Synthesis Essay WRTG 394 Accommodations for Employees with Migraines
Migraine headaches are a chronic condition characterized by episodic attacks of disabling problems. These debilitating headaches are a leading cause of absenteeism and lost
productivity in the workplace. A review of scholarly and trade journals will show that
somewhat small investments on an employer’s part to reduce triggers to prevent migraine
headaches, as well as providing a comfortable environment for those employees who are
sufferers, can potentially reduce lost productivity. Because of the prevalence and severity of
migraine headaches, employers that have employees who suffer from migraine headaches
should work with their employees to find reasonable accommodations to reduce the frequency
and severity of migraines. This paper will show the prevalence of migraine headaches, the
impact that they can have on a business, common triggers and possible accommodations that
employers can enact to reduce the likelihood of an employee getting a migraine headache and
possible solutions to minimizing discomfort when an employee has a migraine.
Prevalence, Impact and Triggers of Migraine Headaches
Studies show that migraine headaches afflict approximately 6% of men and 18% of women in
the United States, and cost billions of dollars each year in lost productivity, absenteeism, and
direct medical expenditures (Lawrence, p. 1069).
Data from the World Health Organization also indicate that “migraine is the third most common
medical condition on the planet (Vos, T., Flaxman, A. D., Naghavi, M., Lozano, R., Michaud, C.,
Ezzati, M., Murray, C. J. L, p. 2170).” Wenzel, Dortch, Cady, Lofland, & Diamond reflect this as
well by identifying that migraine headache are a leading cause of absenteeism and lower
productivity in the workplace (p. 638). Research from Stewart, Ricci, Chee, Morganstein, and
Lipton quantifies that in the U.S., migraines are responsible for approximately 113 million
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Write My Essay For Memissed workdays annually, resulting in the loss of more than $13 billion each year (p. 2445).
With all of this being said: if there is an opportunity for employers to make accommodations to
mitigate productivity losses related to migraine headaches, the employer should investigate those
opportunities, not only for the well-being of the employee, but there would likely be an
economic benefit to the employer for doing so.
Throughout the research, several “triggers” or causes of migraine headaches are
identified. According to Teplitz, there are 129 known causes, including stress, poor posture, cold
white florescent light, and weather conditions such as cold, dry air, to name a few (p. 20).
Stafford and Shoquist also mention the triggers of light and even elaborates by identifying
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Managing Human Resources WRTG 394 Assignment 2
WRTG 394 ASSIGNMENT 2
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Synthesis Essay WRTG 394 Accommodations for Employees with Migraines
Migraine headaches are a chronic condition characterized by episodic attacks of disabling problems. These debilitating headaches are a leading cause of absenteeism and lost productivity in the workplace. A review of scholarly and trade journals will show that somewhat small investments on an employer’s part to reduce triggers to prevent migraine headaches, as well as providing a comfortable environment for those employees who are sufferers, can potentially reduce lost productivity. Because of the prevalence and severity of migraine headaches, employers that have employees who suffer from migraine headaches should work with their employees to find reasonable accommodations to reduce the frequency and severity of migraines. This paper will show the prevalence of migraine headaches, the impact that they can have on a business, common triggers and possible accommodations that employers can enact to reduce the likelihood of an employee getting a migraine headache and possible solutions to minimizing discomfort when an employee has a migraine.
Prevalence, Impact and Triggers of Migraine Headaches Studies show that migraine headaches afflict approximately 6% of men and 18% of women in the United States, and cost billions of dollars each year in lost productivity, absenteeism, and direct medical expenditures (Lawrence, p. 1069). Data from the World Health Organization also indicate that “migraine is the third most common medical condition on the planet (Vos, T., Flaxman, A. D., Naghavi, M., Lozano, R., Michaud, C., Ezzati, M., Murray, C. J. L, p. 2170).” Wenzel, Dortch, Cady, Lofland, & Diamond reflect this as well by identifying that migraine headache are a leading cause of absenteeism and lower productivity in the workplace (p. 638). Research from Stewart, Ricci, Chee, Morganstein, and Lipton quantifies that in the U., migraines are responsible for approximately 113 million
there are many possible accommodations that can be made to reduce the productivity lost by migraine headaches. Being that the most common triggers are stress and lighting, solutions towards those things may have the most impact. Pollich surveyed employees about what accommodations they’ve asked for or have received, with a change in lighting, whether it is lowering or turning off lights or an overall change to the type of light being the most common request and accommodation. The U. Department of Labor Job Accommodation Network outlines reasonable accommodations to lighting triggers such as adding filters to existing lights, changing the lights entirely, providing anti-glare filters for computer screens; accommodations to noise triggers such as moving the employee to a quieter area or providing noise-canceling headphones; to scent triggers by implementing a fragrance-free policy, among other luxuries such as flexible leave (p). Similar to the suggestions by the Job Accommodation Network, being allowed a flexible schedule was also amongst the top requests for accommodation with examples of it being able to come into work late or leave early when a migraine occurs (p. 212). Weiss, Bernards, and Price also identify a flexible schedule and even an “innovative approach to scheduling” as an accommodation that may prevent migraine headaches. They also suggest other accommodations to triggers that were noted above: “Employers can accommodate employees with migraines by prohibiting perfume or cologne and requiring smoke-free workplaces. Ergonomic evaluations have repositioned workstations, decreasing migraines. Computer screens can be altered to decrease glare. Some employees dim lights above their heads or wear hats to decrease glare. A headset is preferred over a standard phone. Some employees take a short break to take the medication in a quiet, dark room, aborting a headache or decreasing the severity and finishing the shift (p. 499).” Warshaw,
Burton, and Schneider suggest avoiding migraines by employing stress management programs and for those on the onset of a migraine, providing a dark and quiet room and ice packs so that the employee may be able to return to work (p. 99-115). For the most part, these accommodations shouldn’t put an undue burden on the employer. They will go far to reduce the triggers of migraines, therefore minimizing the likelihood of the employee getting a migraine and the lost productivity as a result of one.
Conclusion The research of migraine headaches, as well as the analysis of the numerous accommodations that can be made by employers, is extensive. With 129 possible triggers along with the percentage of the population affected by migraine headaches, employers need to work with employees who suffer from migraine headaches to find solutions to mitigate those triggers for their employees. In many cases, most of the accommodations offered from the research have a minimal, if any cost at all, especially compared with what the company can gain from reducing the lost productivity.
ezproxy.umuc/login?url=search.proquest.com.ezproxy.umuc/docview/ 221047295?accountid= Warshaw, L. J., Burton, W. N., & Schneider, W. J. (2001). Role of the workplace in migraine disease management. Disease Management and Health Outcomes, 9(2), 99-115.
Weiss, M. D., PhD., Bernards, P., A.P.N., & Price, S. J., M. (2008). Working through a migraine: Addressing the hidden costs of workplace headaches. AAOHN Journal, 56(12), 495-500; quiz 501-502. Retrieved from ezproxy.umuc/login?url=search.proquest.com.ezproxy.umuc/docview/ 219398909?accountid= Wenzel, R., Dortch, M., Cady, R., Lofland, J. H., & Diamond, S. (2004). Migraine headache misconception: Barriers to effective care. Pharmacotherapy, 24(5), 636-648. Vos, T., Flaxman, A. D., Naghavi, M., Lozano, R., Michaud, C., Ezzati, M., … Murray, C. J. L. (2012). Years lived with disability (YLDs) for 1160 sequelae of 289 diseases and injuries 40 1990-2010: A systematic analysis for the Global Burden of Disease Study 2010. Lancet, 280, 2163-
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Migraine headaches are a chronic condition characterized by episodic attacks of
disabling problems. These debilitating headaches are a leading cause of absenteeism and lost
productivity in the workplace. A review of scholarly and trade journals will show that
somewhat small investments on an employer’s part to reduce triggers to prevent migraine
headaches, as well as providing a comfortable environment for those employees who are
sufferers, can potentially reduce lost productivity. Because of the prevalence and severity of
migraine headaches, employers that have employees who suffer from migraine headaches
should work with their employees to find reasonable accommodations to reduce the frequency
and severity of migraines. This paper will show the prevalence of migraine headaches, the
impact that they can have on a business, common triggers and possible accommodations that
employers can enact to reduce the likelihood of an employee getting a migraine headache and
possible solutions to minimizing discomfort when an employee has a migraine.
Prevalence, Impact and Triggers of Migraine Headaches
Studies show that migraine headaches afflict approximately 6% of men and 18% of women in
the United States, and cost billions of dollars each year in lost productivity, absenteeism, and
direct medical expenditures (Lawrence, p. 1069).
Data from the World Health Organization also indicate that “migraine is the third most common
medical condition on the planet (Vos, T., Flaxman, A. D., Naghavi, M., Lozano, R., Michaud, C.,
Ezzati, M., Murray, C. J. L, p. 2170).” Wenzel, Dortch, Cady, Lofland, & Diamond reflect this as
well by identifying that migraine headache are a leading cause of absenteeism and lower
productivity in the workplace (p. 638). Research from Stewart, Ricci, Chee, Morganstein, and
Lipton quantifies that in the U.S., migraines are responsible for approximately 113 million
missed workdays annually, resulting in the loss of more than $13 billion each year (p. 2445).
With all of this being said: if there is an opportunity for employers to make accommodations to
mitigate productivity losses related to migraine headaches, the employer should investigate those
opportunities, not only for the well-being of the employee, but there would likely be an
economic benefit to the employer for doing so.
Throughout the research, several “triggers” or causes of migraine headaches are
identified. According to Teplitz, there are 129 known causes, including stress, poor posture, cold
white florescent light, and weather conditions such as cold, dry air, to name a few (p. 20).
Stafford and Shoquist also mention the triggers of light and even elaborates by identifying
computer screens as a source of light that can cause migraine headaches. Like Teplitz, they also
cite weather and temperature. However, they go on to add allergens, strong odors such as
cigarette smoke and perfumes, and high altitudes to the list of common triggers (p. 170).
Throughout their research, they elaborate that “light sensitivity is such a common migraine
symptom that it’s in the top tier of symptoms and is usually part of a migraine (p. 21).” Polich’s
research study of employees in the workplace also identifies stress and lighting as the most
common trigger of migraine headaches (p. 156). Programs to reduce or manage stress and
changes in light can go a long way to help the majority of employees who suffer from migraine
headaches.
Possible Accommodations by Employers
Employers can realize an economic benefit by working with employees who suffer from
migraine headaches to reduce time missed due to the debilitating condition, as well as other
benefits such as increased employee morale. Because there are so many triggers for migraines,
there are many possible accommodations that can be made to reduce the productivity lost by
migraine headaches. Being that the most common triggers are stress and lighting, solutions
towards those things may have the most impact. Pollich surveyed employees about what
accommodations they’ve asked for or have received, with a change in lighting, whether it is
lowering or turning off lights or an overall change to the type of light being the most common
request and accommodation. The U.S. Department of Labor Job Accommodation Network
outlines reasonable accommodations to lighting triggers such as adding filters to existing lights,
changing the lights entirely, providing anti-glare filters for computer screens; accommodations
to noise triggers such as moving the employee to a quieter area or providing noise-canceling
headphones; to scent triggers by implementing a fragrance-free policy, among other luxuries
such as flexible leave (p.7). Similar to the suggestions by the Job Accommodation Network,
being allowed a flexible schedule was also amongst the top requests for accommodation with
examples of it being able to come into work late or leave early when a migraine occurs (p. 212).
Weiss, Bernards, and Price also identify a flexible schedule and even an “innovative
approach to scheduling” as an accommodation that may prevent migraine headaches. They
also suggest other accommodations to triggers that were noted above: “Employers can
accommodate employees with migraines by prohibiting perfume or cologne and requiring
smoke-free workplaces. Ergonomic evaluations have repositioned workstations, decreasing
migraines. Computer screens can be altered to decrease glare. Some employees dim lights
above their heads or wear hats to decrease glare. A headset is preferred over a standard phone.
Some employees take a short break to take the medication in a quiet, dark room, aborting a
headache or decreasing the severity and finishing the shift (p. 499).” Warshaw, Burton, and
Schneider suggest avoiding migraines by employing stress management programs and for those
on the onset of a migraine, providing a dark and quiet room and ice packs so that the employee
may be able to return to work (p. 99-115). For the most part, these accommodations shouldn’t
put an undue burden on the employer. They will go far to reduce the triggers of migraines,
therefore minimizing the likelihood of the employee getting a migraine and the lost productivity
as a result of one.
Conclusion
The research of migraine headaches, as well as the analysis of the numerous
accommodations that can be made by employers, is extensive. With 129 possible triggers along
with the percentage of the population affected by migraine headaches, employers need to work
with employees who suffer from migraine headaches to find solutions to mitigate those triggers
for their employees. In many cases, most of the accommodations offered from the research
have a minimal, if any cost at all, especially compared with what the company can gain from
reducing the lost productivity.
References
Employees with migraine headaches [electronic resource]. (2010). [Washington, D.C.] :
U.S. Dept. of Labor, Office of Disability Employment Policy ; Morgantown, WV : Job
Accommodation Network, [2010].
Lawrence, E. C. (2004). Diagnosis and Management of Migraine Headaches. Southern Medical
Journal, 97(11), 1069-1077.
Pollich, L. (2012). It’s not ‘just a headache’: The lived experience of migraines in the
workplace (Order No. 3499277). Available from ProQuest Dissertations & Theses Global.
(936381689). Retrieved from http://ezproxy.umuc.edu/login?
url=http://search.proquest.com.ezproxy.umuc.edu/docview/936381689?
accountid=14580
Stafford, D., & Shoquist, J. (2003). Migraines for Dummies. Hoboken, NJ: Wiley Publishing, Inc.
Stewart, W. F., Ricci, J. A., Chee, E., Morganstein, D., & Lipton, R. (2003). Lost productive time
and cost due to common pain conditions in the US workforce. JAMA, 290, 2443- 2454.
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U.S. History Themes100% (12)Teplitz, J. V. (2004). Migraine management. Occupational Health & Safety, 73(10), 20-21.
Retrieved from http://ezproxy.umuc.edu/login?
url=http://search.proquest.com.ezproxy.umuc.edu/docview/221047295?accountid=14580
Warshaw, L. J., Burton, W. N., & Schneider, W. J. (2001). Role of the workplace in migraine
disease management. Disease Management and Health Outcomes, 9(2), 99-115.
Weiss, M. D., PhD., Bernards, P., A.P.N.P., & Price, S. J., M.D. (2008). Working through a migraine:
Addressing the hidden costs of workplace headaches. AAOHN Journal, 56(12), 495-500;
quiz 501-502. Retrieved from http://ezproxy.umuc.edu/login?
url=http://search.proquest.com.ezproxy.umuc.edu/docview/219398909?accountid=14580
Wenzel, R., Dortch, M., Cady, R., Lofland, J. H., & Diamond, S. (2004). Migraine headache
misconception: Barriers to effective care. Pharmacotherapy, 24(5), 636-648.
Vos, T., Flaxman, A. D., Naghavi, M., Lozano, R., Michaud, C., Ezzati, M., … Murray, C. J. L. (2012).
Years lived with disability (YLDs) for 1160 sequelae of 289 diseases and injuries 40 1990-
2010: A systematic analysis for the Global Burden of Disease Study 2010. Lancet, 280,
2163-2196
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