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DMI offers a full spectrum of rehab and speciality solutions including behavioural, physical, vocational, and medical interventions. Rehab case management is vital to reducing the duration of many complex absence files.

DMI offers a full spectrum of rehab and speciality solutions including behavioural, physical, vocational, and medical interventions. Rehab case management is vital to reducing the duration of many complex absence files.

Behavioural Interventions

Reactivation Program

Reactivation is an 8-week program designed to assist an inactive or dormant client to return to a lifestyle conducive to normal daily activities such as eating, sleeping, socializing, doing chores to name a few. The program builds on mental and physical stamina to resolve barriers and other negative influencing factors impacting on return to work. The goal of the program is to prepare clients for a return to gainful employment.

The program involves an initial assessment of function from which a customized program is designed. Clients are taught to set SMART (specific, measurable, attainable, realistic, and time-limited) goals. There is a strong focus on empowering clients to monitor their own progress.

The Program includes assisting clients to add structure to their daily routine and increase the level of their physical activity and socialization.

The self-help workbook ‘Mind Over Mood’ is used during the program to change negative thinking patterns into more positive ones. Homework assignments enlist clients’ efforts to apply what is learned to their everyday lives.

5 new wellness training modules

  • Time Management
  • Stress Management
  • Work-Life Balance
  • Managing Workplace Anxiety
  • Assertiveness & Self-Confidence

If deemed to be beneficial booster training modules can be added to the program at a minimal cost.

These modules can also be accessed outside of the program and can be used at anytime.

When an individual is entrenched in a disability mindset and requires a more comprehensive and customized rehab program to impact level of function to enable them to realize a successful and sustainable RTW.

Client needs to be medically (physically (able to participate in an independent walking program or exercise program) and psychologically) stable (i.e. stabilized on antidepressant or antipsychotic or anti-anxiety medications with no suicidal ideation).

The referral source may refer for this service directly or the file could also be re-routed for Reactivation following rehab initial visit.

  • Medical (physical and psychological) restrictions and limitations (if known).
  • Identified barriers or other influencing factors impacting upon return to work.
  • Details of job availability and job demands are helpful.
  • Confirmation of the employers’ willingness to accommodate a GRTW plan.
  • Vocational Goal
  • Clarity as to the vocational support services available as they may need to be activated prior to the completion of the Reactivation Program.
  • Whether the employer is open to the client participating in a ‘work trial’ (i.e. unpaid work) prior to commencing a GRTW plan.

Cognitive Abilities Evaluation

Assessment of an individual’s functional cognitive capabilities and provision of strategies to manage cognitive concerns at the workplace. This assessment will provide you with a clear picture of an individual’s strengths and challenges and suggest more targeted work intervention and determine their effectiveness in helping to improve work productivity.

A Cognitive FAE is a valuable tool if an individual has cognitive challenges and or limitations that are impacting function and if a clear and objective statement of the abilities and limitations are required for vocational planning.

Additional benefits include post-assessment assistance by an Occupational Therapist with implementation of GRTW recommendations, if required. This may include such aides as onsite job coaching, managerial direction on adjusting work tasks for the employee, facilitating strategies to put tools in place to minimize challenges.

  • A CDA is required, if job specific
  • Employer name and contact details
  • Address of assessment location
  • Authorization to go into place of work to conduct assessment
  • Confirmation if job specific, workplace specific
  • Confirmation if you would like for assessor to provide accommodation or Gradual Return to Work recommendations?

Cognitive Demands Analysis

This assessment objectively analyses the essential physical job duties and cognitive demands of an individual’s job. This assessment includes analyses such as memory, concentration, multi-tasking and meeting deadlines.

A CDA is a valuable tool if the cognitive and physical demands need to be objectivised and clarified for a return to work plan or job matching, or to clarify the gaps.

  • Employer name and contact details
  • Address of assessment location
  • Authorization to go into place of work to conduct assessment

Return to Work Counselling Program

DMIs Return to Work Counselling Program, a specialized initiative designed to support individuals facing challenges in returning to the workplace due to disability, including but not limited to injuries and various health events. Our experienced counsellors, well-versed in vocational rehabilitation, provide targeted assistance to empower individuals in their journey back to work.

The program is comprised of structured counselling sessions, beginning with a comprehensive global assessment to understand the individual’s unique circumstances and challenges. Post assessment sessions are scheduled in blocks of four or eight.

To tailor our approach, individuals complete a Return-to-Work Readiness Self-Efficacy Questionnaire, allowing us to gauge their confidence levels and identify specific areas requiring attention. Throughout the program, our seasoned counselors work collaboratively with individuals, emphasizing function related to work, identifying barriers, and establishing concrete goals to address these barriers effectively.

An assessment report within 10 days from the date of the assessment.

A detailed mid-program Progress Report and Discharge Report are completed, outlining the individual’s participation and progress of RTW barriers and RTW self-efficacy, and proposed strategies for addressing residual barriers, if any.

By focusing on the individual’s strengths and needs, our program is dedicated to fostering a positive and sustainable return to the workforce.

  • Mild to moderate mental health functional limitations
  • The individual must be sufficiently stable to actively engage and participate.
  • Current work absence or difficulty with return to work/stay at work.
  • Cognitive limitations appear to extend over time despite stabilization of the medical condition.
  • Individuals appear to have decision-making challenges with regards to their own occupation or other life decisions.

Motivation considerations:

  • RTW motivation appears to be influenced by personal lifestyle choices.
  • RTW motivation appears to be impacted by workplace issues/conflict and, or job dissatisfaction.
  • Moderate motivation to engage and take ownership of recovery.
  • Mid-levels of RTW motivation

  • Summary of any psychological diagnosis and/or treatment
  • Description of barriers, and or other influencing factors impacting RTW
  • If applicable, details regarding any workplace issues

Workplace Facilitation

Workplace Facilitation is a form of Alternate Dispute Resolution aimed at resolving workplace conflict. Through the use of trained facilitators, participants are guided through a structured problem-solving process that emphasizes:

  • Confidentiality,
  • Identification of common interests,
  • Solution focused communication,
  • Expanding possible solutions,
  • Eventual agreement or plan.

Workplace issues exist and workplace absence (and any medical issues) is driven by workplace issues.

Resolution of workplace issues will resolve absence and/or claim.

Medical and functional capacity barriers have resolved; however, EE is expressing workplace related issues creating a RTW barrier.

This is to be distinguished from a situation where there is a medical issue (i.e., cancer) as well as workplace issues; in which case timing of referral for services requires individual assessment.

Both parties must be agreeable with engaging in a workplace facilitation strategy to resolve RTW barriers.

Should there be a grievance related to the workplace issue, workplace facilitation should be introduced before the arbitration phase or any legal involvement.

  • ER name and contact.
  • Confirmation that the Employer and an Employee have been informed that a Workplace Facilitator is being involved, and that both parties must make a commitment to the process as the process requires joint participation and bi-lateral consent.
  • Clear indication of the claims strategy and its impact on the progression of the claim.
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Physical Interventions

Ergonomic Assessment

An Ergonomic Assessment provides detailed information regarding job tasks and the workstation from an ergonomic perspective and compares this information to the physical abilities, anthropometrics and job requirements of the employee. Recommendations are made to modify the work environment and equipment/devices in order to make it more suitable and safe for the employee.

An Ergonomic Assessment Blitz can also be conducted for a specific group of employees as a preventive measure, following a location change or when ergonomic issues are generalized within a group.

An Ergonomic Assessment may be conducted in order to assist an employee to return back to work at his or her current position, or to improve a workstation in an alternate occupational setting. It can also be used as a measure to reduce the risk for injury or exacerbation of an existing condition.

  • Employer name and contact details.
  • Address of assessment location.
  • Authorization to go into place of work to conduct assessment.
  • Optional: Job description or Physical Demands Analysis

Functional Abilities Evaluation

This assessment objectively measures an individual’s functional abilities and restrictions using a variety of standardized tests with built in reliability checks.

This assessment includes testing such items as range of motion, strength, dynamic and static work demands, co­ordination, and functional activities.

Testing generally takes place over 1 or 2 days. The FAE can either be General or Specific to a particular job.

A FAE is a valuable tool if an individual has physical limitations that are impacting function and if a clear and objective statement of the abilities, restrictions and limitations are required for vocational planning. Additional benefits include objective reports on validity and consistency of effort during the assessment.

If a return to the pre-disability occupation is not possible, the FAE results will help to identify alternate levels of work (i.e., sedentary, etc.).

If there is a history of cardiac concerns on file, medical clearance from the attending physician will be required for FAE participation.

  • One day or two-day FAE?
  • Job specific or general FAE required?
  • If FAE is Job Specific, a Physical Demands Analysis on file required.
  • Specifics regarding what questions need to be addressed related to the functional assessment.
  • Do you wish for assessor to provide accommodation or Gradual Return to Work recommendations?
  • Medical clearance from attending physician if there is a history of cardiac issues.

Physical Demands Analysis

The Physical Demands Analysis is a useful tool when a detailed breakdown of the physical demands of a specific job are required to determine whether a job is potentially suitable for an individual given his/her physical abilities and/or restrictions.

Objective data collected regarding the physical requirements of a job include: a brief description of all required job tasks, job environment, tools and protective equipment. It is not necessary for the individual to be present during this analysis.

When specific physical job-related information is required for a return-to-work plan or job matching, or when referring for a Job Specific FAE.

  • Employer name and contact details.
  • Address of assessment location.
  • Authorization to go into place of work to conduct assessment.

Work Site Assessment

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Living Care Benefits & Plan of Care

Through the Living Care Benefits Assessment, the need for long-term care is assessed based on the ability to handle the requisite “activities of daily living” (bathing, dressing, using the toilet, etc.)

The home-based assessment is conducted by a regulated health professional, most commonly a registered nurse.

A Plan of Care may follow this assessment and assists the referral source in carrying out the recommendations made in the assessment.

A Living Care Benefits Assessment may be conducted in order to determine whether an individual would require further assistance in their Activities of Daily Living (ADLs) as a result of physical and/or cognitive deficits.

The assessment can identify what areas of their ADLs require assistance, to what extent, and in what respect in order to assist in determination of eligibility of benefits.

  • Power of Attorney name and contact information, if applicable.
  • Any medical history if available.
  • Please stipulate if there is a focus on physical or cognitive symptoms.
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Vocational Interventions

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Medical Interventions

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