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Policies,Administrative,UW Health Administrative,Human Resources

Ergonomic Injury Reduction Program (9.63)

Ergonomic Injury Reduction Program (9.63) - Policies, Administrative, UW Health Administrative, Human Resources

9.63





Administrative (Non-Clinical) Policy

This administrative policy applies to the operations and staff of the University of Wisconsin Hospitals and
Clinics Authority (UWHCA) as integrated effective July 1, 2015, including the legacy operations and
staff of University of Wisconsin Hospital and Clinics (UWHC) and University of Wisconsin Medical
Foundation (UWMF).


Policy Title: Ergonomic Injury Reduction Program
Policy Number: 9.63
Effective Date: December 19, 2017
Chapter: Human Resources
Version: Revision


I. PURPOSE

UW Health is committed to providing a safe and healthy work environment and culture of a healthy
workplace. The Ergonomic Injury Reduction Program is aimed at reducing the number and/or severity of
work-related musculoskeletal disorders (WMSD) caused by exposure to known ergonomic risk factors in
the workplace, through reduction or elimination of these ergonomic stressors.


II. POLICY ELEMENTS

UW Health has established guidelines for an Ergonomic Injury Prevention Program to:
A. Focus on the identification of risk factors known to contribute to musculoskeletal injuries and/or
discomfort
B. Recommend controls to reduce or eliminate the risks
C. Provide training and education on prevention of the risk factors
D. Follow-up on the effectiveness of the intervention.


III. PROCEDURE

A. Points of Contact
1. The UW Health Ergonomic Injury Reduction Program is facilitated by The Injury Prevention
Coordinator (IPC) in Employee Health Services.
2. The IPC performs the following: Ergonomic Workstation Evaluations (EWE), department
worksite/ work task evaluations and remodeling and construction evaluations. This effort is
coordinated through the following departments, representatives, or individuals as needed: a)
Employee Relations; c) Worker's Compensation (WC); d) Safety; e) Employee Wellness; f)
department managers or supervisors; and g) the employee.
B. Ergonomic Workstation or Worksite Evaluation (EWE)

1. An employee can request a EWE after identifying discomfort/injury believed to be caused by
ergonomic stressors or with intent to prevent discomfort or WMSD.
a. Employee’s Responsibilities:
i. Be proactive with work-related health by learning the basic guidelines associated
with ergonomics for job tasks. The Ergonomic Workstation Self-Assessment and
Request is also the learning tool for office-based ergonomic guideline education.
ii. Provide input to manager about any job tasks that create awkward postures or
may place employee at increased risk for injury.
iii. Participate in training on injury prevention strategies pertinent to job tasks when
offered.
iv. Consistently use the existing equipment intended to help reduce injury.
v. Report to manager any equipment that is dysfunctional.
vi. Report to manager all work-related discomfort and/or injuries, including those
believed to be caused by ergonomic stressors.
vii. Complete appropriate electronic Worker’s Compensation Occupational
Injury/Illness form if it is believed an injury has occurred that is work related.
viii. If the EWE is performed, follow recommendations for use of ergonomic controls
to reduce identified risk factors or stressors.
ix. If an employee has a disability or feels as though he/she may have a disability for
which an accommodation is necessary, it is his or her responsibility to notify the
organization as outlined in UW Health Administrative Policy 9.68, Disability
Accommodation.
b. Manager’s Responsibility
i. Enforce the policy
ii. Review and implement recommendations from IPC, including the purchasing of
recommended equipment when feasible and reasonable or explore alternate
solutions to reduce ergonomic stressors in consultation with the IPC.
C. Department Worksite Evaluation/Work Task Evaluation
1. The IPC is available for consultation when a department identifies the presence of ergonomic
risk factors or a trend with employee concerns that have a potential for musculoskeletal
injuries in a work setting. The IPC will consult with the manager, Employee Relations and/or
employees as appropriate
D. Remodel/Construction Evaluation
1. The IPC is available for review of design plans with Facilities and Design for ergonomic
considerations. The review focuses on the interaction between the worker and workplace and
identifies potential risks factors and controls with the intent to minimize these before
construction is completed.
2. Any department can arrange for a workplace walkthrough with the IPC prior to the
commencement of operations in a new or remodeled workplace for consultation and to assure
proper implementation of recommended controls or design characteristics.


IV. MODIFICATIONS

This Policy creates no rights, contractual or otherwise. Statements of policy obtained herein are not made
for the purpose of inducing any person to become or remain an employee of UWHC, and should not be
considered "promises" or as granting "property" rights. UWHC may add to, subtract from and/or modify
this Policy at any time. Nothing contained in this Policy impairs the right of an employee or UWHC to
terminate the employment relationship at-will.



V. REFERENCES

WI. Admin. Code, Chapter COMM 32, Public Employee Safety & Health, July 2000. Ergonomics
Elements of Ergonomics Programs. A Primer Based on Workplace Evaluations of Musculoskeletal
Disorders. DHHS (NIOSH) Publication Number 1997-117 (March 1997).
UW Health Administrative Policy 9.68, Disability Accommodation
https://www.osha.gov/SLTC/ergonomics/index.html.


VI. COORDINATION

Sr. Management Sponsor: VP, Human Resources
Author: Clinic Manager, Employee Health

Approval Committee: UW Health Administrative Policy and Procedure Committee


SIGNED BY

Elizabeth Bolt
UW Health Chief Administrative Officer




























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