Biomedical subjects

Judy A Morris

Publications and source records attributed to Judy A Morris.

3 recordsLinked to original sources

PubMed2005

Preparing to thrive during career transitions: tools for the occupational health nurse.

Whether planned or unexpected, career transition can have positive results that lead to personal growth and a more fulfilling work life. The transition period should be recognized as an opportunity to assess the past and positively shape the future. Occupational health nurses who enhance their professional and communication skills and maintain up-to-date tools are likely to have a competitive advantage during career transitions. Recommended job search tools include an up-to-date and scannable resume and a portfolio that includes summaries of key accomplishments and recognition received, business references, and a network of contacts. Networking is most effective when it is a mutual exchange. Tullier (1998) suggests individuals remember to seek opportunities to provide value to those who have provided assistance, and to become a resource to those in need of assistance. Ways to support and mentor others include sharing a current article of interest or information about an event they might wish to attend, recommending them as speakers, nominating them for awards, volunteering assistance on a special project or to a charity they support, and acknowledging and congratulating them on their accomplishments. Developing a personal action plan might include objectives such as initiating more frequent contact with individuals in one's network, developing or updating job search tools, improving speaking or writing skills, or increasing involvement in professional or community organizations. Whatever the action items identified and completed, the result will be future career transitions that are more likely to yield positive outcomes.

Career Mobility↗

PubMed2004

Family medical leave--management strategies.

Employers are recognizing the impact of lost productivity on total benefit costs. In a recent report based on 2002 benefit data, lost productivity represented 71% of the full cost of health/absence benefits (Integrated Benefits Institute, 2004). Occupational health nurse managers can develop FMLA leave management policies and programs to assure that leave is provided when appropriate, to help curb FMLA abuse and fraud, and to assist employers in defending adverse employment actions based on attendance. A review of employer policies and FMLA implementation also assesses compliance with the Act and provides the basis for appropriate responses in the case of legal actions and employee complaints to the U.S. Department of Labor.

Absenteeism↗

PubMed2003

Implementing a job hazard analysis program.

Analyzing the workplace for hazards and controlling the hazards identified to reduce risk is a proactive approach to workplace safety and the primary prevention of occupational illnesses and injuries. A JHA is a simple, time tested, and effective tool to assist in this analysis. Job hazard analysis methods may enhance and complement many current business initiatives. When programs can be integrated to contribute to leadership mandates, there are opportunities for increased support and resources. Involving other departments and disciplines with complementary programs also reduces duplication of effort. Prioritizing jobs to be analyzed based on risk assessment results in a manageable approach for beginning a program. A team process involving employees, supervisors, and key safety participants is most effective. Successful programs encourage each team member to observe or videotape key jobs, list the job steps, and involve the team in developing hazard reduction solutions and safe job procedures. When effectually used, JHAs have been proven to improve communication and participation, while enhancing worker safety.

Health Plan Implementation↗