Success in occupational health service delivery largely depends on a healthcare organization’s ability to meet the needs of all stakeholders. In hospitals and health systems, occupational health (e.g., workers’ compensation injury treatment and management, screening exams, medical surveillance, wellness/health promotion, outpatient rehabilitation) is a strategic business initiative that spans the care continuum. It provides a dynamic portal of access to healthcare services for employers, employees and their dependents.
Occupational health is an information-intensive business encompassing a broad spectrum of services. Consequently, provider-based occupational health programs typically cannot achieve their full potential without a dedicated information management solution designed to ensure connectivity, security, immediacy and accuracy in data collection, documentation, reporting, coding and billing.
An electronic medical record (EMR) system that is maintained separately from an enterprise-wide EMR is a key contributor to an occupational health program’s success.
Having invested in a global EMR system, hospitals and clinic networks understandably want to maximize the system’s capabilities. However, large-scale inpatient and ambulatory care EMR systems are not designed to manage the specific clinical, legal and financial aspects of occupational health as a business enterprise.
The countdown to enforcement of the Federal Motor Carrier Safety Administration’s (FMCSA) new commercial driver medical examiner program continues. The day of reckoning is May 21.
A new primer from the National Institute for Occupational Safety and Health’s (NIOSH) Center for Workers’ Compensation Studies explains how insurance claims data could be used more effectively to help prevent occupational injuries and illness.
The way workers’ compensation cases are tracked from admission to discharge can be a differentiator when an employer is selecting an occupational medicine provider to become its partner in the management of workforce health and well-being.
In my home town in California, workplace sexual harassment allegations that came to light in November have shaken the sheriff’s department and rattled the community. The lurid “he said/she said” claims being publicly aired are familiar to many employers who have dealt with sexual harassment lawsuits.
In a recent post, I discussed the rights of healthcare organizations to mandate flu vaccinations and for employees to decline them. Other types of industries are also wrestling with this issue. Many employers have business needs, worker protection and public health concerns that may justify a flu vaccine policy.
Transportation companies, commercial drivers and the medical professionals who certify them as physically fit for duty may be in for another long ride – legislatively speaking, that is.