Using Job Classification Codes to Save Work Comp Costs

Employers are  confronted every day by ever-increasing workers’ compensation costs and are often at a loss as how to control these costs, believing cost control is out of their hands. However, employers must come to the realization costs can be controlled by implementing safety and workers’ comp management methods.

Many states  offer employers and insurers certain incentives to help cope with up-front costs of work comp insurance premiums. States don’t set the premiums, but some states do set a more favorable base rate if the employer has a proven record of safety and workers’ compensation management practices. And, the base rate is what insurers use to set their premium price.

The State Side
Premium calculations  are based on the rates states allocate to more than 700 jobs, known as “job classification codes.” The codes are based on the type of work done at your company. To be sure your employees are classified correctly, consult http://www.ncci.com National Council on Compensation Insurance for a complete listing

A certain level  of risk is assigned by each state to each job classification. That means workers such as writers, secretaries, office clerks, or clergy are assigned a lower rate of risk for injury than construction workers, miners, or offshore drillers where the risk of injury is much, much higher.

When you  first apply for workers’ comp insurance, your premium is primarily determined by what portion of your payroll is allocated to each of the classifications vis-a-vis company averages. If your work force is primarily in higher risk job classifications, the base rate is higher and your premium is higher.

Cost Cutters
Once an  employer reaches a certain premium level and the company achieves a proven record of safety and workers’ comp management practices – resulting in fewer, shorter WC claims, you may be eligible for state mandated credit programs.

Companies with  strong safety and workers’ comp management programs might have premiums calculated using a lower base rate than the state average. In some states, employers can get up to a 15% credit on their premiums, aside from experience mod, for evidence of good safety and workers’ comp management programs.

Insurers also  take other factors besides experience mod into account when calculating work comp premiums. They look at things like company growth, safety, workers’ compensation management. If these factors predict good future loss control, premiums may be less. Some companies use a preferred policyholder tier system. Companies with strong track records in safety and workers’ comp management may earn a “preferred policy” holder designation.

Some insurers  give a dividend or a premium refund at year’s end if the company shows strong safety and workers’ comp management resulting in fewer, shorter claims. Of course, if your losses are high, you won’t receive a refund, so it is a strong incentive for employers to pay attention to the importance of safety and workers’ comp management. (workersxzcompxzkit)

The rewards  are employers maintaining strong safety and workers’ compensation management programs experience future lower premiums. Then, with a record of safety and workers’ comp management, they can pick and choose their insurer(s) and are eligible for many state and insurance perks not otherwise available.
 

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  

Posted in Insurance Issues, Rates, Premiums, Lowering Premiums & Experience Mod, Management Commitment, Medical Cost Containment & Managed Care, Risk Management |

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NEW ZEALAND Privacy Breach about Injured Employees Medical Information

January Employer Injury Report Data Miss-Matched

Every month  New Zealand's Accident Compensation Corporation (ACC) provides businesses around the country with a report on injuries occurring in the workplace. The report assists the businesses to better manage health and safety performance using the information from the report.

Consisting of  a cover sheet and an attachment, the names of individuals, types of injuries sustained and the cost to date are included in the report. About 15,000 businesses receive the report each month.

In line with  standard practice, ACC uses an external mail-house who collate and send the reports on ACC’s behalf. The external mailer is not involved with the data in individual reports.

"While the mail-house  has measures to ensure the right attachment goes with the right cover letter, unfortunately a problem occurred with the January mail-out. The reports were incorrectly collated and some 2,000 businesses received information, some private, intended for other organizations,” Dr Keith McLea, ACC general manager, said.

"Upon becoming  aware of this we immediately put into place steps to retrieve the reports and get them to the correct businesses. We have also requested a full investigation be done by the mail-house and asking them to review their processes to ensure this does not happen again. We have also contacted the Privacy Commissioner to advise what has happened.

"Our clients’  information is of the utmost importance to us and we’re very disappointed that privacy may have been breached. Our prime concern is to ensure we get this information back as soon as we can. After that we will of course be holding discussions with the mail-house," McLea added. (workersxzcompxzkit)

McLea noted  that the ACC apologizes unreservedly to the individuals and businesses affected by this unacceptable error and assures them ACC is doing everything possible to ensure it does not happen again.
 

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  

Posted in Employment Law Issues, Litigation Management, WC in Other Countries (International) |

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Employer May Not Fire Worker for Reporting Workplace Injury

After a worker  reported a work-related-injury, two railroad companies allegedly retaliated against the employee by firing him according to OSHA (Occupational Safety and Health Administration). OSHA claims two Illinois-based railroads must pay a former railroad employee more than $80,000 in back wages, compensatory damages, and attorney's fees.

The agency  investigated the employee's allegation saying he was fired as a retaliatory move because he reported his work-related injury. OSHA claims its investigation discovered officials from both railroads ordered an investigation into the cause of the employee's injury. Their findings resulted in their decision to terminate his employment. OSHA said the employee complied with the railroads' rules governing the reporting of work-related injuries and wasn't at fault for his injury.

"An employer  does not have the right to retaliate against its employees who report work-related injuries," said Charles Adkins, OSHA's regional administrator in Kansas City. "While OSHA is best known for ensuring the safety and health of employees, it is also a federal government whistleblower protection agency."

OSHA enforces  the whistleblower provisions of 17 laws protecting employees who report violations of various securities laws; trucking, airline, nuclear power, pipeline, environmental, rail, workplace safety and health regulations and consumer product safety laws. (workersxzcompxzkit)

The railroads  can appeal the decision.
 

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  

Posted in Litigation Management, Settling WC Claims |

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Chronic Pain Management Matters

In 2006,  The Center for Disease Control and Prevention (CDC) released its 30th annual report on the health status of America, “Health, United States, 2006” which found that the overall health of the nation seemed to be improving or holding steady, but highlighted one particular condition as needing further attention: pain.   

Pain is a common  and troubling condition around the world. In a 2005 European study, it was estimated that 20% of the world’s population deals with some form of chronic pain. In Europe, chronic pain accounts for over 30 billion euros in lost productivity. In 2002, an American study found common pain conditions caused 13% of workers to experience a loss of productivity over a two-week period. The estimated cost to corporate America was $61.2 billion dollars that year. In fact, pain has been such a prominent health care issue that the 106th U.S. Congress passed Title VI, Sec. 1603, of H.R. 3244, declaring the period between January 1, 2001 and December 31, 2010 the "Decade of Pain Control and Research."

 Solutions  

 Conventional treatment  of chronic pain is time-consuming and often very expensive, particularly for those claims that continue without resolution over the course of several years. For this reason, it is important that employers and payers understand the dynamics and drivers of the costs associated with chronic pain.  By employing a focused, multi-disciplinary clinical approach very costly segments can be targeted.  It is then possible to manage effectively chronic pain from the overall costs associated with medical care and treatment as well as loss of a productive workforce.

Using evidence-based  medicine to create a plan of action for those individuals with inadequately managed chronic pain promotes the achievement of optimum results.  Medical management programs can provide information and resources to the claimant's current treating doctors, clinics and hospitals. These types of consultations with providers help achieve the following objectives:

1.     Safe, rational and effective management of the chronic pain population

2.     Maximized functionality and return to work

3.     Management of medical costs

4.     Focused and designated processes/people to reduce internal duplication of effort

5.     Document measurable results and ROI metrics

How It Works

A Chronic Pain Program, for example, uses a defined and rigorous process. After an initial eligibility assessment, a highly skilled and experienced medical team of specialty physicians and nurses reviews the medical and psychosocial aspects of each case. The team establishes a list set of customized strategies in the form of recommendations to achieve ultimately the goals and objectives for each case. The team then monitors the impact of interventions during subsequent meetings and follows the case through to timely resolution.

The key to the program  is the expertise clinical and claim professionals bring to each claim. A highly experienced staff performs the data analysis, oversight and management of the process. An expert panel of specialized pain physicians (anesthesiologists, physiatrists, orthopedists, and psychologists or psychiatrists) provides guidance. Other contracted resources such as selected, accredited pain management facilities and urine drug monitoring labs help ensure that patients are compliant with prescribed regimens. 

A Chronic Pain Program  has the power to make a sizable difference. With proven methods, resources, and expertise it can provide the support and control to help employees beat pain back and return to productivity.

Guest Authors:  Candy Raphan, RN, BSN, ARNP, MAOM and Dr Jacob Lazarovic, MD, FAAFP.  For more information contact us at 404-300-1602.

Podcast/Webcast: Claim Handling Strategies
Click Here:
http://www.workerscompkit.com/gallagher/podcast/  Claim_Handling_Strategies/index.php  

Posted in Medical Cost Containment & Managed Care, Medical Issues |

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It is All About ACTION How to Maintain Your Excellent Work Comp Insurance Rate and Keep WC Costs Low

Employers rejoice over lower workers’ compensation rates and then slack off on the vigilance required to keep safety and workers’ comp management up and running. Workers’ compensation is NOT an expense of doing business. Unlike the rent, fixed for the month, WC costs rise and fall based on the number and cost of workplace injuries. Do not confuse lower workers’ compensation rates with lower costs.

Rather, lowering  and keeping low the cost of workers’ compensation is a basic business practice. Employers must ALWAYS be looking at safety and workers’ compensation management programs and be prepared to re-tool as necessary. If you have managed to avail yourself of lower workers’ compensation rates because of past good behavior don’t sit on your laurels.

It’s not enough  to pay lip service to safety and workers’ comp management, you must DEMONSTRATE to your insurers there are fewer claims with shorter life spans. At insurance time, you want to show you are a “preferred policy holder,” eligible for any and all “perks” your insurer and state may offer.

Achieving “Preferred Policy Holder” Status
1.  Document  your safety track record. Include ergonomic best fits for sedentary computer workers, floor coverings, warehouse shelving, training in lifting, climbing, moving, and warehouse safety, removing tripping hazards, safety signage.

2.  Show more  employees are returning to work more quickly with a goal of 95% injured employees returning to work within 1-4 days. (do not count med-only claims in the calculation)

3.  Develop job  descriptions for every position and create modified duty job descriptions in order to return injured employees back to work at the earliest possible opportunity.

4.  Communicate  from Day One with injured employees to show your good faith and demonstrate you are an ally in his/her recovery. Send a card or flowers, and talk to injured employers every week to document their recovery. Keep a Communication Diary to show when and where you communicated and what was discussed as well as the outcome.

5.  Training, training  and more training. Employees must be in-serviced in safety procedures, and workers’ comp management expectations. Employees should receive training in safety and post injury response procedures, as well as business protocol for convalescence, such as return to work programs, modified duty, weekly communication, etc.

6.  Employees must  know they are expected to take a Work Ability Form with them to the treating physician, and have it completed and faxed back to the employer with a diagnosis and a list of work restrictions so a modified duty job can be adapted to fit those restrictions. Employees must sign off when they receive training so you can demonstrate to insurers the employee(s) has, in fact, received training.

7.  Work Ability Forms  must be filed to demonstrate you were on top of each doctor’s visit and were ready to address each restriction with a modified duty job when applicable.

8.  Establish and maintain  contact with treating professionals where possible. The Work Ability Form is pivotal in accomplishing this because it contains contact information. (workersxzcompxzkit)

If you can demonstrate  you have engaged in activities such as these, and have lowered the incidence of work related injuries, you may become eligible for the state mandated credit programs, the insurer dividends and preferred policy holder status making workers’ comp costs not such much an expense as a way of doing business.

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  

Posted in Buying Workmans Comp, Insurance Issues, Rates, Premiums, Lowering Premiums & Experience Mod, Safety and Loss Control |

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Should Internal or External Auditors Be Used to Audit Your Organization Workers Comp Program

If you had  poor morale in the workplace, they would probably tell an external auditor before they would tell an internal one. You would be able to pinpoint the problems, perhaps more easily, but it wouldn't be as objective.

A mix of internal and external  auditing is essentially what happens because people in a company are almost always aware of why their problems are problems; they're just not always willing to share it.

It's most important,  that somebody is gathering an objective opinion.
There are people inside who can be very objective.
Four Tips to Find an Outside Auditor:
1. Go to somebody who's an expert in the field of workers' compensation, open-minded, has good analytical skills, as well as good writing skills-because they're going to have to write a report.
2. Be sure you auditor has a team approach.
3. Look at the time frame and determine how quickly a company could commit to doing the work.
4. Examine your comfort level — some of the touchy-feely stuff. Do you feel you can work well with the interviewer?
5. It's best if the auditor has experience in health benefits or employement issues if they do not have expertise in workers' compensation. First priority is to have an auditor with workers' compensation experience, whenever possible. And, make SURE the auditor has some common sense, especially if they don't have workers' comp experience.

Four Tips for Finding your Internal Auditor:
1. Anyone who touches the workers' compensation or the benefits is a possibility.
2. Human resources often have valuable insights.
3. Consider the managers of the following groups: safety, employee benefits, workers' compensation and risk management.
4. Involve labor, not only the director of labor relations, but also the union business agent to get their perspective.

Five Things your Auditors Should Look Into
1. Do you have claims or do you have injuries? If you have a lot of claims, but you don't feel they're legitimate injuries, then you wouldn't focus on a safety program. You'd focus on a fraud control program. 2. Address the insurance company relationship and return to work. Delve into the return to work. How long are employees out? How do they get them back to work?
3. Look at medical cost containment issues – what vendors or services are being used in the medical cost containment area and how effective are they? Include pharmacy expenses in the audit.
4. Is there fraud and what type of fraud is it? (workersxzcompxzkit)
5. How is your company communicating the policies? A lot of companies have good policies, but they just don't tell anybody.

Having an excellent audit process is crucial. Your vendors will all perform better if they know YOUR audit process will be checking on THEIR performance.

Podcast/Webcast: How To Prevent Fraudulent Workers' Compensation Claims http://www.workerscompkit.com/gallagher/podcast/Fraudulent_Workers_Compensation_Claims/index.php 
FREE 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

Posted in Implementation and Rolling Out Your Program, Workers Comp Kit |

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Your Workforce is Global But is Your Insurance Program

With globalization  and international trade increasing, more United States-based organizations are sending their employees to other countries on both short- and long-term assignments.  For employers sending their employees abroad to work, making sure employees have workers' compensation insurance and appropriate liability insurance is as important as ensuring their physical security and making sure they are up to date with medical needs like vaccinations.  

Sending anyone  abroad without suitable insurance is a disaster waiting to happen because the organization is responsible for its U.S. workers when they are injured anywhere in the world. There are many  issues to consider when a company has employees traveling to foreign countries or stationed outside the United States.  Let's look at workers' compensation insurance first. 

The first step  is to make sure your domestic workers' comp carrier will extend coverage to the territories where your employees may be traveling.  Employees need to be covered in all countries they are visiting or conducting business.  The position on this issue will vary by carrier. For instance, coverage for an occurrence in Canada varies, and not all carriers provide coverage under a controlled master program.  If you're aware of specific travel plans, report at plan inception, an estimated amount of payroll.  (workersxzcompxzkit)

Make sure all  subsidiaries, including those outside the U.S., are covered.  That is, the words, "the named insured"  must include all foreign subsidiaries.  Also, include all employees from foreign U.S.  Consider placing those employees with a U.S. operation if they will be in the U.S. longer than a few days so they will be covered under the United States workers' comp policies.

Podcast/Webcast: How To Prevent Fraudulent Workers' Compensation Claims Click here: 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

Posted in Travel and Overseas Employees |

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WCRI Finds Maryland Among Lowest in Claims Cost in New Study

A new study  from the Workers’ Compensation Research Institute (WCRI) shows workers’ compensation costs per claim for medical care of injured workers in Maryland were among the lowest of 15 states in part due to a lower fee schedule. The study showed lower prices paid for non-hospital services and typical utilization of most non-hospital services led to lower medical costs per claim in Maryland.

Another WCRI  study reported that even after fee schedule went up in 2006, the overall fee schedule rate in Maryland was still among the lowest of the 42 states with workers’ comp fee schedules. Despite the lower fee schedule rates, the WCRI study “Comparing Outcomes for Injured Workers in Michigan,” containing information about worker outcomes in 11 states, reported Maryland workers still noted generally typical access to and satisfaction with care. As a result, the Maryland workers’ comp system provided both workers and employers a higher value proposition compared to most other states studied, according to WCRI.

The study  also found payments per claim for lost wages, known as indemnity benefits, with more than seven days of lost time in Maryland grew rapidly at 10% in 2007. This was due mainly to gains in average duration of temporary disability and average weekly wage.

Lump-sum  payments per claim also grew quickly in 2007 in both early and mature claims, according to WCRI.
Litigation expenses in Maryland were higher compared to the typical study state, likely due to the “dueling doctor” approach used in determining permanent partial disability (PPD) benefits.

Despite the  most frequent use of medical-legal services among study states, the average medical-legal expense per claim in Maryland was typical compared to many other states. Also, defense attorneys were involved most often in Maryland, but the average defense attorney payment per claim was the lowest of the 15 states.
WCRI also reported it took longer for injured workers in Maryland to obtain their first indemnity payments. Despite the fastest injury reporting, the speed of payment once payer received notice of injury in Maryland was the slowest of the 15 states. (workersxzcompxzkit)

This result  is likely tied to the unusual claim filing requirement that the statute places on injured workers in Maryland. Unlike many states, Maryland injured workers have to file a claim in order to receive income benefits.

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: Claim Handling Strategies
Click Here:
http://www.workerscompkit.com/gallagher/podcast/  Claim_Handling_Strategies/index.php  

Posted in Benchmarking & FTE & Operational Comparison, Medical Cost Containment & Managed Care |

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California Man Convicted in Largest Workers Comp Scam

A businessman was convicted of insurance fraud involving a case prosecutors say was among the state's largest workers' compensation scams. His wife is also charged.

An Orange County Superior Court jury found the 51-year-old man guilty in February of 33 felony counts of insurance fraud.

According to prosecutors, the pair submitted 42 fraudulent claims for injured workers at their contracting businesses and underreported $29 million in payroll to the state.

As a result of the fraud, the state lost $253,000 in injured worker claims and millions more in insurance premiums. (workersxzcompxzkit)

A search of the couple's home turned up more than $500,000 in jewelry, cash and an application the woman filled out to join the cast of "The Real Housewives of Orange County" reality TV series, prosecutors said.

Podcast/Webcast: Claim Handling Strategies
Click Here:
http://www.workerscompkit.com/gallagher/podcast/  Claim_Handling_Strategies/index.php  

Posted in Fraud and Abuse, Litigation Management |

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CANADA British Columbia Launches New Registry for Workers

A first-of-its-kind  Canadian registry to help ensure individuals working for publicly funded health care employers in the province are providing appropriate standards of care to patients was launched by the province of British Columbia.

The BC Care  Aide & Community Health Worker Registry became operational on January 2010. Care aides and community health workers have until April 28 to register, said Bruce Bell, manager of the registry. Those registering after that date will be required to demonstrate they have the required knowledge and patient-care skills "from a bona fide training institution" before they can work for another publicly funded employer, Bell says. He added a new voluntary provincial curriculum for care aides and community health workers has been set up.
 
Under the registry, expected to affect about 25,000 workers, employers are required to report any allegations of patient neglect or abuse by an employee (including financial, verbal, emotional, physical or sexual) to the registry at the time of suspension or termination of employment. The care worker is taken off the registry pending the outcome of an investigation or arbitration/grievance procedure, Bell said.

Removal could  be either permanent or temporary. Workers will be reinstated to the registry if they are either cleared of the allegations or the remedy sought by the employer does not include termination of employment.

"The registry  will not discipline care aides and/or community health workers," notes Shae Greenfield, a public affairs officer with the provincial Ministry of Health Services. Greenfield added disciplinary actions would ultimately rest with the employer. "It will only register, suspend or remove registrants in response to an employer's action to suspend or terminate an employee for alleged abuse of a patient, resident or client."

Workers can  appeal the decision to remove or suspend them from the registry in an established non-binding process Greenfield says. There will be four special investigators, agreed upon by unions involved. If a union member disagrees with the decision of the investigator, the member can proceed to full arbitration as per the union’s collective agreement, Greenfield reports. Non-union members who disagree with a finding have the right to "judicial appeal."

The new process  also introduces intermediary steps, such as education rather than termination, whereby an accused worker could enter into an anger management course or work in non-direct care..

Marcy Cohen,  research and policy director with the Burnaby-based Hospital Employees' Union (HEU), says the voluntary provincial curriculum now in place came about after private training institutions began cropping up across the province, with non-standardized courses of different lengths – even those with "no-fail" policies – appearing.

"There were  enough concerned employers who also didn't know what skill level they were hiring when people graduated from these programs," Cohen says. Adds Bell, "The standards go from virtually learned it on the job to people [who] have six months of training."

Cohen reports  part of the registry's mandate will eventually ensure all colleges are following the standard. "After a period of about one-and-a-half years, when we are more organized, only people who graduated from those recognized programs will be able to work in a publicly funded long-term care or home support agency." Greenfield added, "The majority of care aides and community health workers work for employers at least partially funded by the public and [are] therefore required to register." (workersxzcompxzkit)

The registry  came into being after the health ministry, employers and unions worked together to introduce a standardized training curriculum and a transparent process for investigating resident abuse allegations, the HEU notes in a statement. Initially, the HEU and other health sector unions opposed the registry, announced last year, on the grounds it seemed like an easy way for employers to target and get rid of staff accused of resident abuse without due process.

Once operational,  the registry may also incorporate tools to assist with assessments for internationally educated care aides and community health workers, Greenfield says.

Because the  registry is believed to be the first of its kind in Canada, there is currently no mechanism for sharing information between provinces.

Workers from  other provinces seeking employment are required to submit proof of successful completion of a recognized training program in BC or an equivalent post-secondary program in Canada, she says.
 

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

Workers Comp Kit: www:workerscompkit.com/
FREE WC IQ Test: http://www.workerscompkit.com/intro/

Posted in Canada Workers Comp, Medical Issues, Risk Management |

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