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occupationalmedicine@washingtonhospital.org                                       724-223-3528

Occupational Medicine

 
Objectives
Services
 Preventive/Wellness and Employer Support Programs
Case Management
 Employee Assistance Program

The Washington Hospital
Occupational Medicine Center
95 Leonard Ave. Bldg 1
Suite 401
Washington, PA 15301

Monday through Friday
8 a.m. to 4:30 p.m.

Case Management Services:
724-223-3539

EAP Services:
724-223-3430

 

 

The Washington Hospital Occupational Medicine Center (OMC) was established in 1984 to promote the physical and mental well-being of workers with the help of a health care team skilled in managing problems confronting workers. The center is designed to serve each business’s particular needs, and employers may choose services which meet their specific requirements.

It does not cost anything to become an employer/TPA/insurer subscriber to the center. Subscriber status entitles the subscriber to a 30 percent discount off all non-workers’ compensation services, such as physical examinations or surveillance screenings (to meet OSHA, MSHA requirements) ordered through the center. In order for the discount to apply, the company must provide the center’s staff with a contact person, assure payment for billed services, and make a "good faith effort" to utilize the center for primary referral. Reimbursement for workers’ compensation services will be accepted per Pennsylvania State fee schedule guidelines.

The center’s staff consists of a director, board certified in family practice, with over 30 years’ experience in occupational medicine, certified physician assistants, and nurses and medical assistants experienced in occupational health. In addition, case management support by registered nurses and referral to a panel of medical specialists are available.

An appointment for routine physical examinations is necessary. "Walk-ins" for treatment of injuries, such as sprains, strains, lacerations, simple fractures, etc., can often be accommodated; however, the designated employer contact is requested to call the OMC to inform the staff of the impending arrival of an injured worker whenever possible. Authorization to treat the injured employee will also be obtained at this time.

With each subscribing employer, the OMC staff mutually develops a system for follow-up for any employee requiring further treatment. Most employers prefer follow-up for the employee at the OMC in order to assure continuity of care. The center’s staff appreciates the opportunity to visit the employer’s job site(s) to gain first-hand knowledge of the work environment, job requirements, and potential exposures of the employees who may be treated at the OMC.

In order to have the employer involved as much as possible in the center, the staff invites company participation in an Employer Advisory Board, which meets quarterly and serves as a steering committee to provide guidance to the program. This unique opportunity gives companies the chance to contribute to the standards of care upheld by the OMC.

What are the Major Objectives?

bullet facilitate the placement of workers according to their physical and emotional abilities;
bullet promote healthy attitudes and habits among employees;
bullet assure prompt, courteous professional medical care and rehabilitation of the occupationally ill or injured;
bullet maintain continuity of care for the ill or injured worker;
bullet keep lost work time by employees to the minimum necessary for the health and safety of the employees;
bullet provide timely and active communication to the employer regarding a worker under the OMC’s care;
bullet promote safe and healthy work environments;
bullet reduce costs to employers through attainment of the above stated goals;
bullet practice under the Code of Ethics promulgated by the American College of Occupational and Environmental Medicine.

What Services are Provided at the Center?

bullet practice guidelines for musculo-skeletal injuries;
bullet practice guidelines for radiographic imaging/MRI/CT scans;
bullet in-house quality assessment, peer review;
bullet confidential handling of all employee records, medical/legal correspondence in compliance with HIPAA regulation;
bullet pre-placement history and physical examinations;
bullet executive physical examinations;
bullet periodic physical examinations/DOT/surveillance programs;
bullet fitness to wear respirator examinations;
bullet independent medical evaluations;
bullet diagnosis and treatment of occupational injuries/illnesses;
bullet prompt communication with employer personnel/safety departments;
bullet physical examinations after illness, injury, or at retirement or termination;
bullet blood borne pathogen exposure/contact certification and counseling;
bullet referral to a selected panel of medical specialists;
bullet liaison with area hospital emergency departments;
bullet DOT/SAMHSA consortium for federally mandated drug and alcohol screening;
bullet Certified Medical Review Officer consultation (DOT/SAMHSA Guidelines);
bullet monitoring of work-related illnesses and consultation for non-work-related illnesses of lengthy duration;
bullet audiometric testing (OSHA/NIOSH guidelines), by certified personnel;
bullet specimen collection for drug testing/Evidential Breath Testing by certified personnel;
bullet liaison/referral to employee’s personal care physician for non-work-related medical problems;
bullet liaison with hospital psychologist;
bullet employee education and training;
bullet employer consultation regarding preventive aspects of occupational illnesses;
bullet medical bill audits;
bullet case management.

What Preventive/Wellness and Employer Support Programs Does the Center Coordinate?

bullet assistance with development/implementation of modified work programs;
bullet assistance with establishment of physician/provider panel;
bullet back injury prevention/intervention programs;
bullet carpal tunnel prevention and repetitive trauma prevention programs;
bullet cholesterol screening;
bullet CPR;
bullet Employee Assistance Program (EAP);
bullet first aid;
bullet hazard screening (lead levels, copper, cyanide, etc.);
bullet immunization programs;
bullet job analysis;
bullet Weight loss, stress management, and smoking cessation programs;
bullet videotaping of job sites;
bullet wellness program;
bullet worksite inspections/ergonomic assessment.

Case Management

Case management provides early intervention and close three-point contact with the injured worker, treating physician, and employer and is a key element in treatment continuity and the rehabilitation process.

The certified RN case managers can serve as a catalyst to facilitate the injured worker’s management and to minimize the period of disability. The incorporation of early intervention, prompt communication, and accurate information ultimately results in timely case resolution.

The Washington Hospital Employee Assistance Program

Employee assistance programs (EAPs) have increasingly become an important component of human resources services at workplaces throughout the country. EAPs save employers money in terms of employee turnover rate, absenteeism, productivity, healthcare expenses, workers’ compensation expenses, and number of grievances filed. Employers offer EAP services for employees’ personal, family, financial, substance abuse, and other problems because these difficulties can affect the overall health of the employee and impair job performance.

There are a number of advantages of The Washington Hospital EAP. These are:

bullet accessibility to over 200 physicians 
bullet affiliation with Greenbriar Treatment Center;
bullet access to a short-term psychiatric inpatient unit;
bullet modern and private offices enhancing professionalism and confidentiality;
bullet professionally trained and experienced certified EAP staff;
bullet 24-hour access through a dedicated telephone number.

The Washington Hospital EAP is dedicated to meeting the needs of both the employer and the employee. With this philosophy in mind, The Washington Hospital EAP makes available a comprehensive framework of EAP services:

bullet Employer consultation and assistance in  developing EAP policy statement and procedural standards;
bullet consultation during the planning, development, and implementation of the EAP;
bullet supervisor training and orientation regarding use of the EAP, identification-intervention-referral of the troubled employee, and proper documentation;
bullet annual planning and orientation;
bullet consultation and assistance in maintaining and promoting awareness of the EAP;
bullet consultation to supervisors regarding troubled employees;
bullet Substance Abuse Professional (SAP) for DOT evaluations;
bullet evaluation and utilization reports at periodic intervals to access usage of the EAP, types of presenting problems,
bullet employee demographics, etc.;
bullet assistance and consultation in adhering to federal drug-free workplace guidelines.

Employee

bullet employee orientation and education regarding EAP program purpose, referral procedures, confidentiality, and costs;
bullet annual orientation;
bullet wellness and health promotion programs on various topics to promote the health and well being of employees;
bullet assessment/evaluation to determine problems and appropriate treatment recommendations;
bullet short-term counseling to help resolve problems.