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A Disability Management Program (DMP) A comprehensive DMP provides employers with human resource and risk abatement strategies to prevent lost time and assist injured or ill employees to return to work as soon as possible. The DMP consists of specific methods and materials (components) that are applied to shape a timely and satisfactory return to work. The DMP integrates benefits both the employer and employee value by reducing absenteeism, maintaining productivity, and returning experienced, trained employees to work reasonably, quickly, and practically. Essential to the DMP process is integration of aggressive prevention and early intervention initiatives, such as Health and Wellness Initiatives, Employee Assistance Programs, and Conflict Resolution Strategies. These programs are a direct message to loyal and experienced employees that they are valued in the organization, and once hired and productive, they will be maintained. The core concept on which the DMP is planned and operated is that there is critical distinction between the terms “impairment” and “disability.” Although physicians diagnose and treat impairment, only employers interacting with employees can determine disability based on essential job functions and workplace accommodations. Disability Management: Issues and Answers CEC Associates, Inc. (with offices in Valley Forge, PA and Miami, FL) has been creating and sharing methods and materials with employers and Rehabilitation Professionals to assist them to plan and operate quality DMPs for more than 30 years. In 1994, CEC published Managing Workplace Disability: New Views on Workers' Compensation Reform. This collection of articles formed the basis for either putting a first-time DMP in place or evaluating the effectiveness of an existing DMP. The Introduction to the Managing Workplace Disability compendium states: Few of the potential readers of this compendium will need to be convinced that the system, by and large, is not working. It will not come as a surprise to the hardworking and dedicated professionals in the work rehabilitation field today that not much has changed. The purpose of this Compendium is to again circulate some fundamental ideas to explain why the private and public disability systems are not working and to convey practical remedies that employers and unions might adopt to repair what has been called the “broken paradigm.” This Compendium includes articles that were researched and written after 1994, as well as selected articles from the original compendium. As we said in our 1994 Introduction, we hope these articles will serve to enlighten and encourage the professionals involved with workplace disability-related issues to create working environments that benefit both employers and employees. We also hope that the ideas and proposed remedies found in these articles will be of real interest to both employers and employees. Additionally, we hope that the new articles will be of interest to lawmakers charged with the responsibility of returning state workers' compensation systems to the cost-effective human capital strategy originally intended to "make people whole." The articles are organized in what we believe to be a logical order that will facilitate flow and continuity. The Compendium is divided into four sections: Part I. Workplace Disability: IssuesIt is especially important to note that the work of CEC Associates and, by extension, the articles that have evolved from that work contain practical applications as opposed to academic research findings. CEC Associates is engaged 100 percent of the time in serving clients with real, pressing needs. These articles are observations derived from application of both seminal ideas and evolving concepts in disability management. Because these articles have been presented elsewhere, this Compendium may contain some duplication and/or redundancies. We do not apologize for redundancy; instead, we encourage the user of this Compendium to appreciate that hearing, considering, and employing a particular methodology repeatedly generally results in mastery. We hope that revisiting concepts during the reading of this collection of articles leads to improved disability management. To view the Table of Contents for Disability Management: Issues and Answers, complete with abstracts for each article, please click here. |
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800-246-9767 // 610-935-7560 // 610-935-5556 FAX 1220 Valley Forge Road, Unit 9 P.O. Box 987 Valley Forge, PA 19482 The Sterling, 6767 Collins Avenue, Miami Beach, FL 33141 General Information: cec@cecassoc.com Website: Dina@cecassoc.com |
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CEC Associates, Inc. offers a comprehensive portfolio of vocational consulting services, including disability management, vocational rehabilitation services, training and continuing education, forensic services and career assessment. Continuing education credits (credit hours) are available for: Commission on Rehabilitation Counselor Certification (CRCC), Commission for Case Manager Certification (CCMC), and Certification of Disability Management Specialists Commission (CDMSC). |
Commission for Rehabilitation Counselor Certification (CRC)
Commission for Case Manager Certification (CCM)
Certified Disability Management Specialist Commission (CDMS)