffered from chronic pain and sought compensation from the British Columbia WorkSafe which is equivalent to Ontario's WSIB. Pursuant to the B.C. Board’s Chronic Pain Policy, the workers received a fixed compensation award.

The workers appealed to the B.C. Board’s Appeals Branch, arguing that a policy which set a fixed award for chronic pain was patently unreasonable, unconstitutional and discriminatory on the grounds of disability pursuant to the B.C. Human Rights Code. The B.C. version of the Appeals Branch accepted it had jurisdiction over the Human Rights Code complaint and concluded that the B.C. Board’s Chronic Pain Policy was not contrary to the Human Rights and therefore was not discriminatory.

The workers chose not to pursue further workers’ compensation or judicial review remedies and launched a Human Rights Complaint which made the same type of argument made before the B.C. equivalent of WSIB that the chronic policy breached the Human Rights Code.   The B.C. Human Rights Tribunal dismissed a motion to dismiss the Human Rights Complaint on the basis that it had already been decided in the workers’ compensation context. This decision was ultimately upheld by the B.C. Court of Appeal.

The majority of the Supreme Court of Canada categorically rejected the approach taken by the B.C. Court of Appeal and the B.C. Human Rights Tribunal. The majority of the Court stated that when determining whether the workers’ compensation decision maker “adequately” dealt with the human rights issues "As long as the complainants had a chance to air their grievances before an authorized decision-maker, the extent to which they received traditional “judicial” procedural trappings should not be the Tribunal’s concern. (para. 49)"

The Implications
Subsequent to the Supreme Court’s decision in Figliola, a number of decisions have been released which are favourable for employers.

In Gilinsky v. Peel District School Board, Gomez v. Sobeys Milton Retail Support Centre and Paterno v. Salvation Army, the Human Rights Tribunal of Ontario dismissed human rights applications on the basis that the subject matter had been “appropriately dealt with” in labour arbitrations. In Gilinsky, they made this finding despite the fact that the arbitration decision was pending judicial review. This suggests strongly that, where the conditions identified in Figliola are satisfied even at an initial decision making level, access to or even ongoing appeal processes ought not to affect the result at the Tribunal.

Recently in Frankson v. Workplace Safety and Insurance Board, the Human Rights Tribunal of Ontario found it had jurisdiction to find that the WSIB’s policies were themselves discriminatory. That case did not involve the employer directly. However, the decision confirmed that Figliola has not, in the Tribunal’s view, modified its jurisdiction to ensure the WSIB does not provide its “services” in a discriminatory way.

This may be pointing to a trend where employers, who follow decisions made by the WSIB and later face a human rights application, may name the WSIB as an additional responding party to the human rights application. The synergy between Figliola and Frankson may be that employers can, seek absolution (or at least limit liability) by arguing that the WSIB’s processes “adequately dealt” with the issues regarding employer compliance, and that liability for any violation should rest with the WSIB.

Ontario Could See a Spike in Mental Stress Claims; Hang onto your HR hats

Look out for more employees claiming mental stress in the workplace thanks to the recent WSIAT decision for Ontario. In the recent past traumatic mental stress benefits were awarded by the WSIB if a traumatic event which presented a real or implied threat to physical well-being took place. The WSIAT decision, 483/11 held that a physical threat was not required. This is a very significant decision as this increases the number of claims which can now be made by employees, even based on harassment, perceived stressors over a period of time. Specific to the wording of this WSIAT decision the tribunal found the events which lead to an educational employee claiming “stress” were “objectively unexpected and traumatic which resulted in a disabling psychological condition so it granted the claimant benefits for traumatic mental stress”.

As employers tend to struggle with claims related to mental health it may be worthwhile to review two books published by Carswell which discuss how to deal with employees presenting with mental and or psychological related impairments such as depression and anxiety; “The Return to Work Compliance Toolkit” Author J E Sleeth Carswell Pub and CLV Special Report - Psychological Illness, Mental Health and the Workplace: Canadian Trends and Return to Work Challenges CARSWELL | Jane E. Sleeth, Hon. B.P. & H.E.(Kin), B.Sc. P.T., CPT www.carswell.com

Stop|Gap & Luke Anderson's Ramp Project not to be missed

2012-01-25T12:33:00.000-08:00

StopGap: Hot Off The Press!: Check out this awesome piece about the ramp project written by Ben Spurr of Now Magazine! http://www.nowtoronto.com/daily/news/story.cfm?co...

Read about Luke Anderson's Ramp Project in and around Toronto. Brilliant way to raise awareness about Accessibility (lack of it) and the AODA for Ontario. Well done Luke & Stop Gap!
JESleeth Olga Dosis Carrie DeMaeyer and the Accessibility Team at OPC Inc

Ontario Disabilities Act Creates Compliance Confusion - The Globe and Mail

2012-01-25T12:05:00.000-08:00

Business whom we speak with are still not even aware of the CSS which was due January 2012. Reporting timelines have been changed but private business still needs to comply; and the next phase includes the Integrated Standards and Emergency Plans AODA-OPC.com to help clear up the confusion

Ontario disabilities act creates compliance confusion - The Globe and Mail

Have a read of this article and contact AODA@OptimalPerformance.ca or visit our website AODA-OPC.com ; our Strategic High level consulting expertise guarantees clarity on this topic and clarification about what steps your business must make to be in compliance and accessible to visitors, clients, customers, contractors and employees.

Our 21 years of experience in this field of expertise provides for value added to your business and success in your Diversity Programming.

Olga Dosis Senior Accessibility Consultant
Jane Sleeth Ergonomic and Strategic Consultant
AODA-OPC.com

How Moral Hazards Affect Workers Compensation Behaviour

2012-01-24T17:03:00.000-08:00

How Moral Hazards Affect Workers Compensation Behaviour
This is an excerpt from the Blog entitled Amaxx Risk Solutions, author Rebecca Shafer. I recommend this article as this encapsulates what we find statistically occurs in our Disability Practice at OPC as well as that of many large & small Disability Management firms & WCB's in Canada.
Turns out Dr Hamilton Hall was right all along!

www.BLOG.reduceyourworkerscomp.com

Here is the short list of what Author Rebecca Shafer explains in greater detail in her Blog where employees who have applied for WCB compensation tend to reveal the following changes from their normal behaviours related to the workplace;

1. Increased pain behaviour
2. Increased drug-seeking behaviour
3. Poor work quality in light duty return to work
4. Increased work behaviour due to pain
5. General avoidance with employer
6. Lack of good return to work outcomes including no return to pre-injury job, no return, or higher levels of recedivism

It is critical for HR professionals, DM & RTW professionals to be very aware of these changes in behaviour as well as Managers of employees who have applied for WCB coverage.

Bottom line is assertive, evidence based and timely stay-at-work and return-to-work processes need to occur in each and every case which occurs in the workplace.

For further reading about this topic check out Carswell's Best Selling "Return to Work Compliance Toolkit" published 1998 and updated twice per year; Author JESleeth

When Stress Is Good for You - WSJ.com

2012-01-24T09:08:00.000-08:00

When Stress Is Good for You - WSJ.com

This is a very important article for health, safety and HR Professionals to read as there are far too many articles and commissions & physicians label "stress" as being negative. As outlined in this article & in the Carswell Book Pub 2012 on Mental Health in the Workplace JESleeth "stress" is a positive thing & we must have it acting upon us to get out of bed; accomplish things in life; succeed; have joy, be promoted etc etc. Stress can be & should be positive. Time to question those who label all stress as negative as this is not helpful to anyone or any employer relative to disability management and performance. JESleeth OPC Inc

Jane Sleeth's Response to Article CDN HR Reporter; Mental Health Issues are being overstated in Workplace

2012-01-10T20:58:00.000-08:00

Re. Jan 10, 2012 "The injuries we don’t see; Mental injuries are receiving more attention for workers’ compensation and the threshold is changing"
CDN HR Reporter Jeffrey Smith author

Thank you for your Blog Article for CDN HR Reporter Jeffrey
More conversation about this topic is required as there is a bias inherent in calling everything distressful when in fact the majority of employees have "sadness" or run of the mill anxiety related to a single event &/or on going events for which they lack the coping skills (not a permanent state). The majority of what is being labelled as an illness or disability is actually a normal state of human existence. Something tragic happens such as a loss and we become sad for a period of time. A number of negative events occurs over time and an employee becomes temporarily anxious until they naturally develop resilience mentally. These are all normal states, NOT medically diagnosable illnesses.

Big pharma, on line self help groups, unions, inadequately trained GP's, Roundtables all have a vested interest in legitimizing normal sadness & anxiety as an illness and for different reasons which enables their self interests.

At this time proper methodology for capturing and reviewing statistics is needed to stop the heretics from saying "the mental health sky is falling".

May I suggest we all start to read well researched publications by bona fide experts before we all run off madly in all directions (Steven Leacock graduate)
"The Loss of Sadness"
"Comfortably Numb"
"Selling Sickness" & the newly released Carswell publication about Mental Health & DM in the workplace by author JESleeth OPC Inc

Let's get the conversation finally started HR managers. But let's make sure we have these conversations based on solid science, proper definitions and proper understanding about statistical trends. Look forward to it.

Jane Sleeth OPC Inc

Office Designers Again show no Interest in Accessible Universal Design or Ergonomics

2012-01-10T10:22:00.000-08:00

This on line article is written by Peter Fabris for Building Design & Construction & is entitled

"8 Must-Know Trends In Office Fitouts "

I bring this article to the attention of our readers of OPCTODAY so you can see how little attention if any is given to FUNCTION with all attention going to FORM and saving space. At OPC Inc we get the operational imperative and also the need to save on real estate costs in urban centres in particular. But when will Interior Designers ever pay attention to the human element and to the growing demand for accessible workplaces?

Here is an excerpt from Mr Fabris's article to illustrate the is no discussion about formally extracting data about the bona fide occupational requirements of the jobs in the form of JDA's; no discussion of Anthropometrics; and no discussion about collecting data about the bona fide disabilities current employees have or the need to ensure Universal Design principals are applied to allow hiring from a broader spectrum of the population including older employees.

"Office designs are adjusting to dramatic changes in employee work habits. Goodbye, cube farm. Hello, bright, open offices with plenty of collaborative space.

Guide to 8 Office Fitout Trends

1. Make way for the incredible shrinking workstation.

2. Say goodbye to high partitions— hello, open office.

3. Manage noise and privacy—and not just through design.

4. Program in more team rooms, not necessarily more conference rooms.

5. Allow for an appropriate amount of flexible space.

6. Design common areas to serve your client’s organizational goals.

7. Use the fitout to embellish the client’s branding.

8. Help clients ‘manage presence’ to avoid ‘office future shock.’

1. Make way for the incredible shrinking workstation.
Individual workstation square footage is being slashed Dramatically—in some cases, to less than half the traditional size— in part to allow organizations to devote more space for meetings and informal interaction.
“The workstation used to be eight feet by eight feet, or eight by 10, but it has shrunk to six by six,” says Nick Haritos, a regional vice president for office furniture and interiors manufacturer Haworth.

Technology miniaturization has been a factor in this change, says Haritos. Laptops with built-in flat screens take up way less space than bulky desktop computers. Desktop phones are rapidly being replaced by cell phones. With digitization of many documents, techno-savvy organizations have been able to reduce, if not completely eliminate, paper files, catalogs, and other printed material.

2. Say goodbye to high partitions—hello, open office.
Workstations are not only shrinking, they are becoming more open. Partitions are either being junked completely, or their height is being lowered to foster greater employee interaction. Some organizations are even getting rid of private offices, or at least reducing their number significantly. Exceptions to this trend: workspaces For accounting and human resources personnel who have to deal with confidential matters.

If your client wants to remove private offices, you should discuss the potential impact on executive morale with them.

When private offices are included in a new fitout, they are now being enclosed with glass partitions rather than drywall. This serves two goals: maximizing daylighting throughout the office, and allowing everybody to see who is present.

3. Manage noise and privacy—and not just through design.
An open office environment has one major drawback: lack of acoustical privacy. With office workers sitting together more snugly, and smaller partitions (or none at all) separating them, noise levels can rise, sometimes making it harder to concentrate.

“Office space is often designed for acoustical standards without people present,” says Niklas Moeller, vice president of Logison Acoustic Networks, a sound-masking provider and acoustic consulting firm in Burlington, Ont. The result is distracted workers.“Noise and lack of privacy are near the top of complaints, along with thermal comfort, in new office projects,” he says.

4. Program in more team rooms, not necessarily more conference rooms.
“Most companies don’t have the right types of conference rooms,” van Summern says. “They are oversized, and you have three or four people meeting in 10- or 12-seat rooms.” That wasted space is money not well spent. Better to offer team rooms of varying capacity for groups of different size.

5. Allow for an appropriate amount of flexible space.
The pace of change that many organizations face has accelerated to hyperspeed in recent years. Many traditional procedures and tasks are becoming obsolete; new high-tech operations have to be generated from scratch. As work groups grow and shrink in response, the workspace may need to be adjusted accordingly.

6. Design common areas to serve your client’s organizational goals.
Determining optimal placement and size of common areas is important for workplace efficiency. Common area design is also scrutinized in some cases to better support company values and goals.

7. Use the fitout to embellish the client’s branding.
Fitouts can address a client’s key marketing function: “How are we communicating to extend our brand message?” Multi-location organizations often want to foster aesthetic continuity across job sites with uniform standards for color, material choices, lighting, and other features readily visible to employees and the public."

The fact of the matter is, Interior Designers still refuse to understand the human factor in their design responses & pay a huge price for this in the way of retrofits, angry & uncomfortable employees & an inability to accommodate current employees with acquired disabilities and potential hires with disabilities. OPC Inc rarely finds design firms who get this so buyer beware we suggest & demand Accessible Universal Design & an Ergonomic Process up front. The value added benefit in doing this is well documented by OPC's data from working with clients in North America over the last 21 years. Additional costs associated with not bringing the human factor into the redesign mix varies from 7% to 100% in capital expenditures and thousands of dollars for each project in additional consulting fees.

So what is it going to be? Ignore the human factor and pay the price later or strongly encourage design firms and architects to work hand in hand with the human factor specialist?

Carrie DeMaeyer Sr Ergonomist ,JESleeth, Kartik Vyas Ergonomist

JE Sleeth's 4th Published book from Carswell; Psychological Illness, Mental Health & the Workplace: Canadian Trends & Return to Work Challenges

2012-01-05T11:58:00.000-08:00

CLV Special Report - Psychological Illness, Mental Health and the Workplace: Canadian Trends and Return to Work Challenges

Psychological illnesses are present and have been present in various forms and manifestations in the workplace for as long as there have been workplaces. It is only recently that employers are starting to understand the size of the challenge and the potential costs, both human and financial. This book is intended to specifically address psychological illnesses and disabilities so that the employer, the manager or the union representative is able to understand the size and scope of the problem and be able to differentiate performance issues from bona fide psychological impairments. Most importantly this book is intended to help the HR professional, manager or supervisor to ensure that Disability Management Programs and Return to Work processes are integrated such that these illnesses are taken into account.This CLV Special Report features the following key topics:

• Canadian Trends and Return to Work Challenges
• The Legal Climate in Canada
• Definitions Related to Psychological Illness and Health
• Myths and Truths about Psychological Illness in the Workplace
• Why a Gap Exists between Psychological Healthcare Practices and the Workplace
• Psychological Illness and Poor Performance - The Chicken and the Egg Dilemma for HR
and Managers
• The Return to Work Program – Strategies for Successful Outcomes
• Case Studies
• Checklist Sample in Predicting Depression for Managers and HR Professionals

To purchase a copy of your book for reference in your DM and RTW programs please order through www.Carswell.com or contact us at INFO@OptimalPerformance.ca

Human Rights Review & Public Consultation; With AODA under way OPC Recommends you Participate

2012-01-03T16:30:00.000-08:00

BACKGROUND & Relationship with the AODA

Ontario’s human rights system changed substantially with amendments to the Code which came into effect on June 30, 2008. As of that date, the human rights system in Ontario became a "direct access" system whereby customers, employees, clients and the public who wanted to file an application are able to file the application directly with the adjudicative body that hears them, the Human Rights Tribunal of Ontario (HRTO).
In accordance with the requirements of section 57, the Attorney General for Ontario appointed Mr. Pinto as Chair of the process which allows for a review of the implementation along with reviewing theeffectiveness of these amendments since 2008.

THE CONSULTATION PAPER

As per the language in section 57 of the Human Rights Code, the Consultation Paper notes that the purpose of the review is to examine the implementation and effectiveness of the changes resulting from the enactment of the amended Code.

The mandate is to focus on the extent to which the current system is delivering against universally desirable objectives such as access to justice, transparent adjudication, timely disposition of cases, and the elimination of systemic discrimination.

The Paper requests that "comments be focused on the implementation and effectiveness of the changes brought about by the Human Rights Code Amendment Act, 2006."

The Paper sets out a number of questions for consideration in the review, including:

whether the new system is accessible and easy to use;
whether the redesigned HRTO is providing quicker and direct access for applicants and a fair dispute resolution process for all parties;
should the Tribunal decide to award costs in the future, whether it would be fair to make an unsuccessful party pay (or partially pay) the successful party’s legal costs; and
whether the Ontario Human Rights Commission is proactively addressing systemic human rights issues.

OPC's Consulting Team Recommends Employers Participate in the Review particularly as this is how the AODA Regulations will be "tested"

The Consultation Paper sets out the process by which any interested parties may participate in the review; by sending written submissions, and by making oral remarks at a public meeting or, if invited to participate, at a stakeholder meeting.

Public meetings are scheduled on the following dates:

Windsor – February 13
London – February 14
Toronto – February 15 and 24
Ottawa – February 16
Sudbury – February 21
Thunder Bay – February 23

Details regarding public participation in the review process are found in the Consultation Paper.
Implications for Our Clients

Many employers and service providers in Ontario have now had significant experience responding to applications filed with the HRTO. The majority of applications made to the HRTO are related to lack of accommodation for disabilities. Given the timing of the mandatory AODA Regulations and the fact these will be "tested" more so through the HRTO process it is OPC's Accessibility Expert's opinion that your organization should consider making written submissions & participating in the public meetings. The review process presents an excellent opportunity for employers and service providers to provide feedback on their experiences in the new system as well as how the system may help or hinder your business's ability to succeed in light of accessibility and accommodation requirements now ensconced in Ontario law.

Need to learn more about accommodation and accessibility? Contact one of our ergonomic and accessibility experts at OPC Inc AODA@OptimalPerformance.ca or 416 860-0002.

Emergency preparedness: What our Clients Need to Know Now

2012-01-03T15:29:00.000-08:00

Emergency preparedness: Current AODA requirement for persons with disabilities

Under the Integrated Accessibility Standards Regulations of the Accessibility for Ontarians with Disabilities Act (AODA), effective January 1, 2012, all organizations in Ontario must provide and make available in an accessible format or with appropriate communication supports, information about emergency response plans and public safety to customers, clients & employees with disabilities.

As well every employer must provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability. If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, the employer must provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.

Once the plan is written and in place the individualized workplace emergency response information must be reviewed:

When the employee moves to a different location in the organization
When the employee’s accommodations needs or plans are reviewed or change
When the employer reviews its general emergency response policies

The obligation to provide information in an accessible format also applies to your company's violence and harassment policies, pandemic plan, hazardous material incident response plan, fire emergency procedures and first aid plan, among other emergency response procedures which may be unique to the nature of your business or industry.

Employers in Ontario should already be in compliance with similar stipulations under the Fire Protection and Prevention Act and the General Duty under section 25 of the Occupational Health and Safety Act.
The accessibility standard under the AODA adds the requirement that any emergency response plan and safety information will need to be made available to the public/employees/clients/customers “in an accessible format or with appropriate communication supports upon request".

Accessible formats may include for example, large print, recorded audio and electronic formats and other formats usable by persons with disabilities. Communication supports may include, but are not limited to, captioning, alternative and augmentative communication supports, plain language, sign language and other supports that facilitate effective communication.

Remember that the definition of an “emergency” may include “disease or health risk”.
The plan should identify potential hazards, provide guidelines and cover prevention activities, preparedness activities and response activities. These guidelines should be reviewed on an on-going basis.

To achieve these requirements it is recommended your company consult with our bona fide accessibility experts who have developed these documents and practices for other similar companies. The process should include audits of the workplace and interview with employees, clients and customers who will require assistance during emergency situations to determine how to deliver the such safety information; in essence the audit and review will help your organization you need to find out how different disabilities can affect a person’s ability to respond in emergencies and how you can address this in your plan. Part of this process should include planned emergency drills with employees.
The aim of the drills is to determine if the plan in place will work for all employees, customers and clients who access your facility.

The ability to communicate quickly & effectively with all employees, clients and customers is critical during an emergency. To make your company's written emergency plan accessible to all persons with disabilities, the plan must cover emergency notification options, communication devices used by people with disabilities, and how to communicate with employees and customers with a variety of disabilities.

For more in depth information and to discuss partnering with OPC Inc's Accessibility experts in developing your AODA compliant processes please contact us at AODA@OptimalPerformance.ca We are here to help make your AODA programs and processes a success.

Olga Dosis Senior Accessibility Consultant
JE Sleeth Ergonomic Consultant

Canadian Human Rights Commission News Room from OPC

2012-01-02T09:01:00.000-08:00

Canadian Human Rights Commission : News Room; OPC wants to ensure all employers in Ontario start to see Accessibility Complaint Trends

NCC sets New Standard for Universal AccessibilityYORK STREET STEPS SETTLEMENT PROTECTS THE RIGHTS OF PERSONS WITH DISABILITIES Canada’s Capital Region — The National Capital Commission (NCC) is creating a new committee to provide ongoing advice on Universal Accessibility.
This is part of an agreement between the NCC, the Canadian Human Rights Commission and Mr. Bob Brown. The agreement was reached during a mediation sponsored by the Canadian Human Rights Tribunal and settles all issues associated with the dispute over universal accessibility in the vicinity of the York Street Steps in downtown Ottawa.
The NCC’s Universal Accessibility Committee will be made up of experts from the community as well as NCC staff. Mr. Brown will serve as its first Vice Chair. It will make recommendations directly to NCC CEO Marie Lemay. Minutes from the meetings will also be made public. “The National Capital Commission welcomes the successful resolution of this matter and is committed to providing barrier-free access to residents and visitors in the Capital Region,” said Marie Lemay, CEO, National Capital Commission. “The NCC looks forward to working with Mr. Brown and other committee members to ensure that we continue to use best practices to incorporate universal design principles in our projects.”“I believe the creation of this NCC committee is a very positive outcome which I hope will serve as a model for other organizations for questions relating to universal accessibility,” said Mr. Bob Brown. “I look forward to working with the NCC on the universal accessibility aspects of the projects that it will carry out throughout the Capital Region.”
“This settlement proves that the system works,” said David Langtry, Acting Chief Commissioner of the Canadian Human Rights Commission. “The creation of this committee will ensure that the fundamental principles of accessibility and inclusion are incorporated into future projects at the NCC. This sets an important precedent for other organizations.”
The NCC constructed the York Street Steps in 1994 as a staircase to link Sussex Drive to Mackenzie Avenue. The York Street Steps are situated north of the Connaught Building and south of the U.S. Embassy, on Confederation Boulevard, which links the Byward Market area to Major’s Hill Park.

OPC Inc's Accessibility and Universal Design experts see these stories as being a great illustration of how the AODA will be tested on the part of employees, the public, clients and customers commencing January 1 2012. Although the Ministry will be reviewing and inspecting for compliance and issueing significant monetary penalites per diem for non-compliance, it will be the very public Human Rights complaints which will "encourage" all employers in Ontario to comply.
As many of our clients and attendees of our talks know Universal Design is about ensuring everyone can access technology, software, public and private buildings not just the disabled. Further, businesses who adopt the use of Universal Design at all phases of projects will realize business and profitability outcomes far greater than the competitors who opt to not comply with the AODA or accept the minimal requirements.
If you want to learn more about the ROI of Universal Design and determine what program elements are required under the AODA and ADA in North America please contact us at AODA@OptimalPerformance.ca or www.optimalperformance.ca

OPC Recommends Universal Design Article with Hitachi

2011-12-12T13:14:00.000-08:00

Universal Design at Hitachi; This is an excellent illustration about the differences between Accessible Design and Universal Design. The marketplace and ROI for this is enormous whereas taking just an "accessibility" approach will represent a larger cost to Ontario's Businesses. Read on to see how Universal Design is an huge and untapped business opportunity for ALL businesses in Ontario and Canada! JESleeth Olga Dosis OPC Inc Accessibility Division

Mitsuo Kawaguchi
Board Director & General Manager, Products Planning Division, Hitachi Home & Life Solutions, Inc. & Chairman of the Board of Directors, International Association for Universal Design

"No one is 100% physically challenged. And no one is 100% healthy. Everyone is challenged in some parts of their body or their mind, and has healthy parts at the same time. Universal design is for everyone to lead affluent and comfortable lives."
Those are the words of His Imperial Highness Prince Tomohito, Patron of the International Association for Universal Design, ^*1 at the time the organization was launched. Hitachi also participates in this organization. In his words we sense that we should have a fresh look at society, from the perspective that no person is perfect, and everyone feels some kind of obstacle in daily life.

This is About Being Human-Centered

Even if we're not normally aware of obstacles, if we have a fresh look at modern urban living, we will notice that various obstacles are there. For example, just placing an ashtray below the call buttons in an elevator lobby will probably create an obstacle for a person in a wheelchair. For non-Japanese in Japan, indicators and instructions printed only in Japanese are a barrier. So are huge product manuals that overwhelm users with detail. In short, Universal Design (UD) ^*2 is not some special discovery or revolutionary technology, but rather a concept that we should introduce into the design of products and services. - the concept that everything should be easy to use for everyone.
Actually, long before this term was born, the concept of UD was already deeply rooted in Japan. It comes out and is used everywhere in daily life in Japan, in things that change in size, move, or have flexible uses. - examples include the furoshiki (a cloth to wrap things in), the sensu (a folding fan), or the fusuma (sliding doors). UD could also be described as a concept that makes manufacturing one of this country's strengths.
UD also happens to overlap with Hitachi's view of the world. Hitachi has always had the goal of contributing to society through technology as part of its mission. - but at its core is the "human-centered" approach. We don't see UD as a new concept, but rather, as an opportunity to have a fresh look at things from the human-centered perspective and to learn something new. And we are working to deepen that approach.

Responding to Diverse Needs

The Hitachi Group is involved with everything from the appliances around us in our homes, to information services, and basic infrastructure such as public services, in other words. - society and living. It is exactly because the customer base we serve is very broad, and the social aspects of our business are major, that we would like to see UD from the perspective of social responsibility. As concrete activities for this, we are pouring our efforts into basic research, product development, employee awareness-raising, networking and information dissemination.
In terms of basic research, we are conducting research into visibility, and are preparing guidelines on indicators of visibility. In terms of product development, from home appliances to major infrastructure projects, we seek the cooperation of the actual users, and conduct research such as by using monitors to report their experiences, and evaluation testing. In terms of awareness-raising activities, we conduct various activities aiming to have people understand the principle of UD, such as offering employees the chance to use kits that simulate the experience of being an elderly person. We also offer education programs, and workshop for customers. We have created a database with a variety of know-how and basic data. And, as mentioned earlier, we are working with other organizations, including the International Association for Universal Design, to create networks, and to spread information.
UD is an initiative to respond to the diversity of needs. Just as it is difficult to satisfy every person, this UD is an activity that has no end. But little-by-little, we can get closer to the environment that we seek. We are hoping that through these activities to increase the number of satisfied people, some day, in Hitachi and indeed, in society, the thinking behind Universal Design will become the normal way people always do things.

*1: International Association for Universal Design is an organization of experts from industry and academia, established in November 2003. Hitachi, Ltd. is currently serving as the chair of its Board of Directors.
*2: Universal Design: A concept proposed in the 1980s by the late Ronald Mace of the University of North Carolina. He expressed the idea of "designing products, buildings and spaces so that as many people as possible can use them."

(Published in July 2005 by Hitachi)

Physiotherapists Recommend 2 Pole Walking for Improved Fitness Outcomes

2011-11-30T08:09:00.001-08:00

In our Ergonomic and Disability Prevention practice at Optimal Performance we often recommend more sedentary employees (by virtue of their job demands or by choice in terms of not being active enough during their day) commence a regular walking program during the week. If the employees are truly interested in using their walking program to improve levels of fitness we take the recommendation one step further (literally) and recommend they purchase good walking poles.

Why this recommendation?

The physiological evidence reviewed by the Canadian Physiotherapy Association's Journal along with good evidence from the Physiotherapy community in Europe reveals the addition of the 2 poles when walking;

increase heart rate during walking
increased caloric expenditure during and immediately following the walking workout
increased dynamic loading of the muscles of the arm, and shoulder girdle
enhanced range of motion for the upper extremities versus typical limited arm movement during regular walking

In other words the use of 2 poles when walking (as well as hiking or even running if the employee prefers these activities) enhances the fitness benefits above and beyond what simple walking programs provide.

Further, walking with two poles can provide more stability particularly if walking on uneven terrain and sidewalks. For employees who need to decrease the loads on the lower body joints and back the use of the two poles will decrease the loading of these joints and allow for a more comfortable walk.

Where to Purchase Walking Poles; also called Fitness Walking or Nordic Walking Poles

As always the consultants at OPC Inc do not represent any lines of equipment or fitness accessories in our practice. We also do not advocate for any one retailer over another. However the research undertaken by our fitness team at OPC revealed that the Running Room and other Fitness stores do not yet carry Walking/Hiking poles.

Mountain Equipment Co-op, with many locations across Canada now carry a variety of walking and hiking poles which are sold in pairs. You can also order these poles on the Mountain Equipment Co-Op's On Line Store for delivery to parts of Canada and the US who do not have access to their retail locations.

We recommend you ask one of the trained staff at MEC to help you select the correct size, weight and design of pole depending on which type of surface you will be walking or hiking and how serious you want to be about the walking program.

These poles often come with instruction manuals & videos to ensure you use proper technique. The poles also come with a removable rubber tip for switching between hard and soft surfaces.

The grips and straps on these poles are designed so you can push down on them to assist yourself on the trail or sidewalk, but also for quick release if the pole gets stuck between rocks or roots or cracks.The best grip is one with a positive angle, which allows the hand to remain in a neutral and stronger posture. Grip designs differ for fitness walking and for trekking so you will want to select the pole to match your activity.

Telescoping and Adjustable Height vs. Single-Length Poles

One-piece poles are lighter, quieter and will be the best choice for Nordic walking. If your interest is in trekking and hiking there are adjustable length poles which can change length as you move from uphill and downhill so the arms are always at the correct angle.

The Tips

Poles made for fitness walking often have a "paw" made for walking on asphalt, set at the proper angle to hit the pavement.

Some have a rubber tip similar to a cane tip, which wears unevenly . These are removable. There are carbide tips underneath the rubber tip for gripping natural trails. For walking in sand, snow, or soft trails, trekking baskets keep your poles from sinking in.

Anti-shock Systems

Cork or springs inside the poles can act to reduce shock. Some poles use springs to act as shock absorbers. These systems add a bit more weight to the poles but increase your comfort when using the poles.

Getting Started & Enjoying your Walking Workout

Get off on the right foot with your walking poles by ensuring you have comfortable walking shoes. Review the You Tube Video on walking techniques with two poles.

Practice using the poles in an open area making sure you are using a reciprocal gait pattern - just like walking where when you as you move the right leg forward the left hand (and pole) moves forward and so on. With practice your gait will become relaxed and normal. Use good posture when walking and be mindful of your breathing.

Once you get this figured out off you go. If you walk with your co-workers you will be more likely to stick with your walking fitness program. At OPC we can provide you with a pedometre so you can track your walking distances and number of steps taken. The key is to enjoy your fitness, at least 3 times per week for a minimum of 30 minutes. You will see changes in your fitness levels, upper body strength and function within 4 weeks of commencing your program.

Let us know how you do with your program by adding to the Comments Section of the Blog. We look forward to hearing from you with stories, questions and outcomes. Let's start an OPC Pole Walking Community towards a fitter and healthier 2012!

The Fitness Team at OPC Inc.

What is Muscle Memory and why is it important in Ergonomics & Fitness Training?

2011-11-28T19:48:00.000-08:00

Today's Post is about Muscle Memory as this has come up a question in our day to day work with clients across Canada. This comes up most frequenlty with our right handed friends (we can't all be geniuses) who insist they would not be able to learn how to use the mouse on their left side or use the numeric keys on the left side if they are provided with a left handed keyboard (in an effort to bring the mouse reach to within OPC's recommended standard of 15")
Our bodies using the brain learns to do a particular action through repetition. Most of us have been using the mouse on a daily basis at least for the last 15 years in our day to day jobs and in our home offices and playstations.
This has allowed for repetition of the skill in moving the cursor on the screen to specified locations. This by the way is a fine motor task not easily learned by younger users in particular who have not fine tuned their motor skills yet.
With repetition comes "memory" in the muscles of the arm/hand in this case knowing the exact patterns to take and when. This becomes an efficient way for the joints to move and for the muscles to be efficient in their output.
To move the mouse or numeric keys to the left side will also require repetition as a means of learning this new motor skill and muscle memory. Fortunately brain neuro-physiologists have determined & measured the idea of "neuroplasticity" . This means a right handed person can indeed learn a new skill using the non-dominant hand/arm including use the mouse on the left side or the numeric keys on the left as well.
So, next time one of the OPC Ergonomists talks to you about using the left hand/arm so as to distribute the workload equally on your left and right side, let them know you know all about Muscle Memory and Neuroplasticity. This will be the fastest way to feel better and continue to be productive in the office. JE Sleeth Senior Consultant and Physiotherapist

Why all Businesses should have Written, Objective Ergonomic Standards in Place

2011-11-28T19:39:00.000-08:00

Background and Case Study;

One of your employees has let their supervisor know they have been having on-going issues with low back discomfort. They let HR know as well that they will be using their benefits to see a massage therapist and a Physiotherapist for their lower back issues.

2 weeks later the employee continues to tell their supervisor their back discomfort continues and they think it is the chair coupled with the fact they can never seem to take their breaks.

One week later the employee presents a note from their GP stating they need to have an ergonomic assessment and that their chair needs to be replaced with an XYZ style chair, and they need a keyboard tray installed.

Now what?

In the absence of written ergonomic furniture, equipment, IT, software and environment standards the most likely scenario will include HR advising the supervisor to follow what the doctors note says as "they know best" and it is important to not have any potential legal or human rights issues arise.

Correct response yes?
Definitely not!

In fact this scenario is played out in office environments across the country according to our surveys at OPC & our ongoing interviews with both HR and Facility Managers. In almost all of these situations, supervisors, HR and FM's do not like this strategy yet feel they are not able to "control this situation". After all if the Physician has said this is what is required then the company is obliged to follow their directive.

Nothing could be more misinformed or further from the truth.

Ergonomics is a scientific discipline, which is concerned with improving the productivity, health, safety and comfort of people. Ergonomics is also the science which allows more effective interaction among people, technology and the environment in which employees operate.

Employer Responsibility According to the Compensation Boards & OH&S Bodies;

Organizations across Canada are required to provide equipment , accessories, IT hardware and software and environments conducive to the health and the safety of all employees. Further with Human Rights Codes for each province and Federally employers must provide reasonable levels of accommodation in the office workplace relative to the functional abilities of each employee. With the new AODA Act for Ontario this goes one step further whereby employees and potential employees may have special needs, such as left-handedness, colour blindness, deafness or learning differences.

The ergonomic goal in each of these 3 types of scenarios is to provide formalized, evidence based; written ergonomic STANDARDS to accommodate the user population so all employees can interface effectively with equipment, accessories, technology, the environment and job tasks.
Purpose For Written Ergonomic Standards
If your organization truly wants to establish and manage a successful Ergonomic process versus letting an employee, the Physician or other health care provider run the process for you, we strongly recommend your organization develop standards for the quantification of ergonomic hazards and written standards for furniture, seating, IT hardware and software, environment and job demands.

Having written standards in place will satisfy the formal requirements of compensation boards across Canada, the Ministry of Labour in Ontario, Human Rights and now the AODA for Ontario.

Following are some general examples of written standards for some aspects of the work environment. For more specific standards we recommend you contact one of our more Senior Ergonomic Consultants who will bring ergonomic related experience and management expertise to the process.

Ergonomic furniture should be designed to facilitate task performance, minimize fatigue & prevent injury by fitting the workstation according to body size & height, range of motion of the employee as well as based on the job demands.

Office workstations should have some measure of adjustability to enable the employee to modify the workstation to accommodate different physical dimensions, physical abilities or disabilities as well as the requirements of the job.

The purchase of workstations and furniture should be task specific to eliminate:

Non-neutral postures (eg. leg clearance, reaches to items)
Static loads (leaning forward from the chair with no back support)
Repeated movements (mouse clicks at a fast rate)
Compressive loads (such as the forearms against the edge of the desk)
Force (opening and closing file drawers)
Environment (air, light, sound)
Mental demands and concentration

Design and furniture standards based on ergonomic principals should support employees to achieve the operational objectives of your organization. There are three goals to consider in human-centred or universal design;

Enhance human abilities
Overcome human limitations
Ensure user acceptance
Minimize human error

To achieve these objectives, there are several key elements of ergonomics in the office to consider as part of the Standards development process.

Equipment - video display terminals
Software design - system design and screen design for greater usability
Workstation design - chairs, worksurfaces, other tools & accessories

Environment - space planning, use of colour & contrast, lighting, acoustics, air quality and thermal factors

Training - preparing employees to work with technology and the work environment and equipment

Specific Illustration; Office Chair Standards

Seat Height:	Seat height should be pneumatically adjusted while seated. A range of 16 - 20.5" off floor. Thighs horizontal, lower legs vertical, feet flat on the floor or on a footrest. Seat height should also allow a 100-110 degree angle at the back
Seat Width and Depth:	A seat width of 17-20" & adjustable seat pan depth. The front edge should be rounded and padded. The seat slant should be adjustable (0 to 10 degrees). Avoid moulded-type seats. The seat should swivel easily.
Backrest:
Seat Material:	A chair seat and back should be padded or mesh to allow comfortable circulation. The seat fabric should "breathe" to allow air circulation through clothes to the skin.
Armrests:	Armrests are required for most office tasks. They should not restrict movement or impede the worker's ability to get close enough to the work surface & usually include Hi Performance, 4 Directions of movement. The employee should rest the forearms while keying.

	In conclusion if your HR and FM Managers no longer want to have external parties or employees "running" your ergonomic program; and if managers want to ensure your ergonomics program will meet compensation board, Ministry of Labour, Human Rights and AODA requirements we strongly suggest you use the expertise of experience and qualified ergonomic experts. The experts can assess the job demands in the workplace; work with the Interior Designers and Furniture dealers who supply these services to your organization; and develop comprehensive, science based standards which will ensure the ergonomic program is owned by and run by your organization. For more information about Ergonomic Standards for Assessment and Design contact us at 416 850-0002 or 0004 or j.sleeth@OptimalPerformance.ca

OPC finds Ergonomic Research and Neurocognitive evidence completely missed in Open Office Designs

2011-10-26T13:19:00.000-07:00

Market Insight: Open Plan versus Enclosed Private Offices:
A Review of the Research by Knoll

The debate concerning open plan offices versus enclosed private offices has resulted in a body of research that explores the pros and cons of both approaches. For the purposes of this discussion, we are defining “open plan” as an environment comprised of low horizon systems solutions and enclosed private offices as offices constructed with dry wall and a door. The research results can be grouped into three general categories: culture, communication, and cost. Each of these will be briefly explored herein, with research attachments intended to provide greater understanding and depth to the issues. There is a fair amount of research available that supports the move to open plan offices, and it generally falls within the realm of functional and technical performance, operational cost reduction, and, where appropriate, improved organizational communication and knowledge sharing. The category that is most often overlooked, however, is culture, possibly because it is the one category that is the most complex and the most difficult to gauge and measure. Culture can be broadly defined as “the way things are done around here.” It includes organizational values and behaviors, belief systems, management values, expectations and attitudes, and employee values, expectations and attitudes. It is also important to consider values, attitudes and expectations imposed from outside the organization, since the external world can often influence internal expectations.

Culture

Knoll has conducted research that begins to uncover the relationship of the physical work environment to employee attitudes, expectations and satisfaction. One key result concerning open versus closed work environments can be found in Knoll’s study entitled “The 21st Century Workplace.” It should come as no surprise that workers who most value the private office, and absolutely feel they must have one to be productive, are workers who are currently housed in private offices. In contrast, workers least likely to value a private office are those that currently have no more than a desk in an open space. This result begins to address the issue of worker expectation. Generally speaking, moving a worker from a private office to an open plan workstation is perceived as a takeaway, which in large part explains the difficulty organizations encounter when trying to migrate from enclosed workspace to open workspace standards. Additionally, while many corporations have spent more than a decade attempting to eliminate status associations with the physical work environment, more than half of the workers that participated in our study acknowledge that the kind and quality of space one is given is related to one’s status within the organization.
This perspective becomes even more interesting when we consider the technical performance of private offices versus open plan offices, reinforcing the conclusion that the issue is truly perceptual rather than technical. Armstrong World Industries recently conducted a study to determine the acoustical effectiveness of dry wall offices given current construction practices, meaning that the walls do not extend through the ceiling plenum. Armstrong found that dry wall offices, even with the door closed, only achieve 75% acoustical privacy compared to 8’x 8’ open plan offices with 60” acoustical panels, acoustical ceiling tiles and sound masking which achieve 93% acoustical privacy. It is also important to note that the trend toward smaller offices is having an impact on the performance of open plan solutions. According to Armstrong’s research, a typical open plan office in the 1980’s was a 10' x 10', while open plan offices for professionals today are typically 8' x 8', or even smaller. This fact impacts perception as well as acoustical performance.

Communication

Communication, and the need for greater and lesser degrees of it, can generally be considered a component of the work process, particularly in today’s organizations, where it has been demonstrated that the rapid exchange of knowledge and information can lead to greater levels of worker productivity. Oftentimes, the desire for higher levels of communication translates into environments that are more open, with lower panel partitions. However, it has been demonstrated, that this assumption does not always lead to a more productive work environment. The kinds of tasks being performed require careful consideration when making decisions about open or closed offices.
Knoll conducted a qualitative study among high technology workers that revealed preferences for open or enclosed work environments based on the type of work being done at the office. Computer programmers, who tend to be more social and collaborative at work, expressed that they simply require open plan workstations that afford a level of privacy referred to as “seated height privacy,” in other words, you cannot see over a panel partition while seated. Software developers and engineers, whose work tends to require higher levels of concentration and freedom from distraction, reported that they would prefer a private office with a door. In the absence of a private office, they are willing to work in open plan environments that afford standing height privacy, meaning the ability to stand without seeing over the panel partition. DeMarco and Lister reported on the relationship between privacy and productivity for high technology workers in their book, PeopleWare. The team studied the output and performance of technology workers in environments that afforded privacy, quiet and freedom from distraction. They found that high tech professionals working in such environments performed significantly better than workers in environments where they could be easily interrupted.
The University of Southern California, Los Angeles, also demonstrates the relationship of the physical work environment to work process. Their three-year research effort revealed that companies who had reengineered their business processes, making workers more interdependent, and then supported these work processes with open, collaborative environments actually realized productivity increases averaging 440% (see Harvard Business Review article, Breaking the Functional Mindset in Process Organizations). The key to achieving results such as these is that the physical environment and the work process actually complement each other, rather than compete with each other. Simply placing workers in an open environment, without attending to work process, does not mean they will collaborate, or that productivity increases will be realized.
Below are excepts from the attached Knoll study “The Second Bottom Line: Competing for Talent Using Innovative Workplace Design,” where workers identify the pros and cons of open and closed space:

Summary of Benefits of Open Space

Most appreciate the sense of community an open spaced work environment instills in them
Space allows for better communication and exchange of information among co-workers. It is easier to ask each other questions in an open environment
Some preferred being among other people, not wanting to feel “closed in” or “all alone”
The open work environment also allows some to know what’s “going on” in the office—being “in the know”

Summary of Benefits of Closed Space

9 in 10 state that privacy is the number one benefit of a closed space/work environment
The idea of having walls around you, keeping roving eyes from drifting over to your work and “your space” makes some feel more secure
Another key benefit of working in a closed space is the reduction in noise
A closed space can also translate, for some, into more room/space. It usually connotes an office or larger work/office space

Cost

Today’s workplace is characterized by increasing facility churn rates; the need to achieve higher densities, and a more technologically sophisticated infrastructure, all conditions most effectively addressed by open plan furniture solutions. In fact, second generation systems products that are more capable of managing technology while improving the flexibility and reconfiguration of the work environment, make a sound business argument for investing in open plan environments. Through case studies, Knoll clients have demonstrated the business value of investing in high performance systems products that dramatically reduce the cost of change (attachment D). In order to create an effective, efficient, high performance work environment, there are several key issues that companies need to consider: (1) flexibility that supports and enhances organizational change; (2) creating work environments that enhance employee satisfaction for attract and retain purposes. “Open plan” does not automatically translate into low panel partitions that do not provide adequate worker privacy; (3) ability to innovate while maintaining installed base; (4) technology accommodation and integration; (5) ergonomic adjustability and adaptability to unique worker requirements.

Research and writing by Knoll Corporation 2007

Ever Wonder if Mental Health Stats are Incorrect? They are by JESleeth

2011-10-14T12:22:00.000-07:00

Spending on Mental Disorders Higher for Women : Clinical Psychiatry News

Ever wonder about the statistics regarding mental health and whether they are skewed? Read "Comfortably Numb", "The Loss of Sadness" and "Selling Sickness". These evidence based researchers & Psychologists explain how Big Pharma targets and markets to women; the fact women are more likely to see their GP and are therefore diagnosed with something more often and you will see why epidemiological statistics are being misread and misinterpreted in the name of profitability in this sector. More to come on this topic on the Disability Management side of my Blog OPCTODAY.Blogspot.com & in my soon to be released Carswell publication this Fall 2011.

JESleeth OPC Inc

Learning more about Way Finding; Blind Navigation PhD Research C Folska

2011-10-01T19:07:00.000-07:00

A recommended read for any Facility Manager, Urban and Building Designer and Architect, and those trying to learn about the future impact of the AODA and ADA in North America. JESleeth Olga Dosis

Blind Navigation: Implications for Urban Design and Cognition

By Claudia Folska, University of Colorado at Boulder, Institute of Cognitive Science

May 15, 2007

In the spring of 2007, I conducted a study of people who are blind or visually impaired to learn how they extract and process information from their built environment in order to navigate it. Specifically, I wanted to find out what mechanisms and systems are in play as people who are blind learn, modify and augment travel routes. While much is known about how normal or fully able-bodied people navigate independently through the built environments, far less is known as to how people without sight navigate. Yet that population represents nearly 10 million individuals. Discovering what methods of learning they use will shed light on how the blind acquire knowledge – how they use their cognitive maps – and how they apply that knowledge to new circumstances related to the spatial aspects of urban environments.

This study is grounded in the work of researchers like Kevin Lynch of MIT and Reginald G. Golledge of the University of California at Santa Barbara. It will take the research on cognition and blind navigation to a new level by showing precisely what changes are taking place in the mind as people without sight build and use their cognitive maps. It also will be one of the largest studies of the blind done to date. The findings will provide urban planners with information to help them better understand this population and to build structures and systems that address the needs of all members of the community. Further, this new information will allow new assistive technologies to be developed that can aid people without sight in navigation. It also will introduce a new taxonomy that planners and urban designers can use in their work going forward.

In 1960 Lynch was one of the first to examine and publish information on this new field. He defined the elements of navigating as landmarks, districts, nodes, paths and edges (Image of the City 1960). Golledge, in his benchmark study, Anchor Point Theory (1978), posited that as individuals become more familiar with their surroundings and branch out further and further, their cognitive maps increasingly build in greater depth and breadth. His theory extends his conviction that these “anchor points” address how individuals learn about their environment and how people represent spatial information in their mind. Individuals as they travel use certain landmarks, nodes and areas separately and collectively. Golledge has termed these “spatial cues,” which anchor sub-regions and link information hierarchically. The most important element in an individual’s cognitive map is his or her anchor point.

My work, which is part of a larger study under way for my doctoral degree at the University of Colorado at Boulder, Institute of Cognitive Science, should provide additional insights backing up and expanding on Lynch’s and Golledge’s findings, in particular regarding accessibility, imageability and legibility. The current study was conducted at the Colorado Center for the Blind (CCB), in Littleton, Colorado. Students come from all over the world to the CCB to learn practical skills, including independent travel, living, cooking, Braille and the power of positive thinking.

Working with the students, they corroborated my own theory that blind people can do pretty much anything they want, they just need to learn how. I interviewed forty blind participants, asking each to draw a sketch map of the trip route they take when they get off the light rail train at the Littleton station to get to the center a few blocks away. As participants drew their maps, I also asked a series of questions and they were filmed as they discussed their trip route. In a follow-up session, the participants responded to a 121-item questionnaire, known as the Everyday Environmental Knowing Scale or EEKS (designed by Golledge and Allan, 2000).

The filmed interviews will be transcribed and a series of codes to extract qualitative data from this rich pool of information is being designed. The EEKS is a quantitative instrument designed to illuminate patterns and differences in spatial reasoning processes.

It is not enough to simply define wayfinding through anecdotal research or even through studies of a handful of subjects on behavioral measures. This large study, peering into the structure and changes in the architecture of the mind as the subject goes about learning and navigating through environments, will add significant new knowledge about the mind.

Ontario is Making Major Changes to OH&SA and WSIB; What you need to Know

2011-09-29T10:31:00.000-07:00

Legislative updates for September 29th 2011

In case you have not heard the Province of Ontario has made and is making significant changes to both the Occupational Health & Safety Act and the WSIB Act through Bill 160. We are keeping a close eye on these changes at OPC Inc Ergonomics division as there will be changes in the Act which will impact how MSI type injuries are prevented and managed.

Currently the Minster of Labour is seeking feedback on its Guide for Joint Health & Safety Committees (JHSC) and Representatives in the Workplace slated to be published int eh spring of 2012 (as if the AODA requirements were not enough change for employers in Ontario!)

Bill 160 amends the province of Ontario's Occupational Health and Safety Act along with the Workplace Safety and Insurance Act (making the Safety part of the name redundant?).

An important change to note is the Ministry of Labour will now take the lead for accident prevention including ergonomics, from the WSIB.
As well there has occurred an appointment of a new Chief Prevention Officer whose mandate is to coordinate and align the injury and illness prevention system for Ontario.

OPC Inc will continue to monitor these changes through our M of L & WSIB contacts in particular how this will relate to current Soft Tissue Campaigns and on going ergonomic inspection systems and Orders. We will write updates regularly on our Blog (OPCTODAY), FB, Linked In and Twitter (OPCPhysio) to keep all of our clients, consultants and private sector apprised.

To learn more about the feedback regarding the Guide you can submit feedback to www.labour.gov.on.ca/english/feedback/guidefeedback.php

Office Work May be Making you Sick; CDN Business Article a must read!

2011-09-27T21:11:00.000-07:00

As many of our clients already know OPC Inc and our national consulting team provide recommendations in office environments; including call centres; VISA processing centres; CSR and the typical seated office environments. One of the trends we are commencing based solely on our findings and best evidence is the need to get employees out of their seats & standing and moving through the day on a real basis.

We use technology, accessories, design where indicated to cause employees to have to stand, move their chair in a dynamic mode, and walk to perform more and more task; aiming for an increase in these postures to at least 6-33% of each day.

One of the restrictions to this improved work method are the designers & contract furniture firms who keep lowering dividers between workstations lower and lower under the guise of enhancing team work (statistical review finds many job demands and requirements are NOT conducive to lowered panel levels with concomitant losses of concentrating abilities and work privacy).

The evidence based reasons to stand more frequently through the workday are clear; this article and the research conducted by an old classmate of mine at the University of Toronto, now in the USA is clear; sit all day and expect your health and lifespan to be lowered.

Office work may be making you sick | CanadianBusiness.com

To learn more about how OPC Inc and our consultants can work with your FM's and Designers to create environments which allow tasks to be completed in standing please contact us at j.sleeth@OptimalPerformance.ca or CL.DeMaeyer@OptimalPerformance.ca and info@OptimalPerformance.ca

JE Sleeth September 27 2011

Wayfinding Design Principles in Anticipation of the AODA Requirements

2011-09-13T15:02:00.000-07:00

The ADA and AODA Require Way Finding to be improved in Public Spaces and Offices JESleeth, Olga Dosis, CL DeMaeyer OPC Inc

While hiking along what was supposed to be a marked trail with three friends in Muskoka we quickly found 30 minutes into the hike that we were lost lost & lost. It was only by carefully attempting to retrace our steps that we eventually found our way back to the main road.

Last weekend while in Montreal some family members and I attempted to locate an ancestor's grave sight as part of filling in the gaps of our family tree. Not only did we not know we had driven into an adjoining cemetery (and to think we moved from the Catholic to the Protestant Cemetery at that!) we could not for the life of us find our way to the Section T let alone area number 615! There lacked signs, markers and maps around the entire cemetery to guide us in our quest. And all of us in the car consider ourselves to be adept in way finding and reading maps.

This is a common conundrum for most people but one which illustrates if "able bodied and minded" hikers and drivers cannot find their way to a set location then what does this do for the older navigator; or those who have disabilities related to sight, hearing, spacial location or learning disabilities? It also begs the question; if you want to direct more traffic to your restaurant, bank branch, office building or museum how is poor way finding limiting business opportunities in your organization?

Way Finding may be a new word for many of our readers. Yet it forms a critical part of Universal Design no matter whether the design is for offices, retail, museums, hospitals or underground walkways. Way Finding when designed and implemented correctly is a set of design principles concerned with making spaces effectively navigable by people of all languages; sex; mental abilities, learning disabilities, stature & culture. It should take into account that visitors and users of the space may have a visual and/or hearing impairment and disability.

Navigability means that the navigator can successfully move in the space from their present location to a destination, even if the location of the destination is not precisely known.

In Way Finding there are 3 criteria which will determine the navigability of a space:

1. whether the navigator can discover or infer their present location;
2. whether a route to the destination can be found
3. how well the navigator can accumulate way finding experience in the space.

The first criterion is the successful recovery of both location and orientation; ``Where am I?'' & ``Which way am I facing?''
A response to these questions can be verbal, such as ``I am in Lobby C, facing Wellington St West'' or in writing by drawing an arrow on a map of the location.

The second criterion for navigability is the ability to successfully perform way finding tasks. Successful way finding occurs when the navigator can make correct navigation decisions that take them from the present location to the correct destination. Examples of such decisions are whether to continue along the present route or to backtrack, what turn to take at an intersection of paths, or whether to stop and acquire information from the environment to confirm the present route.

The third criterion for navigability is how well the navigator can accumulate way finding experience in the space. The image ability of a large-scale space is the ability of a navigator to form a coherent mental image map of it. The characteristics of an urban, retail, office or other public space can be designed to affect how well people remember features in it.
In an interesting study in 1960 by Urban Planners (Lynch), residents of Boston, Los Angeles, and Jersey City were asked to draw sketch maps of their city from memory. The degree of accuracy of the sketch maps in depicting the actual layout of each city found the study respondents organized their city images using a set of common features: paths, landmarks, regions, edges, barriers & intersections. (Recall how Hansel and Gretal dropped bread crumbs along their route with hopes to follow these back out to safety!) The memorable features of a space is what people use to assist with Way Finding.

Landmarks are the memorable locations that help to orient the navigator; regions are distinct areas that place the navigator in one part of the environment; and nodes mark points where Way Finding decisions are made.
Since a navigator uses these features to remember their past route-following experiences, a well designed space that uses these points will be readily navigable.

Principles for effective way finding include:

Create an identity at each location, different from all others.
Use landmarks to provide orientation cues and memorable locations.
Create well-structured paths
Create regions of differing visual character.
Don't give the user too many choices in navigation.
Use survey views (give navigators a vista or map)
Provide signs at decision points to help way finding decisions.
Use sight lines to show what's ahead.

Way finding and Signage

Way finding has three basic forms:

Landmarking – this is the use of landmarks such as sculpture and art which is discussed above
Architectural features – such as arches over main entrances, elevator lobbies painted in bold colours, round then sharp edges at corners
Signage – signs are the key element in a Way finding system.

Way finding signage should follow key principles to be effective. These are:

Way finding is for visitors
Largest to smallest
Organize the known
Direct at decision points
Relation to the environment
Readability
Placement
Universal "language" and icons

To get a good handle on how Way Finding is critical to both the able bodied & disabled walk or drive around an area which you do not know very well. Have a destination point in mind. Now try to navigate using signage; directions; maps; colours and points of interest. In fact see if some of the principles have even been applied relative to finding your way to your point of interest. Once you have gone through this exercise ask yourself again if you had a visual or auditory disability, mobility related disabilities or mental or learning disabilities how would you do? It is a great exercise to help you in your work as a Facility Manager, Designer, Architect and Building Owner. The AODA may not be in full swing as yet in Ontario but having your customers, clients or visitors find their way to your business and within your business sure will have an impact on your profitability and in having happy customers, clients, visitors who will want to come back.... and will be able to return because they can find you!

For more on this topic or to book our AODA/ADA Expert about this topic contact us at AODA@OptimalPerformance.ca or 416 860-0002.

Ergonomics in Hospital and Health Care Setting; Prevent Human Error and Falls

2011-09-12T12:35:00.000-07:00

In the Ergonomics in Design section of OPC's Blogs we talk about the use of Ergonomics and Human Factor Design in the prevention of accidents & human error. To take this theme further, discussion about how the design of the SYSTEMS including product/equipment and technology, process/procedures and the building design and environment affects the frequency and severity of human error and accidents.

Following is a review of one of the most important accidents which occurs in all health care settings every single day across North America; patient falls.

Preventing patient falls is a major emphasis for many health care facilities today and for all in patient Physiotherapists who deal with the outcomes of these falls in their practice. Patient falls are well studied by the CPA, OPA and National HealthCare forums as these often lead to patient death or serious disablement

Extensive research finds there are many factors that contribute to patient falls. Some of those factors are environmental, technological, training, work process & procedure related as well as design related. Here is a partial list of the contributing and causative factors:

Overall layout of the room

Flooring surface (type, pattern, color, texture)

Lighting levels, placement & reflectance

Furniture type-bed, chair, wheelchair, tables, computers

Furniture location within the room

Patient physical ability

Patient mental ability

Walk space/clearance

Patient transfer equipment

Staff to patient ratio

The workplace systems, methods, standard operating procedures & culture

The goal of Ergonomics and Human Factors Design is to fit the job demands to the health care provider and the patient.
Ergonomics and Human Factors means the caregivers and patients' physical and mental abilities are taken into account when considering the design of all of the listed aspects listed above. How these factors interact with each other and with the patient determine whether or not a fall will occur as well as the seriousness of the fall. Here is a more detailed look at these factors;

Overall layout of the room: The layout of the room will determine where patients mostly likely will walk and move about the room. The location of the bed in relation to all other parts of the room is important to consider for traffic flow (caregivers, patient, family members, visitors) for inclusion of necessary furniture and equipment within the room.
Flooring surface: Common flooring considerations include the type of surface, i.e. carpet vs. hard surface, and its coefficient of friction. The pattern, texture & colours of the floor can impact people’s vision which could lead them to lose their balance.
Lighting: The amount of lighting, nature of the lighting, use of contrast and placement of lighting affects how easy it is to see the path and any obstacles.
Furniture Type: Considers if/how the design, function and use of the hospital bed, side chair, wheelchair, room hardware, computer contributes to a person’s tendency to fall. The design of the chair, i.e. seat depth and contour of the back of the chair for example could contribute to patients slouching and sliding down out of the chair.
Furniture Location: Hospital and nursing home rooms can become full of furniture, machines and items that prevent a clear path from the bed to the bathroom. This can be hazardous to the patient as well as to the caregivers who have to move or work around furniture to provide cares to the patient.
Walk space/clearance: The general size of the room, hallway or area and the amount of furniture, cords, and other items in the space can create a hazard.
Patient transfer equipment: Facilities that have safe patient handling programs will have different types of equipment to choose from for moving and handling patients. The selection of the proper equipment and accessory item followed by the correct use of the equipment are vital in preventing patient falls and injuries.
Staffing ratios: It may be easy to think that when the ratio of staff to patients is high that the number of patient falls should be low. However, sometimes it’s not the number that’s important but it is the next item that has the greatest effect on patient care which is…
Workplace System including work flow, policies, procedures, training and supervision: The responsibilities and activities of all of the caregivers that provide patient care to the patient are very important in preventing falls. The system in which caregivers perform their jobs (task assignment, rounds, patient hand-offs, integration of non-nursing departments, integrated teams.) greatly affects patient care, quality and satisfaction.
The design of the workflow system has to consider several human factors in order to prevent errors in medications, prevent effects from fatigue and prevent effects from rushing and/or complacency.

A breakdown in each and combinations of the above can result in patient falls. However, a proactive systems approach using Ergonomics and Human Factors design in the physical design of the environment, the evaluation and selection of the proper furniture, hardware and equipment and in the process design of staffing and caregiver roles and responsibilities will reduce the risk for patient falls.

All too frequently when a patient fall occurs the investigation which follows typically results in assigning blame onto the caregiver. It’s easy to say that the caregiver didn’t use the equipment in place or did not use if properly; the bed alarm wasn’t set; the caregiver didn’t take into account the patient’s medications etc.
Assigning blame to the caregiver (called human error) does not lead to learning about the root cause for the falls and does not look at the entire system design of products/equipment, process and environment involved in which the caregiver acted.
A full audit following a fall will help the Ergonomist

JESleeth C DeMaeyer Ergonomic Consultants OPC Inc

2011-09-02T10:58:00.000-07:00

NEWS
UPDATE
September 1, 2011

Today is a historic day for the Physiotherapy Profession & for all patients

Although for many years physiotherapists have had the expertise to diagnose injuries within our scope of practice, it was not until today, September 1, 2011 that the legislative and regulatory environment has actually allowed us to communicate a diagnosis to our patients.

The efforts required to achieve this goal started over five years ago. At that time, the Ontario Physiotherapy Association recognized the need for legislative change that would allow physiotherapists to work to their full potential, enabling us to be better partners to our healthcare colleagues and most importantly, better healthcare providers to our patients.

Of course the ability to communicate a diagnosis only forms part of the significant changes to our authorized activities that will continue occurring over the coming months; nonetheless, today marks the opportunity for us to celebrate our success as we move forward as a profession.

This process involved the work of many individuals and many key partnerships. I would like to extend our thanks to our partners, the College of Physiotherapists of Ontario and the academic chairs at the five Ontario university physiotherapy programs. I would also like to extend my gratitude to current and past Board members of the OPA, including Past-Presidents Mark Beadle and Kim Wolny. And finally, I particularly wish to extend sincere appreciation to the staff of the Ontario Physiotherapy Association and especially our Chief Executive Officer, Dorianne Sauvé who have worked so hard to help make this day a reality.

Christopher Winn

President, Ontario Physiotherapy Association

If you want to be removed from our mailing list, please reply to this email with unsubscribe in the subject heading.

Ontario Physiotherapy Association
55 Eglinton Avenue East, Suite 210
Toronto, ON M4P 1G8
(416) 322-6866
www.opa.on.ca
Unsubscribe here by sending an Email to Sara Pulins

OPC Inc's Olga Dosis and Jane Sleeth start a busy Fall of Speaking; Join Us

2011-08-31T10:37:00.000-07:00

OPC Inc commences our national speaking circuit about Accessibility and Universal Design this Fall. Join us at the HSE Conference September 27th and 28th
Schedule II September 27th,
TLOMA Conference October 26th and 29th,
Federated Press December 14th and 15th where we will chair the 2 days conference and present 2 innovative talks.

Olga Dosis is Senior Accessibility Consultant with OPC Inc. Olga is also Sr Manager of AODA Compliance for George Brown College, and author of the Carswell Published Book "Accessibility for Ontarians with Disabilities Act Implementation Guide" 2011

Jane Sleeth is Managing Director & Senior Consultant OPC Inc with expertise in Ergonomic & Universal Design & Disability Management. Jane is Best Selling Author of 2 books published with Carswell with a third due for release Fall 2011 on Psychological Disabilities in the Workplace.

Look for our dates to speak about the Integrated Standards for Ontario October 2011 at the accessible Knoll Canada meeting room! See you there. JE Sleeth Olga Dosis National Accessibility & Ergonomic Design experts since 1991.

To sign up for any of these courses go to www.optimalperformance.ca or call Mark or Jamila at 416 860-0002.

My Response in Linked In to Anger from some of Disabled Community

2011-08-26T13:09:00.000-07:00

R your point is excellent and ties in well with some recent research which was reviewed & discussed on CBC radio this weekend past about "getting back" at people.
When one seeks to get back at people who do not understand disability the outcome for the person seeking revenge is a negative outcome internally. Further, the cognitive research also reveals that the person with whom we take revenge against tends to strike back and with more force and onwards it spirals.
So if I may make a suggestion in order to ensure the AODA in Ontario succeeds; we all need to realize the 'layperson" has little or no experience with people with significant disabilities; this is not the fault of the layperson. The same "layperson" is intersted in learning from the disabled community but feels intimidated and afraid to do so.
Let's all take a step back and be prepared to patiently guide the layperson thru all of the language which is unique within the disabled community. Then let us ask people new to this in Ontario to join hands towards a Province which creates fewer "handicaps" for the disabled.
It will all work out but not thru anger or reprisals. JE Sleeth OPC Inc Ergonomic and Universal Design since 1991

Question of the Week from Employers; How to Select the Right Chair

2011-08-02T09:17:00.000-07:00

I have been reading the ongoing comments from both HR, Facility Managers coupled with some very subjective responses from "ergonomists" about the best method for determining how to select new seating product for employees. I feel strongly that it is up to qualified ergonomic professionals to guide employers toward the use of objective evidence based methodologies to determine the best product for the workplace and employee. With this in mind here is my response in Link In which is worth repeating here:

"The best and most proactive method which Barbara and Justine have hinted at is to have a qualified Ergonomist perform a Seating product review. At OPC we are not allowed to have any affiliation or kickback from any seating manufacturer or dealer. As such our clients ask us to review specific product; which is based on a thorough understanding of the bona fide occupational requirements (thru the OPC JDA system); an understanding of the anthropometrics of the workplace; and a clear understanding of bona fide disabilities & impairments to be accommodated for. This seating products should then be objectively measured as per the CSA and the BIFMA guidelines for product review. From this a short list of appropriate products should provided to clients from which they can make an informed decision.
In many ergonomic related discussions on line and in Linked In we still find subjective responses to science based questions on the part of professionals who should know better and inform their clients responsibly. The method outlined above applies to any and all product with which the human factor will be interacting with. We tell our clients to always use good science and couple it with formal employee feedback over the course of 2 weeks minimum (allow for changes in employee postures and physiology as well as learning curves) to make an informed and appropriate decision about chairs.
Having a selection of employees sit in a chair for a few minutes in a showroom or on site in the workplace is NOT good science and provides no meaningful data for the Facility Manager to make an informed decision

JE Sleeth OPC Inc Senior Ergonomist, Physiotherapist

And now it is clear why the Ontario Human Rights Amendments were made; Just in time for the AODA

2011-07-28T13:27:00.000-07:00

Served A Human Rights Tribunal Application Lately? The New HRTO will represent how AODA related issues will be managed and heard in the opinion of labour lawyers and the experts at Optimal Performance Consultants

It’s been more than two years now since the Human Rights Amendment Act, S.O., c. 30 came into force in Ontario creating a new human rights process. This new process allows applicants to file their Applications directly with the Human Rights Tribunal of Ontario (HRTO). For the fiscal year 2009 -2010, 75% of Applications filed with the HRTO involved allegations of discrimination in the area of employment. Of those over 34% (the majority) related to lack of accommodation and accessibility in the workplace.

Part of the HRTO's mandate is to provide fair, just and expeditious resolution on the merits of an application. The process the HRTO has instituted to fulfill its mandate is by examining the 'life of' several typical applications; from receiving an application, through the various stages up to resolution. For the fiscal year 2009-1010 there are numerous cases in which workers have alleged discrimination in employment AND have brought their claims to multiple venues including grievances, civil suits, WSIB and the WSIAT.

With the AODA Customer Service now fully on its way (completed for Public Entities) and in process for most Private Companies in Ontario, coupled with the newly released Integrated Standards including Employment, the percentage of cases related to disability & lack of accessibility will skyrocket.

It should now be clear to our readers of this Blog that the changes to the Ontario Human Rights was in large measure made with the AODA "fallout" being anticipated. More militant sub-groups in the disabled communities will test businesses with public spaces such as shopping malls, restaurants and retail as well as sports arenas, cultural centres and common underground pathways such as Toronto's path system. The more outspoken employees with disabilities will also be testing the employment waters and will most likely test these through multiple venues including Human Rights, the media, civil cases, WSIB/WSIAT and private insurance companies.

The key to this Blog is not to cause our readers and clients to panic. Rather this is the sounding bell to cause Human Resources Managers & Directors, Facility Managers, Real Estate and Property Managers, IT, Communications and Marketing, Architects and Design firms to come together and develop a process to cause full compliance with the Customer Service, Transportation, Communications and Employment of the AODA over the next number of months and before the Ontario Build Code changes are released. The Administrative Penalties which will be levied against employers who do not comply are one thing; but the cost and public embarrassment resulting from Human Rights complaints will go a long way to damaging the well earned reputation of your company & organization. Now is the time to organize and move the process along using a strategic, operationally based process at all levels of management to the front of client, customer service employee in your organization.

The time is now to move this process along as it will take a number of months to enhance your current diversity, ergonomic and universal design and AODA strategies as well as to provide education and training for ALL of your employees. For more information about the Human Rights Tribunals in Ontario and how it will become the venue of choice regarding AODA related complaints please visit us at www.optimalperformance.ca or contact us at AODA@OptimalPerformance.ca

JE Sleeth OPC Inc Olga Dosis OPC Inc AODA Expert Carrie DeMaeyer Ergonomic Manager

Yes Ontario has Mandatory Ergonomic Standards (not Regulations)

2011-07-22T08:07:00.000-07:00

We were recently asked by a client if Ontario has Ergonomic Regulations in place with the answer being no. However it is interesting to note that Ontario thru the Ministry of Labour has further reaching and more stringent use of written Orders for employers related to ergonomics. The following Blog for today is intended to remind all employers in Ontario that there are mandatory ergonomic standards in place and these need to be taken seriously as these can impact operations & profitability in your organization.

"...indeed the Province of Ontario has had mandatory ergonomic standards (they choose not to use Regulatory Language which was used to a resounding failure in BC in 1993) in place for all types of employers for well over 2 decades. These are enforced in 2 ways; under the General Duty Clause where the general H&S Inspectors and Ergonomic Inspectors issue Written Orders regarding ergonomic standards being met with a usual timeline of 30 days; and the issuing of financial penalties the day of the inspection whenever a smaller type of ergonomic standard is not met. The second method over the last 3 years has been the Strains and Sprains Campaign (sounds innocuous but it is not) where 6,000 workplaces are targeted each year for the General Inspectors now armed with ergonomic training attend at workplaces without prior notice. They review each company’s written ergonomic program, manuals and training (if they have any of this in place) and they interview employees regarding the ergonomic program and about the prevention of musculoskeletal injuries.

Orders are written where indicated during these visits and financial penalties & tickets are levied at the time of the visit. This second program represents the initiative of the Ministry of Labour to decrease both the frequency of MSI’s and the duration of lost time from MSIs in Ontario workplaces which remains stuck at 49-51% of all injuries and accidents in Ontario's workplaces.

Given the fact that Ergonomics and Ergonomic Programs are mandatory in Ontario how can OPC with over 21 years of experience help? Our expertise has guided over 1500 employers in Canada and the US to develop, enhance and manage their ergonomic and human factors processes and programs.

OPC Inc and our team can assist with;

1. Industrial Ergonomic Program audits; Ergonomic Evaluations of jobs, job redesign, product redesign/manufacturing redesign, job demands analysis, standards development and adherence processes ; equipment & tool review and standards development; training and educational programs; on line ergonomic software and E Learning Tools

2. Office environments; Ergonomic Program audits; Ergonomic evaluations of individual jobs; ergonomic standards development; Lunch and Learn and educational sessions; E Learning tools; Ergonomic software; and ergonomic & Universal design expertise with design/build, redesign and move projects as well as furniture purchase projects

As you know for our other Blogs and national articles we also now have one of Canada’s leading experts in the AODA and ADA Acts in Canada and the US. Olga Dosis is currently working at the Sr. Management level toward the construction of the first fully accessible college at the George Brown College Waterfront campus. With the addition of Olga to our team we are able develop Universal Design processes with clients to meet both the AODA and Ministry of Labour design requirements.

Let us show you how OPC and our expert team can help your organization to succeed. Call us for a meeting so we can discuss the ROI business case for Ergonomic and Universal Design; 416 860-0002 or 0004 and AODA@OptimalPerformance.ca

The Perils of Politically Correct Language Police when it comes to Disability

2011-07-20T11:07:00.000-07:00

Background; The following Blog for today arises from my review of a talk Honourable David Onley delivered in the last few weeks in Ontario. As part of David Onley's talk he provided definitions of disability and handicap as these are often used interchangeably in most people's conversations. My response to his talk is that it is a great idea to differentiate disability and handicap as they are related but different in meaning and implication. I also warn below how if we take these great explanations and then push this too far with politically correct terms this will turn of the very audience we are trying to reach about accessibility and universal design. Have a read and let me know your thoughts. JE Sleeth

This discussion about language as it relates to including the disabled by way of the AODA is an interesting study in how language can be a barrier in and of itself. I like Honourable Onley's approach to this subject and this is how I present the topic to the audiences OPC speaks to who have no idea about disability, handicap etc. The way I present the topic which seems to get people having an "ah ha moment" (thank you Oprah) is the following;

Most of the population has an impairment meaning a medical condition such as ADHD, Depression, Rheumatoid Arthritis etc etc. From this impairment may or may not flow a disability; partial or full; temporary or permanent. Not all Dis abilities are a Handicap unless psychological, human resources, built environment, technology, biases, laws etc create barriers for those with a dis ability. In this case the customer, client, employee become handicapped. Although this explanation is routed in the WHO's (World Health Organization's) medical model I still use this as I know from my 25 years in this field that THIS is the language the lay person truly gets and can move onwards from.

One word of advice as the many disabled groups start to push for their own politically correct language to be used as it relates to the AODA is the following and borrowed from other "minority" group's learnings (Read Bending Over Backwards for example); do not become so hung up on the layperson & non "disabled or handicapped" audience using the absolutely correct terms for this area. The political correctedness arguments will fracture the communitys' ability to move forward with the AODA and will also turn off the very audience we are all striving to reach.

Onwards we all move here in Ontario with the singular goal of creating universally accessible workplaces, and all other public spaces. JE Sleeth Optimal Performance Consultants Inc Since 1991

There is no way around it; Back Pain & Injury Requires Exercise & Ergonomics Not Drugs

2011-07-18T10:11:00.000-07:00

Set back for yet another back pain medication highlights the need for emphasis on prevention & exercise efforts

Yet another drug aimed at being a cure all for back pain as part of the promise of a panacea in the treatment of back pain has failed. The latest drug Axomadol, that was being investigated for the relief of symptoms of moderate to severe chronic lower back pain was found to not be helpful. Its producer, Endo Pharmaceuticals, recently announced the results of the drug's Phase 2 randomized, double-blind, parallel group design study of 236 patients.

The researchers did not find that the drug performed significantly better when compared to a placebo medication, and the company is currently conducting further analysis to determine the future of the program.

So what else has been tried for low back pain and failed? Here is a partial list;

Opioids
Anti-depressants
Analgesics
Anti-inflammatories
Muscle Relaxants

Given this list and the fact that many mainstream back pain medications have addictive properties we are trying to encourage North Americans to take steps to improve their lifestyle to allow people to learn to understand their low back discomfort & issues as well as how to modulate levels of discomfort (notice I am not promising back pain or injury will not occur as this impossible in most cases and a normal part of being a bipedal mammal).

It is time to stop looking for the magic pill; the perfect chiropractor or Physiotherapist who will make this all go away. Rather it is time to think of Spine-healthy habits which should include;

A more active lifestyle such as using the stairs at work; getting off the bus or subway one stop earlier to walk home; standing to perform more tasks in the workplace
getting at least 30-60 minutes of moderate exercise per day
Using good body mechanics and accessing ergonomic tools & using them in your workplace
Shedding extra weight which impacts the health of your spine
Avoiding dependence upon one's chiropractor, physiotherapist & massage therapist and asking these professionals to give you a program of exercise so you can become independent of the health professional

The more active lifestyle and work behaviours can be a challenge for those of us who work in an office or automated factory. And this group is at high risk for developing back pain symptoms. With this in mind OPC & our Consulting Ergonomic Experts and Physiotherapists recommend the following tips for you in the workplace:

take frequent micro-breaks to get up and stretch your legs & back
take advantage of lunch breaks to walk around not just sit in a poorly designed chair in the cafeteria or fast food restaurant
communicate in person by walking down the hallway to a colleague's office rather than send messages via email or phone
hold impromptu meetings in standing around the coffee or tea pot
while sitting at the desk strive to keep you back into the backrest of the chair at an angle of 100 to 110 degrees not the old style 90 degrees you still see on postures
set the computer screen so the eyes are even with where you look the most on the screen so your back and neck can be held in a healthy posture
and for women who tend to perch on the front 1/3 of your chairs have a look at how the men around you sit as they tend to lean into the back of chair & adopt more relaxed postures. To do the same use the lever on the chair (Knoll, Herman Miller & Steelcase have great chairs which are easy to switch to a dynamic, rocking mode) during the day to allow all parts of the spine and legs to move in a dynamic mode (your grandmother's rocking chair was not just about sitting & thinking it was about dynamic movement occurring whilst seated)

And even when back pain occurs make sure you use common sense and do not get caught up in the business of back pain (this is a multi-billion dollar business in N America per year). The lesson I learned from some of the best Orthopaedic and Neuro surgeons & Physiotherapists in the business was

Use Aspirin or Ibuprofen not the expensive drugs on the market for the first 3 days
Adopt postures which are most comfortable through the day
Try acupuncture &various relaxation and meditation techniques in the first 3 days
Add ice to the back for 20 minutes every 2 hours or so (never heat)
Resume normal activities on an "as tolerated" basis from day 4 onwards

If this all sounds too simple just remember mechanical low back pain is a relatively simple & very common issue which we all experience at least once in our lifetimes. Taking a practical approach and not panicking and running to the Emergency Department (where you will be low on the priority list, not seen by an expert and sent home with strong opoid based medications) is key.

If you would like to learn more about your back and how to manage it further consult my practical guide at www.Carswell.com Author JE Sleeth. This approach will forever change how you view your own back pain and how to help employees who experience back pain.

Back pain treatments place a financial burden on patients and the healthcare system, as only 5 percent of individuals with back pain disability account for 75 percent of the costs associated with lower back pain. North Americans spend at least $60 billion annually on expenses related to the condition. It is time for medical & rehabilitative evidence to be used; and for common sense and the use of active lifestyles & exercise to prevail.

JE Sleeth Senior Ergonomist & Physiotherapist OPC Inc

A Question Often Asked of Me About Physiotherapy July 2011

2011-07-12T14:23:00.000-07:00

When does someone need a physiotherapist? How do I know if they are excellent in their field of Practice?

In our practice at OPC Inc we find a number of employees are attending very passive types of care for their injuries and musculoskeletal complaints including passive physiotherapy, chiropractic, massage & acupuncture. By passive this means you the patient are the passive recipient of care including modalities meant to "take your pain away".

There is absolutely no evidence in any of the literature so show this type of care benefits you in the short and long term. Nor will you learn about your injury and how to manage it yourself in an effective way in going forward. And this evidence is clear whether it is in the PT, chiropractic or massage therapy literature.

So what is this Active, Evidence based case OPC talks about in all of our ergonomic reports for our clients?

This means you the employee, or you the employer are ensuring the best possible care is applied and that benefits are being used in an effective and cost effective way. This gold standard way is having employees with injuries and MSI's which last greater than 2 weeks to attend at an active, exercise based Physiotherapy clinic.

A Registered Physiotherapist will help the employee to live an active, healthy lifestyle including being able to work, play and perform activities of daily living in as effective a way possible.

A Physiotherapist will help the employee to:

Manage pain & symptoms to a realistic level (some chronic pain types of patients may never have the pain leave them)
Improve joint mobility
Increase strength and coordination
Improve cardiorespiratory function
Recover from a work injury or illness
Improve function despite the presence of a chronic illness
Recover from a motor vehicle accident

So how will you or an employee know what is good Physiotherapy and what is the type of passive therapy to avoid? By simply asking during the initial phone call to the clinic;

"does your clinic & Physiotherapist provide active, evidence-based care at all times"?
"Will I receive education & training about my injury or MSI & therefore be able to take more control and responsibility for my health outcomes"?
"Will functional & health outcomes be a key part of my therapy & exercise program"?
"Will I be referred to another specialist if my therapy plateaus or if my function and symptoms increase?"
'Will I be discharged from care based on objective functional & clinical signs versus maxing out my insurance & benefits coverage?"
Does your clinic have access to an Ergonomic firm who can follow up in my workplace, sports arena, recreational facility, home to ensure ergonomic design is in place?

These are tough questions to ask a clinic or Physiotherapist who practices at a level which does not represent excellence. For the best clinics & Physiotherapists these questions will be welcomed and encouraged.

So how else can a Registered Physiotherapist help you the employee or you the employer. Physiotherapist also specialize in these areas which you may not be aware of;

Heart and lung disease
Traumatic workplace and athletic injuries including post operative care or fractures
Arthritis and osteoporosis
Stroke, brain injury, spinal cord and nerve injury
Amputations
Cancer
Pre – and postsurgical needs
Diabetes
Incontinence
Other medical related conditions on an in-patient and out-patient basis

So now that you know about active, exercise based, evidence based care and what makes a great Physiotherapist here are 2 ways you can locate these Physiotherapists; contact www.OPA.ON.ca for a list of clinics in your area or close to work or www.HealthAware.ca

We are also here to help direct you or your employees to the best care possible. Time to get people moving, exercising & improving function on a timely basis
.
I apologize up front that you will no longer be lying down for passive treatment at the rehabilitation practitioner's office but if your mandate is to improve your function & symptoms to the best possible level then this is the route to go.

JE Sleeth Hon.B.P.&H.E., B.Sc.P.T., RPT OPC Inc

For our Clients who need to know about Integrated Standards AODA

2011-07-07T14:17:00.000-07:00

As promised here is the outline of the newly announced Integrated Standards as part of the AODA for Ontario. This will be a get started overview for you to review. Olga Dosis and Jane Sleeth of OPC Inc will provide a seminar about this early September at the training centre/showroom of Knoll Canada. Look out for the dates and times for this and our Web Cast at aoda@optimalperformance.ca and on Linked In and OPC's Facebook Page.

ONTARIO REGULATION 191/11

Part I

General

Part II

Information and Communications Standards

Part III

Employment Standards

Part IV

Transportation Standards

33. Definitions

Conventional and Specialized Transportation Service Providers, General

Healthcare (Disease Management) must become an Election Issue in Ontario

2011-06-16T10:03:00.000-07:00

By Carol GoarEditorial Board

The answer is right under our noses. It’s been there for 40 years.Yet Ottawa and the provinces continue to pour billions of dollars into a quest for more efficient ways to deliver medical services; more businesslike ways to operate the health-care system; and more effective ways to keep people out of the hospital.If they went back to the original vision of medicare, they’d find the less expensive, less bureaucratic alternative they’re looking for. And if they looked, they’d find dozens of working models.Community health centres are the closest thing Canada has to Tommy Douglas’s dream: a health-care system that treats people, not symptoms. They deal with the underlying causes of illness: poverty, isolation, poor diet, mental disorders. They thrive in places where people don’t speak English, don’t have access to a family doctor and don’t know how to navigate Canada’s complex, rigidly compartmentalized medical system. They welcome anyone who walks in the door regardless of race, background, socio-economic status or sexual orientation. Unlike family health practices (which are doctor-run), ambulatory care centres (which are managed by hospitals) or walk-in clinics (which provide fast, impersonal medicine), they are guided by the needs of the community. Some emphasize mental health services. Others concentrate on prenatal care, senior care or ensuring that their clients have healthy food and decent housing.“When you’ve seen one community health centre, you’ve seen one,” said Jack McCarthy, chair of the Canadian Alliance of Community Health Associations. Ontario has 73 community health centres. But most people don’t know they exist and most policy-makers regard them as a minor offshoot of mainstream medicine.In an effort to showcase their work and build public awareness, more than 1,000 community health workers from across Canada, the United States, Australia, Belgium and the Netherlands gathered in Toronto last week. They shared their success stories and their frustrations.“You guys are leading the way,” said Anita Mononian, chair of the National Association of Community Health Centers in the U.S. In her country, only 23 million people — 7 per cent of the population — are served by community health centres.But even in Ontario, they are struggling to make inroads against the entrenched interests — hospitals, doctors, pharmaceutical companies and marketers of high-tech medical equipment — that claim most of the province’s $47 billion health budget. Community health centres haven’t received any increase in funding since 2005, when George Smitherman was health minister. “We need to tell our story better,” said Adrianna Tetley, executive director of the Association of Ontario Health Centres. “We need to show we are saving the health system money down the road.”
Health Minister Deb Matthews, who spoke at the final session of the conference, was full of praise for community health centres. “What you do is not just the right thing to do for people in need, it is the right economic choice for government to make,” she said. “There is a special place in my heart for people who are drawn to community health centres.”
Regrettably, this has never been reflected in her spending priorities. And she offered no hope of more resources in the future.
Only two federal MPs — both New Democrats — and two journalists were there. Neither of the provincial opposition parties sent representatives.
But there were a few signs that the message is beginning to get through. The conference was sponsored by a chartered bank, a major law firm, a computer giant and three national insurance companies. Dozens of exhibitors — from architects to physiotherapists — set up booths.
The movement is still a long way from its breakthrough moment. But its leaders are learning to reach out and showing that the world wants what Canada has.

Marnie Courage's Blog About Doctors Notes Impeding RTW Outcomes

2011-06-10T20:15:00.000-07:00

What's up Doc? Challenging the Validity of a Doctor's Note

From Marnie Courage on Tue, Jun, 7, 2011 02:04 PM OPC Ergonomic Consultant Winnipeg

Working for an industrial manufacturing company, inherently brings with it higher physical demands and exposure to more risk factors than an office setting. With the increase in awareness of ergonomic and environmental risks, it is not surprising that these industrial workplaces are having to put more energy and resources into protecting the health and safety of their employees.

After meeting with the Safety and HR reps of a manufacturing company and hearing their frustrations with employees who bring in doctor's notes and report they are no longer able to do their job for medical reasons, I am left bothered by the power of these scribbled notes. I know how easy it is for a patient to get a note from their physician to support their complaints or self determined limitations. I am also certain some physicians are writing these notes without knowing what are the physical demands of their patient's jobs and are not providing qualitative assessment results to support the imposed restrictions.

I share the goals of the Safety and HR Reps in preventing injuries and promoting employee health, yet I am compelled to advocate for the employer to protect them from costs and headaches related to the malingering employee, who demonstrates poor employee engagement, is away sick frequently, and comes armed with doctor's note, scribbled with questionable and vague restrictions.

How much value should the employer place in a doctor's note that reads: "unable to perform job demands" or "no heavy lifting", or "light duties only", when the physician has not seen a Job Demands Analysis (JDA) to know what the physical demands of the job are and has not tested to see what the employee is capable of doing?

JDA's provide information about the frequency, force and duration of these physical demands that would qualify any decision a physician could make about what is reasonable for their patient, but the majority of these doctor's notes are being provided based on the patient's request for a note to give HR or their manager.

Employers are left feeling helpless and usually attempt to accommodate the individual as best they can, but without the specific medical information as to what the employee is actually able to do, they are not adequately protecting the employee from further potential injury. So while the employee continues to be at risk, the employer is also at risk, for costs associated with the potential for future employee injury.

Here are some options for employers:

1. Have Job Demands Analysis conducted for the high risk jobs to identify the physical and cognitive demands of the job. The JDA can be used for writing better job descriptions, accommodating injured workers and used to in the Functional Capacity Evaluations(FCE) to determine if the employee can do the specific tasks safely.

2. Request from physicians more specific information regarding the notes they write to qualify the restrictions. Instead of challenging the physician's opinion (OPC Inc recommends MD Notes no longer be used and accepted; that only your company's MD Forms should be used & accepted) ask the Physician to fill out the Form about the medical diagnosis, prognosis and treatment plan, to assist in the job accommodation process.

3. Have Functional Capacity Evaluations conducted for any employee who claims they are "unable to do their job" or is returning to work after injury. The FCE is a clinical based, 2 half day, standardized assessment that measures the capabilities of an employee to assist with job matching and job accommodation. This is an evidence based tool for determining exactly what tasks the employee is able to do safely and provides recommendations for accommodations if and where required.

4. Develop a new Policy about the criteria for when and how FCE's will be conducted and talk to the Union reps to ensure they are on board with these new procedures.

Protecting employees from injury is the priority of the Therapist, physician, HR, Safety and Union reps and they all play a role in ensuring the injured worker is accommodated successfully. Caution should be given to those who rely solely on the doctor's note for job accommodation and instead should use best practises to conduct assessments that provide qualitative and quantitative information. This data should include what an employee is able to do safely and what administrative, engineering and behavioural solutions are required. Are you up to the challenge? Human Rights dictates you need to be. So, let's get this process started.

Marnie Courage, OT Reg (MB)
OPC Sr Ergonomic Consultant

OPC's consultants ask How Keyboard Trays CAUSE Ergonomic Hazards

2011-06-07T09:16:00.000-07:00

In keeping with OPC Inc's mandate to ONLY use ergonomic standards which are based on best evidence Jane Sleeth responds to a consultants question about the use of KEYBOARD trays.
This is in addtion to a previous Blog about the subject. Our clients will also benefit in reading these Blogs so they understand when where trays have a place in the office but only based on objective, quantified criterion
OPC and our consultants only recommend keyboard trays when;
1. A person is <5^th percentile female height
2. >95^th percentile male stature
3. Desk depth is not enough to allow correct distance between the eyes and the monitor(s)
4. The employee works in their wheelchair at the workstations and requires an adjustable worksurface to accommodate the chair
5. The employee has a bona fide “hot disc” and is required to stand for periods of time during the day to relieve the intradiscal loads at the L Spine.

Keyboard trays are found in the literature and in our studies at OPC to;

increase reach distances to items on the desk;
increase visual distances to items and paperwork on the desk;
decrease leg room under the keyboard tray;
increase forces required to move the tray in and out of the desk.

As well the use of trays tends to result in;

increased loads at the carpal tunnels of the wrists in particular when padding is present on the trays;
increase reach distances to the mouse (most manufacturers make the trays with an additional mouse section added which increases reach distances anywhere from 1 to 3”).
trays which allow for altered angles of work cause employees to place the trays into wrist angles which are outside of norms.

For all of these objective reasons, at OPC we only recommend trays in the standardized scenarios above. We provide education to our clients so they also understand this and are able to apply these principals to their internal standards. This prevents employees from asking for these devices when they are not indicated or from employees using physician notes with statements such as "patient requires an ergonomic keyboard tray".

Please leave your comments and/or suggestions below.

OPC Announces Integrated Accessibility Standards Released June 3 2011

2011-06-06T18:57:00.000-07:00

AODA Integrated Accessibility Standards Regulation Released

Posted by OPC Jun 3 2011 02:08 PM EST

On June 3, 2011, the Ontario government announced the release of the final version of the Integrated Accessibility Standards regulation under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”).

The final regulation follows the draft Integrated Accessibility Standards regulation, which was published in February of 2011 for public review and commentary. As OPC previously reported, the draft regulation reflects public input received on the initial proposed regulatory requirements which were released September 2010 (see previous OPC Blogs from Olga Dosis)

More information about the Integrated Accessibility Standards is available in from OPC at aoda@optimalperformance.ca as well as our Blog and Facebook articles on "Accessibility; Ontario Government Moves Forward with a Draft 'Integrated Accessibility Standards' Regulation under the AODA”.

The final regulation, comes into force July 1, 2011.

Olga Dosis our AODA expert is in the process of reviewing the final regulation and this Blog will be made available shortly to our clients via email and on our website optimalperformance.ca

In the meantime if you need to learn more about this and Customer Service requirements consider attending our Seminar at the Knoll Showroom in Liberty Village June 28 2011. We hope to see you there.

JE Sleeth OPC Inc

Olga Dosis OPC Inc

A client asked us how long a Power Assisted door should remain open as per AODA

2011-05-19T12:38:00.000-07:00

Great question as during our extensive audits of 110 of the LCBO's stores for Ontario this came up as an issue time and time again. the answer depends on if the door is a high powered electric swing door or a low power door. It also depends on the nature of the sensors installed which may or may not sense if a wheelchair or person is still passing thru the door.

First a bit of background about AUTOMATIC or Power Assisted Doors before everyone panics thinking you have to replace all of your doors in your workplace, retail and public buildings.

Remember first and foremost AODA & ADA accessibility should not only be looked at as simply a design for disability, but also a function to serve everyone that uses the facility. In addition to meeting the needs of the 5.4 million Canadians with disabilities, an accessible building is more convenient for the elderly, children, and people carrying heavy loads, pulling laptop bags, or pushing strollers. It is a business advantage to create an environment that accommodates all ages and people.

The main source of technical design criteria for accessibility is ANSI A117.1 (1986) Standard, Making Buildings and Facilities Accessible to and Usable by People with Disabilities.
Of the 12 Canadian provinces and territories reviewed for this Blog, all have either adopted or adapted the Canadian National Building Code. This Code requires at least one automated door for certain types of buildings.

Both standards for manual doors state explicitly that the end users should not have to exert more than 30 pounds of pressure (50 pounds if it’s a breakaway) to start the door moving, more than 15 pounds of pressure to continue its movement, nor more than 15 pounds to operate any latching mechanism. Also there are many provisions for closing forces, sensor provisions, signage, guide rails, sensor pads and manoeuvring clearances.

The ANSI standard outlines the slower speed in which the door travels and the hold open time delay before the door is allowed to close. (Three key elements in what is called a low energy power operated door is evaluated for compliance to the standard are speed, force and time.) Proper signage is also mandatory for instructing the end user how to proceed safely and efficiently.

In contrast, what we typically encounter at the grocery store is a fast moving automatic door that has guide rails to keep us out of the swing path, motion sensors or mats to activate the door without needing to know how to open it, and presence sensors to prevent the door from closing on the end user. These are covered in ANSI/BHMA standard (A156.10) and require a greater number of features and functions to perform safely

For more detailed information about Automatic Doors see www.buildings.com which is a great resource for this & Facility related questions.

JE Sleeth Olga Dosis OPC Inc
aoda@optimalperformance.ca

VERY IMPORTANT OH&S UPDATE from OPC! Bill 160 PASSED!

2011-05-19T11:39:00.000-07:00

Ontario's new Occupational Health & Safety Legislation Passes

Posted: 18 May 2011 07:45 AM PDT by OPC

On May 18, 2011, Bill 160, the Occupational Health and Safety Statute Law Amendment Act, 2011, passed Third Reading, as amended by the Standing Committee on Social Policy. It is expected to receive Royal Assent shortly.

As previously reported in our Blog, the proposed Bill 160 amendments are intended to respond to the recommendations provided by the Expert Panel on Occupational Health and Safety and will significantly amend the Occupational Health and Safety Act.

The experts at OPC can walk you through The Bill in particular as to how it will impact your current Ergonomic Programs and Injury Prevention processes.

Be prepared as this change, coupled with changes to the WSIB (again), and the AODA Customer Service Standards will need to be carefully managed by your team in the workplace.

JE Sleeth
Carrier DeMaeyer
Olga Dosis

Universal Design Means Accessibility for Us All; Ergonomics Expands its Reach

2011-05-17T13:17:00.000-07:00

By JE Sleeth & Olga Dosis OPC Inc
May 2011 for FAMOS Newsletter

Compliance with Accessibility for Ontarians with Disabilities Act (AODA) regulations is just becoming a reality for Facility & Property Managers, Designers & Architect & Occupational Safety and Environment Managers. This same reality will need to sink in for Sr. Managers & Directors in Ontario. To do otherwise at this point in time is not wise as the timeline for the first phase of the AODA regulations; “Customer Service” looms large; January 2012 to be exact with other timelines for employment, communication and built environments not too far behind.

To help get Facility and Real Estate professionals off on the right foot it is best to start with clear definitions to ensure we all mean the same thing when talking about accessibility and accessible work environments be it offices or manufacturing or retail.

Let’s start with the term; “Universal design”. This is an inclusive philosophy that states that all spaces should be inherently accessible for all users. Rather than focusing on users with specific disabilities, Universal Design creates solutions that will work for everyone, regardless of age, mobility, visual, auditory or mental ability.

A key consideration when “selling” the idea of universal design to Senior Managers, Property Owners & Designers/Architects is to convey the fact that the range of human capability throughout the human life span changes for us all. This is the driving force behind universal design philosophy. As many universal design experts say, “universal design is cradle to grave design”. Good Universal Design addresses the needs of every stage of human life and every ability or change and loss of ability all of experience thru our lifespan.
The ADA in the USA and the pending Build Code Standards changes for the AODA in Ontario focuses and will focus on modifying the built environment to ensure it is accessible for people with disabilities. Universal Design is different in that the entire range of human capability is at the heart of the design process.

The traditional ergonomic design process assumes designers, engineers, architects along with ergonomic design experts design for the capabilities of 75% of the workforce. Universal Design takes the ergonomic design process and requires thinking & application to all users in the work environment, retail environment, building tenant environments.

Universal design can be applied to everything from your Blackberry or IPod to computer software to electronics. In the current case Universal Design in Ontario this is applicable to buildings and public spaces. Because these spaces get a large amount of use by a vastly diverse population, a design that is accessible and usable for everyone is crucial. In a sense it is “if you build it accessibly they will come; why? Because they now can”.

Beyond the Requirements

Universal design requires thinking broadly about usability rather than focusing exclusively on the requirements of ADA (US) & AODA (Ontario for now). Why should your company go beyond the basic AODA requirements? One reason is to eliminate the stigmatizing effect inadvertently produced by, for example, a separate wheelchair-accessible entrance into your retail environment or office tower.

While this entranceway may comply with ADA & AODA guidelines, if it is located at the far end of the building or store or if it is difficult to find, anyone including able bodied individuals who have to use the entrance may feel as if they are being treated differently. Whereas the Universal design alternative will include wide, automatic sliding doors that accommodate all users and allow groups — including people using wheelchairs, with strollers, or walkers — to enter together.

Another alternative may be a building entrance that incorporates a gently sloping ramp into a set of stairs, with flat surfaces and benches at different intervals for people who need to rest. The question being asked in determining whether to ensure basic compliance versus using Universal Design principles is; How welcoming do you want your facility to be; do you want to open up your building, retail space, public spaces to as many customers and clients as you can?

Experts in the field of universal design emphasize that facility executives’ first concern must be compliance with AODA Build Code & for now, Customer Service Regulations. 2011 is a time when Facility Managers, Architects, Designers and Building owners can think about what users’ needs will be in different situations where a facility & design element is better able to serve a wider range of people. This type of philosophy is critical to consider on the part of all of these parties because at the end of the day design that is easier for someone with a disability automoatically becomes easier for everybody to access and use.

As an illustration, curb ramps when combined with high contrast yellow coloured pads are a good example of universal design. Why? Because they are effective not only for wheelchairs, but also for mothers with strollers, people on skateboards and rollerblades as well as an older user with decreasing levels of visual acuity.

Or consider some of the design features in the IPhone designed by Apple. The design itself along with hundreds of Apps has allowed the IPhone to be an accessible tool for users with changes in vision or no vision as well uses with hearing impairments and loss of fine motor control in the hand/fingers. (to check out these accessibility features go to www.apple.com/iphone

It All Adds Up; The ROI of Universal Design

Universal Design also makes business sense. According to the Statistics Canada, there are 5.4 million Canadians with disabilities, with $17.5 billion in discretionary spending ability. According to Joan Stein, president, Accessibility Development Associates in the US, that amounts to “twice the spending power of teens, and 17 times the spending power of 8-12 year olds”

As Joan Stein is quoted in a recent FM article states. “The biggest mistake Facility Executives make is not marketing to people with disabilities,” she says. “Build it, market it & they will access your property”

The baby boom population, a group now more likely to have or develop mobility, visual or auditory disabilities, is a demographic that can also be well served by Universal Design. According to the Canadian Association of Retired Persons (CARP), 4,000,000 people turn 50 each year, and in 2003 these individuals had $40 billion in disposable income. With people living longer and better, the number of individuals over the age of 65 who want to remain active and independent is growing, and rapidly.

In a study called “The New Retirement Survey,” conducted by Harris Interactive for Merrill Lynch, 76 percent of baby boomers reported that they want to continue to work and earn money into retirement, and that, after the conventional retirement age of 65, they plan to launch into a totally new job or career. The study also reported that a new model for retirement is emerging, one that involves cycles of work and leisure. That translates into a larger percentage of the population that may have mobility, visual or auditory disabilities, but still intends to remain active.

With changes to mandatory retirement age laws in Canada, it is more and more common to have a wide age range in office populations. Universal design is all about user-centred design and those users are getting more and more diverse in Canada. (and don’t forget the diversity also includes people from all over the world with varying anthropometric sizes and dimensions, reading skills and language abilities).

Universal Design is fast becoming the trend as to what consumers & building end users will expect. It is the smart building owners, facility managers and designers who will become leaders in Universal Design as a result. The population both in the workplace & as consumers will come to expect things to be accessible.

To illustrate have a look at the Target Corporation website and case studies. Target as a company has embraced the concept of Universal Design. The company has a section on its Corporate Web site promoting its “design for all” concept. Next time you find yourself in a Target store check out the wider aisles which accommodate not only patrons in wheel chairs, but also shopping carts, strollers, young children with toys running up and down the aisles, and people with a canes or seeing eye dog. The design also allows other shoppers to share this space. Each store is now laid out in a practical, intuitive way, making related products and departments easy to find. Way Finding is now a large part of the Universal Design in the stores.

What Target’s executives and designers have done is the opposite of what Ontario businesses are doing currently. Ontario Facility’s Managers, Human resource managers and designers are at a phase where they are worried about the high costs associated with the AODA. Instead this question should become how is Universal Design an advantage for us in the marketplace. How can we enhance design so it is not part of a strict code or part of regulatory language? How can we instead ensure our designs meet what the market wants and needs?”

A Different Way of Thinking

Although you may not realize it yet, Facility & Building executives should become the prime resource for good universal design practices. By virtue of your understanding of the end user’s and tenants needs coupled with the fact you will be working with these end users on a long term basis, you often know before anyone else what will work and what won’t work in the built environment.

Incorporation of Universal Design principles does not always mean major renovation projects, but rather, a more inclusive way of thinking about users & tenants when making minor updates & repairs. As an illustration think about when paper towel dispensers are to be replaced in your building. Before a decision is made to make changes consideration can be given to “do these meet the principles of Universal Design.”?

At OPC we are trying to get Facility and Building Executives to think of the AODA and the subsequent Universal Design (design of Customer Service interaction Phase 1 in Ontario; Communication, Transportation and Employment Phase 2 Ontario and Phase 3 the Built Environment) as a competitive marketing advantage.

Look at how the green building movement & the LEED rating system has become a way for Facility and Building executives to show they are environmentally conscious & parlay this into a business advantage. Universal design can & will provide this same opportunity.

Facility & Building executives should learn about the AODA and Universal Design because accessibility is fast becoming an expectation of end users and consumers in Ontario, it is not just the law.

What Is Universal Design?

The following principles of universal design were drafted in 1997 by a group of designers and architects at the Centre for Universal Design at North Carolina State University & are also quoted at the Design Exchange in the Ernst Young Tower in Toronto.

Equitable Use — The design is usable & marketable to people with diverse abilities.
Flexibility in Use — The design accommodates a wide range of individual preferences and abilities.
Simple and Intuitive — Use of the design is easy to understand, regardless of the user’s experience, knowledge, language skills, or current concentration level.
Perceptible Information — The design communicates necessary information to the user effectively, regardless of ambient conditions or the user’s sensory abilities.
Tolerance for Error — The design minimizes hazards and the adverse consequences of accidental or unintended actions.
Low Physical Effort — The design can be used efficiently and comfortably and with a minimum of fatigue.
Size and Space for Approach and Use — Appropriate size and space is provided for approach, reach, manipulation and use regardless of user’s body size, posture or mobility.

To learn more about this topic or the next steps required of your business before January 2012 please read our blog opctoday.blogspot.com or send your inquiries to info@optimalperformance.ca and J.Sleeth@optimalperformance.ca

New Case Law Shows Accommodation does NOT have to be Perfect

2011-05-10T08:27:00.000-07:00

Canadian Human Rights Tribunal Ruling

In the case titled Breast v. Whitefish Lake First Nation #128, [2010] C.H.R.D. No. 10, the complainant, Mr. Breast, had worked for Whitefish Lake First Nation #128 ("Whitefish") for 13 years as the driver of a water truck and a school bus. In January of 2007, Mr. Breast temporarily lost his vision in his right eye as a result of diabetes, and he was given a leave from work. Because water delivery was considered an essential service, Whitefish filled the position when they became aware that Mr. Breast would not be returning to work for some time.

In April of 2007, Mr. Breast asked to return to work and claimed his vision had returned. Before allowing him to do so, Whitefish requested medical information to qualify Mr. Breast’s request. After receiving the required medical documents, Whitefish offered to bring Mr. Breast back to work in the position of a sewer truck driver on the following four conditions:

1. Test his blood sugar level daily and at least every four hours while on the job;

2. Not drive if he had low blood sugar levels and report any hypoglycemic condition to his supervisor immediately;

3. Keep an emergency food kit in the truck at all times; and

4. Provide an annual medical and diabetic report required by Alberta Driver.

Mr. Breast declined this offer and refused to accept the position of sewer truck driver, despite the fact that he claimed that he was already taking these necessary steps to comply with the conditions.

The Tribunal held that Whitefish had in fact offered Mr. Breast a reasonable accommodation, especially given the fact that Mr. Breast’s previous position and the position of sewer truck driver both had the same wages and benefits. The Tribunal further held that Mr. Breast’s refusal to take the position of sewer truck driver was not reasonable and that he could not simply "hold out" for his previous position which he preferred. Mr. Breast’s conduct failed to facilitate the accommodation process and his complaint was dismissed.

What does this mean for you as employers offering accommodated work to employees returning to your workplace?

1. Ensure you obtain a clear understanding of an employee’s medical based restrictions & prognosis as well as the functional based abilities and restrictions

Employers have an obligation to obtain all of this relevant information to ascertain the employee’s restrictions and limitations which in turn determines how you can accommodate the employee.
However, what has been lost over the last few years on the part of employers is the understanding that the employee also has a duty to cooperate with the employer in the accommodation process by complying with reasonable requests for medical & functional based information particularly as it relates to a return to work plan.

2. As the employer try to find the best accommodation possible while not incurring undue hardship
The duty to accommodate is an ongoing process on the part of the employer and the employee. Consideration should be given to both monetary benefit to employees as well as the non-monetary benefits at the commencement of the accommodation.

3. Employees are not entitled to “perfect” accommodation

Employees are not entitled to their preferred accommodation or job, just because it is their preference. An employer is obligated to provide reasonable accommodation and, if they do so, the obligation has been fulfilled as per the provincial and federal Human Rights Codes.

We find in our practice that employers have become almost fearful of the legal repercussions if they do not offer the "perfect" or "ideal" accommodation for employees particularly if an alternate job is to be found. Case law finds this is NOT the case and we advise our clients to use these guidelines to direct each of the return to work steps.

Need guidance? Our team at OPC Inc can assist. J.sleeth@optimalperformance.ca or 416 860-0002

JE Sleeth Managing Partner

In case your company is putting off Accessibility Compliance....

2011-05-09T10:37:00.000-07:00

Many private companies and businesses in Ontario either are not aware there are mandatory concrete program elements to be put into place in the workplace regarding Customer Service (AODA Act) or they think there is time on their hands.

Our reminder to you and your firm is this clock as time is running out to put into place both program elements such as Policies and Procedures as well as to ensure ALL of your employees, professionals, contractors and support staff are fully trained in Customer Service and Disability. Your company has just over 7 months to pull this together so we strongly suggest at OPC Inc that you get moving on this.

We are here to help both by auditing your current processes and documentation; in the building of a solid Customer Service Program and Policies; and in providing E Learning style training for every employee in your organization. We can easily be reached at info@optimalperformance.ca or m.daye@optimalperformance .ca and 416 860-0002 or 0004.

Let us help you meet the January 2012 deadline.

The Accessibility Team at Optimal Performance Consultants Inc

Update for HR & OH&S Directors on the OH&S Act for Ontario

2011-05-09T10:15:00.000-07:00

Occupational Health and Safety Legislation Ordered for Third Reading in Ontario

Posted: 05 May 2011 09:01 AM PDT

On May 4, 2011, Bill 160, the Occupational Health and Safety Statute Law Amendment Act, 2011, was reported with amendments by the Standing Committee on Social Policy and ordered for Third Reading.

As previously reported by our team at OPC, the proposed Bill 160 amendments are intended to respond to the recommendations provided by the Expert Panel (Dean Panel) on Occupational Health and Safety. These recommendations will significantly amend the Occupational Health and Safety Act including a major impact on the prevention of Musculoskeletal Injuries (MSI's). This timing will interestingly coincide with the release of the new Canadian Standards Association (CSA) Ergonomic Standards which the Ministry of Labour for Ontario uses as one of its standards in ergonomic program and design.

At OPC we suggest you consult the Bill for specific coming into force information. Our consulting team can also walk you thru the Bill and explain how it will impact your current and future programs in the workplace.

JE Sleeth Managing Director and Sr Consultant OPC Inc

Why is my Right Shoulder and Neck Killing Me?

2011-05-06T14:56:00.000-07:00

Ever wonder why right shoulder/arm & right shoulder/neck discomfort is the second most common complaint we quantify in our day to day consulting practice at OPC across Canada?

I am using photographs taken by our consultants which I would like you to have a look at. When you look at the photographs I would like you to keep one measurement in mind; the magic number of 15".

Just imagine if we asked you to place your right arm at the same height and angle shown in the photo above and to keep it in this posture for most of the day (we will allow you to take breaks and your lunch break). How do you think your right shoulder and neck/shoulder will feel after just one day? Ask yourself is the hand holding the mouse in these photographs within a 15" reach (measure from the right shoulder to the hand).

Here is what the appropriate reach envelope should look like when using the keyboard and mouse at your workstation:

Bearing in mind how much time people spend using the mouse, which started with the introduction of Windows technology in the 1990s coupled with the increased use of forms designed by your IT experts and software engineers, all of us are using the mouse with greater intensity. Placing the mouse within the 15" reach zone depicted above is now even more important in preventing shoulder and shoulder/neck discomfort on the right side.

Despite this fact it is interesting to see that most keyboard trays (which should be sparingly recommended in very specific instances only- see my earlier blog about Standards for Keyboard Tray use) still keep the mouse section well outside of this 15" reach envelope and also at a height which is different than the keyboard section itself.

The tray depicted above is made by most manufacturers such as HumanScale, Teknion, ISE to name a few. Despite our advice to manufacturers to no longer design keyboard trays like this, they continue to release these onto the market. The tray depicted above has the mouse section at greater than the 15" reach envelope AND set at a different height than the keyboard section. The reach envelope for the right shoulder is breached thereby resulting in an ergonomic hazard for the neck and shoulder. Now you can see why your right shoulder/arm/neck is sore by the end of the day!

The Solution: Avoid using keyboard trays unless you are less than 5'1" in height or taller than 6'1" and your workstation height cannot be adjusted. Otherwise the trays cause issues such as limited leg room under the tray; incorrect reach and height to the mouse with the right arm (left if you are a lefty); increased reach and visual distances to items on your desk.
In this case make sure you keep the mouse as close to the keyboard as possible. If you find you still cannot keep the mouse within the 15" reach envelope consider purchasing the short or left handed keyboards such as the GoldTouch or Kinesis (see my earlier Blog about these products). Another alternative is to replace your mouse with a large trackball such as the Kensington (never buy a trackball which uses your thumb to rotate it!)

And if a tray is indicated by your qualified Ergonomic Expert at OPC make sure the design is simply one length with room for the mouse at the same level and placed within a 15" reach such as the one depicted in this photo (note how this design also allows Lefty's to place the pointing device onto the left side of the keyboard if preferred);

One other thing; having the right tools and equipment is just one part of the ergonomic solution. You must undertake a program of both stretching and strengthening of the muscles at the neck and arm and ensure you work with good neutral postures when mousing. To learn the correct exercises to perform and for a review of your posture set up an appointment with your local Physiotherapist who specializes in an exercise based, active program.

This should get you started. Now lets put the solutions in place and get these right shoulder issues off the table

JES OPCPhysio at opctoday.blogspot for May 6th 2011 See my regular Tweets each day for quick ideas on how to be comfortable at work.

Major changes to OH&S Act for Ontario including Ergonomics May 2011 Alert

2011-05-05T12:55:00.000-07:00

With the OHS reform set to take place in Ontario, at OPC we want to ensure our clients know there will be;

New OHS training requirements for both employees and supervisors with a section on Ergonomics and the prevention of MSI's (the most expensive type of injury in the workplace);
there will be mandatory training and certification for members of JHSCs and a section of this training includes MSI causation and prevention in the workplace
New "whistleblower" protections including protection if employees report any safety infraction including not having an ergonomic program in place
Tougher enforcement with more inspectors having training in ergonomics and laying penalties and Orders for non-compliance
New voluntary OHS compliance programs for employers
New programs for small business ....

If you are an OHS professional, HR Manager or in charge of Facilities and Operations in your organization, it is absolutely critical to understand the extent and full impact of this major new OHS overhaul on your OH&S programs and your Ergonomic Programs.

www.optimalperformance.ca or info@optimalperformance.ca is your contact information as we can help with our E Learning Ergonomic Tools; On site Ergonomic Training; Train the Trainer Ergonomics Courses; and Lunch and Learn sessions. We are here to help. 416 860-0002 and ask to speak to Jamila, Mark, Carrie or Jane.

What Does Muscle Memory and Neuroplasticity Have to do with Good Ergonomics

2011-05-02T15:37:00.000-07:00

Apart from the fact these words are not common to most of you who work with computers, these two concepts are in fact very important in allowing our national consultants to help you become more comfortable in particular if you experience right shoulder/arm discomfort thru the day.
Muscle Memory refers to fact that your body can learn to do a particular action through repetition of that particular task. For example you learn to use the mouse or hit a slice backhand by repeating the correct movement over and over again (correct meaning working with the expert eyes and feedback from a coach, physiotherapist and ergonomist).
Most of us forget but we all had to teach ourselves how to move the cursor on the computer monitor by moving the mouse most often in the right hand. But what about those of you whom we assess on an ergonomic basis who complain of right shoulder and arm discomfort and symptoms (tingling & numbness down the arm). It seems in our practice the minute we commence a discussion about using the left hand for mousing and/or the numeric keys (as in a left handed keyboard such as the Goldtouch or the Kensington keyboards) our right handed clients get a panicked look on their faces. "There is no way I can use my left hand, I am so right hand dominant", "I do not have time to learn how to use my left hand".
Here is the good news & this is based on Muscle Memory and something else called Neuroplasticity. Neuroplasticity refers to the ability of our brains to add new neural connections and release better chemicals in the brain such that we learn new things (including patterns of movement for the left hand)
All this change requires is about 2 days of practice., practice, practice using the mouse in the left hand or numeric keys; this results in the muscles and joints of the body memorizing the correct movements to use (Muscle Memory) and this also results in the brain literally adding new connections and chemistry with which to orchestrate this new skill.
So, next time you "righties" put up a fuss about switching to the left hand to relieve the stressors on the right shoulder/arm, just remember, you can build muscle memory for the left hand and your brain will accommodate this quite rapidly.

After all this is in the interest of your health, comfort and productivity. We "lefties" at Optimal Performance will help guide you.

OPC’s Fact Finding Trip to California – It is time for Ontario to Catch up with Accessibility?

2011-04-26T13:26:00.001-07:00

Over the many years in which I have contributed ergonomic related articles to COS I have been trying to show employers, union representatives, Senior managers and employees how ergonomics is really about designing the workplace for all people from end users to employees, hourly workers to customers, maintenance workers to cleaning staff.

In a sense this definition of ergonomics is more about “barrier free design” with many tangible and important benefits. Companies who truly embrace ergonomic concepts and design toward minimizing barriers to access have quantified some of the following in direct benefits;

ergonomic and accessible design has become a means of opening up opportunities for employers to chose from a wider group of prospective employees ie. A larger talent pool

ergonomic design at the blue print phase of all projects has provided a means of limiting human error and workplace injury and accident

ergonomic and accessible design has become a key method for expediting the return to work of employees by accommodating employees with disabilities into the workplace so as to maximize their skills and knowledge along with productivity in the workplace

ergonomic design of equipment, tools, processes results in efficiencies in workforce use and overall productivity gains

What is interesting for the province of Ontario (and soon other provinces in Canada) is this expanded definition for ergonomics has now become law in Ontario via the Accessibility for Ontarians with Disabilities Act (AODA); by this I mean that the barrier free component of ergonomics will be introduced in increments in the province such that the workplace will become accessible for all employees, customers, & visitors whether able bodied or disabled & irrespective of the nature of the disability.

Despite the fact the benefits of solid ergonomic design are being realized by more and more employers, the feedback from our own client base along with interview & survey results from with employers and union representatives we have found 2 very critical findings

A. The Ministry of Community and Social Services has done an abysmal job of communicating the current AODA Customer Service requirements to private employers & small employers in Ontario and

B. Employers in Ontario and in Canada for that matter do not yet see the tangible ROI opportunities available by embracing ergonomic barrier free design to improve accessibility to the workplace

To highlight this fact I thought for the purposes of this article it would be interesting to report on a recent business trip I took to California as a means to study accessibility laws and practice in both LA and in Palm Springs. What I have learned from this trip is the following; Ontario’s private employers, designers and architects, Human Resources and DM have a great deal to learn and apply in the area of Accessible, ergonomic design AND the government of Ontario has not taken a leadership role towards showing proviate business the ROI and business benefits in using accessible design. Further the province has not put any financial incentives in place to kick start the process for accessibility for any private employers in Ontario

California? ADA and State Laws are Forward thinking

The Americans with Disabilities Act (ADA) is a civil rights law which requires that buildings and facilities that provide goods and services to the public must be accessible to individuals with disabilities.
The ADA was signed into law by President George H.W. Bush in 1990 & went into effect in 1992 with buildings & alterations constructed after 1992 having to comply with the requirements of the ADA. Buildings and facilities constructed prior to 1992, have been required to make changes to facilitate accessibility that are “readily achievable”, which is defined as, “easily accomplishable and able to be carried out without much difficulty or expense.”

The California Building Code
In addition to the ADA, California has its own requirements for accessibility compliance which are described into the California Building Code. Current codes became effective in January of 2011.

Braille & textured map/model of the layout of the Getty Museum in LA California 2011. This model allows those visitors with visual impairments to understand the layout of the campus and where each type of art work is housed in each building. Accounts for congentical visual issues (Braille) and acquired visual impairments (tactile models and tactile lettering)

More and more of the sidewalks in both major citis in California including Palm Springs have both sloped areas for wheelchairs & carts aloing with added textures and bright colours to assist the visually impaired; LA California 2011 (NOTE; These can be a bit of a hazard when waering roller blades!)

Photo of University campus visit we took in LA April 2011. Signage Standards are in place in California including the use of Braille placed in the standardized location on the sign; all signs to the left side of the entrancements; at standardized height for both visual use and tactile use

Photos of exterior “Way Finding” which has clearly been shown to improve Business and Customer Traffic in Downtown LA. This is case study which business and retailers in Ontario should review as this provides an excellent and documents ROI for LA and representes a large business opportunity for both cities nad towns in Ontario.

Downtown Los Angeles, California

The City of Los Angeles turned the ADA and the California Build Code and related acts into a business opportunity. During our fact finding trip we captured photographs of how Way Finding has helped drive human traffic and customers to specific areas in downtown LA while at the same time expediting movement of vehicles through the downtown core. The results are published in numerous papers and webstites whereby “Angelinos and tourists are better able to navigate its streets, sidewalks and the public transit system using what is now the US’s largest urban Way Finding program.

The $2 million project, known as the “Downtown LA Walks” involved developing pedestrian and vehicular signage to direct people to hundreds of destinations in the city's busy downtown core—an area that encompasses 350 city blocks, 50 streets, more than 300 intersections, 30 freeway off-ramps and 8 transit stops.

Meanwhile Back in Ontario

It is a known that 1.85 million people in Ontario have a disability (Statistics Ministry of Community and Social Services Ontario, 2009) AND over the next 20 years as the population ages, the number will rise to one in five Ontarians. This presents both a huge challenge AND an enormous opportunity for businesses in much the same way that the green movement has turned into a multimillion dollar industry in Canada and in the way in which California is embracing the benefits of both the ADA and the California Build Code.

Ontario based exhibition; I go where next?

The early adoption of ergonomic accessible design in businesses and retail presents an opportunity for business in Ontario to show they are open for business for customers, open to the hiring of all prospective employees, snd open to working with all potential clients and tenants. This opens up the size and scope of the market for yoru businesses goods & services.

To illustrate how Ontario’s private businesses have not understood the potneitl in ensuring ergonomic and accessible design I will leave you with the photo above on way finding and the photos taken in vasroius locations in Ontario. Each of these photographs represents both the challenge and the huge opporitnty for all private businesses in Ontairo to benefit in creating fully barrier free and accessible design using ergonomic principles. The early adopters who understna dhtis potential will stand to benefit in very tangible ways from improved profitability of your business to enhanced abilitiy to hire from a larger pool of qualified labour to good will within the community in which your business presides.

Accessible Sidewalks?

More than 7 out of 10 Canadians will acquire some sort of disability by the time they reach age 75. Over the next 10 yerars the number of Canadians over 50 will increase by 40%. 62% of people with disabilities say in surveys (Witeck-Combs 2005) they are likely to do business with bompanies that have a committement to diversity and euqual treatment of employees.

And I access your business how?

People with Disabilities in Canada have $22 Billion in descretionay spending power (source; Diversity Inc 2001)

An EU DuPont 30-year study showed that performance by workers with disabilities is equal to or better than nondisabled peers. Employees with disabilities have a 90 percent above-average job performance, with safety and attendance records that were far about the norm”

“According to a 1999 survey of Society for Human Resource Management members, 73 percent of companies report no cost increases attributable to extending health, life and/or disability coverage to employees or dependants with disabilities.”

My interview with HR is where?

Surveys show that people with a disability: on average, have a better attendance record (Lester & Caudill, 1987; Noel, 1990) have an average or better productivity rate than other workers (Lester & Caudill, 1987; Noel, 1990) have an average or better job retention rate (Lester & Caudill, 1987).

Olga Dosis is Senior Accessibility Consultant with Optimal Performance Consultants. Olga holds a Masters Degree in Critical Disability Studies & is Sr AODA expert with George Brown College. With more than 21 years experience working in this field, Olga analyzes & synthesizes cross disability issues & conducts AODA related audits to develop realistic strategic action plans for all types of organizations. Contact info@optimalperformance.ca

Jane Sleeth is Managing Director & Senior Ergonomic Design Consultant with Optimal Performance Consultants an Ergonomic Design, Accessibility & E Learning firm with locations across Canada. Jane and her team of consultants most recently completed a building & accessibility audit for the LCBO with recommendations which will ensure LCBO meets the Ontario standards for Communication and Building Design. The ergonomic/design experts at OPC conduct audits of workplaces to determine the start point toward compliance with the AODA. Contact Jane.sleeth@optimalperformance.ca

Product Review; Using Technology to bring mouse within 15" Reach Envelope

2011-04-18T19:21:00.000-07:00

In our day to day practice in Ergonomics at OPC Inc we have been seeing a trend in particular with female employees with shoulder dimensions of the 50th percentile or less. The trend includes shoulder discomfort which can eventually lead to symptoms down the arm and into the wrist/hand.
When you look at these photographs taken of one of our typical scenarios for one of our clients focus on the reach to the mouse on the right side; you will notive the reach to the right when using the regular keyboard is much greater (we call this outside of the 15" reach envelope). When a shorter keyboard is used with the numeric keypad on the left side of the keyboard this technology allows the shoulder and arm to be held within the 15" reach distance as per Ergonomic Standards. This also allows the employee to adjust the armrest to the correct hieght and width such that the shoulder is held in a non-static fashion.
Products which we have recommended for many clients includes a combination of the Evoluent Mouse Friendly Keyboard along with the Kensington large Trackball.
Remember at OPC we do not have any affiliation with products, equipment or tools. We do however come across great products in our day to day consulting. And this technological solution is one of them.
Give this a trial and see what your smaller female statured females think of this. JE Sleeth Carrie DeMaeyer and the Consulting Team at OPC Inc

OPC Inc Releases Innovative OPC-AODA Customer Service E Learn Tool!

2011-04-18T10:33:00.000-07:00

One of the key activities required as part of Ontario's Customer Service section of the AODA is to provide training to ALL employees including professionals such as Managers, Lawyers, MD's, Accountants etc. OPC has released an excellent E Learning tool which will allow employers of any size and nature of business to purchase licenses. Each license will allow the employee to learn about the AODA and their role relative to Customer Service in the workplace.
The OPC tool is unique in the marketplace;

It is designed and developed by Olga Dosis one of the leading experts in the area of Accessibility
The tool allows managers to track the progress for each employee and ensure completion of the tool
The tool assures compliance with the mandatory requirement of the AODA for Ontario; and
The tool has tests within the tool which must be completed correctly before the employee can move forward with the learning tool. This ensures learning occurs versus reading a document & stating the training was completed (this method does not guarantee learning has occurred)

If you want to learn more about how this tool will assure compliance with the Customer Service part of the AODA Act Due January 2012 please contact us at OPC 416 860-0002 or info@optimalperformance.ca

JE Sleeth

Olga Dosishttp://www.optimalperformance.ca/

Optimal Performance Today

Olga Dosis to Deliver; What is Next for the AODA; IAS is Here

Institute for Work & Health's Review of Lack of Benefits in passive treatments for Back & Neck Pain

Institute for Work & Health's Review of Lack of Benefits in passive treatments for Back & Neck Pain

Fast but finite: Complementary and alternative therapies

POST for OPC CLIENTS FEBRUARY 2012 - MSI BLITZ Healthcare & Industry

QUOTE

QUICK FACTS

LEARN MORE

OPC Employer Updates on Case Law & Stress Compensation Claims are Coming

No More Parallel Workers’ Compensation Cases & Human Rights Cases based on Recent Supreme Court Decisions

Stop|Gap & Luke Anderson's Ramp Project not to be missed

Ontario Disabilities Act Creates Compliance Confusion - The Globe and Mail

How Moral Hazards Affect Workers Compensation Behaviour

When Stress Is Good for You - WSJ.com

Jane Sleeth's Response to Article CDN HR Reporter; Mental Health Issues are being overstated in Workplace

Office Designers Again show no Interest in Accessible Universal Design or Ergonomics

JE Sleeth's 4th Published book from Carswell; Psychological Illness, Mental Health & the Workplace: Canadian Trends & Return to Work Challenges

Human Rights Review & Public Consultation; With AODA under way OPC Recommends you Participate

THE CONSULTATION PAPER

OPC's Consulting Team Recommends Employers Participate in the Review particularly as this is how the AODA Regulations will be "tested"

Emergency preparedness: What our Clients Need to Know Now

Canadian Human Rights Commission News Room from OPC

OPC Recommends Universal Design Article with Hitachi

This is About Being Human-Centered

Responding to Diverse Needs

Physiotherapists Recommend 2 Pole Walking for Improved Fitness Outcomes

Telescoping and Adjustable Height vs. Single-Length Poles

The Tips

Poles made for fitness walking often have a "paw" made for walking on asphalt, set at the proper angle to hit the pavement.

Some have a rubber tip similar to a cane tip, which wears unevenly . These are removable. There are carbide tips underneath the rubber tip for gripping natural trails. For walking in sand, snow, or soft trails, trekking baskets keep your poles from sinking in.

Anti-shock Systems

Cork or springs inside the poles can act to reduce shock. Some poles use springs to act as shock absorbers. These systems add a bit more weight to the poles but increase your comfort when using the poles.

Getting Started & Enjoying your Walking Workout

Get off on the right foot with your walking poles by ensuring you have comfortable walking shoes. Review the You Tube Video on walking techniques with two poles.

What is Muscle Memory and why is it important in Ergonomics & Fitness Training?

Why all Businesses should have Written, Objective Ergonomic Standards in Place

OPC finds Ergonomic Research and Neurocognitive evidence completely missed in Open Office Designs

Market Insight: Open Plan versus Enclosed Private Offices: A Review of the Research by Knoll

Culture

Communication

Summary of Benefits of Open Space

Summary of Benefits of Closed Space

Cost

Ever Wonder if Mental Health Stats are Incorrect? They are by JESleeth

Learning more about Way Finding; Blind Navigation PhD Research C Folska

Ontario is Making Major Changes to OH&SA and WSIB; What you need to Know

Office Work May be Making you Sick; CDN Business Article a must read!

Wayfinding Design Principles in Anticipation of the AODA Requirements

Ergonomics in Hospital and Health Care Setting; Prevent Human Error and Falls

OPC Inc's Olga Dosis and Jane Sleeth start a busy Fall of Speaking; Join Us

My Response in Linked In to Anger from some of Disabled Community

Question of the Week from Employers; How to Select the Right Chair

And now it is clear why the Ontario Human Rights Amendments were made; Just in time for the AODA

Yes Ontario has Mandatory Ergonomic Standards (not Regulations)

The Perils of Politically Correct Language Police when it comes to Disability

There is no way around it; Back Pain & Injury Requires Exercise & Ergonomics Not Drugs

Set back for yet another back pain medication highlights the need for emphasis on prevention & exercise efforts

A Question Often Asked of Me About Physiotherapy July 2011

When does someone need a physiotherapist? How do I know if they are excellent in their field of Practice?

For our Clients who need to know about Integrated Standards AODA

ONTARIO REGULATION 191/11

Table of Contents

Part I

General

Part II

Information and Communications Standards

Part III

Employment Standards

Part IV

Transportation Standards

Conventional and Specialized Transportation Service Providers, General

Healthcare (Disease Management) must become an Election Issue in Ontario

Marnie Courage's Blog About Doctors Notes Impeding RTW Outcomes

What's up Doc? Challenging the Validity of a Doctor's Note

OPC's consultants ask How Keyboard Trays CAUSE Ergonomic Hazards

OPC Announces Integrated Accessibility Standards Released June 3 2011

A client asked us how long a Power Assisted door should remain open as per AODA

VERY IMPORTANT OH&S UPDATE from OPC! Bill 160 PASSED!

Universal Design Means Accessibility for Us All; Ergonomics Expands its Reach

Market Insight: Open Plan versus Enclosed Private Offices:
A Review of the Research by Knoll