Assessing non-hazardous solid waste business characteristics of Western Canadian provinces

This study addresses a gap that exists in studying waste business characteristics and the performance of a waste management system (WMS). Temporal and spatial analyses of the WMS in four Western Canadian provinces are systematically assessed over a 16-year period. The average waste business size in Canada ranged from 13.4 to 22.1 employees per business. Jurisdictions with lower disposal rates generally have larger waste companies. An average employee handled 1098 to 1426 t of waste annually. The diversion rates tended to be higher when less waste is managed per employee, suggesting total employee count may be important to improve WMS sustainability in Canada. Waste transfer costs are substantial during the study period, totaled $1276 million annually, or about 40.7% of the total government waste spending. BC only spent an average of 2.5% of the budget on operation of recycling facilities, but has the highest waste diversion rate. Expenditure distribution alone is unable to explain BC's superior waste diversion performance. Capital expenditures have been increasing from $15.7/t to $26.2/t. In this study, a business with more full-time employees correlates well with higher operating revenues. Part time workers were more predominant in SK, and may be responsible for the subpar diversion rate and operating revenue. More research is needed to determine waste business characteristics given increasing interest in circular economy and WMS efficiency.     

ANALYSIS OF ABSENTEEISM IN INDUSTRY

There are many nonmedical factors that contribute to employee absenteeism in industry. An employee''s total life situation or total environment may be a causative factor in excessive “sick absenteeism.” In many instances the cure for “abnormal” sickness absenteeism is within the province of supervisory personnel, who should look upon abuse of sick leave benefits among employees as morale problems and as evidence of possible maladjustment to the demands of the job or the industry. There are, however, many problems in mental and physical health affecting absence rates in which preventive psychiatry and medicine can make greater contributions. Even truancy and malingering may sometimes be conditions requiring professional medical care.The role of a private physician in determining and certifying the true state of a patient''s health is a most important one economically to industry and the community. The total problem of absenteeism for sickness, as it exists in industry today, points up the need for the most effective cooperation and communication possible between industrial and private physicians. Since no more than 25 per cent of the total work force is employed in industries having in-plant medical programs, the burden of responsibility for the control of absenteeism for sickness rests mainly with private practitioners.     

Abandoning fibrocystic disease of the breast.

Fitness-to-work examinations require an objective assessment of the physical and mental health of employees in relation to the requirements and working conditions of specific jobs, to ensure that the workers will not be a hazard to themselves or others. Whether conducted by specialists in occupational medicine or other physicians, the proper performance of these examinations requires a clear understanding of the types of examinations and their purposes and how to serve and protect the interests of all three parties: employee, employer and physician. The circumstances in which fitness-to-work examinations are required are listed, and a method to help physicians in judging fitness to work is described. This method balances the rights and obligations of both employee and employer without compromising the physician''s need to practise medicine skillfully and ethically.     

基于能力素质模型的医院人才开发

当前医疗体制改革的形势下,医院必须打造核心竞争力,提供优质、满意的医疗服务,才能在竞争中立于不败之地,因此需要一大批绩效卓越的人才。能力素质模型是人才胜任工作、实现医院战略目标所需要的知识技能和素质,其在人才培养中的作用、建立模型的方法和应注意的问题需要深入探讨。     

Health Benefit Costs and Absenteeism Among Employed Patients With Acromegaly

ObjectiveAcromegaly is associated with increased morbidity and mortality. Limited data are available on these patients’ utilization and costs of health care. This study assessed the impact of acromegaly on employees’ health benefit (direct and indirect) costs and absenteeism.MethodsA retrospective analysis was conducted of drug and medical claims and employer data (from January 2010 to April 2019) of patients with an acromegaly diagnosis and matched controls from a U.S. employee database. Patient claims were tracked for 12 months postdiagnosis (or matched) date. Outcomes were analyzed using separate 2-part regression models, controlling for clinical, demographic, and job-related variables.ResultsForty-seven patients with acromegaly and 940 controls were identified. Cohorts were similar in most demographic and job-related variables. Patients with acromegaly had a significantly higher Charlson comorbidity index score and higher incidence of claims for several comorbidities. Acromegaly drugs represented 16.3% of the acromegaly cohort’s total costs. Total health benefit costs were $54 821 higher (P < .05) for patients compared with controls, with direct costs representing 79.8% of the difference. Total indirect costs were higher for patients with acromegaly, with short-term and long-term disability comprising most of the difference between the acromegaly and control groups. Patients with acromegaly had significantly more short-term disability days than controls, but total sick days were similar for the 2 groups.ConclusionThe presence of acromegaly was associated with increased direct and indirect employee health benefit costs and increased work absenteeism.     

What shelters can do about euthanasia-related stress: an examination of recommendations from those on the front line

Shelter employees with euthanasia responsibilities are an at-risk population for a variety of psychological and emotional ailments. This study surveyed 305 employees from 62 shelters throughout the United States to gather first-hand perspectives on what should be done to assist shelter workers in dealing with euthanasia-related stress. Researchers conducted a qualitative analysis of 359 improvement suggestions to identify broad common themes and sorted the suggestions into 26 thematic categories. The most common participant suggestion concerned management supportive-ness (13.17% of participants). Some other issues raised involved providing counseling, job rotation, assistance or more help, breaks and time off, support groups and meetings, better communication, skills-based training, stress and coping seminars, and employee appreciation and morale-boosting initiatives.     

What Shelters Can Do About Euthanasia-Related Stress: An Examination of Recommendations From Those on the Front Line

Shelter employees with euthanasia responsibilities are an at-risk population for a variety of psychological and emotional ailments. This study surveyed 305 employees from 62 shelters throughout the United States to gather first-hand perspectives on what should be done to assist shelter workers in dealing with euthanasia-related stress. Researchers conducted a qualitative analysis of 359 improvement suggestions to identify broad common themes and sorted the suggestions into 26 thematic categories. The most common participant suggestion concerned management supportive-ness (13.17% of participants). Some other issues raised involved providing counseling, job rotation, assistance or more help, breaks and time off, support groups and meetings, better communication, skills-based training, stress and coping seminars, and employee appreciation and morale-boosting initiatives.     

Job share a consultant post.

Job sharing offers advantages to both employer and employee but it is still uncommon in medicine. Based on the experiences of two psychiatrists sharing a consultant post this article describes some of the problems in obtaining a job share. The most difficult part can be getting an interview, and once a post has been obtained the terms and conditions of service may have to be modified to suit job sharing. Getting on well with your job sharing partner and good communication will not only help overcome the obstacles but ensure that the sharing is successful.     

The effects of a roster schedule change from 8- to 12-hour shifts on health and safety in a mining operation

The current study examined the impact on employee health and safety of changes to the roster system of an Australian coal mine. Absenteeism and incident frequency rate data were collected over a 33-month period that covered three different roster schedules, an 8-hour system, a 12-hour system and a 12-hour system incorporating unregulated overtime. The first change was implemented after consultation with the employee population, whereas the second was not. There were no significant negative effects of the 12-hour pattern, when compared to the 8-hour system. However, when unregulated and excessive overtime was introduced as part of the second round of changes, absenteeism rates were increased in one sector of the mine. The maintenance sector was subject to a significant increase in absenteeism rates, which may have been attributable to the excessive overtime required of the workers in that area. It is important that overtime be strictly monitored and that the employee population are involved in the process of roster change.     

Wrist dosimeter in nuclear medicine – An alternative for the ring dosimeter?

PurposeIndividual dosimetry is undoubtedly one of the best methods of assessing the exposure of personnel to ionizing radiation, however in case of nuclear medicine, the method applied to measure the dose does not always present a picture of the worker’s actual exposure. The highly non-homogeneous dose distribution on the hand means that the ring dosimeter, routinely used to measure the Hp(0.07), provides only approximate dose values received by fingertips, the body part most exposed to ionizing radiation. This paper is an attempt to answer the question whether the wrist dosimeter used as a replacement for the ring dosimeter is able to provide information on doses for the most exposed fragments of the hand of an employee during handling procedures with the use of radiopharmaceuticals.MaterialsThroughout measurements performed in five nuclear medicine facilities, high-sensitivity thermoluminescent detectors were used.ResultsCorrection coefficients have been determined, which constitute an amendment to be made to move from the dose recorded by the wrist dosimeter to the doses received by the most exposed hand fragments. The fingertips received on average 25 times higher doses, compared to the values recorded by the wrist dosimeter.ConclusionsA wrist dosimeter can be used to measure the Hp(0.07) in nuclear medicine, including as a gauge of the most exposed parts of the hand – the fingertips. However, the applicability of correction coefficients makes it necessary to ensure a stable position of the wrist dosimeter during routine procedures.     

Employee motivation in laboratory animal science: creating the conditions for a happy and productive staff

High rates of employee turnover are the source of a considerable loss of time and resources, but managers are not always aware of the reasons that motivate employees to stay in their positions. The author compares prominent theories of employee motivation and then puts them to the test by surveying 82 cagewashers, animal caretakers, animal technicians, and supervisors working in a laboratory animal facility to determine the job characteristics that motivate them.     

WORKMEN'S COMPENSATION—Emphasis on Rehabilitation

Since the first law was enacted in 1911 major emphasis has been placed on monetary satisfaction of liability with insufficient attention to rehabilitation of the occupationally disabled.An effective workmen''s compensation program must have three basic goals: (1) Rehabilitation of the occupationally disabled; (2) assured, prompt, and adequate indemnity for the occupationally disabled or their survivors; and (3) minimal costs to employers and society commensurate with the first two goals. It is suggested that the medical societies of each state provide a broadly representative committee to advise the administrative agency on medical policies and practices. This committee would prepare registers of all physicians in each locality who are willing and qualified to accept calls for service to injured employees, would mediate complaints originating with the employee, the employer, the insurance carrier or the administrative agency, and would cooperate with the administrative agency in educational programs for all concerned.It is the physician''s responsibility to help the administrative agency in shifting the emphasis from indemnity to rehabilitation. The disabled employee is entitled to all services available to restore him to an earning capacity.     

Workmen's compensation; emphasis on rehabilitation

Since the first law was enacted in 1911 major emphasis has been placed on monetary satisfaction of liability with insufficient attention to rehabilitation of the occupationally disabled. An effective workmen's compensation program must have three basic goals: (1) Rehabilitation of the occupationally disabled; (2) assured, prompt, and adequate indemnity for the occupationally disabled or their survivors; and (3) minimal costs to employers and society commensurate with the first two goals. It is suggested that the medical societies of each state provide a broadly representative committee to advise the administrative agency on medical policies and practices. This committee would prepare registers of all physicians in each locality who are willing and qualified to accept calls for service to injured employees, would mediate complaints originating with the employee, the employer, the insurance carrier or the administrative agency, and would cooperate with the administrative agency in educational programs for all concerned. It is the physician's responsibility to help the administrative agency in shifting the emphasis from indemnity to rehabilitation. The disabled employee is entitled to all services available to restore him to an earning capacity.     

WORK INJURY—A Second Look at the Doctor's First Report

Injured employees require medical care and, if disabled, compensation payments for subsistence. The law requires that the employer or insurance carrier supply these benefits promptly. In the absence of prompt and adequate information from the attending physician, these benefits are withheld. The necessary information required to process employee''s claim is that called for on the standard accident report form, commonly called the “pink slip.” Not to supply this minimum information may constitute a hardship on the employee. By supplying more elaborate information than that called for, the physician may be increasing his load of “paper work” immeasurably.     

Workplace Health Promotion: Assessing the Cardiopulmonary Risks of the Construction Workforce in Hong Kong

Objective

Health needs of different employee subgroups within an industry can differ. We report the results of a workplace cardiopulmonary risk assessment targeting workers and support staff in the construction industry.

Methods

A free worksite-based cardiopulmonary risk assessment for 1,903 workers on infrastructural contracts across Hong Kong was initiated in May 2014. Cardiopulmonary risk screening was performed in 60-minute blocks for approximately 30 workers/block with individualized feedback and lifestyle counseling. Risk profiles stratified by occupational roles are differentiated using the χ²-test for categorical and Student’s t-test for continuous variables.

Results

Most construction workers and clerks/professionals were male (83.2% and 71.2%, respectively) and Chinese (78.7% and 90.9%, respectively). Construction workers were older (mean: 44.9 years, SD 11.5) and less well-educated (6.1% received tertiary education) than clerks/professionals (35.0 years, 10.7; 72.6% received tertiary education), but more likely to be hypertensive (22.6% vs. 15.4%, p<0.001), overweight/obese (71.7% vs. 56.6%, p<0.001), centrally obese (53.1% vs. 35.5%, p<0.001), and have undesirable levels of high-density lipoprotein (41.6% vs. 35.8%, p<0.05) and diabetic levels of non-fasting blood glucose (4.3% vs. 1.6%, p<0.05). Up to 12.6% of construction workers and 9.7% of office clerks/professions had three or more metabolic syndrome risk factors. While construction workers were more likely than clerks/professionals to be daily smokers, they reported better work-related physical activity and diet.

Conclusions

Simple worksite health risk screening can identify potentially high-cardiopulmonary-risk construction industry employee subgroups for onward confirmatory referral. Separate cardiopulmonary health promotion strategies that account for the varying lifestyle profiles of the two employee subgroups in the industry appear justified.     

Hepatitis A outbreak in Anchorage,Alaska, traced to ice slush beverages.

The Alaska Department of Health and Social Services investigated a community outbreak of hepatitis A in Anchorage. A total of 57 persons who had hepatitis A between June and September 1988 were studied. Patients ranged from 1 to 54 years of age. A market was implicated as the source of the outbreak. An employee who prepared beverage mixtures in a bathroom was a contact of a person who had had hepatitis A 2 months before the outbreak; the employee was reported to have been jaundiced 3 to 4 weeks before the peak of the outbreak. The administration of immune globulin had an efficacy of 100% (95% confidence limits 69, 100%) in preventing hepatitis A among household contacts of primary cases. Similar beverages are sold by convenience markets and many other businesses nationwide. It is important to ensure that safe food-handling practices are followed by such establishments.     

医疗保险总额预付试点三级医院患者就医感受调查

目的 调查上海市实行医疗保险总额预付的三级医院中患者的就医感受。方法 经培训的调查员应用结构式调查问卷对上海市10家实行医疗保险总额预付的三级医院的699名患者进行面对面访谈，数据分析主要采用描述性统计。结果 城保患者对门诊医生明显减少处方金额（或处方天数）的感受强于非城保患者，城保和非城保患者的住院就医感受差异无显著统计学意义。结论 医疗保险总额预付对上海三级医院患者就医感受的总体效应似偏弱，而且有限的影响主要集中于门诊而非住院环节。     

Foodborne gastroenteritis due to Norwalk virus in a Winnipeg hotel.

Within 1 week four separate incidents of gastroenteritis presumed to be foodborne were reported by guests of a Winnipeg hotel. Investigation revealed poor food-handling practices and illness among the kitchen staff. Elevated bacterial counts and Escherichia coli were found in 15 of 24 samples of food tested, and Staphylococcus aureus was isolated from 2 pastry samples. Culture of 14 stool samples for bacteria yielded Clostridium perfringens in 1 sample from a staff member and coagulase-positive S. aureus in 2 samples from staff members and 3 from guests. All of the S. aureus isolates were nonenterotoxigenic and had three different phage patterns. Electron microscopy and immunoelectron microscopy revealed the prototype Norwalk virus in five (56%) of nine stool samples; four samples were from guests, and one was from a kitchen employee. The employee had had diarrhea 24 hours before the first outbreak and was thus believed to be the source of the virus infection, possibly through food handling. This is the first report of Norwalk virus isolation and the first of foodborne Norwalk virus transmission in Canada. A review of foodborne Norwalk virus infections is presented.