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HEALTH Health Management Solutions BENEFITS OF LIVING HEALTHY
HEALTH
Health Management Solutions
BENEFITS OF LIVING HEALTHY
ALEXANDER FORBES
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Customised
IntegratedExperienced
HEALTH
With employees spending an average of 40 hours each week at work, and a notable increase in lifestyle diseases, there is a growing need for employers to provide long-term solutions to
maintain employee wellness for the longevity of their businesses.
ALEXANDER FORBES
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Achieving workplace wellness with an integrated health strategy
With employees spending an average of 40 hours each week at work, and a notable increase in lifestyle diseases, there is a growing need for employers to provide long-term solutions to maintain employee wellness for the longevity of their businesses.
The big question – How do you optimise the productivity and performance of your employees?
The World Health Organisation (WHO) defines health as, a state of complete physical, mental and social well-being and not merely the absence of disease or infirmiry.
INTEGRATED
HEALTH STRATEGY
Many successful companies are starting to adopt a coordinated and integrated strategy to implement activities and interventions that enhance employee
wellness and reduce health risks in the
workplace:
EAP
OHSA
Disability
Absent-eesism and incapacity
Medical Aid benefits
Chronic or lifestyle diseases
Health screening
ALEXANDER FORBES
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The different life stages in the workplace employee life cycle require careful navigation.
Absenteeism Monitoring and
Reporting
Extended Sick Leave Assessments
Disability Claims
Management
Incapacity Management &
Case Management
Employment Equity
Verifications
Accessibility Audits
Onboarding of Employees With
Disabilities
Awareness and Sensitisation
Workshops/Training
ALEXANDER FORBES
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We’re driven by the higher purpose of consistently providing impactful service that touches people’s lives, provides peace of mind and secures the financial well-being of all our stakeholders.
Who we areAlexander Forbes Health Management Solutions (AFHMS) is a business unit of Alexander Forbes Health. We are a leading health risk manager and specialises in consulting on health and productivity in the workplace.
Our team is made up of medical doctors, professional nurses, occupational therapists, physiotherapists and social workers (wellness specialists and actuaries). We’re in the business of providing solutions – from knowledge sharing (consulting) to efficiently delivering services that address your specific health management needs.
ALEXANDER FORBES
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We advise and assist employers to manage health risks in the workplace, offering a variety of services related to employee health and well-being including the following:
Absenteeism monitoring and reporting Extended sick leave assessments Incapacity management & case management Disability claims management Employment equity verifications On-boarding of employees with disabilities Accessibility audits Awareness and sensitisation workshops/training
By partnering with us, you’ll have access to:
Health risk identification and management expertise Integrated risk management and
prevention strategies Expert advice and intervention strategies Management of absenteeism levels Facilitation of disability programmes
What we offer
We’ve created integrated health risk management solutions for clients in the private and public sectors across a wide range of industries – from transport, freight, and manufacturing to mining, financial services and information technology.
By managing an integrated approach of all health related employee benefits, we are able to devise and implement policies and intervention strategies that will benefit your business.
ALEXANDER FORBES
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Alexander Forbes Integrated Health Risk Management Solutions
Absenteeism monitoring Health risk indicatorAbsenteeism reportingRisk profiling Trend analysisConsulting and actuarial
Reasonable accommodationReturn to work - reintegration to workplace Occupational fitness assessments
Assessments and managementTrend analysisRecommendations
Incapacity Management & Case Management
Disability management
Absenteeism Management Programme
Employment Equity assessmentsOnboarding of person with disabilityExtended sick leave assessmentsErgonomic assessmentsWorkshops wellness auditsIntegrated reporting
Other services
ALEXANDER FORBES
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Why partner with us?
AFHMS has a countrywide footprint of offices and network of medical specialists.
Our professional staff are all registered with the Health Professional Council of SA (HPCSA).
We regularly report on and measure our performance against key outcomes.
Our large team of independent health risk managers and disability experts have a wealth of knowledge in terms of best practice, industry benchmarks, and health risk consulting experience.
AFHMS provides a wide variety of health management services, so we can customise a solution for your specific needs.
We have over 20 years of experience in implementing and maintaining health risk management programmes.
Being part of the broader Alexander Forbes Group allows us to draw on Group resources such as Information Technology, Legal Services, Communications, and the Training & Development of our human capital.
?We apply report findings in our response to potential health and wellness risks and change processes.
We collaborate with our Health Actuaries for analytical analysis.
ALEXANDER FORBES
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Need more info on our integrated health risk management solutions? Please click on the links below.
Absenteeism Monitoring and
Reporting
Extended Sick Leave
Assessments
Incapacity Management &
Case Management
Disability Claims
Management
Accessibility Audits
Onboarding Of Employees With
Disabilities
Awareness and Sensitisation
Workshops/Training
Myrna Sachs 011 269 0399 [email protected] Engelbrecht 011 269 0404 [email protected]
Let us help you tailor an integrated health risk management solution for your specific needs:
Employment Equity
Verifications
ALEXANDER FORBES
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Absenteeism monitoring and reportingAn effective absenteeism management programme reduces the negative impact of absenteeism.
ALEXANDER FORBES
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Absenteeism monitoring and reporting
With our expertise in this area, spread across our wide client base, we can provide valuable advice on best practice when it comes to sickness absenteeism monitoring and management.
One of the key outcomes of the absenteeism trend analysis that we offer is a comprehensive monthly report that details the statistics and costs of reported sick leave within a company. Corporate reports as well as individual reports are provided.
Our medical doctors and occupational therapists can assist with recommendations to reduce occupational hazards in the workplace and implement wellness policies, and we’ll also provide line managers with guidance in terms of conducting return-to-work interviews.
An effective absenteeism management programme reduces the negative impact of absenteeism.
In general, absenteeism is often a symptom of underlying personal factors (health, family-related), organisational factors (policies, management, job satisfaction) and social factors relating to community stressors.
Absenteeism can have a serious impact on the bottom line of an organisation, on productivity, and on levels of job satisfaction and employee morale. Knowing who is absent, and when, is simply not enough. You need to get to the root cause of absenteeism to be able to strategically manage the well-being of your company. An effective absenteeism management programme helps to reduce the negative implications of absenteeism such as increased costs and decreased employee morale.
Trend analysis and benchmarking Managerial consulting Individual case management Human resources and manager training
What we offer Monitoring and consulting on absenteeism
Let us help you tailor an integrated health risk management solution for your specific needs:
Myrna Sachs 011 269 0399 [email protected]
Anton Engelbrecht 011 269 0404 [email protected]
ALEXANDER FORBES
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Extended sick leave assessmentsThe key to effectively managing sick leave utilisation within the company is the management of individual employees whose sick leave utilisation is flagged as high or of concern.
ALEXANDER FORBES
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Extended sick leave assessments
The key to effectively managing sick leave utilisation within the company is the management of individual employees whose sick leave utilisation is flagged as high or of concern. Together with the company, our team of in-house occupational therapists will be responsible for the case management of individuals who have been identified.
Let us help you tailor an integrated health risk management solution for your specific needs:
Myrna Sachs 011 269 0399 [email protected]
Anton Engelbrecht 011 269 0404 [email protected]
AFHMS utilises medical professionals who are qualifiedto comment on the impact of a medical condition on an individual’s ability to perform their job. We’ll provide feedback to the manager or employer in the form of a written report that specifies the following:
■ Nature of the medical condition (diagnosis) ■ Temporary or permanent nature of the medical condition
■ The extent to which the medical condition limits the employee from performing his normal expected occupation
■ The potential of the employee from a medical point of view to perform reasonable alternative activities
■ Future possible changes in the medical condition i.e. improving or deteriorating
■ Limitations of activities of daily living ■ Accommodations, adaptations or assistive devices required to improve the occupational functionality of the employee
■ Identifying of potential occupational hazards that might preclude effective accommodations of a disabled employee
Let us help you tailor an integrated health risk management solution for your specific needs:
The objectives of case management are: The proactive management of employees reported or actual medical conditions on their vocational functioning, and thereby reduce sick leave utilisation.
Identify employees with genuine medical conditions resulting in sick leave.
Assist the company with recommendations with regard to the medical condition of an employee, as well as suggested accommodations in the workplace.
Provide an unbiased clinical opinion on the validity of the sick leave utilised.
Proactively detect employees who require assistance and refer them to the appropriate facility or programme.
ALEXANDER FORBES
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Incapacity management & case managementAFHMS will help you to manage incapacity in line with legislation, the Labour Relations Act, the Code of Good Practice, and the Occupational Health & Safety Act
ALEXANDER FORBES
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Incapacity management & case management
AFHMS will help you to manage incapacity in line with legislation, the Labour Relations Act, the Code of Good Practice, and the Occupational Health & Safety Act:
■ Identifying incapacity – risk profiling, lodged disability claim from employer
■ Facilitating reasonable accommodation ■ Case management ■ Productivity monitoring ■ Reintegration into the workplace ■ Accessibility assessments
Let us help you tailor an integrated health risk management solution for your specific needs:
Myrna Sachs 011 269 0399 [email protected]
Anton Engelbrecht 011 269 0404 [email protected]
Customised integrated health risk management solutions.
ALEXANDER FORBES
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Disability claims managementDisability claims management completes the continuum of case management. The figure below depicts the process along a continuum of wellness
ALEXANDER FORBES
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Disability claims management
Disability claims management completes the continuum of case management. The figure below depicts the process along a continuum of wellness:
In considering this continuum, the impact of disabilities can be reduced if the case management processes of the first two components are effective. For example, if the company introduces an effective absenteeism management programme to increase focus, detect trends and manage risk at an early stage, the domino effect is a lower incidence rate of incapacity cases.
By the same token, if the company deals with incapacity cases effectively through appropriate referral, to further care or practical reasonable accommodation options, the rate of disability cases will be curbed.
In addition, the early identification and speedy finalisation of a potential incapacity case within the required waiting period of the disability benefit arrangement will prevent the unnecessary payment of the continued salary for employees whose claims do not qualify for a disability benefit. A potential disability claim could be picked up from the statistical absenteeism analysis, the EAP notification, case management or a referral from the employer.
How we can help ■ AFHMS will assist the company in terms of what documentation needs to be completed, as well as with obtaining the required medical evidence.
■ Once all the documentation has been collected, we’ll provide a recommendation to the company and to the insurer regarding the validity of the disability claim.
■ We can utilise our national network of medical specialists to refer members for independent medical evaluations and functional capacity assessments. The medical examiners will provide AFHMS with a detailed and comprehensive report on the medical condition of the employee.
■ We have the expertise to provide advice on assistive devices within the workplace for reasonable accommodations, in line with the Employment Equity Act.
■ AFHMS also offers advice about the adaptations that the employee may require in order to adequately perform their job, and give recommendations on reasonable accommodation. Our advice is practical and relevant to the occupational environment.
■ AFHMS will analyse the medical examiner’s report in order to determine the extent of disability and the impact it has on the person’s occupation. An Occupational Therapist (OT) is the only medical professional trained to consider vocational ability in line with a diagnosis. AFHMS provides detailed recommendations to the employer on if and how an employee can be accommodated in a specific work place in view of their medical symptoms.
Let us help you tailor an integrated health risk management solution for your specific needs:
Myrna Sachs 011 269 0399 [email protected]
Anton Engelbrecht 011 269 0404 [email protected]
ALEXANDER FORBES
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Employment Equity verificationsDisability verifications for Employment Equity Act
ALEXANDER FORBES
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Employment Equity verifications
Disability verifications for Employment Equity Act
The Employment Equity Act (EEA) defines people with disabilities as “People who have a long-term or recurring physical or mental impairment which substantially limits their prospects of entry into, or advancement in, employment.”
■ We’ll perform an assessment to determine whether an applicant for employment would meet the criteria of an employee with a disability in accordance with the EEA.
■ We’ll provide recommendations to the company in terms of reasonable accommodation requirements in the workplace of the successful applicant with a disability. The aim is to retain the skills of employees with disability, and to make sure that employees with disabilities are able to work in a non-discriminatory way as members of the diverse workforce.
■ We’ll share our expertise to advise the company on the correct assistive devices for the workplace for reasonable accommodations, in line with the stipulations of the EEA. Our advice is practical and relevant to the occupational environment and the specific type of disability that the employee has.
Let us help you tailor an integrated health risk management solution for your specific needs:
Myrna Sachs 011 269 0399 [email protected]
Anton Engelbrecht 011 269 0404 [email protected]
ALEXANDER FORBES
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On-boarding of employees with disabilitiesIntegration of employees with disabilities in the workplace
ALEXANDER FORBES
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On-boarding of employees with disabilities
Integration of employees with disabilities in the workplace
The Code of Good Practice lays down guidelines for recruitment and selection of people with disabilities. This is related to the organisation’s employment equity plans. The objective is to eliminate barriers that constitute unfair discrimination to the designated group. Part of organisations’ Employment Equity Plan is to appoint candidates with a disability. The employer is required to make “reasonable accommodations” for the needs of applicants with disabilities. AFHMS believes that it is possible for companies to find the resources to employ candidates with a disability. The key to success is an active drive to recruit and select suitable candidates with disabilities for all vacancies. If a suitable candidate is selected, a structured on-boarding process should be followed to ensure
successful employment and integration of that person in the workplace.
■ We’ll help to analyse the job requirements and work area to ensure that the role and environment are suitable for a disabled employee – physically accessible and socially accommodating. This will include recommendations for the implementation of appropriate adaptations that may be required for the employee to fulfil their role effectively.
■ We’ll provide training on disability sensitivity to the new employee’s manager and team, to make sure that sufficient knowledge, guidelines and support are in place before the employee starts their job.
ALEXANDER FORBES
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■ Managers will be fully prepared and supported to lead effectively when an applicant with a disability is appointed. AFHMS will provide support to managers for two to three months to make sure that the outcome is positive for the organisation and the disabled employee.
■ The team with whom the new employee will be working with will have been provided with relevant information so that they can support their new colleague in a positive way.
■ All reasonable accommodations will be implemented by the company, in line with the Employment Equity Act (EEA).
■ The disabled employee will be provided with the opportunity to be fully functional in their job.
Some of the outcomes of this process will be achieved with the involvement of a qualified occupational therapist, who’ll help both the manager and organisation to realise:
■ High retention rate of employees with disabilities
■ Increased awareness about and empathy towards disability in general
■ Increased levels of motivation and work satisfaction among employees with disabilities.
Let us help you tailor an integrated health risk management solution for your specific needs:
Myrna Sachs 011 269 0399 [email protected]
Anton Engelbrecht 011 269 0404 [email protected]
How our on-boarding process adds value:
ALEXANDER FORBES
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Accessibility audits Ergonomic and accessibility assessments are performed by AFHMS
ALEXANDER FORBES
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Accessibility audits
Ergonomic and accessibility assessments are performed by AFHMS to ensure:
Let us help you tailor an integrated health risk management solution for your specific needs:
Myrna Sachs 011 269 0399 [email protected]
Anton Engelbrecht 011 269 0404 [email protected]
Our ergonomic and accessibility assessments are conducted by experienced occupational therapists.
A work environment that is disability-friendly, physically accessible and socially accommodating for disabled clients and employees.
The company meets the legislative requirements in terms of accessibility and employing people with disabilities.
Current barriers to people with disabilities within the work environment are identified, and measures to address these are recommended and implemented.
Appropriate assistive devices are identified to allow employees with disabilities to excel in their jobs.
ALEXANDER FORBES
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Awareness and sensitisation workshops/trainingAlexander Forbes HMS provides professional, targeted workshops for line managers and HR personnel in a number of key areas
ALEXANDER FORBES
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training to managers and team members that include facts, research and practical guidelines on dealing with people with disabilities. Topics covered in the training include effective communication, attitudes, myths, and awareness of physical contact, terminology tips and accommodations. The training aims at ensuring effective integration of people with disabilities within their teams.
AFHMS will assist the company with a communication plan with the aim of creating awareness on disclosure of a disability, benefits of the disclosure to the employee including sensitivities around disability.
Another form of awareness that AFHMS has explored are simulation days that can be incorporated into your global employee awareness days aimed at highlighting various challenges that people with disabilities face.
Ongoing support in terms of policy reviews and updates on legislative changes that will impact the company’s in house policies.
■ Managing and monitoring attendance ■ Benefits of a return to work discussion ■ Managing incapacity in the workplace ■ Disability management (for HR and wellness managers)
■ Disability Policies ■ Reasonable accommodation – an employer’s responsibility
■ Disability sensitisation We also provide disability awareness training to managers and team members that include facts, research and practical guidelines on dealing with people with disabilities. Topics covered in the training include effective communication, attitudes, myths, and awareness of physical contact, terminology tips and accommodations.
About disability awareness and training The misconceptions and attitudes that people within the workplace may have about employees with disabilities can be the most significant employment barrier that people with disabilities face. AFHMS provides disability awareness
Let us help you tailor an integrated health risk management solution for your specific needs:
Myrna Sachs 011 269 0399 [email protected]
Anton Engelbrecht 011 269 0404 [email protected]
Awareness and sensitisation workshops/training
Alexander Forbes HMS provides professional, targeted workshops for line managers and HR personnel in a number of key areas including the following:
AFHMS also offers training to line managers and HR with regard to sickness absenteeism and incapacity management. We acknowledge that line managers play a critical role in terms of creating a culture of attendance, and we strongly encourage the training of managers in terms of issues surrounding sick leave. We are therefore skilled to conduct training sessions for managers in this regard. The training methods used include a combination of discussions groups; information sessions as well as case studies in order to ensure that the information imparted has practical relevance to attendees. The sessions are conducted by our consultants who are generally medical professionals with expertise and experience in the field of vocational rehabilitation and sick leave management.
11091-HMS-Br-2016-04
Myrna Sachs 011 269 0399 [email protected]
Anton Engelbrecht 011 269 0404 [email protected]
Let us help you tailor an integrated health risk management solution for your specific needs:
Contact Information
www.alexanderforbes.co.za
