Services Staff Referral Form What's New Contact Us
Services
Vocational
Medical
Expert Witness
Family Law
Career Counseling
Social Security Disability
Other Services

Other Services

  • How do you identify a rehab counselor?
  • How to evaluate your workers' compensation program
  • ADA Compliance Problem and Answer Sheet
  • Other Employment Services

How do you identify a rehabilitation counselor?

A professional rehabilitation counselor has extensive training in the medical, social, psychological and vocational issues surrounding impairment and disability. The State of Michigan requires licensing for Licensed Practical Counselors and Registered Nurses. In addition, national certification is also recommended. Such certification involves passing written examinations and accumulation of additional educational units to maintain certification:

  • Masters Degree in Rehabilitation Counseling or Guidance Counseling (MS or MA)
  • Licensed Professional Counselor - State of Michigan (LPC)
  • Certified Rehabilitation Counselor (CRC)
  • Certified Case Manager (CCM)
  • Certification of Disability Management Specialists (CDMS) [Formerly known as certification Insurance Rehabilitation Specialists (CIRS)]
  • American Board of Vocational Experts (ABVE)
  • Registered Nurse (RN)
  • Bachelors Level Nurse (BSN)
  • Registered Occupational Therapist (OTR)

top

How to Evaluate Your
Worker's Compensation Program

I. COMPARE YOURSELF TO OTHERS

  • How does your OSHA record compare with others in the same industry?
  • What is your experience modification factor?

II. DATA COLLECTION AND ANALYSIS

  • Do you keep track of number of lost time injuries and lost days?
  • Do you consider the hidden costs such as training new workers, lost production and quality, the effect on morale?
  • Is there a central control or at least co-ordination of data related to Workers' Compensation?

III. SAFETY AND PREVENTION

  • There is nothing that will reduce workers' compensation costs more than an effective safety program.
  • What is done to convey the message that top management is committed to safety?
  • What do you consider a good safety inspection; one that helps you improve or one that makes you look good?
  • Is there some clear way in which managers, supervisors are held accountable for safety rules?
  • Do you have reasonable safety rules and do you enforce your safety rules?
  • Do you provide training periodically for newly assigned workers when work conditions change?

IV. IDENTIFICATION OF PROBLEMS

  • Is an evaluation made of all lifting tasks?
  • Have you determined which job activities are creating repetitive motion disorders?
  • After an injury, is there some follow up to insure that an unsafe condition was corrected?
  • Do you investigate a "near miss"?
  • Do you examine jobs with high absenteeism or turnover rates?
  • Is there a way for a worker to report unsafe conditions without fear of reprisal?

A collaborative study between Bureau of Workers' Disability Compensation, Upjohn Institute, and Michigan State University in 1987 demonstrated that employers who most frequently engage in safety prevention, foster an open managerial style, and have a disability management policy are most likely to have a lower workers' compensation claims frequency.

top

ADA Compliance Problem and Answer Sheet

On July 26, 1992, the Americans with Disabilities Act became effective. Employers are prohibited by law from discriminating against qualified individuals with disabilities who can perform the essential functions of the job with reasonable accommodations.

MUST I COMPLY WITH ADA?

According to Federal law, employers with more than 25 employees must comply. In July 1994, employers with 15 or more must be in compliance. However, Michigan Handicappers Civil Rights Act requires ALL employers to comply and will take precedence over the Federal law.

HOW DO I DETERMINE ESSENTIAL FUNCTIONS OF A JOB?

Thorough and concise job analyses identify the essential functions of each job within your organization. This assures that all applicants under consideration meet the same criteria and discrimination does not occur. Ideally, job descriptions should be developed prior to hiring and maintained by Personnel.

HOW MUCH ARE ACCOMMODATIONS GOING TO COST ME?

Fifty percent of accommodations for employees with disabilities cost less than $50, with 70% less than $500. Examples could include work stools, computer pads, adaptive keyboards, adjustment of work surface heights, rearranging work shifts, job rotation.

WHAT ELSE MUST I PROVIDE? HOW DO I DECIDE WHAT'S BEST?

A professional and experienced rehabilitation counselor can help you choose or design the following:

  • A fair pre-screening employment process
  • Job site accommodations
  • Equipment needs
  • Modified work schedules
  • Reassignments

HOW DOES ADA AFFECT MY CURRENT EMPLOYEES?

Accommodations must be considered for current employees who fall under ADA coverage who return to work after injury or illness. A job site evaluation by a trained rehabilitation counselor can be a valuable tool in returning all of your valuable employees back to their previous job or with a new job.

top

Other Employment Services

ADA COMPLIANCE

Fifty percent of accommodations cost less than $50, with 70% less than $500. We can assess needs and locate necessary and quality products for both new and current employees.

JOB DESCRIPTIONS

Comprehensive job descriptions can be compiled for all job titles within your organization for personnel record keeping. A lap top computer used on site ensures accuracy. They are ADA compatible.

PRE-EMPLOYMENT SCREENING

Measuring assessments can be selected to determine the aptitudes/ personality/interest/achievement levels of individual applicants for a particular job. Knowing dexterity, speed and accuracy, spatial perception, and personality type can help in the screening process. A successful job match means better organizational fit, lower turnover, greater job satisfaction, and better work performance.

OUTPLACEMENT SERVICES

Workshops can be conducted on site with groups of displaced workers to provide labor market research, job search techniques, resume preparation, and even job placement assistance.

POTENTIAL EMPLOYEE POOL

A clientele of approximately 100 pre-evaluated employees is maintained on a regular basis. People with varied work experience and skills can fill your temporary needs. Permanent employment consideration can be evaluated through partial wage reimbursement for brief trial work periods.

top

2905 Lucerne Dr. S.E., Suite 102
Grand Rapids, MI 49546
Phone: (800)968-7796
Phone: (616)957-7796
Fax: (616)957-4484
 
Serving Michigan, Northern Indiana and Ohio