Ergonomics is the science of fitting jobs to people. The discipline encompasses a body of knowledge about physical abilities and limitations as well as other human characteristics that are relevant to job design. Essentially, ergonomics is the relationship between the worker and the job and focuses on the design of work areas to enhance job performance. Ergonomics can help prevent injuries and limit secondary injuries as well as accommodate individuals with various disabilities, including those with musculoskeletal disorders (MSDs).
With workers’ compensation costs soaring and ergonomic legislation coming to fruition in certain industries, employers are implementing broad-based ergonomic programs. For those industries not covered by existing ergonomic standards, the Occupational Safety and Health Administration (OSHA) expects employers to follow Section 5(a)1, the General Duty Clause, of the Occupational Safety and Health Act (OSH Act), which says that “a place of employment must be free from recognized hazards that are causing or are likely to cause physical harm to employees.”
According to OSHA, “work-related [MSDs] currently account for one-third of all occupational injuries and illnesses reported to the Bureau of Labor Statistics (BLS) by employers every year. These disorders constitute the largest job-related injury and illness problem in the United States today.”
The benefits of implementing an ergonomics program apply to all workers, but ergonomics can be particularly important when accommodating employees with disabilities. The Americans with Disabilities Act (ADA) mandates that employers accommodate employees with disabilities, which may include individuals with MSDs. An accommodation is any change or adjustment to a job or work environment that allows a qualified employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy the benefits or privileges of employment. For individuals with MSDs, accommodations will likely include alternative keyboards, height adjustable, ergonomic workstations, zero gravity recliners and articulating document holders.
Before determining what accommodations might be effective, an employer must know the essential functions of the job in question as well as the limitations of the individual performing the job. Though not required by the ADA, a job analysis can aid in determining the essential functions of a position and is an important precursor to an ergonomic analysis. ErgoQuest can assist employers with performing this analysis, and recommend the proper workstation and accessories to accommodate valuable employees.