A LIST OF OUR SERVICES

Health Risk Assessments

- Investigate the adequacy of ventilation, exhaust equipment, lighting, and other conditions that could affect employee health, comfort, or performance.
- Develop and maintain hygiene programs such as noise surveys, continuous atmosphere monitoring, ventilation surveys, and asbestos management plans.
- Inspect and evaluate workplace environments, equipment, and practices, in order to ensure compliance with safety standards and government regulations.
- Collaborate with engineers and physicians to institute control and remedial measures for hazardous and potentially hazardous conditions or equipment.
- Conduct safety training and education programs, and demonstrate the use of safety equipment.
- Provide new-employee health and safety orientations, and develop materials for these presentations.
- Collect samples of dust, gases, vapors, and other potentially toxic materials for analysis.

Pre-placement Examinations

A pre-placement or pre-employment examination serves two functions:
- to determine an applicant's ability to perform a specific job, and
- to provide a baseline medical status against which to evaluate any occupational illnesses or injuries that might arise during employment.

A certified occupational medical practitioner(OMP) can perform these examinations, and they include:

- A physical examination,
- Vision test,
- Hearing test,
- Pulmonary function test,
- Electrocardiogram,
- Chest x-ray,
- Blood tests,
- Urinalysis, and drug testing
Only the OMP can determine if the applicant can perform necessary job functions despite any medical condition he or she may have. A company cannot, however, legally deny an applicant a job solely on the grounds of a diagnosis such as cancer or aids and people with disabilities. The company can only deny the applicant employment if, in the opinion of the OMP, the applicant is unable to perform the essential functions of the job.
The pre-placement examination also establishes a baseline medical profile for the protection of the company and the employee. It may help determine whether any illness or injury that occurs later is occupational, non-occupational, or the result of previous employment.

Medical Surveillance

Medical surveillance examinations are usually required by company policy or by government health standards for employees exposed to toxic chemicals or other substances that may pose a health risk in the work environment.
The purpose of the examination is early detection of work-related medical illnesses so measures can be taken to prevent serious disability or death. The OMP is responsible for notifying the employee and for arranging appropriate treatment and follow-up care of all work-related illnesses. The company in turn must take appropriate action to minimize the exposure of its employees to hazardous agents.
This can be done by rotating jobs, installing special engineering devices, improving ventilation, using safer chemicals, or providing workers with protective equipment.

Periodical Examinations

Some companies offer regular health examinations for employees and executives who do not work in hazardous environments. These assessments, which are similar to the pre-placement examination, are preventive in nature and stress the early detection of disease or predisposing factors to disease. Employers are beginning to provide these examinations free of charge because early detection and treatment of illnesses reduce absenteeism, improve work productivity, and may prevent long-term disability.

Return-to-Work Programs

Return-to-work programs help injured or sick workers return to the workforce as early as they are able. They focus on easing the transition for employees returning to work. Companies that use return-to-work programs see benefits such as lower insurance costs, enhanced retention of skilled workers, and better employee relations.
An OMP evaluating candidates for return to work programs must have a good understanding of the work employees perform and the types of restrictions an employer can accommodate.
The OMP must determine whether the employee can return to full-time or part-time work, to regular duty, or to modified duty. In modified-duty programs, injured workers return to jobs that are designed according to their interests and capabilities. Workers make a gradual transition back to their regular jobs while performing as many of their usual duties as possible. Modified duty should be discussed in detail with the employee and his or her supervisor.
The employer should predetermine the duration of modified duty, adding responsibilities as the employee's condition improves. Collaboration between health services and management is essential for the program to be effective.

Disability/Incapacity Management

An estimated one out of five employees will use short-term disability during his or her working years. Many companies provide short-term disability programs for their employees. However, many employers neglect to control the length of absenteeism and the loss of productivity.
Ideally, every disability case should be reviewed by a health care professional. The length of disability given by the personal physician should be compared with accepted standards for that disability. If the length of disability is excessive for a diagnosis, additional information should be obtained to affirm the reason.
If the company's case manager or its disability insurance representative disagrees with the employee's personal physician about the length of disability, the company may request an independent medical examination (IME). A physician chosen either by the company or by its disability insurer performs the IME, which determines a return-to-work date and the length of time the employee will receive disability pay.
The type of work the employee performs also must be considered. Durations of disability are significantly shorter for clerical workers than for manual laborers.

Employee Assistance Program

- Rehabilitation and Development Programs
- Counseling
- HIV/AIDS in a workplace, Counseling & Management Thereof
- Stress Management
- Financial Distress
- Policy on Drugs and Alcohol Abuse
- Absenteeism
Some employers offer employee assistance programs (EAPS) to help workers and their families with personal problems that may affect the employees' wellbeing and job performance.
Alcoholism, drug abuse, and emotional, medical, legal, financial, work-related, or family problems are commonly treated. Early intervention, counseling, and appropriate referrals are the primary objectives of EAPS The employee is given between three and eight EAP counseling sessions, usually at no cost. If further intervention is necessary, the costs usually are covered by the employee's medical benefits.
%APS generally are not located at the workplace. Employees can seek help on their own by calling the EAP directly—which is usually the case—or they can be referred by supervisors. Once the employee makes contact with the program, he or she is evaluated by either a social worker or a psychologist, depending on the problem.
After the evaluation, the employee may continue with the social worker or psychologist or may be referred to an appropriate specialist or center. The information gathered about a particular employee and his or her problem is confidential, and the employer is not notified.
A referral to an EAP by a supervisor is usually made because of an employee's poor job performance or behavior at work that may reflect personal problems. In this case the employee is required to contact the EAP and to comply with the EAP's treatment or recommendations. Failure to do so may result in disciplinary action by the company.

Drug testing

Many companies have instituted substance abuse programs to deal with the problem of drug and alcohol abuse in the workplace. These programs take a firm stand against the use of substances that may affect safety or the performance of employees in the workplace. An employee may be tested on several occasions.
The first is during an applicant's pre-placement physical. Medical personnel may request that applicants provide urine and blood samples for testing purposes.
It is important that the company follow a proper procedure called "chain of custody," which requires an applicant's signature and witness of the specimen's sealing with a special tape. This procedure guarantees it is the applicant's urine and prevents tampering.
The specimen is sent to a laboratory for detection of illegal and prescription drugs. Some drugs, such as marijuana, may be positive in the urine for up to twenty-eight days, whereas other drugs may be detected for only three to four days. If the initial results are positive, a more sensitive testing method is used to confirm them. If an applicant tests positive for illegal substances, he or she usually will be denied employment.
Even marijuana found in urine weeks after use can be a legal cause for denying employment. When the drug test is positive for a prescription medication such as Valium, the applicant may be asked to produce a letter from the prescribing physician stating the reason for the medication. This information is important and might prevent the applicant from being hired (for example, if the job includes operating heavy machinery).
An employee may be tested for drug use during an annual physical examination, randomly during the year, "for cause," or after an accident. Drug testing during the annual physical or done randomly may deter substance abuse, but such testing has legal implications.
It is important for the company to have a clear drug policy covering this type of testing. Employees who test positive are subject to disciplinary action or termination. They also may be referred to an EAP or for professional evaluation and recommended for individual or group counseling, outpatient care, or hospitalization.
Those testing positive for illegal drugs after an accident may be denied unemployment, workers' compensation, or disability benefits.
When an employee acts in an unusual manner, the supervisor may request drug and alcohol testing commonly referred to as "for cause" testing. It is important that the employee be examined by a medical doctor before testing to document the problem and to be sure the symptoms are not the result of a medical condition.

Employee Health Management

Employees are evaluated for non-occupational illnesses by the company physician and given the appropriate treatment. By providing workers with early diagnosis and treatment on-site, the employer benefits in reduced absence rates.

Employee Health Screening

These programs educate employees, detect illnesses, and increase employees' awareness of certain diseases.
These screenings are very cost-effective, allowing early diagnosis, early treatment, and reduction of subsequent medical absences.
The most common screening program is for hypertension & blood pressure. Employees with elevated blood pressure may be referred to employee health services or more often to their personal physician. Mammography programs for early detection of breast cancer are becoming increasingly common.
Other common programs screen for cholesterol, glucose (diabetes), and skin cancer. Some companies also have screening programs for colon cancer, prostate cancer, and osteoporosis.

Fitness Programs

Many companies have instituted fitness or exercise programs to improve the health of their employees. When employees take advantage of these programs they can increase productivity, decrease absenteeism and turnover, reduce stress, and improve morale, in addition to reducing health care costs.
Surveys show that most large employers are active in promoting health. Some large corporations have taken this idea further. They have constructed complete on site fitness centers.
An exercise specialist evaluates the employees and designs individualized exercise regimens. This type of program is very popular because it provides a convenient facility and a customized exercise program.
Evidence suggests most companies experience a direct reduction of medical costs as a result of these programs. Companies also benefit from decreased absenteeism and increased productivity

Wellness Programs

Many companies have introduced wellness programs or disease management programs to promote good health. Companies subsidize such programs, which can be implemented on site or in the community, in order to reduce future health care costs and losses in productivity from workers' preventable illnesses.
While these programs vary greatly from company to company, we usually include courses on smoking cessation, general nutrition, low-salt diets, cholesterol reduction, weight loss, hypertension, diabetes, asthma, prenatal care, stress management, and depression.
Cigarette smoking is a primary cause of many diseases, such as lung cancer, heart disease, emphysema, and chronic bronchitis. Because of these statistics, many companies have instituted smoking cessation programs, in addition, most companies have established strict policies to create smoke-free workplaces.
Elevated cholesterol is also a significant risk factor in the development of heart disease, the leading cause of death today. Programs that educate employees about cholesterol and good nutrition are the most effective methods for long-term reduction of cholesterol.
Obesity as well, can lead to many serious medical problems, and recent studies show it may soon match or even replace smoking as the leading Cause of preventable deaths. Programs encouraging weight reduction are usually very popular with employees. The easiest and most effective weight-counseling programs are on-site.
We also have a new prenatal and postnatal assistance program. These programs are especially valuable in companies where employees have a high incidence of complicated births.
Does your company monitor maternity leaves per annum and calculate the average loss to the company?
Wellness programs also may include company-published health literature. These publications may range from one-page newsletters to complete magazines. They help increase employee awareness of the importance of a healthy lifestyle by providing information about weight reduction, smoking, exercise, and early signs and symptoms of common diseases.
Through their medical insurance or another health care company, employers also may provide disease management programs. These companies identify employees with specific chronic diseases such as depression, diabetes, asthma, or hypertension.
They provide the employees with educational information to better control their conditions and encourage employees to follow physician instructions.

Immunizations

Some companies offer workers immunizations through employee health services. The most commonly given immunizations protect against influenza, tetanus, and hepatitis b. For workers who travel outside their country, immunizations may be provided against such diseases as cholera, typhus, yellow fever, hepatitis a, malaria and polio.
Companies whose workers travel internationally may provide necessary medications and immunizations to their workers for free. Medication for the prevention of malaria is given for travel to certain parts of the world. The most important legislation concerning health in the workplace is the occupational health and safety act no 83 of 1993. This act established the occupational safety and health administration (OSHA) under the department of labour to disseminate and enforce safety and health standards to protect employees at work. /SHA offices that exist throughout the nation are established in order to enforce protective standards and implement outreach programs to employers and employees.
Every employer with twenty one or more employees must maintain records of work-related injuries and illnesses.
The employer also is required to post an annual summary of the workers' injuries and illnesses. These records must be kept for five years and must be made available to employees and safety/ OHS representatives on request. Major financial penalties can be levied against employers who fail to accurately document employee illnesses and injuries in the workplace.
Employers are responsible for identifying chemical, physical, biological, and ergonomic hazards in the workplace. For exposure to certain materials, medical surveillance is required under the occupational safety and health act. /SHA requires medical monitoring for exposure to asbestos, benzene, noise, lead, and other chemicals and hazards.
This monitoring generally begins with a medical history and physical examination. In some cases it may include specific blood tests, pulmonary function tests, chest x-rays, or hearing tests.
OSHA also requires that employees be given certain protective equipment if there is a reasonable probability of an injury at the work site. The most common pieces of equipment supplied to employees are safety glasses, gloves and shoes, helmets, respirators, and hearing protectors.
Its goal is to ensure that employers and employees know about the substances with which they work and understand how to reduce illnesses and injuries associated with chemical materials by identifying the chemicals and including hazard warnings. Employers also must provide a material safety data sheet (MSDS) for a hazardous material. This is a technical bulletin describing the chemical, its characteristics, the health and safety hazards, and precautions for safe handling and use.

Health & Safety Systems

Public workers' compensation laws regulate work-related injuries and illnesses. These laws require that employers provide replacement incomes to employees who suffer work-related injuries or illnesses.
This means the employee is entitled to receive benefits regardless of whether the employer has provided a safe workplace or the worker's own carelessness contributed to the injury or illness. Employers are required by law to pay a portion of the salary lost and many have a fee schedule for hospital and physician services.
Employers pay for insurance to cover this cost, either through a state fund or through a private insurance company.
There usually is little doubt as to whether an injury or illness is work related. Basically, any injury that occurs in connection with work is covered unless it was intentionally self-inflicted or caused by substance abuse. An illness or disease is likely to be covered if it was the gradual result of working conditions. For example, lost time and health care costs caused by carpal tunnel syndrome, tendonitis, lung disease, and heart attacks often are covered by workers' compensation.
Many companies view the expense of employee health services as cost effective, since these services can have a major impact on a company's workers' compensation costs.
Early on site treatment is extremely cost-effective and reduces lost time. Appropriate referral by health services may expedite early medical treatment. In addition, health services can perform case management to aid the employee through the health care maze and avoid wasting time or undergoing unnecessary procedures. Health services, representatives and committees may also participate in safety programs and accident investigations.
These activities prevent accidents, reduce their severity and the time lost from work, and lower medical costs.

Primary Health-care

- Health Education/ Workshops
- Full Check-ups
- HIV Workshops, Surveillance & Counseling
- Testing: PTB, HIV, diabetes, drugs etc.
- Immunization
- Physical Therapy Services (Physiotherapy)
Aids is a viral disease that gradually destroys the body's immune system. As a result, unusual or opportunistic infections and certain cancers, such as Kaposi's sarcoma, may occur. It can be transmitted by sexual intercourse, the use of infected needles, the transfusion of infected blood, or the transfer of the virus from a mother to her infant before birth or while breast-feeding. There also have been reports of aids transmission to health care workers via accidental sticks from contaminated needles or contact with infected blood.
This disease is not transmitted by casual contact or social association in the workplace. Unfortunately, much fear and misinformation still surrounds aids.
In terms of company policy, aids should be treated like any other disease or disability and should not be the basis of discriminatory practices.
If an employee with aids is able to perform the duties of the job, he or she should be allowed to work.
If the employee is not able to work, he or she should be placed on short-term or long-term disability.

Additional Services

Our primary and occupational health care programs include;
- A comprehensive report to management
- Full statistical report
- Consolidated trends & complaints profile
- Fitness certificates of employees and recommendations
The above are attained by the following objectives:
Diagnosing early of potential occupational or non-occupational diseases Recognising harmful lifestyles (alcohol& drug abuse).