Case Study Of Suzie's Case

Summary of Key Issues After examining and having the opportunity to critique the impact of the disability, the bearings of change or loss of employment became very relevant to the client Suzie. From the perspective of a Disability Case Manager, background information is critical to beginning the process of a coordinated effort that addresses individual needs, workplace conditions, and legal responsibilities (Dyck, 2013). Information is also essential in selecting the correct Disability Management Model to begin managing an employee’s illness/injury, and returning them to the highest level of medical improvement (Dyck, 2013). Through assessing, planning, implementing, coordinating, monitoring and evaluating the options and services available,

Showing that program structure, program processes, program outcomes, client satisfaction, and cost effectiveness will all be considered to ensure that all individuals involved the best practises will be followed (Dyck, 2013). Claim management steps should also be taken in Suzie’s case due to unaffordable ambulance, physiotherapy and medical fees. Through completing the proper checklist of claim adjudication, such as appropriate documentation, it’s a work related injury, employee is under treatment, and that medical information supports it being a long-term disability claim are only a few supporting examples. To sum up, the initial assessment of Suzie’s case brings many critical points to understand for the Disability Case Manager. Many surface issues such as conflict between the organization and employee must be addressed, this can be done by insuring policy is addressed and conveyed to both sides, making it clear an Intergraded Disability Plan will be followed. This includes assessments of the employee and workplace situation, development of rehabilitation plan, goal setting and coordination of the case, and brokering return-to-work

Through examining physical, personal, vocational, medical, psychological, performance, educational, financial, and organizational factors one can begin to consider the positive and negative variables in need of assessment (Dyck, 2013). Suzie’s physical factors first need to be addressed. Examining employee’s physical capabilities, job demands, pace, stressors, potential for job modification, adaptive devices, and potential for worksite/environmental modifications will paint a brief picture of what adaptions can take place (Dyck, 2013). Seeing that Suzie has a high demanding labour intensive job, this could pose challenges to adapting her job. However it was mentioned that that she had been trained in managing quality control testing, which would be less demanding, and a good opportunity to slowly return to work. Personal factors need to also be considered. The employee’s family must be considered, along with the presence of a personal crisis compounding the disability (Dyck, 2013). The health status of other family members must also be considered along with the family dynamics impact on the disability (Dyck, 2013). This is very relevant in Suzie’s case due to her being the main family provider, for both her immediate family and aunt. Next looking to vocational factors, one has to examine the degree of job satisfaction, the hours, work responsibilities, performance,