One’s ability to be successful with shift work involving nights is dependent on a number of factors such as appropriate self-care and family support. Most critical to success, however, is being well-adapted to the schedule one is working. Determining this adaptability pre-employment allows for the employee to be assigned to the most appropriate schedule at the start of employment. This practice ensures that the employee’s risk will be reduced and absenteeism, sick time and turnover can be avoided.
After extensive study of the research regarding adaptability for shiftwork, Alert@Work has developed a proprietory assessment tool which can simply and easily determine physiological adaptability for any given shift schedule. If youwant to reduce risk, absenteeism and turnover, the Pre-employment Assessment would be a valuable best-practice strategy.
When you undertake to do Pre-employment Assessments, we provide you with a Free Shiftwork Interview Guide.
If you would like to do Pre-employment Assessments, please contact us for further information.
Do you have employees who
are not coping well with the challenges of shift work?
have major health problems?
have an addiction or are dependent on a substance for sleeping and/or waking?
are on sick leave or disability leave?
With these employees there is always a question about the extent to which shift work may be contributing to their symptoms or whether it is prudent for them to either continue with or continue with shift work.
After an extensive review of the research, Alert@Work developed a comprehensive assessment that determines the extent to which shift work may be contributing to the employee’s symptoms and whether it is prudent for them to either continue with or return to their shift work schedule. We can also recommend what other strategies may be appropriate.
If you wish to have an employee assessed, contact us for further information.
“A shift work workplace is not a 9 to 5 workplace with an extra shift.”
Unfortunately, that’s how many of the world’s shiftwork workplaces are managed. Many managers and human resource professionals have little or no experience with shift work and the challenges it presents for employees. Workers complain that they don’t have access to staff and services available only during the day. Training sessions and meetings are planned during the day and require those who have worked all night to participate.
Shiftwise workplaces start from the premise that their’s is a 24 hour workplace. This mindset alone results in policies and operational decisions that are much more consistent with best practices for a Shiftwise workplace. Use our Shiftwise best practices guidelines to assess your workplace or to plan measures for moving your workplace to that that best reflects Shiftwise best practices.
If you would like us to assist you with this workplace assessment and recommend measures that would enable you to move towards implementing best practices for either operations or schedules, contact us.