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At least 19 recordsLinked to original sources
PubMed2005

Employers' attitudes to employment of people with epilepsy: still the same old story?

PURPOSE: One area of life quality known to be compromised by having epilepsy is employment, and one factor contributing to the employment problems of people with epilepsy (PWE) is employer attitudes. Much research on this topic is now outdated and given the changing legal, medical, and social contexts in which PWE live, we therefore reexamined employer attitudes in the United Kingdom. METHOD: A mail survey of a random sample of U.K. companies selected to be representative of the 14 U.K. economic regions and proportional to the number of employees. FINDINGS: The overall response rate was 41% (n = 204). Twenty-six percent of respondents reported having experience of employing PWE. Sixteen percent considered that there were no jobs in their company suitable for PWE; 21% thought employing PWE would be "a major issue." Employers were uniformly of the view that PWE, even when in remission, should disclose their condition to a prospective employer. Seizure severity, frequency, and controllability were all considered important features of epilepsy in the context of employment. Epilepsy created high concern to around half of employers, including the likelihood of it being linked to a work-related accident. Employers were willing to make accommodations for PWE, in particular job sharing, temporary reassignment of duties, and flexible working hours. Attitudes to employment of PWE were influenced by company size and type and previous experience of doing so. CONCLUSIONS: We conclude that it is still the same old story for employers' attitudes toward PWE, though happily for PWE, with some room for optimism.

Accidents, Occupational↗
PubMed1998

Small employers and the challenge of sponsoring a retirement plan: results of the 1998 Small Employer Retirement Survey.

Forty-two million individuals work for small employers; 9 million are participating in an employment-based retirement plan, while 33 million are not participating in a plan. This Issue Brief examines the barriers that prevent small employers from sponsoring a retirement plan, their level of knowledge about plans, and changes that might lead to plan sponsorship. It also examines the motivations of small employers that sponsor retirement plans. Small employers identify three main reasons for not offering a plan: employees' preferences for wages and/or other benefits, administrative costs, and uncertain revenue that makes it difficult to commit to a plan. Small employers without plans report being familiar with 401(k) and profit-sharing plans, but little else. Forty-seven percent report never having heard of the savings incentive match plan for employees (SIMPLE), and 55 percent report never having heard of simplified employee pensions (SEPs). There is apparent misunderstanding about retirement plans among small employers that do not sponsor one, especially with regard to costs. For example, 35 percent do not know that a plan can be set up for less than $2,000. What changes would lead to serious consideration of retirement plan sponsorship? In order of reported importance: increased company profits (66 percent), a business tax credit (64 percent), reduced administrative requirements (50 percent), demand from employees (49 percent), allowing key executives to save more in the plan (49 percent), and easing, i.e., lengthening, of vesting requirements (40 percent). Many small employers that sponsor a retirement plan cite business reasons among their motivations. Sixty-eight percent cite a "positive effect on employee attitude and performance" as a major reason for offering a plan. Fifty-six percent cite a "competitive advantage in employee recruitment and retention" as a major reason. Small employers with a retirement plan report direct benefits from sponsorship, but many of those without plans appear unaware of these potential benefits. The 1998 SERS indicates that effective public policy must educate workers regarding the need to make retirement planning and saving a priority, in addition to addressing employer concerns about offering plans. Furthermore, there is a need to educate small employers about the options available to them and what these options entail. Finally, it appears that many employers need to be informed of the potential benefits from plan sponsorship.

Data Collection↗
PubMed1995

Epilepsy and employment--employers' attitudes.

The aim of this study was to examine the possible causes of employment difficulties amongst people with epilepsy by interviewing employers. It was hoped that the outcome of the study would complement the research already carried out in this field by concentrating on the attitudes and policies of employers. Due to the time limit it was decided that a small number (five) of local employers should be approached requesting an interview. The employers were randomly selected but were all large companies within varying industries. All employers approached agreed to participate in the study and interviews were arranged with welfare recruitment staff. The interviews were limited to 45 minutes and concentrated on three main issues for discussion: disclosure, unemployment and improved relationship between employers and people with epilepsy. The outcome of the interviews was that the employers appeared to be rather unaware of the employment problems faced by people with epilepsy. As epilepsy is generally not a registered disability employers are unable to monitor their company's recruitment and promotion methods. It seems that line managers are left to decide on the employment of people with epilepsy often without even general awareness training on equal opportunities. Consequently their need to meet targets and their personal attitude to epilepsy determine the employment chances for people with epilepsy. Only with legislations protecting the interests of people with epilepsy can the unemployment figures be brought in line with the general population.

Adult↗
PubMed2000

Small employers and health benefits: findings from the 2000 Small Employer Health Benefits Survey.

Many small employers (between two and 50 workers) are making decisions about whether to offer health benefits to their workers without being fully aware of the tax advantages that can make this benefit more affordable. Fifty-seven percent of small employers did not know that they can deduct 100 percent of their health insurance premiums. Nearly one-half of small employers are not aware that workers who purchase health insurance on their own generally cannot deduct 100 percent of their health insurance premiums. Small employers are largely unaware of the laws that have been enacted by nearly all states and the federal government with the intent of making health insurance more accessible and more affordable for many small employers. More than 60 percent did not know that insurers may not deny health insurance coverage to small employers even when the health status of their workers is poor. Most employers offer sound business reasons for offering health benefits to workers. Many have found that it helps with employee recruitment and retention, increases productivity, and reduces absenteeism. Nearly 50 percent of the employers offering dependent (family) coverage report that the workers do not take coverage for their dependents because the dependents have coverage from somewhere else. Twenty-seven percent report their employees decline dependent coverage because they cannot afford the premiums. Many small employers that do not offer health benefits are potential purchasers. Twelve percent are either extremely or very likely to start offering health benefits in the next two years, and 17 percent are somewhat likely to start offering health benefits. A number of factors would increase the likelihood that a small business would seriously consider offering a health benefits plan. Two-thirds of small-business owners said they would seriously consider offering health benefits if the government provided assistance with premiums. Almost one-half would consider doing so if insurance costs fell 10 percent. In addition, one-half would be more likely to seriously consider offering a health benefits plan if employees demand it. Many small employers with health benefits have recently switched health plans, and 34 percent report that they did so within the past year. Affordability for the employer and the worker is clearly a critical factor affecting the likelihood of switching health plans. Nearly all employers who have switched health plans within the past five years cite cost as the main reason. One-third of companies offering health benefits think they will change coverage, and 5 percent think they would drop coverage if the cost of health insurance were to increase by 5 percent.

Commerce↗
PubMed2004

Employment, employment-related problems, and drug use at drug court entry.

The literature indicates that employment may be an important factor for retaining substance misusing clients in treatment. Given the link between employment problems and treatment retention for Drug Court clients, the current project builds upon the existing services provided by Drug Courts in order to develop and implement an innovative model that focuses on obtaining, maintaining, and upgrading employment for Drug Court participants. The purpose of this article is to (1) describe the employment intervention used in Kentucky Drug Courts, which is grounded in established job readiness and life skill training approaches; and (2) profile those participants who were employed full-time prior to Drug Court and those who were not. Findings suggest that those employed full-time were more likely to have higher incomes and more earned income from legitimate job sources, although there were no differences in the types of employment (major jobs included food service and construction). In addition, study findings suggest that full-time employment was not "protective" since there were few differences in drug use and criminal activity by employment status. Employment interventions need to be examined to determine their utility for enhancing employment and keeping drug users in treatment. This article focuses on the initial 400 participants, who began entering the study in March, 2000.

Adult↗
PubMed1994

Service mix in general dental practices employing and not employing dental hygienists.

Service mix studies conducted in Australia have indicated a low provision of periodontal services. The service mix in Australian general dental practices employing dental hygienists has not been studied. This study compares the service mix between 18 practices employing hygienists and 29 practices not employing hygienists in Adelaide. Practices employing hygienists tended to be larger group practices, with younger dentists seeing a younger set of patients. Practices employing dental hygienists provided a mean of 97.9 services to 57.2 patients over 2 days, significantly higher than the mean of 68.8 procedures to 39.1 patients in practices not employing dental hygienists. Comparing the % of procedures provided in treatment categories as a ratio of total procedures, practices employing dental hygienists provided significantly more periodontal procedures and less oral surgery, prosthetic and restorative procedures. Periodontally-related services accounted for an average of 37.7% of procedures in practices employing dental hygienists compared with 18.9% in practices not employing dental hygienists (p < 0.05). Periodontal and preventive treatment of 50.7% of patients in practices employing hygienists was delegated to a hygienist, and the level of delegation of periodontally-related procedures was 77.2%. Over 90% of procedures performed by hygienists were periodontally-related, with the removal of subgingival calculus accounting for 57.7% of all procedures provided by dental hygienists. In conclusion, practices employing hygienists had a more periodontally-orientated service mix, with hygienists acting to complement the services of dentists in the provision of periodontal services, rather than as a substitute for the dentist.

Adult↗
PubMed1986

Employment, attitudes toward employment, and women's health.

The relationships between self-reported general health, employment, and attitudes toward the employment of married women have been analyzed for a representative sample of married, middle-aged women in the United States. The cross-sectional data indicate that women who were in the labor force had better health than women who were out of the labor force. In addition, women whose labor force status was compatible with their attitudes toward employment tended to have better health than women for whom there was a discrepancy between labor force status and attitudes. Analysis of the longitudinal data indicate that several causal mechanisms contributed to the relationships observed in the cross-sectional data. For the women with favorable attitudes toward employment, it appears that being a housewife had more detrimental effects on health than being employed. In contrast, for the women with unfavorable or neutral attitudes toward employment, it appears that employment status did not affect health. For healthy women, being employed may have contributed to more favorable attitudes toward employment. Healthy women were more likely than unhealthy women to stay in the labor force. Thus, it appears that there are multiple causal relationships linking employment status, attitudes toward employment and women's health.

Adaptation, Psychological↗
PubMedDate not supplied

Unemployment and under-employment in adults with vision impairment: The RVIB Employment Survey.

PURPOSE: The purpose of this study was to describe the labour force status in Victorian adults with vision impairment and any factors associated with unemployment and under-employment. METHODS: Participants were recruited in 1997. A telephone interview was conducted by trained interviewers. RESULTS: A total of 250 people participated. They ranged in age from 19 to 59 years (mean 40.7 years) and 119 (48%) were male. Thirty-nine (16%) people regarded themselves to be totally blind. Nearly everyone (n=241, 96%) had been employed at some time during their lifetime; however, only 149 (60%) were currently employed. The current rate of participation in the labour force was 73.3% (95% CL, 67.8%, 78.8%) and the current unemployment rate was 18.2% (95% CL, 12.6%, 23.9%). The current rate of under-employment was 16.0% (95% CL, 10.7%, 21.4%). A total of 126 (50%) people had used services that help with employment at some stage; this was not significantly associated with current employment status (P > 0.10). The factors significantly associated with unemployment in multivariate analyses were a self-report of eyesight limiting time available for work or other activities (OR=3.02; 95% CL, 1.56, 5.85) and currently looking for work (OR=5.92; 95% CL, 2.94, 11.9); never having worked was of borderline significance (OR=5.26; 95% CL, 0.85, 32.7) as a result of the small numbers of people surveyed. The only factor significantly associated with under-employment was self-employment (OR=5.46; 95% CL, 1.95, 15.3). DISCUSSION: Results from this study reveal that visual function is not a predictor of labour force status. The relatively low use of specialty employment services and the rather high rate of discouraged job seekers suggest that the employment outcomes of people who use these services should be investigated further, and that attention should be directed at improving retention of employment in people with vision impairment.

Adolescent↗
PubMed1995

Consistency between maternal employment attitudes and employment status.

The stability of mothers' attitudes toward employment, employment status, and consistency between employment attitudes and behavior over a 15-month period was examined. Factors such as family finances, availability of child care, and child's health status that could influence either employment attitudes or employment behavior were explored. Mothers of preterm infants (N = 98) and mothers of full-term, healthy infants (N = 101) completed questionnaires regarding home/employment orientation, choice and satisfaction with the employment decision, and employment behavior as part of a battery of instruments administered when their infants were 3, 9, and 18 months old. Analyses indicated considerable stability in attitudes, behaviors, and consistency over a 15-month period for mothers of both full-term and preterm infants. Consistency groups were created based on employment status (employed versus not employed) and consistency status (consistent versus inconsistent) at each time point. Consistency groups differed on ratings of financial need and availability of child care.

Adult↗
PubMed2002

Marginal employment and health in Britain and Germany: does unstable employment predict health?

This study examines the possible health impact of marginal employment, including both temporary and part-time employment schemes. It addresses three research questions: (1) Are employed people with a fixed-term contract or no contract more likely to report poor health than those who hold jobs with permanent contracts? (2) Are part-time employed respondents (even when they hold jobs with permanent contracts) more likely to report poor health than full-time workers? (3) Does change in employment stability (i.e., from employment with permanent contract to fixed-term or no contract employment and vice-versa) have an impact on health status? Logistic regression models were used to analyze panel data from Britain and Germany (1991-1993), available in the Household Panel Comparability Project data base. We included 10,104 respondents from Germany and 7988 from Britain. A single measure of perceived health status was used as the dependent variable. Controlling for background characteristics, the health status of part-time workers with permanent contracts is not significantly different from those who are employed full-time. In contrast, fulltime employed people with fixed-term contracts in Germany are about 42 per cent more likely to report poor health than those who have permanent work contracts. In Britain, only part-time work with no contract is associated with poor health, but the difference is not statistically significant. We conclude that monitoring the possible health effects of the increasing number of marginal employment arrangements should be given priority on the social welfare research agenda.

Adult↗
PubMed1994

Correlates of employment history and employability in a British epilepsy sample.

This study examined the inter-relationships between employment status, employment experiences, background, educational and epilepsy-related variables in a community sample of 1709 people with epilepsy in England and Wales. A postal questionnaire yielded information which included attitudes to careers advice, experiences with fellow employees and management when in work, experiences of being questioned about epilepsy, and the perceived effect of having epilepsy on employment prospects. In a principal components analysis, a factor of 'employability' was identified that had high loadings for educational qualifications, socioeconomic status and employment history. Good employability was found to be related to perceptions that epilepsy had little or no effect on job prospects, good experiences with work colleagues and management, low seizure severity and good seizure control. Further data analyses which focused on people's actual employment histories confirmed the importance of past experiences in employment, educational qualifications, seizure severity and seizure frequency for distinguishing between groups. The study findings are discussed and, taken together, they imply that quality of medical care, employability and good employment history are interconnected in important ways.

Adult↗
PubMed2005

A case report of the conversion of sheltered employment to evidence-based supported employment in Canada.

This case report describes the transformation of a sheltered workshop program to a program that provides evidence-based supported employment services in partnership with five community treatment teams. Over a 15-year period, a Canadian nonprofit agency that provides employment services for persons with severe mental illness made a series of programmatic changes to increase the effectiveness of the services. The agency initially modified its facility-based sheltered workshop to include a prevocationally oriented work preparation program, later added brokered supported employment services, and finally completely transformed its organization by relocating its vocational rehabilitation counselors to five community mental health teams, in order to implement an evidence-based supported employment program that is based on the individual placement and support model. During the initial period in which the sheltered employment program was utilized, less than 5 percent of clients who were unemployed when they entered the workshop achieved competitive employment annually. The annual competitive employment rate did not increase during the prevocational phase; it increased during the brokered supported employment phase but did not exceed 25 percent. By contrast, after shifting to evidence-based supported employment, 84 (50 percent) of 168 unemployed clients who received between six and 27 months of individual placement and support services achieved competitive employment. This article also documents the role of agency planning and commitment quality improvement in implementing change.

Canada↗
PubMed1989

The effects of consumer characteristics and type of employment model on individual outcomes in supported employment.

Although recent federal legislation has led to a proliferation of supported employment programs throughout the country, little information is available that documents the success of these programs. In the present study, we examined the effect of different consumer characteristics and alternative supported employment service delivery models on key employment outcomes including hourly wage, hours worked per week, increase in earnings after supported employment participation, and level of integration on the job. The employment outcomes of a sample of 1,550 individuals receiving supported employment services through 96 local programs in eight states were analyzed to determine the effects of the key independent variables of primary disability and type of employment model. Results indicate that all groups of individuals, regardless of their primary disability, benefited significantly from supported employment participation. Further, data indicate that the individual placement model generated employment outcomes superior to those resulting from group employment options, particularly work crews. Implications of the results for future program development activities are discussed.

Persons with Disabilities↗
PubMed2003

Small employers and health benefits: findings from the 2002 small employer health benefits survey.

Overall, 19 percent of small employers offering health benefits made changes to their health plan between 2001 and 2002. Sixty-five percent increased deductibles and co-pays; 35 percent switched insurers; 30 percent increased the employee share of the premium; and 29 percent cut back on the scope of benefits. Twenty-six percent increased the scope of benefits offered. Nearly one-quarter of small employers offering health benefits think their firm would change coverage and 3 percent think it would drop coverage if the cost were to increase an additional 5 percent. Most small employers offer sound business reasons for offering health benefits to workers. Many report that it helps with employee recruitment and retention, and increases productivity. More than three-quarters report that offering health benefits is "the right thing to do." Most small employers that do offer health benefits report that it has a positive impact on various aspects of the business, such as recruitment, retention, employee attitude and performance, employee health status, and the overall success of the business. Most small employers that do not offer health benefits tend to think that not offering them has no negative impact on the above aspects of their business or the overall success of the business. However, those not offering benefits are more likely than those offering them to report that most of their employees are high-turnover and stay on the job only a few months. Small employers that offer health benefits tend to be distinctly different from those not offering them. Worker income in firms not offering health benefits tends to be considerably lower than in firms that do offer them. Employers not offering health benefits are more likely than those offering them to have a smaller proportion of full-time employees, and employers that do not offer health benefits have a larger proportion of females, workers under age 30, and minority employees. Of small employers that offer dependent coverage, more than 40 percent report that workers do not take coverage for their dependents because the dependents have coverage from somewhere else, but 35 percent report that employees decline dependent coverage because they cannot afford the premiums. Many small employers that do not offer health benefits are potential purchasers. Eleven percent are either extremely or very likely to start offering health benefits in the next two years, and 22 percent are somewhat likely to start offering health benefits.

Adult↗
PubMed1989

An analysis of the procedural components of supported employment programs associated with employment outcomes.

This study examined the relation between the procedural components of supported employment programs and employment outcomes for 120 individuals with disabilities. These individuals were involved in supported employment programs established through the Utah Supported Employment Project. The results suggest that successful implementation of supported employment services led to ongoing employment of study participants in community work sites, increased wages, and ongoing opportunities for workers to interact with nondisabled peers. In addition, several procedural components were found to be strongly associated with successful employment outcomes for workers. Results of the study are discussed in terms of the training needs of supported employment program staff and future research for the dissemination of a cohesive technology of supported employment.

Adult↗
PubMed2002

Employers and policy makers can make a difference to the employment of persons with disabilities.

PURPOSE: The purpose of this article is to discuss what employers and policy makers can do to promote employment success for persons with disabilities. A study carried out in Rehabilitation Science at McMaster University, Ontario, Canada identified a number of themes, definitions of success and recommendations for change. METHOD: This article is a descriptive review of the study outcomes as well as a discussion of how the literature contributes to the position that employers and policy makers can do more to ensure that persons with disabilities achieve success in paid employment. RESULTS: The author proposes strategies that employers and policy makers can use that have been recommended both in the study and other more recent documents. CONCLUSIONS: Despite attempts to move the employment agenda for persons with disabilities forward, the results in both North America and Europe appear to be dismally low. There is evidence to suggest that employer activity in this regard is still minimal and that policy makers are not working together to ensure that there are opportunities for this population to succeed. Professionals working in this field need to be more actively involved with both employers and policy makers in order for the environment to change in a significant way.

Canada↗