Preventing workplace injuries is an employer’s first line of defense in reducing the cost of workers’ compensation. Canada recently initiated a campaign using posters to promote health and safety in the office environment. The program is run by the Canadian Centre for Occupational Health and Safety (CCOHS).
The first posters in the new ergonomics series, Pick Up Tips on How to Lift Safely and Tension Relief…It’s a Stretch, promote safe work practices by illustrating safe lifting tips and tension-relieving exercises performed at a workstation or sitting in a chair.
Lifting incorrectly is the most common cause of low back pain occurring at work in Canada. The number and the severity of injuries may be greatly reduced by preparing and planning for the lift, and practicing safe lifting and handling techniques. Pick Up Tips on How to Lift Safely visually showcases the importance of preparation and proper lifting methods by displaying photos of different lifting techniques.
Workers who sit behind a desk for most of the day may complain about being stiff and sore. It takes effort for the body to maintain one position for a long time. The poster, Tension Relief…It’s a Stretch features stretching exercises. Performed at the worker’s workstation, in a chair, the poster illustrates stretches for head/neck, lower back, legs, ankles, upper torso. (workersxzcompxzkit)
Each poster is double-sided, in English and French, and are available as free downloads from the CCOHS website, http://www.ccohs.ca
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers' Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604.
Podcast/Webcast: Claim Handling Strategies
Click Here:
http://www.workerscompkit.com/gallagher/podcast/ Claim_Handling_Strategies/index.php
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers' comp issues.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ ReduceYourWorkersComp.com.
In an interview with Attorney Ronca, I learned how medical record searches in NY became a part of their practice. As I learn about interesting new services and arrangements for my clients and other employers to lower their costs, I like to mention these services, so I recently sat down with Attorney Ronca who filled me in about their specialized document search services.
In 1993, Theodore Ronca, Esq. and Diane Kinslow, Esq. expanded their workers’ compensation services to include specialized searches for records, principally medical records for use in second-injury fund claims. Initially, these searches began as part of the handling of claims for self-insured employers where it was more effective in terms of time and expense to have the lawyers appearing at hearings pursue the searches between hearings.
The searches, done by subpoenaing group medical plan records of payments, quickly produced material that would have been many times more effective if used in the claim from the onset. The sheer amount of material on prior conditions, as well as prior comp claims, disability claims and lawsuits, if used in the comp claim would alter the way in which claims were presented and would radically change medical testimony. A federal publication on “Permanent Disability in the Workplace” bore this out with a finding that one worker in three had a permanent significant medical disability. This was the very group most likely to experience extended disability following a compensation injury, according to Attorney Ronca.
He said, " Our documentation of prior impairments for second-injury fund quickly quintupled the number of C-250s each employer presented with a good chance of success. Other employers, carriers and third-party administrators (TPA) began to use the service. For new clients we did not handle the hearings, confining our service to supplying useful documents. For these clients we included a one-page written analysis, placed above the records, of the contents useful to the claims examiner and the outside counsel. This was so that information would not be lost or overlooked by having each new person review hundreds of pages of medical records."
The addition of a condensed analysis by attorneys familiar with the nature of comp claims, legal issues and medical testimony brought many new benefits. Outside counsel could quickly present many new issues in a timely fashion, including apportionment with other claims, causal relationship and treatment for unrelated conditions, in addition to second-injury funds.
He said, "We never proposed to offer advice on the handling of the claim, nor did we appear at hearings, take testimony or write appeals. Outside counsel, normally uneasy about another firm handling portions of a file, quickly came to accept us as an unseen resource greatly adding value to their own services."
Since most of their work was done by phone, letter and fax (internet recently added) they could handle claims anywhere in the state of New York from one office. With new Health Insurance Portability and Accountability Act (HIPAA) regulations requiring a release, and such releases now being universal in comp and negligence claims, they can handle searches in any state on a file they are not working as attorneys.
He says, "We are attorneys who happen to have acquired the skills necessary to perform searches. In New York, we occasionally are required to issue subpoenas, in which case we become attorneys on a claim for the limited purpose of issuing a subpoena. This means we can lawfully perform services intended to assist in claims in other states where we do not have to issue a subpoena."
As they have become known to claims units, they have been asked to secure every manner of document in addition to medical. Among these are pleadings in lawsuits, bankruptcy records, police records, medical records from foreign countries, records of UI claims, Social Security disability records, news stories regarding a party, military medical records, death certificates, birth certificates, records of discrimination claims, bank records and signed purchases of material showing undisclosed business activity.
He also emphasized, "We have learned to be discreet with personal information and hold material that could be personally embarrassing to a party, or deleterious to their relationships, until contacts are made with a claims unit and opposing counsel to ensure proper handling. Such records, if not essential, are kept by us and are not revealed unless all parties agree."
And, they seldom bill for services on an hourly basis, unless asked to do so. Instead, they have followed a “DRG” system. Services have a fixed price regardless of the time spent so that claims units do not have to wonder about the accuracy of itemization of times. The two services accounting for 95% of the work are: (a) location and retrieval of a document and, (b) analysis of a document received together with a written summary of the contents.
In nearly all cases, mailing charges, phone calls and subpoena fees are built into a single charge. That flat fee is divided into two parts: a fee to locate and produce a set of records, usually starting with the group medical payment records, and secondly, at fee to analyze (including decoding of abbreviations used by many medical plans) and prepare a written report and mail the records.
Prior to mailing a subpoena or release they always speak to the people who will receive the release to make sure they understand what is being requested and see if there are any other matters that need to be resolved. These calls are built into the charge to locate and retrieve a document and do not result in additional expense. (workersxzcompxzkit)
They have been successful in having medical offices provide most sets of records for the subpoena fee. However, some hospital and medical groups insist on charging a statutory charge per page for copying. They will pay these but if they exceed the normal subpoena fee must add them to their charges.
I hope you agree, this could be a very useful service.
Author: Robert_Elliott@ReduceYourWorkersComp.com
Attorney Theodore Ronca is a practicing lawyer from Aquebogue, NY. He is a frequent writer and speaker, and has represented employers in the areas of workers' compensation, Social Security disability, employee disability plans and subrogation for over 30 years. Attorney Ronca can be reached at 631-722-2100.
Podcast/Webcast: Claim Handling Strategies
Click Here:
http://www.workerscompkit.com/gallagher/podcast/ Claim_Handling_Strategies/index.php
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers' comp issues.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ ReduceYourWorkersComp.com.
Workers’ compensation payments are periodic payments of money – but are they assets? Property? What rules apply to them in a family support or divorce matter?
When the New York Workers’ Comp Board makes awards, especially awards for “permanent” disability, or makes a final settlement award, many people come to think of the award as a common form of property. However, like much else in workers’ comp, the truth is far different.
First, “permanent” disability is not really permanent. The Board can change the award at any time under Sect 123 of the WCL and rule a permanently disabled worker is no longer disabled at all.
Second, even where awards continue to be paid they are not property the worker may dispose of at will. Section 33 of the WCL describes periodic payments as being generally free of liens and may not be transferred by the worker.
New York has recognized since 1935 that comp payments are for the support of a family, not just the worker. New York courts, since 1984, may issue orders of support, which become liens on comp payments under Sects. 5241 and 5242 of the CPLR.
What this means is during a divorce the parties may not agree to apportionment or assignment of compensation payments. There is continuing joint oversight of the payments by the compensation board. The Board rules on the amount of the payment. And, the Supreme Court, rules as to how the amount may be distributed.
The dark side of work comp and family support is many younger workers, seeing an extended comp claim as a chance to shed an old relationship and start anew, move, halt contact or otherwise try to conceal a settlement of a comp claim – often, currently, ones over $100,000. (workersxzcompxzkit)
An employer should not be surprised to receive phone calls from an angry estranged spouse if a former worker is now on continuing comp. The call, predictably, is about learning the amount of work comp and where it is being sent. Such calls should be referred to the WCB, which will direct a spouse or child to the proper people for assistance.
Author: Attorney Theodore Ronca is a practicing lawyer from Aquebogue, NY. He is a frequent writer and speaker, and has represented employers in the areas of workers' compensation, Social Security disability, employee disability plans and subrogation for over 30 years. Attorney Ronca can be reached at 631-722-2100.
Podcast/Webcast: Claim Handling Strategies
Click Here:
http://www.workerscompkit.com/gallagher/podcast/ Claim_Handling_Strategies/index.php
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers' comp issues.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ ReduceYourWorkersComp.com
Insurance Company's Group Benefits Division Warns of Disabling Illnesses and Accidents
"We are warning workers about wintertime wellness risks and urging them to take steps now to protect their health and their wealth," said Glenn Shapiro, vice president of claims for The Hartford's Group Benefits Division. "In today's tough economy, a disability that lasts even a couple weeks could be a financial hardship for many Americans." Winter is a wonderland for disabling illnesses and accidents.
Claims due to depression, respiratory illnesses and fractures jump in January but not before a spike in good cheer and a dip in claims around the holidays, according to an analysis of short-term disability claims by the United States seller of group disability insurance.
The Hartford's analysis of more than one million short-term disability claims over the past five years found claims are at their lowest level overall in November and December. The New Year then brings a flurry of disability claims related to depression.
"The holiday season can be a stressful time of year. But studies show most Americans are happy when they're celebrating with family and friends," Shapiro said. "Our claims records back that up. Depression claims drop to their lowest point in December and then climb in January."
Employers need to understand depression is a challenge workers need help in overcoming. Not only are workers trying to beat the blues in the dead of winter, they are struggling with sniffles and sneezes. Claims due to respiratory illnesses soar in January and peak in February.
"Everyone knows wintertime is cold-and-flu season. But our research shows respiratory illnesses are not to be taken lightly. They keep many workers off the job, making this a major concern for the financial health of businesses, too," Shapiro said.
Overall, accident-related disability claims peak in the summertime. However, there's another secondary spike in January of accident-related claims for workers in the Northeast and Midwest.
"Inclement weather is a key factor making these two regions disability danger zones during the winter," Shapiro said. "Basic safety precautions can help prevent most of the accidents and injuries that can happen. We encourage residents in these two regions to exercise extreme caution while traveling during storms and use the appropriate protective gear for winter sports at all times, such as wearing a helmet when skiing."
Shapiro added employers can lend a helping hand in keeping their workers happy and healthy and offers these tips for business owners:
1. Don't let stress drain productivity. Provide employees with coping techniques and tools, such as an Employee Assistance Program. You'll also find stress tips on The Hartford's Group Benefits Website such as staying active even during this frigid time of year.
2. Avoid confusion about absences. Ensure your team is familiar with key company policies on topics, such as storm closings and telecommuting. (workersxzcompxzkit) 3.
Get ready. Arm your workforce with information about disability benefits, just in case they experience a disabling injury or illness this winter. The Hartford's research has found troubled economic times are a great time for employers to emphasize income protection. Workers can estimate their coverage needs at TheHartfordatwork.com, and employers can prepare by having plans to accommodate recuperating workers.
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers' Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604. Podcast/Webcast:
How To Prevent Fraudulent Workers' Compensation Claims http://www.workerscompkit.com/gallagher/podcast/Fraudulent_Workers_Compensation_Claims/index.phpFREE
WC IQ Test: http://www.workerscompkit.com/intro/
WC Books: http://www.reduceyourworkerscomp.com/workers-comp-books-manuals.php
WC Calculator: http://www.reduceyourworkerscomp.com/calculator.php
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker about workers' comp issues. ©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
When developing your post-injury response procedures, all participants — the supervisor, employee and potential witnesses must be fully trained. Then, in the event of a work-related injury, everyone knows how to respond intelligently because they are alert to the kinds of information they must document about the incident.
It is, however, your supervisors who play the most pivotal role in post-injury response management. Supervisors are the ones who take charge immediately after the event. They direct the actions of the injured employee and witnesses. Since supervisor judgment is critical to the outcome of the injury, training must focus on making wise decisions.
Since you are relying on your supervisor's ability to make good judgment calls on the scene of an injury, training must focus on strict post-injury protocol. There is no substitute for rigorous supervisory training. It will save your company dollars and heartache down the road because it's not a question of if a work related incident will occur, but when. Therefore, when a workplace injury does happen, supervisor preparedness is key.
After training, test supervisor mastery by creating scenarios where the supervisors are asked make the best decision based on the information they have and what the protocol permits
Determine the extent of the employee's need for medical attention.
If Emergency Services are Required
1. Follow departmental procedures for contacting Emergency Services.
2. Remain with the employee until medical professionals have arrived on the scene.
3. Obtain contact information of the medical facility.
4. Send a work ability or injury treatment form along with the emergency services personnel.
5. If you can accompany the injured employee to the medical facility, then do so. Follow up with the injury treatment form to have it completed by the treating physician.
6. If you can obtain an employee statement, do so, if the employee is able to speak or write.
7. Have witnesses complete the written witness statement forms.
8. Document everything you can about the incident, including date, time, location, nature of work employee was performing, whether safety gear was being used appropriately, production schedules, exigent circumstances, such as whether the employee was double shifting, or working over time, whether machinery (if used) was in good repair, whether employee tools were in good condition.
9. Take photos of the worksite where the injury occurred.
10. Compile statements, photos, into an injury-tracking file to which you will be adding your communication pieces and diaries as the employee recuperates.
If Emergency Services are not Required
1. Ensure the injured employee receives appropriate first aid if required.
2. Direct the employee to preferred medical providers if this is permitted in your state. (workersxzcompxzkit)
3. Send an injury treatment form along with the employee to be completed by the treating physician and faxed back to you within 24 hours so you can adapt a modified duty job to accommodate the employee's limitations.
4. Make sure you tell the employee that the form has to be completed and faxed back.
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers' Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604.
Podcast/Webcast: How To Prevent Fraudulent Workers' Compensation Claims http://www.workerscompkit.com/gallagher/podcast/Fraudulent_Workers_Compensation_Claims/index.php
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers' comp issues.
©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
The Boeing Company, based in Chicago, agreed to pay $380,000 and administer far-reaching injunctive measures to settle two lawsuits brought by the U.S. Equal Employment Opportunity Commission (EEOC).
In one case, (EEOC v. The Boeing Company, 05cv03034 PHX FJM) filed in 2005, sex discrimination and retaliation claims were brought against Boeing by the EEOC on behalf of two female engineers at Boeing’s Mesa, Arizona facility.
“Betty Gomez”* complained of gender-based harassment, including sexist remarks, creating a hostile environment and, a few days later, she was transferred to a new unit not suitable to her skill set. Less than two months after the transfer, Boeing laid her off, purportedly because she could not perform as well as other engineers in her new unit.
“Instead of stopping the harassment or reprimanding the men who tormented me, they moved me to a unit that designed structures,” Gomez said. “I was skilled at electrical engineering. That’s like asking a heart surgeon to do brain surgery. Then they evaluated me for layoff based on my ability to perform structural work. They set me up for layoff.”
The EEOC claimed Boeing managers harbored discriminatory and retaliatory motives when it transferred and terminated Gomez.
Manufacturing engineer “Rita Wright”* twice complained of sex-based harassment, and twice Boeing’s internal investigators substantiated her complaints. Nonetheless, the EEOC said the company allowed her harassers to influence her layoff evaluations and reduce her scores. As a result, Wright also received a layoff notice.
The EEOC’s investigation showed Boeing manipulated evaluation scores used in its work force reduction process to justify the terminations of Wright and Gomez.
“An employer is only setting itself up for more trouble when it punishes a worker for exercising her right to complain about unlawful activity in the workplace,” said EEOC Acting Chairman Stuart Ishimaru. “The EEOC is always especially concerned when we uncover this kind of unlawful retaliation. It chills witnesses and victims from reporting illegal discrimination at work, and therefore interferes dangerously with the Commission’s law enforcement efforts.”
In an earlier lawsuit, (EEOC v. The Boeing Company, CV-03-1210-PHX-PGR), the EEOC sought relief on behalf of “Milly Kline,”* a female mechanic at the Mesa helicopter facility.
The EEOC charged Boeing allowed Klines’ co-workers to harass her on an ongoing basis due to her gender and allowed one or more managers to contribute to that harassment without taking appropriate steps to address the behavior.
Much of the harassment directed at Kline was designed to make it more difficult for her to perform her job, the EEOC said. Male co-workers took Klines’ tools and either broke them, hid them, or changed the adjustments before returning them. Other harassment was sexual in nature. Kline reported this conduct to Boeing’s Human Resources Department, but the company did nothing to address it. As a result, the harassment continued.
The suit also charged Boeing retaliated against Kline for complaining about gender-based harassment. After Kline reported her co-workers’ conduct to Boeing’s Human Resources Department, a manager warned several of Klines’ co-workers to be careful of what they said to her because the manager had them on a list.
The consent decrees reached between the parties provide for $380,000 in monetary relief for Gomez, Wright and Kline and an injunction prohibiting future discrimination and retaliation. Further, the EEOC obtained curative relief, such as training, to prevent Boeing from engaging in any further discrimination and retaliation. (workersxzcompxzkit)
“The right of an employee to oppose discrimination in the workplace is fundamental,” said Mary Jo O’Neill, regional attorney for the EEOC’s Phoenix District Office. “Employees should be able to report discrimination without fearing their employers will make the situation worse by retaliating against them.”
*Names Changed for Privacy
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers' Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604.
Podcast/Webcast: Claim Handling Strategies
Click Here :
http://www.workerscompkit.com/gallagher/podcast/ Claim_Handling_Strategies/index.php
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers' comp issues.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
An audit of your workers' compensation program will generate recommendations, and you'll need to start chipping away and implementing the recommendations. Start with ones that need the most immediate attention and the ones that can impact the bottom line the most, start with those.
Five Tips for Getting Started
1. Use your report to gain management commitment.
2. Develop a "case for action" — a five-minute statement to your manager about why you need to change and how you're going to do it.
3. Start at the top and work your way down.
4.Don't wait until you've got management commitment to do some of the smaller things, such as hold file reviews or invite the doctor to file reviews.
5. Remember that the bigger steps you take and the more tenacious you are, the quicker your costs will go down.
The most important thing a risk manager should remember after the audit is completed is that he or she needs to start somewhere. Sometimes a company will get a report and say, "Gee whiz, 102 things we're supposed to do." It may seem so overwhelming your company doesn't know where to start. If this type of thinking prevents you from starting at all, and all the audit recommendations are for naught.
Often companies will say can't start because they don't have the appropriate data, and they can't get the data unless they have a new computer system. We call this analysis paralysis. If the risk managers feel they've been analyzed to death they become afraid if they don't do the perfect thing-exactly the right way-it won't succeed.
Certainly one of the first things you have to do is use your report to gain management commitment. You have to develop what's called a "case for action," which is just a five-minute statement to your manager about why you need to change and how you're going to do it. The case for action is starting at the top and working your way down, where you meet in the middle. (workersxzcompxzkit)
You don't have to wait until you've got management commitment to do some of the smaller things, like hold file reviews or invite the doctor to file reviews, of course, the bigger steps you take and the more tenacious you are, the quicker your costs will go down.
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers' Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604.
"FRAUD PREVENTION" PODCAST click here: http://www.workerscompkit.com/gallagher/mp3 By: Private investigator with 25 years experience.
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker about workers' comp issues.
©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Schurke said she is concerned that characterizations of a State Auditor's report on the State Fund could lead people to believe incorrectly that the system will soon be insolvent.
"I want to assure every Washington worker that the benefits they need if injured on the job will continue to be available today and in the future," Schurke said. "Businesses also need to know that L&I continues to provide the insurance coverage that they expect and count on."
She said confusion appears to come from a misinterpretation of the audit when it mentions the probability of "insolvency" in the State Fund. The insolvency mentioned in the audit refers to the contingency reserve, which is like a rainy day fund and which is only a very small portion of the system's current total assets of $11 billion.
"The last thing we need to do is overreact to the possibility that the contingency reserve is low," Schurke said. "In times like these, we need patience and a long-term view." She said it's important to recognize some interest groups and lobbyists have seized on the audit as a way to advance their agendas to change significantly workers' compensation.
"The fact is, we made a deliberate decision to draw down the contingency reserve in order to keep premiums low and help businesses keep their doors open in this tough economic time," Schurke said. "This has been done before and this year it's more important than ever that we keep insurance costs as low as possible," she said. "This was the right thing to do and doesn't threaten the long-term financial integrity of our system." (workersxzcompxzkit)
Schurke added, "I understand we're cutting it closer to the edge this year, given the economy. That's why we are looking intensively at every way to cut costs while still providing protection for injured workers and employers."
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers' Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604.
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers' comp issues.
©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Discussions to look at legislation designed to assist a financially troubled fund for injured workers is currently under discussion by a Missouri House committee.
The Second Injury Fund, according to the Associated Press (AP), encompasses claims from those workers with prior injuries or conditions who are re-injured while at work. Analysts have warned for some time the Fund is running low on money, and the state's attorney general's office halted setting injured workers' cases in the fall of 2009.
A bill proposed by House member Barney Fisher would cap settlements and place restrictions on the kinds of injuries qualifying for Second Injury Fund payments. The committee held a hearing on Monday, February 15 to review the proposal.
Podcast/Webcast: Claim Handling Strategies
Click Here:
http://www.workerscompkit.com/gallagher/podcast/ Claim_Handling_Strategies/index.php
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers' comp issues.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ ReduceYourWorkersComp.com
All California employers were recently reminded by Cal/OSH of the requirement to post a list of job-related injuries and illnesses occurring at their workplaces during 2009. The notification must be posted at the employers’ places of business from February 1 through April 30, 2010 for employee review.
Employers are required to use form 300A (www.dir.ca.gov/dosh/dosh_publications/oshalog300.pdf) to report the number of injuries each year, even if no work-related injuries occurred. The information must include the nature of the injury or illness, the severity of the work-related incidents and the number of days the affected employees missed work.
Employers with 11 or more employees, except those covered in the California low-hazard establishments in retail, services, finance and real estate sectors, must display form 300A wherever employee notices are usually posted.
“The mandatory Cal/OSHA log helps employers identify recurring problems and eliminate them,” said John Duncan, director of the Department of Industrial Relations (DIR). “Employers needing additional assistance in improving their safety programs can contact our Cal/OSHA Consultation unit for a free assessment.” (workersxzcompxzkit)
Employers who want to learn more about posting requirements and how to reduce workplace injuries can get information at www.dir.ca.gov/dosh/dosh1.html
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers' Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604.
Podcast/Webcast: Claim Handling Strategies
Click Here:
http://www.workerscompkit.com/gallagher/podcast/ Claim_Handling_Strategies/index.php
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers' comp issues.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ ReduceYourWorkersComp.com.
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Canada Workers Comp, Safety and Loss Control, WC in Other Countries (International) |
