Frequently Asked Questions - SG Health Solutions
Medical and Paramedical
When applying for life insurance, the information you provide plays a crucial role in the underwriting process. Your age, weight, lifestyle, and health are significant factors that determine your policy. While some answers may be self-certified without the need for evidence, complete honesty is essential. Incorrect information, whether intentional or not, can lead to a claim being invalidated with no premium refund. Additionally, providing false information may constitute insurance fraud. In some cases, based on your application responses, a medical exam may be required. This involves visiting your GP for a health assessment, potentially including a blood test, with the results shared with the insurer. These exams help insurers accurately assess your health and make informed decisions regarding coverage and pricing. Both you and the insurer benefit from these health checks, ensuring transparency and confidence in the policy.
If a medical exam is requested, it’s important to schedule it promptly to secure personalized
coverage. Delaying the exam may necessitate re-evaluation and quoting.
One of our dedicated team members will reach out to you personally to coordinate and arrange a suitable date, time, and location that aligns with your convenience and preferences. We understand that your time is valuable, and our aim is to make this process as effortless and accommodating as possible for you. Your satisfaction and ease are our top priorities, and we’re committed to ensuring that the scheduling of any appointments or arrangements is tailored to your specific needs, providing you with a seamless and stress-free experience. These services are free for you. All medical information requested during the assessment of your application will be paid for by the insurance company.
The following should be considered before your medical examination:.
- Alcohol, caffeine, and tobacco can have an impact on your blood pressure reading if consumed prior to your test. Therefore, it is best to avoid these for 24 hours before your medical examination.
- Fasting may be required for glucose, lipid tests, and MBA 20. This means no food or fluids (except water) for a period of 8–10 hours prior to your medical examination. Water is encouraged during the fasting period to make blood collection easier and to ensure you are well hydrated.
- Please let the pathology collector know if you have ever had any fainting episodes during a blood test.
- Note: If you are insulin-dependent, diabetic, pregnant, or breastfeeding, you should not fast prior to your blood test. Please inform us of this at the time of making your appointment and at the time of the collection.
The duration of the tests typically varies, with each one taking approximately 20 to 60 minutes, depending on the specific test that is required. At SH Health Solutions, we understand that your time is valuable, and we’ve tailored our services to prioritize your flexibility and comfort. Our approach is centered on creating a healthcare experience that not only meets your health needs but also
respects your schedule and well-being.
If there is a dressing, please leave it in place for between 2 and 4 hours.
- Refrain from doing any vigorous exercise, which could stimulate blood flow and may cause bleeding from the site.
- If you have been fasting, please eat and drink soon after your blood collection.
- Please note: Some people may experience some bleeding, bruising, swelling, or discomfort in the arm after a blood test, which may be unavoidable. Following the above instructions can minimise the occurrence of these.
- If bleeding occurs at the needle site, apply firm pressure over the site and elevate your arm until the bleeding stops. If excess bruising, discomfort, or swelling occurs at the needle site, apply an ice pack to the area for 10 minutes, remove it for 5 minutes, and reapply. Rest your arm as much as possible.
- Eat foods rich in iron, such as leafy green vegetables or iron-fortified cereals. These can help replenish lost iron stores to build your blood supply back up.
The pathology laboratory will conduct tests on your blood that have been ordered. Request Form, and for which you have given consent. On occasion, additional (reflex) tests will be conducted on the specimens if required under the guidelines set by the insurance company. Your test results are dealt with with the strictest confidence, and once received from the pathology laboratory, they will be sent to the insurance company and form part of the basis of your insurance application.
Impairment Officer Training
Employers should adopt a Drug and Alcohol Drug Management Plan (DAMP) policy in consultation with their staff. Employers have a duty of care to ensure a safe working environment and safe systems of work for their staff.
The DAMP should include matters such as:
- Expectations of the employees in regards to drug and alcohol requirements at work
- Assistance for employees that may have drug or alcohol concerns
- At what point and in what circumstances will you treat an employee’s drug or alcohol concern as a matter of discipline rather than a health issue?
- Employers should adopt a substance misuse policy. This policy should aim to support affected employees rather than punish them, though your policy must say that possession or dealing in drugs at work will be reported immediately to the police. If an employee admits to being a drug user, your policy should seek to help them rather than lead to dismissal.
It is important that employers clarify in a transparent fashion how drug and alcohol screenings will take place and that all worker representatives are part of the testing regime.
A result that requires further testing (RFT) will be completed soon after the initial test, following the chain of custody requirements.
An effective strategy is to implement random drug and alcohol screening in the workplace for all employees and subcontractors. It is recommended to test at least four times per year, targeting a minimum of 10% of the workforce.
We service call-outs for post-incident testing, near-misses, or for-cause events. This service is available to you 24/7 for any nominated reason.
Yes, with the correct training.
ITA proudly facilitates training with informative work educationals, the nationally recognised HLTPAT00S Collect Specimens for Drugs of Abuse Testing program, along with 24-hour support for any concerns or issues that may arise.ITA proudly facilitates training with informative
Drug and Alcohol
Employers should adopt a Drug and Alcohol Drug Management Plan (DAMP) policy in consultation with their staff. Employers have a duty of care to ensure a safe working environment and safe systems of work for their staff.
The DAMP should include matters such as:
- Expectations of the employees in regards to drug and alcohol requirements at work
- Assistance for employees that may have drug or alcohol concerns
- At what point and in what circumstances will you treat an employee’s drug or alcohol concern as a matter of discipline rather than a health issue?
- Employers should adopt a substance misuse policy. This policy should aim to support affected employees rather than punish them, though your policy must say that possession or dealing in drugs at work will be reported immediately to the police. If an employee admits to being a drug user, your policy should seek to help them rather than lead to dismissal.
It is important that employers clarify in a transparent fashion how drug and alcohol screenings will take place and that all worker representatives are part of the testing regime.
A result that requires further testing (RFT) will be completed soon after the initial test, following the chain of custody requirements.
An effective strategy is to implement random drug and alcohol screening in the workplace for all employees and subcontractors. It is recommended to test at least four times per year, targeting a minimum of 10% of the workforce.
We service call-outs for post-incident testing, near-misses, or for-cause events. This service is available to you 24/7 for any nominated reason.
Yes, with the correct training.
ITA proudly facilitates training with informative work educationals, the nationally recognised HLTPAT00S Collect Specimens for Drugs of Abuse Testing program, along with 24-hour support for any concerns or issues that may arise.ITA proudly facilitates training with informative
Spirometry
Spirometry is a non-invasive test that measures if there has been any narrowing of the bronchial tubes. This is done by measuring your lung capacity against the known lung function values for someone of the same age, height, weight, sex, and ethnicity as you.
The spirometer measures the amount of air in your lungs and how fast that air can be expelled. This provides an indication of how well your lungs are performing. Knowing these parameters, the spirometry test can identify if your spirometry results fall into the normal range category or indicate a restriction or obstruction of the airways.
If a restriction or obstruction is detected, medical advice should be sought by your preferred medical practitioner.
Spirometry is an important test used to diagnose and monitor a person’s general lung health and condition. Lung problems can cause narrowing of the bronchial tubes (or airways), resulting in shortness of breath. The greater the narrowing of these tubes, the more difficult breathing becomes. Spirometry is an excellent way to measure the lung condition of a person who may be exposed to elements in the workplace that have the potential to affect their lung health.
Yes. Spirometry is a non-invasive means of measuring a person’s lung condition. It is performed on people of all ages. The alternative means of assessing a person’s lung condition is through the use of a chest x-ray. Any x-ray, when performed repeatedly, can have an adverse effect on a person’s health. This is why an x-ray is usually only recommended when an issue is detected during the spirometry test. The only time that spirometry is not recommended is if you have a medical condition that would make it difficult or uncomfortable to breathe in fully or blow out with force. This includes things such as a recently cracked rib, a collapsed or perforated lung, or recent surgery.
The results obtained are kept on file and used as your baseline, to which all future spirometry tests will be compared. If any deterioration in the results is observed in future tests, you may also be referred to a GP for further assessment and investigation of the results.
The spirometry results are treated in the same manner as all medical records and are not made available to anyone other than you and the persons responsible for monitoring your health in your company.
Having a spirometry test is straightforward. The test involves taking a full breath in and then blowing it out as hard and as fast as you can into a tube attached to the spirometer machine. Various measurements will indicate how your lungs are working. The test is performed while seated and usually takes around 10 minutes.
In higher-risk industries such as mining, manufacturing, construction, pharmaceuticals, and healthcare, we recommend an audit as part of pre-employment or onboarding checks and then periodically (for example, annually). It is vital for employers to monitor the potential impact of possible exposure to hazards such as dust and airborne chemicals.
Breathe in as deeply as you can.
- Bring the mouthpiece up to your mouth.
- Seal your lips around the mouthpiece.
- Blow out as hard and as fast as you can.
- Keep blowing out as long as possible—usually around 5 seconds.
The test will usually be repeated three times to ensure a consistent and accurate result.
The spirometrist will talk you through each test procedure and give you immediate feedback on your performance. They will then fully explain the results to you and, in most cases, give you a printed copy of the spirometry report.
Respirator Fit Testing
Employers are required to ensure that employees wear the correct respirators when they are required to protect their health and that they are properly fitted.
Fit testing is a mandatory requirement of AS/NZS 1715, Selection, Use, and Maintenance of Respiratory Protective Equipment, which also details the different fit testing methods. Fit testing is carried out to identify if any airborne contaminants have the potential to leak into the respirator through gaps in the seal between the respirator facepiece and face. It is required for all tight-fitted respirators, including P1, P2, half-face disposable, half-face reusable, full-face reusable, and powered air-purifying respirators (PAPR).
Fit testing works by measuring the number of microscopic particles in the ambient air and then measuring the number of those particles that leak into the respirator. The ratio between these two concentrations is called the fit factor.
The test is performed while the worker is wearing the respirator and attached to the fit test specialist equipment. The worker is then instructed to perform several physical movements and actions designed to challenge how the seal is maintained in a relevant emulation of its intended use.
If an adequate seal is achieved and passes the fit test, then that particular respirator is deemed suitable for the wearer.
The test will take approximately 15 minutes, including the consultation, the testing process, and training on the use, care, and maintenance of the selected facepieces.
Facial hair, including beards, moustaches, sideburns, and stubble, will stop the facepiece from sealing properly. Workers must be clean-shaven where the facepiece comes into contact with their skin.
No smoking 30 minutes before the test. Following the test, each worker will receive a fit test record card of the correctly matched facepiece for them. The employer is provided with electronic copies of the full test results.
Anyone wearing a tight-fitting respirator should be fit-tested.
Fit testing must be done before the respirator is selected or used for the first time. Regular testing should occur at least every 12 months to ensure selected facepieces continue to fit properly.
Brands, models, and sizes of respirators differ slightly, so a fit test will need to be conducted each time a new model is introduced. A fit test should also be done again in cases of weight change or facial dental alterations.
No. A fit test qualifies you to use the specific brand, make, model, and size of respirator you successfully passed on the fit test.
The wearer must use the equipment correctly before entering a contaminated area. When ITA matches the best facepiece for the worker, training on how to put on and take off the equipment will be provided, along with things to look out for.
We supply a range of RPE, including disposable, half-face, and full-face respirators, in a variety of sizes and styles.
Audiometry
An audiometric test measures an individual’s hearing threshold level.
Assessment is conducted using the latest computer-based audiometric software. The equipment is highly accurate and calibrated for each visit.
The Australian Standard AS/NZS 1269.4:2014 Occupational Noise Management Auditory Assessment requires that a ‘prescribed workplace’ must provide audiometric testing (hearing test) for employees within 3 months of commencing work (baseline test) and then at least every two years thereafter.
A ‘prescribed workplace’ is defined as one where the worker is exposed to a continuous noise of 85 dB or more in an 8-hour working day or a peak exposure of 140 dB and wears PPE.
Audiometric testing allows you to identify workers at risk of significant hearing loss by identifying changes in their hearing threshold.
Legislation requires employees to be referred to an audiologist when there is a difference of 15 dB or more from their previous test result.
Following the test, each worker is given an overview of their results by the technician. The company will receive a report with individual records.
The results obtained are kept on file and used as a baseline, to which all future hearing tests will be compared. If any deterioration in the results is observed in future tests, workers may also be referred to an audiologist for further assessment and investigation of the results.
The hearing results are treated in the same manner as all medical records and are not made available to anyone other than the individual and the persons responsible for the monitoring of your health in the company.
Hearing tests can be performed onsite in our convenient mobile audiometric testing clinic. Employees are taken into our small, soundproof booth in the mobile unit. Headphones are fitted over their ears.
Each ear is tested individually. The employee indicates if they can or cannot hear certain sounds through a range of frequencies. The test is performed while seated and usually takes around 10 minutes.
Yes! Your last test results can be easily entered into our software, and we will be able to do the required comparison.
Wellness Checks
Workplace wellness checks refer to the assessment or evaluation of an employee’s physical well-being, including nutrition and diet, sleep, activity levels, and undertaking screening tests such as blood pressure and blood sugar for cardiovascular disease and diabetes. These checks can include various types of health screenings as well as assessments of overall job satisfaction. The goal of workplace wellness checks is to promote employee health, improve productivity, and prevent workplace injuries or illnesses.
There are several benefits for both employees and employers when companies conduct workplace wellness checks:
Benefits for Employees:
- Increased awareness and understanding of their health status, which can help them make more informed decisions about their lifestyle and health.
- Early detection of potential health issues or diseases can lead to earlier treatment and better health outcomes.
- Improved access to resources and support for improving their health and well-being, such as nutrition counselling or fitness programs.
- Reduced stress levels and improved job satisfaction, which can lead to a better overall quality of life.
Benefits for Employers:
- Increased productivity and decreased absenteeism, as healthier employees are less likely to miss work due to illness or injury.
- Reduced healthcare costs, as early detection and treatment of health issues can help prevent more serious and expensive medical problems later on.
- Improved employee retention and recruitment, as a workplace that prioritizes employee health and well-being, is often more attractive to potential employees.
- Improved company culture and morale, as employees feel valued and supported by their employer.
In Australia, workplace wellness checks are not currently mandatory for all employers. However, some industries and workplaces may be subject to specific regulations or requirements regarding employee health and safety. For example, workplaces with hazardous work conditions may be required to provide regular health screenings to employees to ensure their safety. Additionally, some employers may choose to implement workplace wellness programs as part of their company culture or employee benefits package. It’s always best to consult with a legal or HR professional to understand the specific regulations and requirements that apply to your workplace.
There is no set frequency for workplace wellness checks in Australia, as the specific needs and risks of each workplace may vary. However, some employers may choose to conduct wellness checks annually or biennially to monitor employee health and well-being. It’s important to note that any wellness checks should be voluntary and confidential, and employees should be informed of the purpose and procedures of the checks.
It’s important to note that the frequency of workplace wellness checks may also depend on the type of wellness check being conducted. For example, biometric screenings may be conducted more frequently than mental health screenings or fitness assessments.
During workplace wellness checks, various types of information may be collected, depending on the specific type of wellness check being performed. Some common types of information that may be collected include:
- Biometric data such as blood pressure, cholesterol levels, blood sugar levels, and BMI
- Information on lifestyle habits such as smoking, alcohol consumption, and exercise habits
- Family health history
- Medical history and current health concerns
- Nutritional habits and dietary preferences
- Sleep patterns and the quality of sleep
- Mental health concerns or symptoms
Workplace wellness checks are typically voluntary and confidential, and employees cannot “fail” them. The purpose of these checks is to identify potential health risks and provide employees with information and resources to improve their health and well-being.
If an employee is found to have a health condition or risk factor during a wellness check, the employer may offer resources such as referrals to healthcare professionals, wellness programs, or educational materials to help the employee manage the condition or risk factor. Employers may also use the information collected during the wellness check to identify common health issues among employees and develop workplace health initiatives that address these issues. It’s important to note that any health information collected during a workplace wellness check is confidential and should be treated as such. Employers should only use the information for the specific purpose of the wellness check and should obtain the consent of employees before sharing the information with anyone else.
It’s also worth noting that workplace wellness checks should not be used to discriminate against employees or make employment decisions based on an individual’s health status. Employers should ensure that they comply with all relevant anti-discrimination laws and regulations.
