rehab-matters-spring-2014.pdf

SPRING 2014The Official Publication of VRA Canada8 WAYSto Break BarriersTALKINGthe Ethical TalkTrauma toTriumph:A VocationalRehab Story41831522THEAGINGWORKER

After a catastrophic injury,people don’t always see thewhole story.At Oatley, Vigmond, we understand that we’repart of something larger. Part of a networkof experts, working to get the best resultsfor seriously injured patients. After arguinghundreds of cases, securing record settlements –and even shaping Canadian law – we have neverlost sight of what matters most: the lives we helpthrough our representation.Proud MemberToronto, Barrie,Hamilton, Sudbury & North Bay1.888.662.2481www.oatleyvigmond.com

Official Publication of theVocational Rehabilitation Association of Canada468141618FEATURESGetting the Job:Dealing with the lack of Canadian experience barrierDuty to Accommodate:The role of vocational rehabilitation consultantFrom Trauma to Triumph:How vocational rehabilitation decisions change livesNamaste to Back Pain:Therapeutic yoga and its affect on the workplaceEthically Speaking:Do we do what we say we will do?Get the Facts:Accommodation for Aging WorkersLETTER FROMTHE EDITORSPRING 2014There are a lot of great features in this issue ofRehab Matters: some new and some belovedfavourites making a triumphant return to our pages.We are welcoming back the 20 for 20 quiz, whichprovides VRA members with an opportunity to earnvaluable CEU credits for doing something they’re already doing, reading thismagazine!We’d also like to introduce a new feature, brought to you by LMS PROLINK,VRA Canada’s official insurance provider. In this new recurring column,representatives from LMS PROLINK will answer your questions regardingyour insurance policy and coverage. This is a great opportunity to have yourconcerns addressed and to see what other members are asking, too! If youhave any questions about the insurance program or your coverage, pleasesend them to query@mcintegrated.com!We are pleased to announce that this issue marks the first to be peerreviewed by our volunteer editorial committee, so keep your eyes open forthe official stamp of approval from our committee!Enjoy the issue!Sincerely,Katherine AbrahamEditor, Rehab Matters MagazineCONTRIBUTORSKatherine Abraham, Hons. BAThea Aldrich, CVE, CVP, RRP, PVERobert Allen, RRP, FLMI, BPAS, CHRPTom BarwellShawn Bonnough, BCommDr. Roberta Neault, CCC, RRPJoanna Samuels, BA, BEd, MEd, CMFGisela Theurer, MA, CCRC2310131920INSIDE EVERY ISSUESociety News:The latest VRA developments from across CanadaA Message from the National President:Lesley McIntyreCAVEWAS Corner:The Aging WorkerLMS PROLINK Protector:New column answering your insurance questionsMembership Updates:The latest VRA members and achievements20/20/2:Answer 20 questions for 20 dollars and earn 2 CEU creditsPUBLISHED BY VRA CanadaAccount Manager: Pam Lyons4 Cataraqui Street Suite 310Kingston, ON, K7K 1Z7Tel: 613.507.5530Toll-free: 1.888.876.9992Fax: 888.441.8002Email: info@vracanada.comWeb: www.vracanada.comEditor: Katherine AbrahamDesign: Candace MorganMCI StrategiesAdvertising Sales Director: Audra LeslieTel: 647.290.3273aleslie@graymattermarketing.ca150 Ferrand Dr. Suite 800Toronto, ON M3C 3E5Tel: 416.340.7707Fax: 416.340.1227Web: www.mcintegrated.comRehab Matters is publishedfour times a year by VRA Canada. The opinionsexpressed in this publication do not necessarilyreflect the policies of the association.PUBLICATION NUMBER: 41831522RETURN UNDELIVERABLE MAIL TO:VRA Canada4 Cataraqui Street Suite 310Kingston, ON, K7K 1Z7Editorial Peer Review Committee:Alex JacksonColleen SteimanDulce FelixLynda Nolis SalvagioMaria CabasMarty BergerRobert AllenSonia ClarkeTamara BilecTheresa RichardWendy NailerSPRING 2014 1

Lesley McIntyre, PresidentI’d like to address the topic of volunteerismwithin the association using an example frommy own experience. There was a time whenI thought there would always be somebodyelse out there to “get the job done.” It was notuntil my volunteer role that I truly understoodthe need for members to become involved inthe association, to participate on committees,and assist each of us with progressive,forward movement. To truly understand therole of the association, its importance to themembership, and its value to the community,every member should take the opportunity tovolunteer in some way with VRA Canada. Itis a rewarding experience, a wonderful wayto network, and to ensure our professionis indeed moving in the right direction. I’dto personally thank those of you who havevolunteered in the past, and I encourage thosewho haven’t to take on an active role in theassociation at the local or national level.During my tenure as president, VRA Canadahas promoted communication by establishingan online presence on Twitter, LinkedIn,Facebook, as well as our brand new website,SPRING 2014A Message from theNational PresidentWelcome to Your Rehab Matters Magazineall in an effort to keep the membershipinformed and enlightened on the goings-onwithin VRA Canada, while at the same timeallowing members to have a voice. VRACanada constantly returns to the membershipfor feedback and comments on regulation,education, vision and mission, and values.Without the valued input of you, our members,we would be an association of the Board ofDirectors, rather than an association for andof the membership.One of the important issues at this year’sAGM will be the adoption of our new bylaws.These are a result of the federal Not-For-ProfitIncorporations Act, which goes into effectthis year (2014). We will provide updates tomembers prior to June explaining the changesthat affect you as a member. Many of thesechanges are mandatory in accordance with thelaw, others are discretionary and shaped bythe association. For example, membership willbe classed by voting and non-voting, howeverin areas that affect the association’s policies(like name change), all members have the rightto vote as it affects the “association” in totality.Finally, I’m pleased to announce that VRAand CVRP have jointly signed a letter of intentto explore regulation and develop a strongerworking relationship. We have established ajoint committee, working for the advancementof the profession. We will be presentingsome of our work and progress to date at thenational conference in June. We will also beproviding ongoing updates to all members.If you have any questions don’t hesitate tocontact us at info@vracanada.com.Your Opinion CountsYour input is vital to the strategic initiativeand direction of this association. At our2013 AGM, the VRA Board of Directors waschallenged about the Scope of Practice; inthis discussion we agreed to seek more inputfrom our members.The Question:What service can we provide to makemembers more involved? (100 words or less)Your opinion is important to us; please submityour responses to:regulation@vracanada.comFrom the Incoming PresidentAs we approach the 2014 AGM in Halifax, I am looking forward to my upcoming term as president ofVRA Canada and to serving the members of VRA. My first priority is to ensure that your voice is heard.I know that your time is precious, but I ask that you take a moment to send me a one-sentence emailwith what you consider to be the most pressing issue you face as a professional VRA member. Myemail address is agsanchez@agsrehab.com.Allow me to go first: the most pressing issue I face as incoming president is to work closely with thecollege (CVRP) and complete the road to government regulation. This will ensure clear role definitionof both bodies to the benefit of all—clients, vocational professionals, and the industry as a whole.Your turn: please reach out to me with your feedback, comments, and questions. This is yourassociation, make your voice count!Sincerely,Addie Greco-SanchezSPRING 2014 3

Getting the Job:Dealing with the lack of Canadian experience barrierBy Joanna Samuels, BA, BEd (AE), MEd, CMFA lack of Canadian work experience isa common complaint and barrier to jobsearches as identified by many internationallytrained professionals who are alsonewcomers to Canada. These talented jobseekersoften receive this feedback by theemployer when interviewed.In my position in vocational services, I takeon many roles: job developer; job coach; andfacilitator to individuals who are new to thecountry or recent graduates from variousfields and industries. I have discussed lackof Canadian experience as an obstacle withemployers, and the impact it has on jobseekerstrying to secure employment in theirfields. Based on these conversations, onlyhighly regulated fields such as engineering,medicine, law, chartered accounting, andarchitecture require “Canadian experience.”Having local experience is not vital for gettinga job in one’s field in Canada and manyemployers recognize international experience.First and foremost, it is critical that the clienthave the skills and qualifications required forthe position as advertised. I have yet to seeon the jobs posting a requirement to haveCanadian experience, although I know thatfee-for-service recruiting firms in architectureand design fields do require candidates tohave local experience for their “clients.”I work with plenty of internationallytrained newcomers from the architectureprofession; as long as the candidate meetsmost of the qualifications, experience,and skills presented in the job posting—regardless of where they were achieved—the skilled immigrants secure employmentin their field. AutoCAD and Revit are thesame no matter where you come from.Feedback from employers maintains thatone of the keys to getting a job offer is thatthe candidate has outstanding verbal andwritten communication skills in addition totechnical skills.According to many of my employers, a lackof Canadian experience is often code from theinterviewer that he or she doesn’t think thecandidate will “fit in” in the workplace or teamculture. Additionally, this phrase can also becode for “you do not have the technical or softskills we are looking for.” Often this means thatthe candidate is not communicating (verballyand non-verbally) and not properly preparedto handle the interview questions, especiallythe behavioural interview. It is challenging tofigure out how you will “fit in” to the team. Thisapplies to everyone looking for work in the jobmarket. This is subjective criteria for hiring acandidate, but research demonstrates that 90per cent of the hiring decision is made basedon whether the interviewer likes you and wantsto work with you.Here are eight tips to overcome the obstaclesto getting that job offer:Be Prepared!1 Before an interview (either on thephone or in person), research thecompany, the job descriptions, and identifythe employees who might be interviewingyou. Learn the values, the workplace culture,and the nature of the business; use social“A lack ofCanadianexperience is oftencode that theinterviewer doesn’tthink the candidatewill ‘fit in’ in theworkplace or teamculture”media resources to do this. Prepare effectivebehavioural interview responses. Participatein a sector-specific employment program fornewcomers, if eligible. Seek out an employmentcounsellor and a job developer who understandyour profession, such as the ones availablethrough the Immigrants and Newcomerssection of the JVS website (www.jvstoronto.org). Attend the job search workshops for newimmigrants also available through JVS.4

Communication,2 Communication,Communication!Learn how to articulate your skills,experiences, projects, and talents in a clear,concise, and effective way for both networkingand interviewing purposes. Pretend youare explaining your resume to someone infirst grade. Regardless of where you haveexperience, you will need to communicatethis to the hiring manager on the interview.You will need to learn the language used toexpress your work and why the firm shouldhire you. Words can often be lost in translationfrom some languages, so be specific. Again,participate in a sector-specific employmentprogram for newcomers.Internship or Co-Op3 Placements.Sometimes, when a job-seeker hasa chance to prove him or herself on the job inthis lower-pressure environment, it could helpovercome the lack of Canadian experiencebarrier. This is a great way to acquire thehands-on experience that is critical foryour resume (and LinkedIn profile), as wellas to keep one’s skills fresh and updated.These opportunities contribute to building aprofessional network, obtaining references,and perhaps paid employment!Secure a Mentor.4 Internationally trained professionalswho are newcomers to Canadaare eligible for JVS’s Mentoring Partnership.Visit www.jvstoronto.org/mentoring for moreinformation.Evaluate your Credentials and5 Degrees.This will help to boost yourcredibility and be competitive. Information onthis process can be found at www.settlement.org. It’s also offered through universities andwww.wes.com.Build your Professional Network.6 Since more than 80 per cent ofthe jobs in the labour market are“hidden” (i.e. made through connections), itis critical that new immigrants—or any jobseeker for that matter—network as much aspossible through social media, associations,trade shows, conferences, career fairs, andemployer events to learn from and minglewith successful professionals.7Volunteer!Participating in the community is afantastic way to show that you giveback, as well as a way to build your network.You can even volunteer in your field to gainexperience and a reference.8Canada’s Best DiversityEmployers.Julie Labrie’s (2011) excellent onlinearticle in The Globe & Mail’s “Ask A Recruiter”column suggests researching companiesthat led the way for hiring diversity: “See ifcompanies in your field made those lists.Explore companies that market their servicesto the new-to-Canada segment, too. Manyindustries, including the financial and telecomsectors, are serving the immigrant populationas a key part of their business strategy. Alsoconsider applying for relevant government jobsrelated to your past experience,” she explains.It’s important for clients to keep in mind that,even though the labour market is competitiveand complex, there is always a place ofemployment and company that could use theirskills, experience, and expertise regardless ofwhere they were obtained. The key factor isthat a job search is a process; it is importantJOSEPH E. MURPHY, Q.C.GIUSEPPE BATTISTA, Q.C.J. SCOTT STANLEYLEYNA ROENSPIESIRINA KORDICSTEPHEN E. GIBSONBRIAN R. BROOKEALEX SAYN-WITTENGENSTEINDEREK M. MAHANGELA PRICE-STEPHENSto both be focused and to research and targetthe job postings and companies where theywant to work and where their talents will beappreciated. Remind clients not to despair orgive up when they face rejection and don’t getthat job offer that they desperately want. Even ifthey have to work in a survival job, they can stillpractice the strategies listed above and continuefocusing on the light at the end of the tunnel—integrating into the challenging Canadianlabour market by landing theirdream job!To view references for this article, visit ourwebsite www.vracanada.com/media.phpJoanna Samuels, BA, BEd(AE), MEd, CMF, is a jobdeveloper, job coach, andfacilitator at JVS Toronto.Her expertise is providingcustomized employmentsupport services andjob search skills trainingto unemployed andunderemployed clients from diverse communities.She also helps employers with recruitment, selection,and diversity. Joanna is a certified Life Skills Coach,Personality Dimensions Facilitator, and part-timeinstructor at George Brown College.KEVIN GOURLAYTINA PETRICKJEFFREY NIEUWENBURGMIKE MURPHYREHAB MATTERSAPPROVEDE DIT O RIA L C O M M IT T E ESPRING 2014 5

Duty to Accommodate:The role of the vocational rehabilitationconsultantBy Robert Allen, RRP, FLMI, BPAS, CHRP CandidateCanada as a society is reaching a transitionpoint; the Baby Boomers who have been ourbusiness leaders are aging and many areworking beyond their anticipated retirement age.In doing so, they are experiencing increasinghealth concerns. As a result, the requirement foraccommodation is becoming more commonplacein workplaces. A recent study conducted by theConference Board of Canada found that whileolder workers tended to have fewer injuries,when they do have accidents, their injuries aremore severe and take longer to recuperate.Additionally, workers over the age of 55 whowere seriously injured or ill were more likelyto permanently leave the workforce. In orderto retain this vital and experienced segment oftheir workforce, employers will need to developdisability management programs structuredaround mature workers.A serious injury or illness for workers who areover the age of 55 often leads to the end ofa career. This segment of the population isoften left in an awkward position. They are tooyoung to retire and yet their medical concernsprevent them from working in the samephysical occupation, which they rely upon fortheir livelihood. The individual will require anaccommodation, or possibly an entire careerchange. Determining the requirement foraccommodation typically falls to a corporation’sHuman Resources (HR) department as theyhave the background, knowledge, and expertiseregarding legislation and its application. They alsohave access to upcoming internal postings andsuccession planning, so they have insight intopossible accommodations that would be suitablefor a disabled or injured worker.This process seems to have its limitations, whichcan be seen in the number of litigation claimsthat are made each year against Canadianemployers. Lancaster House (an organizationthat provides information and training on labour,6employment, and human rights law) providesupdates of pertinent judgments stemming fromthe courts courts, as well as labour and humanrights tribunal, that continue to evolve andshape duty to accommodate legislation. Whenaccommodating an injury, HR professionalsare limited in their ability to access medicalinformation, in their interactions with the medicalcommunity, and their interactions with theemployee. They are also relied upon to be thegoverning body behind employee performancemanagement and employee advancement.Having both the ability to discipline staff andthe ability to accommodate them puts an HRprofessional in a very awkward position. It seemsto set the stage for discrimination, or perceiveddiscrimination, based on the knowledge of amedical condition. Discrimination on the basisof a disability is a protected ground under theCanadian Human Rights Act and can carry somesignificant liability to the employer. The pointbeing, the HR professional has abilities in thearea of accommodation, however there are somelimitations.While the duty to accommodate is most oftenapplied to situations involving disability, it hasrecently been involved in situations whereaccommodation was required due to familystatus. The legislation indicates employers mustaccommodate employees who fall into the groupsprotected by the CHRA up to the point of unduehardship, taking into account health, safety andcost. The legislation refers to eleven protectedgrounds for which an employee can requestaccommodation including: race, ethnic origin,colour, religion, age, sex, sexual orientation,marital status, family status, conviction (for anoffence for which a pardon has been granted),and disability.The legislation is simplistic in its intent, which isto protect the rights of each Canadian citizen andensure equality; however, the application oftendiffers from one organization to another. This isoften dependant on the size of the organization,workforce composition (unionized/non-unionized),and the company’s human resource policies.For simplicity sake, take the example of smallcontractor, where all occupations are physical innature. If an employee is injured and is unableto work in a physical occupation, it is quite likelythat his career with that company would end.In this situation, the duty to accommodateis quite simple in its application. Every jobwithin the company is physical in nature andthe injured employee is unable to work in aphysical occupation due to medical reasons.The employer still has an obligation to seek out“Employers need todevelop disabilitymanagement programsstructured aroundmature workers”suitable accommodation for the injured workerand determine if they can bundle less physicalcomponents of the job to accommodate theworker. However, the employer is not obligated to“create an unnecessary job” in the process.In contrast, compare that small contractor to avery large company, like the federal governmentor a large car manufacturer, which can havehundreds of departments with very diversejobs. In this type of atmosphere, how can anemployer ensure that they have exhausted all thepotential possibilities of accommodation? Howcan an employer demonstrate “due diligence”with several hundred positions opening up eachmonth?The role of the vocational rehabilitationconsultant (VRC) appears to be one answerthat employers could turn to in situations whereclarity on accommodation is required. As VRCs,we have expertise in the area of looking foralternate positions for injured employees. Foryears, we have refined and standardized formatsto demonstrate the effort we have made inidentifying suitable alternate jobs. Review thecomponents that are included in performing acomprehensive vocational evaluation and jobsearch; the steps are very similar to the stepsthat are required to demonstrate that the duty toaccommodate has been fulfilled.As VRCs, we can implement standardizedtests (such as GATB, Valpar Testing), and withproper authorization from our client we canliaise with the medical community. Unlike anHR professional, we are not in a role that has

authority over the injured worker or are linked toemployee performance management. We could,though, rely on the legislation to ensure that theemployee is cooperative with the accommodationprocess. As consultants or internal corporateemployees, the VRC can be utilized to traversethis gap between an employer’s humanresources department, the medical community,and the employee, ensuring that a suitableaccommodation is obtained.A large employer can be viewed a bit likea smaller version of the labour market as awhole. Large employers have diversity in theirworkforce and can have positions such aslawyers, accountants, receptionists, maintenancepeople, etc. These positions range in regardto both their physical and cognitive demands.Consider the application of a comprehensivevocational evaluation in this type of atmosphere.Discovering an injured employee’s learning ability,aptitudes, and perceptions prior to seeking outa placement could result in more successfulplacements. Could it also result in an increasein placements because a standardized protocolwould be implemented? Could an employerbe in a better position to argue that they havedone their “due diligence” in accommodating aninjured employee? It could be argued that thespecialized, standardized skills of a vocationalrehabilitation consultant could be invaluable inthis circumstance.Utilizing the specialized skills of a VRC is not arequirement on every accommodation. A humanresource advisor is typically a generalist with avast knowledge of everything from successionplanning, to compensation and accommodation.In many situations, the requirement foraccommodation is fairly transparent and caneasily be facilitated by a representative of thehuman resources team. The utilization of thespecialized skills of a VRC and their abilityto traverse the line between the medicalcommunity and human resources would be veryadvantageous in situations involving longstandingworkplace issues and unpredictable attendance.The VRC’s ability to meet with the employee andthe physician to outline restrictions that would bepertinent to a successful placement is invaluable.Consider the following steps in accommodation,which overlap with many of the steps that VRCsperform during the course of their intervention:• Contact the employer, clarifying theirattempts to accommodate the individualto date as well as clarity regarding theemployee’s participation in the process(attendance, performance).• Meet with the employee, establish a rapport,discuss the employee’s perception ofthe accommodation process and reviewany medical factors that validate therequirement for accommodation.• Outline the employee’s restrictions asthey’ve indicated. Also be prepared todiscuss any possible accommodations thatthe employer is willing to make in orderto facilitate a transition back to work butalso to fulfill their legislative requirement(i.e. work bundling to reduce the physicalaspects of a job, work from homearrangements, etc.).“A ‘serious injury orillness’ for individualswho are over the ageof 55 often leads to theend of a career”• Arrange to meet with the employee andtheir physician to discuss the employee’srestrictions for validation. Bring up anyaccommodation possibilities to determineif the physician and employee areagreeable to them or if they have additionalrecommendations that would help ensurethe employee’s successful transition backto work.• Work with the employer (typically an HRprofessional) to determine if there is anypossibility that the employee could return towork in their own job with modifications butdo not pose a situation of “undue hardship”to the work area or require the employer to“create an unnecessary job.”• If there is no possibility of the employeereturning to work in their pre-disabilityjob, conduct a transferable skills analysis(TSA) and determine suitable job prospectswithin the company based on their medicalabilities as validated by the physician, theiraptitudes, level of education, and currentskill-set. If possible, utilized standardizedassessment methods.• Work with the employer’s human resourcesdepartment to identify positions that areavailable in the employee’s work area,his/her department, and finally in theorganization as a whole. The VRC couldalso work with the HR department and inparticular the workforce planning division todetermine if any suitable positions could beposted due to expansion of the workforce ofsuccession planning.• Document the process, including every jobthat has been reviewed, its appropriateness,and why it was selected or why it wasn’tselected.• Involve the employee in the process asthey have a responsibility to participate inthe accommodation process and facilitatetheir own transition back to work. Theemployee should be given access tointernal job postings and have the abilityto contact either the VRC or an HR advisorif they feel that there is a positing that isconsistent with their medical limitations andtransferable skills.• If after several months of searching by VRCand the employee has not resulted in asuccessful placement, it may be appropriateto discuss the situation with either a seniorhuman resource advisor or the employer’slegal counsel to determine if the employerhas reached a point of “due diligence.”• If it is determined that the employer hasreached a point where they can successfullydemonstrate they have been “diligent” intheir efforts but a suitable position can notbe found within the organization without“creating an unnecessary job” or “unduehardship” then the employer can considertermination of the employment contract.• As part of a severance agreement theemployer could consider continuing VRCservices to assist the injured individual infinding a suitable alternate job in the labourmarket as a whole. Considering the TSAhas already been performed, the VRC canfocus on job search assistance and findinga suitable placement for the injured workerwith an alternate employer.This is not a comprehensive representation of anemployer’s accommodation process. However, itis a template outlining some of the steps requiredto demonstrate diligence in placing an injuredemployee. In a complex situation, the process ofaccommodation is arduous and time-consuming.In the next few years, it is likely that many moreemployers will turn to vocational rehabilitationconsultants as a vital part of their disabilitymanagement teams. As a profession, we needto market our specialized skills directly to humanresource departments as experts in the fieldof accommodation. If our abilities are properlyutilized, we could help mitigate the legal exposureof an organization, help retain valuable humanresources, reduce insurance/WCB costs, and helpsupport the reintegration of injured workers.REHAB MATTERSAPPROVEDE DIT O RIA L C O M M IT T E ETo view references for this article, visit ourwebsite www.vracanada.com/media.phpRobert Allen, RRP, FLMI,BPAS, CHRP candidate, iscurrently employed as a FieldVocational RehabilitationConsultant with RBCInsurance.SPRING 2014 7

From Trauma to Triumph:How vocational rehabilitationdecisions change livesBy Shawn BonnoughAfter a career in manufacturing, an excruciatingdislocated elbow injury put Dave Milligan in theWCB Saskatchewan office hoping for vocationalretraining. At 50 years old, Milligan’s age didn’thelp his case for retraining in the manufacturingbackground he was familiar with. Milligan lookedat Saskatchewan Institute of Applied Science andTechnology but knew from the outset he wouldn’tbe happy in a white-collar computer-driven job.With respect, Milligan intently listened while hisvocational rehabilitation case manager describedother training options. “My worker was veryunderstanding and supportive, you could seehow invested she was, she really wanted thebest fit for me,” says Milligan. “After talkingabout different options nothing really grabbed myattention, and then she highlighted a vocationalcollege in Alberta that was creating what seemedto be overly optimistic employment figures forinjured workers like me.” Milligan was referring tothe 94.8 per cent of graduates employed in theindustry and who earn over $70K at a licensedheavy equipment training college in Alberta.During his initial career research, Milligan admitsthat many oilfield employers seemed skepticalof graduates from most equipment trainingprograms who ultimately were not prepared forthe real world, “but this college was different,”says Milligan. “They are half ‘training-school’and half ‘employment-agency’. They helped mebecome a great heavy equipment operator withfive safety tickets and training on five differentmachines.”During his labour market research beforeregistering for college, Milligan admits that theclaims for graduatingstudents seemedunrealistic, until calls toemployers confirmed thatthese guys have a greatreputation and employersvisit the college andrecruit right out of theclassroom.Milligan says he wasintrigued by the idea ofoperating machinery buthated the idea of three tofour years for a traditionaltrade. Once Milligan hadproof that heavy equipment field training wouldstart him on a career path that he considered“fun” and would ultimately net him paychequesthat exceed medical and accounting graduates,Milligan says he was sold.“My [case manager]was very understandingand supportive. I couldsee she really wantedthe best fit for me.”Milligan graduated from High Velocity EquipmentTraining College (HVET) 16 months ago and, likemany graduates, was recruited on the same dayhe graduated. Milligan soon had a position inAlberta operating an excavator for a gas drillingrig and uses forks to unload trucks. “HVET taughtme to use forks on an excavator. This may notseem like a big deal, but none of the otherschools taught anything like specialized oilfieldoperations. I learned a lot but that one specificskill made me stand out and is what got me thejob where I work now,” explains Milligan.Milligan describes HVET as thorough andprofessional. Training included job search skillsand actual road building, oilfield, and constructionscenarios that prepared him for the jobsite. “Fromday one I was treated with respect but also likean employee and expected to perform and worka full eight-hour day. HVET didn’t operate on aloose schedule like most colleges where youdrop in to a classroom a couple of days a week;instead it was all day, every day between theclassroom and the machines, and it mentally andphysically prepared me for the job. They showedme ways to work around my injury and had a lotof experience helping clients like me.”“The career search training that HVET offerswas very valuable as well,” stated Milligan. Hefelt it gave him extra confidence that cameacross to the employer. HVET offers an onsite“employability counsellor” who works closelywith industry employers and students to placegraduates in careers that suit them.When asked about the future for the industryMilligan replied, “The industry is boomingbut things are changing, experienced heavyequipment operators will need to be provinciallyticketed in the future. Employers bidding ongovernment jobs require a provincial ticket notjust another tailgate school offering machinehours. Without a college endorsement jobsin the industry are going to get tougher, evenfor an experienced operator without a ticket.If you have heavy equipment experience youshould challenge the exam at HVET and getyour provincial operators ticket. That’s whatemployers need to have in order to comply withOccupational Health and Safety!”Milligan wraps up his experience with “I’mgrateful to the VR case manager that believedin me because I have tripled my income and,in one year, become a senior operator. I’m wellrespected by my boss and peers, they trust meand I love what I do! Case managers have atough job to do and they have to make toughdecisions every day; my worker made a gooddecision and I hope she loves her work as muchas I do!”Written by Shawn Bonnough,BComm. and instructorof the BCIT co-marketedFacilitators Advanced SkillsTraining (FAST) “train-thetrainer”programFor more information onHigh Velocity EquipmentTraining College www.heavymetaltraining.com(866-963-4766)8

You WillNever Be AloneMazin & Associates PC fights for the care you deserve.Our experienced and compassionate lawyers will worktirelessly to ensure that your rights are protected.With us on your side, you will never be alone.TO LEARN MORE VISIT OUR WEBSITE: mazinlawyers.com ORCALL US FOR A FREE CONSULTATION ANYWHERE IN ONTARIO1.800.432.HURT • 416.250.12345 PArk HOMe Avenue, Suite 120, tOrOntO, OntAriO M2n 6L4

CAVEWAS CornerThe Aging WorkerBy Thea Aldrich, CVE, CVP, RRP, PVEAs rehabilitation specialists, we are faced withnumerous challenges when attempting toreturn our injured workers to the labour forcebut disability is not the only barrier our clientsare challenged with when seeking to re-enterthe competitive labour market. Often, the fileshitting our desk are those belonging to agingworkers who are 55+ years old and nearingretirement age. These workers are challengednot only by their injuries but also longerrecovery periods due to the natural changesthat occur as we age. Physical changesnaturally occurring in our bodies as we agemake it more difficult for healing to occur if weare injured and recovery time can be extended.It is no secret that the longer an individual isaway from work, the less likely return-to-workwill occur successfully. Many challenges canbe overcome—and successful rehabilitationcan occur—when each client is consideredas an individual with different experiencesand different emotions. Aging is an individualprocess and, when managed appropriately,the maturity level of an older worker can be apositive influence on the rehabilitation process.Physical changes in our bodies as we age mayinclude loss of bone matter (osteoporosis); jointproblems such as loosened cartilage, depletinglubricating fluids, and hardened and contractedligaments; decreased blood circulation; lossof muscle fibres; and deterioration of thethymus (the heart of the immune system). Tocomplicate things even more, if broken bonesoccur, the individual becomes less mobileor inactive, which can lead to other healthhazards including increased weight (evenobesity) and all the problems associated withthat.In addition to a longer recovery period frominjury, older workers often experience healthproblems pre-existent to their injuries suchas arthritis, diabetes, and even cardiovasculardisease, adding additional challenges torehabilitation. Things like less acute visionand hearing and noticeably slower reactiontimes can impact a person’s confidence indriving ability, making many older workersless amenable to consider work options thatrequire longer commuting distances. We oftenhear people commenting, “my memory isn’tas good as it used to be” and this—alongwith other cognitive deterioration—such asreduced ability to plan and organize, can leadto a further lack of confidence when asked toconsider retraining options. Additionally, oftenthe individual has been working for manyyears in the same occupation and thereforeconsideration of a career change, particularlywhen nearing retirement age, seemsunrealistic, and sometimes even ridiculous tothe person.Another complicating factor is the type ofwork the individual has been performing overhis/her lifetime, which may also have animpact on the person’s state of health. Studieshave shown that age-related deteriorationof health occurs faster for those working inmanual labouring occupations, as compared“The maturity levelof an older workercan be a positiveinfluence on therehabilitation process”to those working in non-physically labouringwork. Additional studies show that workinglong hours and extensive overtime also hasadverse affects on health and wellbeing,increasing risk of hypertension, cardiovasculardisease, fatigue, stress, depression,CAVEWAS CornerDear fellow colleagues and readers, here is our most recent contribution to CAVEWAS Corner.As many of you know, CAVEWAS (Canadian Assessment, Vocational Evaluation and Work Adjustment Society) is a member society of VRA Canada, serving in large part to represent andsupport the professional and developmental needs of vocational evaluators as well as professional rehab personnel specializing in work adjustment of injured workers and the like. Inthis section, you will find current and candid articles authored by CAVEWAS members, non-members (and future members alike) that will share, discuss, and communicate with youdevelopments and changes affecting our membership. Amongst them issues of best practice, professional development and designation, as well as industry trends.We hope you continue to find the content in this section stimulating, motivating, and informative and we encourage your ongoing participation and contributions.Enjoy!CAVEWAS National Board Of DirectorsIf you are a CAVEWAS member and have any ideas, opinions or thoughts relevant to this section and you would like to share, discuss, and communicate them in the next issue, pleasecontact: Jodi Webster at jodi@keyrehabservices.ca We also encourage you to join our group on LinkedIn.10

“Older workers are often less successful inreintegrating into the workforce following injury,particularly if occupational changeis a requirement”musculoskeletal disorders, chronic infections,diabetes, and general health complaints.All these issues certainly make it more difficultwhen rehabilitating older workers to returnto the workforce. It is not unusual for theseclients to experience extended periods awayfrom work when sustaining an injury, yet allliterature compiled to date confirms that apositive correlation exists between the amountof time a person is off work and how firmlyentrenched she/he becomes in the disability orinvalid role. To even worsen this problem is thefact that the disability role is often reinforced,albeit inadvertently, by attending physiciansand ongoing treatment, as well as familyand friends who may be overly attentive andprovide unnecessary care and assistance.Severity of injuries or seriousness of anaccident is not a good predictor of who willsuffer psychological distress as a result ofsaid accident and injury. Some people areable to manage better than others followingextremely traumatic events, while some aremore significantly impacted by what may seemto others as trivial, minor events. Previouspsychological illness, such as being excessivelystressed pre-injury or having experiencedprevious losses in the recent past, are somerisk-factors that may make some people moresusceptible to emotional trauma. Sometimes,even when none of these predictors exist,psychological distress such as depression,anxiety, fear, or phobia is experienced as adirect result of the injury.The 2005 book Occupational Disability Claims:Early Intervention and Prevention reports thatthe probability of return-to-work after twomonths of not working is 70 per cent; after fivemonths this decreases to 50 per cent; after 12months this decreases to 30 per cent; and attwo years, is 10 per cent (Schultz & Gatchel,2005). In this same book, it is cited that olderage is found to be a negative factor in returnto-workstatistics. When working with an agingworker in the vocational rehabilitation process,we are faced with the realities that recoverytime from injury may be longer for an olderworker, as well as the fact that the likelihoodof psychological barriers increases the longershe/he is absent from work. In any event, theearlier that psychological disturbance can beidentified and treated, the greater the likelihoodfor success in the rehabilitation process. Aswell, individuals who are focused on recoverysufficient enough to allow return-to-work, evenif on a gradual basis or modified plan, are morelikely to have a shorter period of disability andare more likely to avoid psychological problems.Overall, older workers are often simply lesssuccessful in reintegrating into the workforcefollowing injury, particularly if occupationalchange is a requirement. This may be a resultof health issues as detailed above, as well asmany other factors, such as a lack of alternatemarketable skills, less flexibility and inadequatecoping skills to adjust to change, inability toconduct an effective job search in today’s hightechemployment arena, or a slower-pacedlearning style. Practical goal-setting workshopscan be helpful to facilitate a more positivemindsetand offset fears of the unknownfor the individual. It can also facilitate betteradjustment to the disability by refocusing theclient on residual strengths rather than thelimitations caused by the injury, and it keepsthe person focused on return-to-work as theultimate goal. Training may need to be morepractically based; adult learners tend to basenew learning on previous experiences andhave a need to understand the logic behindnew information. Consider training programsthat allow for self-paced learning as an optionbecause training may take longer for agingworkers who need to understand how this newinformation relates to what they have alreadylearned throughout their lifetimes.In addition to the residual physical, cognitive, orpsychological barriers, there are many variablesthat need to be identified and resolved, or atleast accommodated, in order for rehabilitationto be successful. It is imperative that theseare identified early in the process and thatimmediate steps are implemented in order fortheir impact on the rehabilitation process tobe minimal. Once barriers are identified, theycan be accommodated through supportivecounselling, treatment, and appropriatevocational redirection. As cited in Schultz andGatchel’s book, “Having an understanding ofthe individual factors for predication of disabilityincluding socio-demographic factors, physicalfactors, and psychosocial factors, such asbeliefs, perceptions, expectations, copingand motivation using a cognitive behavioralconceptualization, workplace and job factorsas well as with the limitations posed byimpairment, is critical” (Schultz & Gatchel, 2005).In order to better predict what may occur inthe near future and understand what crucialsteps need to be implemented, and when, inorder for your client to enjoy success in therehabilitation process, you must first gain aclear understanding of where she/he camefrom and what experiences and events haveoccurred in the past. In a nutshell, start earlyand know your client well!REHAB MATTERSAPPROVEDE DIT O RIA L C O M M IT T E ETo view references for this article, visit ourwebsite www.vracanada.com/media.phpThea has worked for vpi-Incfor almost 20 years providingvocational assessment andrehabilitation to a diversepopulation including butnot limited to people withdisabilities, older workers,youth, and newcomersto Canada. In additionto membership in VRAand CVRP, Thea is also amember in good standing of the Canadian Association ofVocational Evaluation and Work Adjustment Specialists(CAVEWAS). She is a current member of the CVRP Boardof Directors as secretary of the executive committee, aswell as the advisory board for the George Brown CollegeCareer and Work Counsellor program.SPRING 2014 11

REGISTER NOWNational Conference, Halifax, June 3 rd -6 th , 2014CHANGING TIDES:Exploring the Currents of Voc Rehab in CanadaEarly Bird rates until May 9!If you or your company is interested insponsoring this year’s conference, please contactNaireen Lowe at nlowe@mcintegrated.comfor information and pricing

New VRA BylawsAs of October 2014, when the new Not-For-Profit Incorporations Act takes effect to whichall organizations must comply, VRA Canadawill be required to change its bylaws.What Are Bylaws?Bylaws are the rules that govern the internalmanagement of an organization. They covertopics such as, how many directors thereare, how they are elected, how meetings areconducted, outline the roles of committees,outline the rights of members, etc. Thesebylaws are extremely important for not-forprofitorganizations that are volunteer-based.The New Act:Some key changes in the new act include:• Directors of the national board must beelected by the members• Proxy votes are no longer limited to four(4) per holder• Better definition of ambiguous andtroublesome areas• All members are required to vote forfundamental changes to the bylaws,such as:• Changing the name of theassociation• Changing the province where thenational office is located• Changing the statement of thepurpose of the association• Increased voting rights for all members• Established to run more like a businessand protects the directors in a similarfashion• Provides the opportunity to fullyexamine old bylaws and policies andto update them to reflect a forwardthinking associationThe new Not-For-Profit Incorporations Act,and the changes it will bring, is good for theassociation and its members. These newbylaws will be presented to the associationand its members in June at the 2014National Conference and AGM in Halifax,Nova Scotia.SURVEYRehab Matters is the national publication for vocational rehabilitationprofessionals and members of VRA Canada. It is a benefit tomembers and a source of education creditsand information.Canada Post has recently increased postage ratessignificantly and to be fiscally prudent to ensure thedistribution and quality of the publication, we need your input.You will receive a survey by email, please complete this survey inorder to have your voice heard and your wishes met. Send additionalcomments to query@mcintegrated.com.It is important that all members complete the survey, as thiswill dictate how or if you receive Rehab Matters magazinein the future.Your opinion matters, so let’s hear it!SPRING 2014 13

Namaste to Back Pain:Therapeutic yoga and its affect on theworkplaceBy Tom BarwellLet me be honest about something fromthe outset: I started a clinic specializingin adapted yoga as part of physiotherapytreatment, primarily for back conditions, yetI’m not a physiotherapist, or even a yogaguru. I’m a psychotherapist.It was perhaps not despite my profession,but because of it, that I decided to start aphysiotherapy clinic that offers the use ofadapted yoga as a treatment option. In theworld of psychology, there is a vast arrayof treatment options. The fastest-growingtreatments (and certainly where the money is)are in the land of psychopharmacology—ordrugs, as they are more commonly known.Now drugs, of course, are invaluable for somepeople. Generally, if a case is severe theymay be appropriate while other treatmentsare arranged. The zeitgeist, though, is quitedifferent. Under the surface, our desire reallyseems to be something closer to the fictionaldrug described in Aldous Huxley’s Brave NewWorld: a “happy” drug that would relieve usfrom human suffering. That, of course, is atempting notion. However, apart from thepotential side-effects of drug-use, a pithierquestion arises: what about human drive?What about the individual’s ability to grow,to overcome obstacles, or to come to termswith things past or things present? Doesn’tthe pain of life have something to teach us?Isn’t it through the obstacles of life that wegrow and find our path, our maturity, and ourdirection, and along the way, finding who wetruly are?Pure, enduring “happiness” is an illusion,no matter who we are or which physical ormental state we are in.When we have back pain we are faced with asimilar dilemma. There is a long list of painalleviatingdrugs on the market, alongsideother “quick fixes” or band-aid solutions. Butmost physiotherapists will tell you the samenews that a psychotherapist would: longertermchange takes time and regular effort.One of the amazing things about yoga is thatit is a physical activity that is both enjoyableand relaxing to do. Not only that, but if youpersevere with a type of yoga that is suitablefor your back condition,you can begin to alterposture, musculature,and condition. You canwork on the roots ofthe problem, ratherthan only the symptom.And the problem isnot an insignificantone. According toStatCan, four out of fivepeople report sufferingfrom low back pain—that’s 80 percent of Canadians—resulting in a significantportion of all missed work days being due toback pain.The health of your back—the numberone cause of absenteeism from work—isnot just a physical thing; it is inextricablyentwined with mental life, with our choices.The fact is, when our lifestyle becomeshealthier, so do we.Consider this: both smoking and obesity havebeen linked to back pain (as have stressand depression). However, when the two arecombined, back pain prevalence reaches over20 per cent of the population—a 3.4-folddifference from those in low risk groups (nosmoking or obesity), according to a 1998study called “Lifestyle & Low-Back Pain” byDeyo and Bass.So, other than lifestyle, how can yoga help?“Eighty per cent ofCanadians reportsuffering from lowback pain andmissing work asa result”Adapted yoga is not only about posture andalignment, it also helps define musculatureand build strength. Perhaps more crucially,it builds muscle and brain memory for dailyactivity. That is to say that the education,knowledge, and awareness that can begained are both mental (for example, focusingon proper body mechanics) and physical.Memory, as we know, only comes fromexperience. But when experience, over time,has embedded new unconscious habits,including neural pathways, it can grow.These, though taking effort at first, eventuallybecome “second nature.”A good example of this is learning to drivea manual transmission. If you’ve evertried, unless you are particularly well cocoordinated,learningis a fraught process.Gears will be crunchedand tempers will be lost.However, once mastered,just like riding a bike,driving stick becomeseasier than easy—itbecomes second nature.When faced withadversity, we are made tochoose. If we choose thehard route of striving for change we do notchoose an immediate relief. We look longerterm, and with the help of others we learn, weadapt, and, when things go well for us, theybecome second nature.Nobody promises life will be easy; perhapswe should promise that it will be hard.REHAB MATTERSAPPROVEDE DIT O RIA L C O M M IT T E ETo view references for this article, visit ourwebsite www.vracanada.com/media.phpTom Barwell is apsychodynamicpsychotherapist, and founderof The Yoga Back Clinic. Helives and works in Toronto.14

Benefits of a Foreign TrainedHealth PractitionerLast summer, VRA Canada and KMG HealthPartners launched a test project with the help ofHealthForceOntario, with the goal of providingeducation and assistance to foreign trained healthpractitioners in transitioning to a new career.Two-hundred and fifty foreign trained physicians,physiotherapists, and psychiatrists attendedan information session regarding a retrainingopportunity to become internationally certifieddisability management professionals (CDMP).Forty applicants were selected to begin anaccelerated certification program in disabilitymanagement working towards securing theirCDMP certification through NIDMAR; trainingfor the first group ends in May, with a secondgroup completing in November. Individuals withCanadian experience will sit their exams on May28, 2014, after which they will be ready to take onthis new career and enter the workforce! Others willrequire work experience and are eagerly seekingpracticum activity in order to build hours of relevantwork experience.The perfect fit for insurance companies, disabilitymanagement companies, and the like, theseindividuals are at the top of their field, know what isneeded in order to get employees back to work, andunderstand the accommodations that are required bylaw from the injury/illness employer. The medicaleducation and training that these professionals bringto the table provides the highest level of knowledgeand expertise to deal with complex cases.Foreign trained health practitioners are an asset toany organization; they are multilingual, and haveroots in their communities here in Canada as wellas overseas. These participants have been living inCanada for upwards of three years and working innon-medical capacities. This is a win-win for anyonewho hires these exceptionally talented individuals orprovides them with a practicum opportunity.For more information on the program, or to inquire about hiring or examining thebenefit of hiring a foreign trained medical professional, please contactGail Kovacs at gail.kovacs@kmghp.com.SPRING 2014 15

Ethically Speaking:Do we do what we say we will do?By Gisela Theurer, MA, CCRC & Dr. Roberta Neault, CCC, RRPThe names and incident in the followingarticle are fictitious and a combination ofseveral situations presented to the firstauthor.Jennifer works in an agency that providesemployment services to individuals withdisabilities. One of her colleagues, Margaret,has been struggling with her workload andthe stress of the job, and is occasionally veryabrupt and impatient with clients. Jenniferobserves this behaviour and tries to talk toMargaret, who brushes her off. Managementof the agency appears tolerant of Margaret’sbehaviour, as she is a long-term employeeand her productivity appears satisfactory.Jennifer is affiliated with a professionalassociation and is aware of the responsibilityto take action when inappropriate behaviouris observed. However, she is not awareof anyone, ever, reporting a colleague’sunprofessional behaviour. She feels distressedand is unclear about her employer’s supportfor any action she might take.The word ethics is constantly in the news.We once read the acronym “DWWSWWD,”which stands for “Do What We Say We WillDo.” However, career practitioners realizethat our work has become more complex,so it appears to be fitting to change thisstatement to a question: “Do We Do WhatWe Say We Will Do?” Jennifer knows whatshe should do, but does not feel she is ableto act on what she agrees is part of herprofessional obligation.Ethical behaviour used to be defined throughcommon sense and empathy—now itappears that the meaning of ethics hasbecome much grayer. Professionals areconcerned about survival in the changingpolitical climate: can we be ethical intoday’s bottom line environment? How dowe maintain our ethical standards whensomeone else has the decision-makingpower? How can Jennifer report a colleaguewhen her agency has not placed a strongemphasis on ethics, or not taught staff adecision-making process when presentedwith an ethical dilemma?Ethical fitness is the capacity to recognizethe nature of a challenge and respond witha robust understanding of the dilemma,16especially when several options have ethicalfoundations. We have to be mentally engagedand committed through feelings as well asthrough the intellect. It is vital that careerpractitioners have an understanding of thebasis of ethics: common values. With anunderstanding of our commonalities, raisedawareness and mindfulness, we are betterprepared to articulate and think through theincreasing complexities in our work.Ethical decisions are formed by innerimpulses (personal values), judgments, andknowledge about professional obligations.There are four paradigms that are relevant forthis discussion: individual versus community,justice versus mercy, short-term versus longterm,and truth versus loyalty. For example,how do you make a choice when there is aconflict between the needs of an individualand a community? If you have a disruptiveclient in a group, how do you choose whotakes priority: the individual (who has multiplebarriers and without your support may be ina worsening situation) or the group (whoselearning is diminished by the individual’sactions)? In Jennifer’s case, she is aware thatboth her choices (reporting or not reportingMargaret to her professional association) mayhave some negative consequences.Many career practitioners are members ofprofessional associations or organizationsthat provide a code of ethics (e.g., CanadianCounselling Association, NETWERCC, andthe Vocational Rehabilitation Association ofCanada). As a result of the National Standardsand Guidelines for Career Development,Canadian career practitioners also have aspecific code of ethics to guide their work.An important feature of this code is theaccompanying Ethical Decision MakingModel, which provides a five-step process formaking ethical decisions within our field:• Recognize that an ethical dilemma exists• Identify the relevant issues, all of theparties involved, and correspondingpertinent ethical principles from the Codeof Ethics• Examine the risks and benefits of eachalternative action• Choose a solution, take action, andevaluate the results• Learn from the situationEthical fitness, like physical fitness, takesa commitment to continuous practice.Ethical dilemmas benefit from discussionswith peers, as we grapple with diverseperspectives and conflicting needs. Courses,seminars, workshops, and online discussionforums provide rich opportunities for careerpractitioners to share dilemmas and explorepotential solutions. For Jennifer to takepositive action when a dilemma arises, sheand her colleagues need to be encouraged toparticipate in regular discussions about themyriad ethical dilemmas that arise in our dayto-daywork.John Gardner states that a ‘good’ communityneeds to find a productive balance betweenindividuality and group obligation. Our ethicsshape how we participate in our work andour community. Discussions and reflectionson these questions are, therefore, exciting,challenging, and truly essential to ourprofession.REHAB MATTERSAPPROVEDE DIT O RIA L C O M M IT T E EOriginally published in Contact Point Bulletin,February 28, 2009To view references for this article, visit ourwebsite www.vracanada.com/media.phpGisela Theurer, MA, CCRC, has a Master’s degree inCounselling Psychology, is a graduate of The CoachesTraining Institute, and has 25 years of experience incommunity services and entrepreneurial development.She currently operates a coaching and consultingbusiness. She is hooked on ethics and has deliveredethics training through seminars and conferences. Forfurther information, check her website:www.gmt-consultants.comRoberta Neault, PhD,CCC, RRP has a PhD inEducational Psychology anda Master’s in Counselling.She teaches ProfessionalEthics in the CampusAlberta Master’s in AppliedPsychology program andco–developed/co–instructsthe fully online Ethics forCareer Practitioners course with Gisela in the CareerManagement Professional program, next scheduled inAugust 2004. Contact info@lifestrategies.ca or visitwww.lifestrategies.ca, for more information.

Introducing:LMS PROLINKProtectorLMS PROLINK is a national leader inmanaging insurance programs forCanadian professional associations,including VRA Canada. As the majorityof members are participating in theirVRA Canada liability insurance groupplan, odds are that you are covered withProfessional Liability Insurance; but whatdoes that mean for you?Rehab Matters is proud to announce thisnew recurring feature in the magazineto answer all of your insurance relatedquestions. Representatives from LMSPROLINK will be answering questionssent from members about your coverage,the policy features, claims examples, andmore. If you’re a member not currentlyparticipating in the insurance group plan,this is a great opportunity to ask questionsabout extending coverage to protectyourself.Your questions will be answered by topLMS PROLINK employees, includingDerrick Leue, President, and AndrewSpencer, VRA Program Account Executive.Each new issue of Rehab Matters willfeature a Q&A facilitated by you, themembers! You can submit questionsin several ways: by email to query@mcintegrated.com; on our Facebook page(www.facebook.com/VRACanada), andTwitter (@VRACanada). All questions willbe submitted to Derrick and Andrew.Send in your questions today and getanswers straight from the source!Advertising InformationContact:Audra LeslieGraymatter Marketing1550 Bayly St. Unit 16APickering ON L1W 3W1Tel: 647.290.3273Email:aleslie@graymattermarketing.caAd Sizes & RatesThe cover ad rates are for colour ads. The remainder are for black & whiteads. Add 20% for preferred placement.Full Page Cover: $1,500 (full colour)Inside Front or Back Covers: $1,250 (full colour)Full Page: $950Half Page: $700*Graphic design services are availableto create your ad.Third Page: $450Quarter Page: $350Business Card: $125SPRING 2014 17

Get the Facts:Accommodations for Aging WorkersBy Katherine Abraham, Hons. BAThe Canadian Centre for OccupationalHealth and Safety (CCOHS) is a great sourcefor information regarding aging workers inthe labour force. As the number of agingemployees in the workforce is steadilyincreasing (thanks to the aging Baby Boomergeneration), it is more important than everto make sure there are systems in place toaccommodate this significant community ofworkers. In 2011, Statistics Canada reportedthat nearly one in four people in the labourforce is 55 years old; and between 2001 and2009 the proportion of people in the workforcewho were 55 and over rose seven per cent,from 10 to 17 per cent.The need to accommodate aging workers issteadily growing as people are choosing to stayat work longer and later into their lives. Whileany given workplace must be accommodatingfor all employees, there are specific healthand safety concerns—outlined by CCOHS—that pertain to aging workers. According toresearch, older workers tend to have feweraccidents, but when an injury does occur theyare more severe and require more time torecover. The nature of the injuries also tends todiffer between younger and older workers, witholder workers sustaining more repetitive motioninjuries, back injuries, and musculoskeletalinjuries than their younger counterparts.Accommodations to prevent such injuries areas straight forward as making sure everyoneis fully trained and suited to undertake thetasks at hand, this includes not being pushedor encouraged to work harder than is safelypossible. The CCOHS recommends adjustingwork stations and work patterns to makeworkers as safe as possible.As our bodies age, there are physical changesemployers need to consider when makingworkplace accommodations. Muscular strengthand range of motion decrease as people age,this increases the risk of muscle strain, injuriesfrom lifting or carrying,even loss of balance.Long-time employees whohave been doing the sametasks for many years mayhave to adjust the typesof activities in which theyengage to reduce the riskof preventable injuries.Our bodies also react tosleep differently as weage, and restful sleep isharder to achieve. Thiscan be dangerous for olderworkers employed in shiftor night work situations,where a lack of sleep canresult in poor focus, slowedreaction times, diminished cognitive abilities,memory loss, as well as increased risk of heartdisease, high blood pressure, and depression,which can all have a negative effect in theworkplace. The accommodation recommendedby the CCOHS is the use of shift rotations thatare the least disruptive to sleep patterns.In additional to physical changes, cognitiveor learning functions also change with age.Research on cognitive functioning showsthat, as we age, it may take longer to learnnew skills and the ability for dual-taskactivities decreases; however verbal tasks andvocabulary skills remain, and even improve.Simple accommodations for creating aconducive work space can include, maintaina quiet location free from distractions such asloud noises and bustle of activity. By eliminatingdisruptions, workers are able to focus ontasks and prioritize work, resulting in fewerworkplace accidents and higher productivityfrom employees.Different age groups learn in different ways andtherefore require varying methods for training“The need toaccommodateaging workers issteadily growingas people arechoosing to stayat work longerand later intheir lives”and receiving new information, with eachmethod focusing on each group’s strengths.While younger workers may be asked to usea computer program, older workers may firstneed to be taught how to use the programbefore training can begin. Studies show thattraining may take longer than with youngerworkers, but once a skillis learned there may beno difference in how wellsomeone works. TheCCOHS suggests thatolder workers benefit froman emphasis on the logicbehind the information, or“why you’re doing whatyou’re doing.” Studies haveshown that intoleranceor resistance to learningoften correlates to a lackof previous formal training;meaning workers mayfind it hard to take in newinformation or to learnnew ways of doing things.In these situations, it’simportant to offer several options for leaning tofind the solution that best fits the employee andhis or her learning style.Older workers provide invaluable experienceand insights into the workforce that cannot beduplicated by their younger counterparts, whichis why accommodation efforts are not onlyimportant but imperative. One common factorin all age-related workplace injury studies isthat the recovery process for older workerslasts longer than with younger workers. Withthis in mind, it makes sense for employersto focus their accommodation efforts onpreventative measures, such as re-trainingand environmental changes. By maintaining apositive, safe, and accommodating workplace,employers can reduce illness, injury, andworkplace absenteeism and foster a positiveenvironment full of happy, healthy workers ofall ages.REHAB MATTERSAPPROVEDE DIT O RIA L C O M M IT T E ETo view references for this article, visit ourwebsite www.vracanada.com/media.php18

MEMBERSHIP UPDATESNew MembersAlan Japos AlinsubAlexandra Harvey-LangtonAmy Teresa RogalskyAndrea Cibulak-DaviesAndrei KozlowskiAnn GagneAnne O’ConnellAshley MullinsAymeric DuponBenjamin WrightJohnstonCaitlin AllenCaroline MiegeCathy HewerCharlene TaylorCheri-Ann MohammedClarissa CheongCraig RanceDavid VollickDevon GergovichEdwin RossElaine LeeEmma ChaseFloriana MacchiaGina DavisHeather Spencer GrimJacqualynn PersonaJacqualynn PersonaJacquie OttamaJeffrey William BaldockJodi BrasgoldJodi Brasgold-FinkelsteinKaren StoreshawKaren StoreshawLaurie NighLeanne MayerLianne StephensenLina Gabrielle SommaLinda CunninghamLiv KuznetsovLynda WalkerLyse Le BlancMegan NguyenMonique MercierNadine RussoNancy DuboisNicola BartkowiakNicole VeldhuisNikita SehgalPankaj MisraS. Kathleen BaileySanzana HossainSarah MorrisonSarah PeddieSusan StarrSuzanne ChomyczTanya BrodhagenTara-Lynn PhillipsValerie DalbyWalter MartinNew RRP RecipientsAndrea Cibulak-DaviesAndrei KozlowskiAnne NanniAnne O’ConnellAshley MullinsBenjamin WrightJohnstonCaitlin AllenCassandra Adler-BockCathy HewerDavid VollickDouglas EllisEdwin RossElaine WiensIngelise Fraser (Pita)James YorkeMonique MercierNicole VeldhuisS. Kathleen BaileySamantha GallagherSarah HreceniukScott MunroSuzanne ChomyczSuzanne MooreTanis GilbertsonTara-Lynn PhillipsValerie DalbyWalter MartinWanda HodgesWendy SwanNew RVP RecipientsCorrie AikenheadDarlene SmithMary McCormackNadine RussoShelley Spencer-McLoughlinSusan StarrNew RCSS RecipientsCraig RanceSarah PeddieBen Ruiter: Companion Care ServicesBen provides companion care services to adult individuals with dementia,multiple physical disabilities, developmental delays, and more.DEMENTIA: Program includes activities designed to stimulate the sensesand memories, allowing for freedom of expression, fun, and enjoyment withothers.PHYSICAL DISABILITIES: One-on-one support includes personal hygienecare, using a Hoyer lift, meal preparation, exercise program, and socialinteraction, providing families with much-needed breaks and peace of mind.DEVELOPMENTAL DELAYS: Energetic activities include planned outings(to aquariums, etc.) and walks within the community; in-residence supportincludes computer activities, memory games, and reading.Ben Ruiter is a social service worker with a passion for helping people andexperience working with many individuals in varying physical and mentalcircumstances.Contact Ben about your companion care needs:416-488-9920 • benruiter@hotmail.com.SPRING 2014 19

1. Workers over the age of 55 who get injuredor ill are most likely to permanently leave theworkforce.a. Trueb. False2. What percentage of jobs is “hidden”?a. Less than 45%b. 60%c. 75%d. More than 80%3. What is responsible for up to 40 per cent ofmissed work days?a. Low back painb. Tension headachesc. Arthritisd. Mental illness4. What occurs faster for individuals working inmanual labour jobs?a. Muscle strainsb. Memory lossc. Age-related deteriorationd. All of the above5. What does the acronym DWWSWWD stand for?a. Don’t Wait When Starting Work Wellness Dutyb. Do What We Say We Will Doc. Deliver What’s Wanted, Stop Wasting WorkDaysd. None of the above6. What rose by 7 per cent between 2001 and 2009?a. The number of people in the workforce agedover 55b. Workplace absenteeismc. Age-related workplace injuryd. Early retirement7. According to employers, what is a one key togetting a job offer?a. Research the company prior to interviewb. Offer letters of references from the get-goc. Experience in the fieldd. Have excellent written and verbal skills20for$20Pay $20 and receive2 CEU creditsbased on a100% score.The answers to the following questions are derived from the content within thispublication. Each question has a CEU value of 0.1. If all questions are answered correctly,you will receive two CEU credits, for a total of eight per year. In order to participate inthis unique offer, you may go online to www.vracanada.com and fill out the requiredinformation and questionnaire online. Alternatively, you may fill out the form and completethe quiz below and mail them, along with a cheque in the amount of $20 addressed toVRA Canada. CEU quizzes from previous issues may be completed at any time; there is noexpiry date. To complete previous CEU quizzes please login to www.vracanada.com.Good Luck!8. What is the fastest growing avenue fortreatment in the psychology world?a. Holisticsb. Psychopharmacologyc. Fitness and exercised. Psychotherapy9. What is “ethical fitness”?a. Ethical dilemma-style brain teasersb. Problem solving exercisesc. Capacity to recognize the nature of achallenged. Intellectually stimulating engagement10. What type of barriers increase the longer anindividual is away from work with an injury?a. Cultural barriersb. Psychological barriersc. Physical barriersd. Training barriers11. What workplace body has the ability to bothdiscipline and accommodate workers?a. Canadian Human Rights Coalitionb. Administration Servicesc. Human Resources departmentd. Personnel Management12. Lack of sleep increases your sick of whichdisease?a. Heart diseaseb. High blood pressurec. Depressiond. All of the above13. What additional ailments have been linked toback pain?a. Obesityb. Stressc. Depressiond. All of the above14. What risk-factor is not associated with makingsome people more susceptible to emotionaltrauma?a. Excessive stress pre-injuryb. Experience with previous lossc. Severity of injuries caused by accidentd. Psychological illness15. Ethical behaviour used to be defined throughcommon sense and empathy.a. Trueb. False16. Vocation rehabilitation counsellors do not havethe ability to administer standardized tests(such as GATB or Valpar Testing).a. Trueb. False17. Once a skill is learned, there is no age-relateddifference in how well someone works.a. Trueb. False18. What is a benefit of internships and co-opplacements?a. Low-pressure environmentb. Hands-on experiencec. Keep skills fresh and updatedd. All of the above19. Goal-setting workshops often fail at facilitatingpositive mindsets and offsetting fears of theunknown.a. Trueb. False20. How are ethical decisions formed?a. Inner impulsesb. Judgmentsc. Knowledge about professional obligationsd. All of the aboveName__________________________________________________ VRA Number_________________Email________________________________Visa/MC number and expiry date (if not paying by cheque)____________________________________________________________________Mailing address: VRA Canada, 4 Cataraqui Street Suite 310, Kingston, ON K7K 1Z7Cut here Cut here Cut here Cut here Cut here

Imagine Your Future…you can change your life!To the Automotive Training Centre;My name is Chad Williams. I was an injured worker when Worksafeand I decided that the Dispatching and Transportation Operationsprogram at the Automotive Training Centre would be a good fit formy situation.At first I was hesitant, as I had no experience in this industry.Being out of school for 20 years, I wasn’t sure of what to expect from adultlearning. The professional staff at ATC was very helpful to me, and understood where Iwas coming from and what my goals were, and helped me to achieve them.Both of the instructors, Jerry Virtanen and Lawrence Candiago have a wealth ofknowledge and understanding of the transportation and trucking industries, and areable to pass that along to their students. With the education that I now possess, I amnow working full time as Head Dispatcher for a major trucking company in the lowermainland. This would not have been possible for me without my training here at ATC,and without the level of teaching and value of the materials taught here.I would like to thank the staff at the Automotive Training Centre for helping me rejointhe workforce, and to succeed in the Dispatching field.Sincerely,Chad Williams, GraduateWE HAVE MANY EMPLOYMENTOPPORTUNITIES!In less than 6 months your client can be trainedand qualified for their new career! Many of ourgraduates start working immediately.Automotive Service OperationsSpecialistThis program combines the skill sets fromour Automotive Service Consultant, Auto bodyCollision Estimator, and Parts & Warehousingprograms to provide a complete automotiveservice education for someone looking foradvancement opportunities in this industry.Dispatching & TransportationOperationsThis program will prepare you for the seamlesssentry into the transporation industry.Compliance & Safety SpecialistThis program fully prepares you to enter thetransportation industry as a Compliance andSafety Officer.Providing EducationSince 1985www.lovecars.caCAMPUS LOCATIONSTORONTO, ON SURREY, BC MONTREAL, PQON: 1.800.458.7473 BC: 1.888.546.2886 PQ: 1.877.725.6026