Checklist – A list of items required, things to be done, or points to be considered, used as a reminder. It’s a type of job aid used to reduce failure by compensating for potential limits of human memory and attention. Generally speaking, checklists consist of a set of statements that correspond to specific criteria; the answer to each statement is either “Yes” or “No”. A checklist used for assessment is a tool used in evaluating and measuring using specific criteria that allow an individual to gather information in order to make a judgment regarding the matter being assessed. Checklists are used to encourage or verify that a number of specific lines of inquiry, steps, or actions are being taken, or have been taken. They are tools used to better organize your assignments and to verify, easily, your most important tasks. 

Chronic Diseases – In literature, there is no common definition of CDs. While the main feature of long duration is a commonplace in all approaches, in some cases the differentiation of definitions varies according to whether their classification is based on the “cause” or the “outcome” of the disease, or whether they are considered as communicable or not. According to WHO chronic diseases or non-communicable diseases (NCDs) are defined as those that have long duration, slow progression and are not passed from person to person. The main types of NCDs more frequently considered are cardiovascular diseases, cancer, chronic respiratory diseases and diabetes, but the term covers a wide range of health conditions, including neurological, musculoskeletal diseases and mental health conditions as well. Chronic diseases such as heart disease, cancer, and diabetes are the leading causes of disability. Chronic diseases generally cannot be prevented by vaccines or cured by medication, nor do they just disappear, but they can be prevented or controlled through a regular and healthy lifestyle. They tend to become more common with age. Chronic diseases affect 8 out of 10 people aged over 65 in Europe.

Inclusiveness is the practice or policy of including people who might otherwise be excluded or marginalized, such as those who have physical or mental disabilities and members of minority groups. An inclusive workplace is that working environment that values the individual and group differences within its work force. An inclusive workplace makes diverse employees feel valued, welcome, integrated and included in the workforce instead of isolated.  Inclusion is highlighted as a community process, and inclusiveness is described as a community outcome. Inclusion in fact is the process that helps to overcome barriers limiting the presence, participation and achievement of workers. In an inclusive workplace employees feel valued and rewarded which contributes to creating a sense of openness where problems are discussed openly and a sense of loyalty to the organization.

Persons with non-communicable diseases are persons with a long-standing chronic or mental health condition (or conditions) that cause a reduced capacity to participate in the open labour market. Persons with NCDs can be employed, unemployed or inactive.

Persons with disabilities are persons who have “long-term physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others”, according to Article 1 of the UN Convention on the Rights of Persons with Disabilities (UNCRPD). It should be noted that an illness or an injury alone does not constitute a disability unless it is accompanied by obstructive societal or environmental factors. Therefore, ill-health should be seen as a component of disability. It is important to note, however, that on a country level, governments may use their own definitions of disability, based on various factors such as the severity of health or working capacity impairment, in order to allocate disability benefits and supports. In such cases, persons with impairments caused by a NCD may or may not be assessed as disabled, depending on the laws of each country. Therefore, some persons with NCDs can be included in the group of persons with disabilities, while others are seen as non-disabled persons who receive no disability benefits, regardless of their needs for support. A distinction can be made between persons with NCDs whose health condition could qualify them for a disability status, but they do not want to be recognised as disabled for various reasons, and persons with NCDs whose health condition could qualify them for a disability status.

Professional (re-)integration strategies policies, measures and services aimed at encouraging, facilitating and supporting persons with NCDs in joining or remaining in the open labour market.

Policies binding and non-binding legislative frameworks, provisions and policy approaches that set a course or a principle of action at international, regional, national or local level.

Reasonable Accomodation A reasonable accommodation is assistance or changes to a position or workplace that will enable an employee to do his or her job despite having a disability. Within the work environment, reasonable accommodations can be described as any change or adjustment to the job, the work environment or the way work is customarily done which enables an employee with a chronic disease to perform the essential functions of a job.

Return to Work is used to describe the goal (following an injury/illness) to return an employee to suitable employment, for example, return to pre-injury job. Return-to-Work is a proactive approach designed to help restore injured or ill workers to their former lifestyle in the safest and most effective manner possible. A Return to Work program is developed in a collaborative effort to return the injured/ill worker back to his or her status or to a more suitable one for his new condition. A major benefit for both the injured worker and employer is the Return-to-Work focus on an earlier return to maximum work capacity than would be possible using a non-specialized treatment plan. The development, implementation, and maintenance of a company’s Return-to-Work program would strengthen the workplace community through continued communication and the shared goal of the safe return to work of the injured/ill worker.

Services services and activities by private or public entities aimed at assisting jobseekers in finding employment as well as social services that directly or indirectly contribute to the employability of persons with NCDs. In other words, services include both mainstream and specialized employment services. 

Systems supports, programmes or schemes (including financial support) aimed at activating unemployed and inactive persons in obtaining or returning to work; the employed persons in remaining in work; and the employers and employment services in facilitating the participation of persons with chronic diseases in the labour market.

Work ability  is a dimension that evaluates whether an employee is able to do his/her job in the present and in the future, in relation to the demands of this job, to the work environment, and to his/her own mental and physical resources. Work ability is also determined by professional knowledge and competence (skills), values, attitudes, and motivation, the type of work and the working environment.

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