An effective Employee Safety Program serves many purposes. Studies show that indirect costs (lost production time, clean up, time to hire or retrain other employees, etc.) can be 3 to 4 times the direct costs. Some studies say the indirect costs are as high as 7-10 times the incurred cost of the claim.
Preventing accidents and promoting a safe workplace is also the right thing to do. Preventing workers' compensation issues from coming up in the first place is the number one thing you can do to hold down your costs.
Implementing a safety program will help your organization:
1. Reduce workplace hazards that can lead to injury or illness (lower frequency rate).
2. Reduce the direct and indirect costs of workplace injuries and illnesses (lower severity, fewer lost workdays, reduced workers' compensation premiums, modification rates and assessments).
3. Protect the organization's most valuable asset, your employees, while improving morale and productivity – it's the right thing to do!
4. Comply with local, state, federal and industry-specific regulations (OSHA, state requirements).
Three Things to Learn Before You Begin:
1. How to develop an employee safety program,
2. How to assess workplace hazards
3. How to ensure employee buy-in and compliance. Remember, compliance is just the start of a safety program.
Safety is a process which MUST have complete management support and buy- in. If management does not "get it" and does not pay attention to it, it will not get done.
Safety must be equal in priority to quality and production. Safety must be integrated into, and work with, all areas of the operation. It must be a core value of the organization, a continuous effort and a way of doing business.
Four things an effective safety program should include:
1. Employee involvement.
2. Worksite analysis.
3. Hazard prevention and control.
4. Training for employees, supervisors and managers. (workersxzcompxzkit)
After you obtain senior management's full commitment and support, and it has been communicated to employees, you can start to develop a safety program. Be sure to involve employees throughout the process.
\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, healthcare, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contac: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604.
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 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
No employer sets out to waste money on workers compensation, but many employers do so unwittingly. The following seven myths are financial mistakes often made by employers in the handling of their workers compensation insurance program.
1. Workers Comp is a Cost of Doing Business
Too many employers think of workers comp as a state mandated expense, just a cost of doing business which cannot be controlled. However, a properly managed workers comp program can have a major impact on the cost of workers comp by avoiding the cost of claims through a safety program, and by controlling the cost of claims through claim management and medical management. The cost of the workers comp program should be viewed in terms of the return on investment. When approached from this perspective, the financial profitability of managing workers compensation is absolute.
2. Injured Employees are a Drain on the Company
When an employer wishes an injured employee would “just go away,” they are making a terrible mistake. The cost of employee turnover (due to workers comp or any other reason) has a negative impact on the profitability of the company. Depending on the industry, the cost of hiring, training and supervising a new employee can be from 50% to 100% of the annual salary for the job position. (WCxKit)
Instead of treating the injured employee as a nuisance, the employer is much better served by communicating with the employee that they are needed at work. The employer who has a return to work program in place prior to an injury, and who offers the employee a modified duty position until the employee is able to handle their prior job fully, will benefit through lower cost of employee turnover and lower indemnity cost.
3. Workers comp Can be Measured by the Cost of the Premium
If an employer thinks the way to measure the cost of workers comp is by the price of the insurance premium, they are measuring only a small part of the total cost of workers compensation. The cost of workers comp not only includes the direct cost of the premium, but also includes the much larger indirect cost of lost production, lost supervisory time, temporary replacement cost or overtime cost, increased training, equipment or property damage, lower morale and unhappy customers.
4. The Insurance Carrier should be Selected Solely on Price
It is tempting for an employer to think all insurance carriers are alike and to make the selection of the insurance company (or the third party administrator if self insured) based on the price quoted. The wise employer looks beyond price to the quality of service the insurance carrier provides. The quality of the claim handling by the insurance carrier should be the primary factor. A low initial price for the insurance coverage will not last very long if the claim handling quality is poor, as the experience modification factor will come into play in calculating the next premium. The financially savvy employer investigates the level of service provided by each insurer under consideration and the track record of the insurers in raising (or lowering) the premium charged.
5. The Broker Relationship is Unimportant
When the broker and the employer have a relationship only as salesperson and customer, the employer loses out on a valuable resource. If the employer selects a broker who has an in depth understanding of workers compensation, a partnership in controlling and managing the workers comp cost can then develop. With a strong relationship between the employer and the broker, the employer has a knowledgeable source of information readily available to assist with the management of the workers comp program.
6. Lower Job Classification Rates will Equal Lower Cost
Employers often believe that a reduction in the job classification rate means a lower cost of insurance. That is not always so. The calculation of the workers comp premium is based on the job classification code rate, the total amount of payroll and the experience modification factor. The calculation of the premium is: the job classification rate X $100 of payroll X the experience modification factor. If the employer has had higher than average workers comp cost compared to other employers with the same job classification codes, the overall cost of workers compensation will most likely increase due to the higher experience modification factor being used to calculate the insurance premium. (WCxKit)
7. Safety Programs Cost Too Much
Unenlightened employers when faced with lower profit levels often look at the safety program as a place where cost can be cut. When safety programs are cut or eliminated, there is an increase in both the number of work place injuries and the severity level of the injuries. The experience modification factor shoots higher, resulting in significant increases in the cost of the workers comp insurance premium.
Summary
Workers comp myths are easy to believe. The common factor through all the myths is taking the path of least effort. When the employer puts forth the effort to understand workers compensation and to properly manage the workers comp program, the myths fade away and are replaced by sound financial decision making.
Author Rebecca Shafer, JD, President of Amaxx Risks Solutions, Inc. is a national expert in the field of workers compensation. She is a writer, speaker and website publisher. Her expertise is working with employers to reduce workers compensation costs, and her clients include airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing.
Contact: RShafer@ReduceYourWorkersComp.com or 860-553-6604
.
\ Join WC Group: http://www.linkedin.com/groups?homeNewMember=&gid=1922050/
Modified Duty Calculator: http://www.LowerWC.com/transitional-duty-cost-calculator.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.
You can't just release your workers'compensation program and expect it to behave. Treat the entire program like an unruly teenager – continuous check-ins ensure everything runs smoothly and allows for managerial input as needed. Here are a few of the techniques I use to continue to monitor and refine my programs.
Ensure continued success by weekly, bi-weekly or monthly conference calls, file reviews and webinars:
1. Continuous review, analysis and refinement of processes can be done on weekly conference calls. AE, TPA, Client, MD and Consultant all participate. EVERY project I have done in the last 20 years, we have engaged in weekly conference calls. They are very helpful, right Tony, Dale, John, Gary, Evan, Phil? Every Wed at 10 am we met for weeks. Everyone was accountable. The loss reduction was 25% for a company with 1000's of locations.
2. Require 100% attendance at claim review meetings with your claims administrator. A lot happens at a file review, so the RM and IC both need to be involved.
3. Review of loss data and losses. AT one successful retailer I worked with with 50,000 employees, the Director of Claims Administration receives a notice of EVERY claim on his cell phone. Every claim… so he can stay on top of those who stay on top of the claims.
4. Revisions to resource guides, brochures and forms. There's nothing wrong with change. Continually review your materials. ASK ADJUSTERS if they have any ideas on ways to improve your program. Bring them into the process.
5. Continual improvement of relationship with medical providers. Visit the clinics, speak with the clinic employees. Consider doing follow up interviews, surveys of every claimant to ask their opinion of how they were treated and the quality of their care. I work with an MD whose team does designs these surveys, Dr. Jennifer Christian. Give me a call if you are interested in medically-oriented customer quality surveys and I'll put you in touch with Dr. Christian.
6. It is important that the injury coordinator (IC), risk manager, broker and carrier stay in touch during the implementation process so there is a forum to discuss problems as they arise and reach solutions. Consider the value of having multiple ICs so they can share ideas, information, and techniques.
7. Having a regularly scheduled conference call with ICs keeps interest high and provides a forum for discussion of new techniques and solutions. They draw on each other for resources and ideas.
8. Conduct file reviews on a periodic basis throughout the year to determine status of all claims, and to continue to develop and document action plans for claims resolution. (workersxzcompxzkit)
9 During file reviews let adjusters and their supervisors know how you want your claims handled. It's OK to be directive and to ask for what you want. Just be pleasant when you do it. Stick to your guns. If you aren't sure whether you are stepping over the limit, ask your broker what they think. Get another perspective. Ask your colleageus. Post a question on LinkedIn.
10. Webinars are a useful tool for training new ICs and keeping existing ICs up-to-date on the newest trends in workers' compensation management.
These are some of the techniques I use. Give them a try.
©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
Following a West Yorkshire worker sustaining serious back injuries when he plunged more than three meters from a terrace retaining wall on a construction site, Great Britain businesses are being urged to take proper precautions when their staff work at height.
There were no guardrails in place to prevent the working falling from height as he accessed a work area. He suffered a fractured vertebra and a long-term disability as the result of his fall.
The Health and Safety Executive (HSE) successfully prosecuted Illson (Builders & Contractors) Ltd, of North Parade, Burley in Wharfedale, for a breach of the Work at Height Regulations 2005 over the incident, which occurred at the Corn Mill in Burley. The company was acting as principal contractor on the construction site.
Illson also pleaded guilty to a charge under the Construction (Design and Management) Regulations 2007 for failing to notify HSE construction work was due to take place on site. The injured worker’s employer, Kendal Varley Ltd, also pleaded guilty to the same CDM Regs charge.
Bradford Magistrates Court heard that because both companies were the clients for the work, they should have appointed a Construction Design and Management coordinator (CDMc) to notify HSE of the construction work. Their failure to do so led to the responsibility for non-notification reverting to them.
Illson (Builders & Contractors) Ltd was fined £5,000 ($7,287) and ordered to pay costs of £1,800 ($2,623) for both offences while Kendall Varley Ltd was given a fine of £2,000 ($2,915) and costs of £1,800 ($2,623) for the one offence. (workersxzcompxzkit)
After the hearing, HSE Inspector David Welsh noted, “If HSE had been correctly notified that work on the Corn Mill was going to take place, it could have inspected the site and the injury may have been averted. The measures in place at the time – the responsibility of Illson (Builders & Contractors) Ltd – simply did not amount to a safe system of work, and as a result a worker sustained a serious, long-term, fall from height injury.”
\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, healthcare, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604.
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 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
Two new discrimination cases charging employers in Georgia, Maryland and Michigan with violations of the recently amended Americans With Disabilities Act (ADA) were filed by the EEOC).
The cases — all filed under the broader and simplified definition of disability set forth in the ADA Amendments Act (ADAAA) — allege discrimination against qualified individuals with diabetes, cancer and severe arthritis.
“The contributions of people with disabilities to the workplace ought to be valued, not rejected based on myths, fears and stereotypes,” said EEOC Chair Jacqueline Berrien. “The ADAAA made clear what the EEOC had always asserted: people with a range of disabilities are protected from unlawful discrimination. We hope that these cases send a clear message that the Commission will vigorously enforce the ADA.” (WCxKit)
In a case filed in Baltimore, the agency alleges surveying company Fisher, Collins & Carter fired two employees because they had diabetes and hypertension.
According to the suit (EEOC v. Fisher, Collins & Carter, Case No. 10-cv-2453, filed in the U.S. District Court for the District of Maryland), the company asked Robert Gray and Wayne Seifert and other employees to complete a questionnaire regarding their health conditions and medications. Gray had worked for the company for 15 years starting as a rodman, and had been promoted to the position of party chief by the time of his termination. Seifert had been employed since 2000 as a rodman.
The suit asserts that, despite their many years of successful performance, the company unlawfully selected Gray and Seifert for a reduction-in-force on Jan. 21, 2009, on the basis of their disabilities, while retaining less qualified, non-disabled employees.
In the other case announced, filed in Lansing, Mich., the agency charged that IPC Print Services fired one of its employees rather than allowing him to work part time while being treated for cancer.
According to the agency's pre-suit investigation, Derek Nelson, who had been employed by IPC as a machinist for over 10 years, went on medical leave in 2008 in order to undergo chemotherapy.
The EEOC's suit (EEOC v. IPC Print Services, Inc., Case No. 10-cv-886 in U.S. District Court for the Western District of Michigan), alleges that in January 2009, when Nelson sought to continue working part-time while he completed his treatment, IPC discharged Nelson for exceeding the maximum hours of leave allowed under company policy. That decision, the agency contends, violated IPC's obligation to reasonably accommodate Nelson's disability. (WCxKit)
“These cases, among the first filed by the EEOC under the ADA Amendments Act, illustrate the continuing need for rigorous enforcement of the law in this area, as well as further education about the ADA’s requirements,” said General Counsel David Lopez. “Congress has made the scope of the ADA clear and broad: Individuals with disabilities — including serious medical conditions such as cancer, diabetes, and severe arthritis — must be evaluated according to their qualifications, and not their disabilities. Where a reasonable accommodation will enable a person with a disability to perform the essential functions of her job, an employer must provide it. Through cases like those announced today, the EEOC’s litigation program will focus on deterring willful violations of this important civil rights law.”
Author Rebecca Shafer, JD, President of Amaxx Risks Solutions, Inc. is a national expert in the field of workers compensation. She is a writer, speaker and website publisher. Her expertise is working with employers to reduce workers compensation costs, and her clients include airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: RShafer@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.
©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.
For many years when employers heard the term “blood sucking parasites” in conjunction with a discussion of workers compensation, they immediately thought of the plaintiff attorneys who encourage employees to exaggerate their worker comp claims. Recently, however, employers have encountered another blood sucking parasite in the workplace — bedbugs.
In the past bedbugs were associated with seedy motels or slovenly housekeeping. Not anymore. Bedbugs have found their way into many types of residential facilities and businesses besides motels/hotels. Office buildings, nursing homes, college dormitories, apartment complexes, hospitals, cruise ships, theaters, clothing stores, factories, airplanes, trains, food plants, department stores, libraries, taxis, furniture rental stores, Laundromats, dry cleaners, bars and restaurants are just some of the locations bedbugs are found. Bedbugs inhabiting your office can be found in file cabinets, break rooms and cubicles, any crevice to hide in when they are not exploring for blood. I have encountered bedbugs in cushions on the TRAIN.
New York City has become the epicenter of bedbug infestations (Cincinnati and Detroit are not far behind). A high profile workers comp claim involves a Fox News Channel employee in New York who filed a workers compensation claim for bedbug bites allegedly occurring in the newsroom. In addition to the workers comp claim against Fox News, the employee also filed suit against the building owner and the building's management company.
Bedbugs have only one source of nourishment — blood from people and animals. (If you get bedbugs at home, not only will they chow down on your spouse and kids, they will take a meal from Fluffy or Spot). The bedbug sucks blood from their host by sticking the skin with a small needle-like apparatus, similar to the way a mosquito bites. The bedbug saliva has anesthesia like ingredient so the host has no knowledge of the bedbug bite until hours later. Although many people report they feel like they are being chewed on. Check out the
www.bedbugsregistry.com
Once the bedbug's anesthesia wears off at the bite site, the bite begins to itch. (The bite will also swell in some cases.) The itch has been described as “the skin is on fire” and “itches like crazy.” The good news about bedbugs is their bites are not known to carry diseases, like the bites of ticks or mosquitoes, at least not yet. The bad news is the bites itch for days or even weeks. (WCxKit)
Most bedbug bite claims occurring at work are medical only workers comp claims unless the employee has an allergic reaction leading to anaphylactic shock (like a wasp or bee sting in some individuals), or the employee gives into the maddening itch and scratches the bites. When the bites are scratched, scabs can form and the scabs continue to itch. If the bedbug bitten employee continues to scratch the scabs at the bite sites due to the intense itching, they can end up with some expensive dermatology treatments for pockmarks and scarring.
Bedbugs are hitchhikers The normal way an office or other type of business becomes infested is by humans transporting them. The most common scenario is a few bedbugs crawl onto the suitcase of the traveling business person at the motel and settles into a crevice or two.
The suitcase goes home and the bed bugs crawls off the suitcase onto the furniture or bed of their new residence. If the bedbug finds a mate, the two of them will produce about 300 nymphs in 4 months, plus lay about 1,000 additional eggs. The business person noticing the bites but not realizing the home is now infested with bedbugs, attributes the bites to fleas or mosquitoes, thus allowing the bedbug population to continue to explode.
As an employer you understand how the bed bugs infestation got into your employee's home, but you wonder if they could really get into your place of business. If you’re traveling employee comes to the office with a laptop case, gym bag, lunch bag or purse, the bedbugs then hitchhike from the employee's home to your office, factory or other type of business.
Again at work, the bedbugs often go unnoticed, as the employees think they are being bitten by a mosquito or a flea. The population of bedbugs at work can quickly become a major infestation.
Bedbugs are small, about a one-fourth of an inch when full grown. They have often been described as looking like an apple seed. That description fits an adult bedbug who after a full meal of blood. (The bedbug will gorge itself when it does eat, expanding to nearly three times its pre-meal width). The bedbug lays eggs which go through five stages of nymphs before reaching adult size. The nymphs are transparent and hard to see until they have had their first meal as an adult.
The adult bedbug can go a year between meals. As their only source of food is the blood of people or animals, most pesticides are ineffective against them, as they have no interest in eating the pesticide like most insects would do. Exterminators can treat for them but the process can be expensive. If your workplace is infested with bedbugs, professional treatment is the way to go. The professional exterminators will often bring in bedbug-sniffing dogs. (No joke – Beagles especially are trained to locate bedbugs). (WCxKit)
Failure to address the bedbug problem in the workplace can result in plaintiff attorneys trying to circumvent the exclusive remedy of workers comp, by bringing an employer's liability claim against your company (Part B of your workers comp policy) alleging intentional acts in failure to eradicate the bedbugs. By alleging an intentional act, the plaintiff attorney can seek big dollars from your company, far exceeding what they can recover on a normal workers comp claim.
Author Rebecca Shafer, JD, President of Amaxx Risks Solutions, Inc. is a national expert in the field of workers compensation. She is a writer, speaker and website publisher. Her expertise is working with employers to reduce workers compensation costs, and her clients include airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: RShafer@ReduceYourWorkersComp.com.
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.
A Rolleston, New Zealand builder has been warned he may face prison if he continues to offend against the Accident Compensation Corporation (ACC).
Robert Carter pleaded guilty in the Christchurch District Court to submitting false medical certificates and failing to notify ACC of work he had carried out. Carter, 52, was also ordered to repay $3712.69, the amount of weekly compensation he had falsely claimed.
Judge Cosign noted Carter had offended against ACC before, and was getting close to the ultimate sanction of prison. (WCxKit)
The court heard that Carter had injured his calf muscle in March2009, and that while receiving weekly compensation had been paid for several construction jobs without notifying ACC. He continued to present medical certificates saying he was unfit to work.
ACC began investigating Carter after receiving information about his activities.
GM Claims Management Denise Cosgrove said Carter’s case should serve as a warning to others contemplating similar actions.
“The message is that you will not get away with it. We have an active anti-fraud unit – and there are plenty of people in the community who don’t tolerate this sort of offending and tell us when they see it,” Cosgrove remarked. (WCxKit)
In 2004 Carter was prosecuted by ACC in respect of a $17,240.06 fraud relating to his failure to advise ACC of work and earnings over various periods between 2001 and 2003. He pleaded guilty and was sentenced to 200 hours of community work and ordered to pay full reparation.
Author Rebecca Shafer, JD, President of Amaxx Risks Solutions, Inc. is a national expert in the field of workers compensation. She is a writer, speaker and website publisher. Her expertise is working with employers to reduce workers compensation costs, and her clients include airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing.
Contact: RShafer@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.
©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.
Occupational illness, also known as an occupational disease, is one of the least understood areas of workers compensation insurance.
An occupational disease is any chronic ailment that develops as a result of the work done by an employee.
An occupational disease is any illness occurring in a group of workers at a higher rate than it does in the general population.
Occupational diseases have existed at least from the time the Pyramids were built in Egypt. The stonecutters developed respiratory problems from breathing too much stone dust. It is believed that they had the earliest known cases of silicosis.
Workers compensation claims for occupational disease is a small part of the total number of workers comp claims, but can represent a disproportionate amount of the total cost of workers compensation. This is due to the chronic nature of these illnesses/diseases and the on-going need for medical care (often the employee's lifetime). Most occupational diseases do not occur as of a particular date, but develop over a period of time. The time frame can vary from immediate with the exposure to some toxic gases to decades for the development of cancers from the exposure to carcinogens. (WCxKitz)
The extended time frame results in a large number of the occupational diseases not being identified as such and many going unreported. It also creates a problem for the workers comp insurer – is the disease the person has a result of their employment, or is the cause and origin not related to the employment? Uncertainty in this area results in the need for in-depth medical research when a workers compensation claim is filed to determine whether or not employment is the reason the disease developed.
Types of Occupational Diseases
There are various types of occupational diseases, grouped a:
1. Skin diseases
2. Lung diseases
3. Musculoskeletal & repetitive motion
4. Exposure to harmful substances or environments
5. Other occupational diseases
Skin Diseases
Most occupational diseases of the skin are caused by exposure to chemicals or over exposure to the ultraviolet rays of the sun. Common occupational skin diseases include eczema and dermatitis from chemical exposure, and sunburn and skin cancer from over exposure to the sun's ultraviolet rays.
Occupational skin diseases are not limited to chemical manufacturers. Common occupations like printers and hairdressers can development occupational skin diseases. Construction workers, farm laborers and other outdoor workers are exposed to the risk of skin cancer from over exposure to the ultraviolet rays of the sun.
Lung Diseases
The most well known occupational diseases are the respiratory diseases affecting the lungs. They include:
1. Asbestosis among those who work with friable asbestos insulation and asbestos mine workers.
2. Coal miners pneumoconiosis also known as black lung disease among coal mine workers.
3. Byssinosis also known as brown lung disease among cotton textile workers.
4. Silicosis among those who work around silica dust.
5. Occupational asthma brought on by various work place irritants.
6. Chronic obstructive pulmonary disease by employees who smoke and are also exposed to certain gases and fumes in the workplace. Examples of this would be chefs and cooks who use cooking gas without proper ventilation
Musculoskeletal
The best known occupational disease in the musculoskeletal group would be carpal tunnel syndrome caused by repetitive motion of the wrist. It is common in painters, butchers, typists and others whose jobs entail the constant flexing of the wrist or who use improper ergonomic alignment of their arms and hands while working.
Tendonitis caused by the overuse of a body part is also a common musculoskeletal occupational disease. Like carpal tunnel syndrome, it is often caused by the employee using a poor technique to perform the work. It is common in many occupations but occurs most among workers engaged in fabrication, manufacturing and laborers.
Exposure to Harmful Substances
In addition to skin diseases and lung diseases, exposure to harmful or toxic substances can cause injury to other body parts. Exposure to carcinogens can cause cancer to develop in various body parts, plus carcinogens have been known to cause cardiovascular and cerebrovascular disease, and nervous system and renal disorders.
Other
There are other types of occupational diseases. Hearing loss is common among factory workers exposed to loud machinery for years, and jack-hammer operators in construction work. (WCxKitz)
Summary
Occupational diseases are caused by exposures related to the employee's work. Occupational diseases, while infrequent in comparison to traumatic injuries, normally have a higher average claim cost. By knowing and identifying the potential occupational diseases your employees can develop, your company can take the necessary precautions to prevent them from occurring and thus controlling workers compensation costs.
\
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, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: Info@ReduceYourWorkersComp.com or 860-553-6604.
©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
Every workers compensation insurance company, every insurance consultant, LowerWC website and blog, and just about anyone else who understands the field of workers compensation recommends employers have a Return to Work (RTW) program. As an employer you hear repeatedly how a RTW program will substantially reduce your cost of workers compensation – as much as 20% to 50%.
Too often the workers comp experts state the employer will achieve cost savings from a transitional duty or early RTW program without explaining exactly what the cost savings are. Or, they state the RTW program shortens the life of the claim resulting in a lower claim cost and a lower experience modification factor being used in each of the next three years when your next workers comp premium is calculated. That is very true, but there are many other cost savings resulting from a transitional duty or early RTW program. Let's consider some of them.
The advantages and benefits from a transitional duty or early RTW program include:
1. Lower claim handling cost by shortening the life of the claim, often preventing a medical only claim from becoming an indemnity claim (this can have a major impact on your experience modification factor mentioned above).
2. Lower medical case management cost as employees who return to work on modified duty have an overall faster recovery time than employees who are not offered transitional duty.
3. A significant decrease in legal defense expenses as few employees who are back at work contest their workers comp claims before the workers comp board or court.
4. If the employee rejects the transitional duty job, the probability of success of a request before the workers comp board to terminate benefits is much higher than when no job offer has been made.
5. An increase in settlement leverage when a valid job offer has been made to an employee.
6. An increase in employee morale which results in lower absenteeism.
7. A reduction in the replacement labor costs (including the expense of locating, hiring and training additional staff to do the work of the injured employee).
8. A decrease in overtime wages for other employees to do the work of the injured employee.
9. The loss of productivity is minimized.
10. Lower wage replacement cost – either salary continuation or indemnity benefits paid. Remember, sometimes employers pay employees MORE than the wages earned in their own workplace if an employee works elsewhere and then cannot work due to the injury on Job #1.
11. Lower medical cost as the recovery time is shorter for employees who remain active after an injury. (WCxKit)
12. A lower frequency of lost time claims as the employees know they are expected back at work as soon as their physician allows them to perform modified duties.
13. Lower use of Family Medical Leave Act time.
14. A reduction in American with Disabilities Act (ADA) claims.
15. A shorter claim duration which decreases the amount of time management must devote to following the claim.
While we are focusing on the employer's cost savings of transitional duty and an early RTW program, the employee also benefits from transitional duty. We will cover those in a subsequent article.
A properly managed transitional duty position will have significant cost savings for the employer. The cost savings are both immediate and in the future for the employer. The smart employer will plan for the transitional duty and early RTW program to maximize their cost savings.
Author Rebecca Shafer, JD, President of Amaxx Risks Solutions, Inc. is a national expert in the field of workers compensation. She is a writer, speaker and website publisher. Her expertise is working with employers to reduce workers compensation costs, and her clients include airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: RShafer@ReduceYourWorkersComp.com.
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.
Eckerd Corp, doing business as Rite Aid, a nationwide drug store chain, subjected an employee to unlawful discrimination when it failed to accommodate the employee’s disability, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit.
According to the EEOC’s lawsuit (Equal Employment Opportunity Commission v. Eckerd Corporation d/b/a Rite Aid, Civil Action No. 1:10-cv-2816-JEC, filed in U.S. District Court for the Northern District of Georgia), Fern Strickland worked as a cashier for Eckerd Corporation, d/b/a Rite Aid, for 18 years. Due to severe arthritic symptoms in her knees, which limited her ability to walk and stand for long periods, Strickland periodically used a stool while stationed behind the counter. She had been allowed to use the stool by the employer since 2001. (WCxKit)
However, in January 2009, after a new district manager was assigned to Strickland’s store, the district manager decided to no longer accommodate Strickland’s disability because he “did not like the idea” that she used a stool. Strickland was terminated several weeks later because the manager refused to accommodate her disability “indefinitely.”
Such alleged conduct violates Title I of the Americans with Disabilities Act (ADA). The EEOC filed suit after first attempting to reach a voluntary settlement. The agency seeks back pay and compensatory and punitive damages for Strickland, as well as injunctive relief designed to prevent such violations in the future.
“The ADA protects the employment rights of disabled individuals who can perform their jobs with a reasonable accommodation,” said EEOC Regional Attorney Robert Dawkins. “This situation was especially egregious since Ms. Strickland had been successfully accommodated for over seven years before the new manager terminated her. The EEOC is here to vindicate the rights of people victimized by this sort of misconduct.”
This case is one of three ADA suits announced by the agency recently, all of which were brought under the broader and simplified definition of disability set forth in the ADA Amendments Act. (WCxKit)
The other two are EEOC v. Fisher, Collins & Carter (Case No. 10-cv-2453, filed in the U.S. District Court for the District of Maryland), filed in Baltimore, involving the layoff of two employees who had diabetes and hypertension; and EEOC v. IPC Print Services (Case No. 10-cv-886 in U.S. District Court for the Western District of Michigan), which involved the discharge of an employee with cancer who requested a temporary part-time schedule as an accommodation of his disability.
Author Rebecca Shafer, JD, President of Amaxx Risks Solutions, Inc. is a national expert in the field of workers compensation. She is a writer, speaker and website publisher. Her expertise is working with employers to reduce workers compensation costs, and her clients include airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: RShafer@ReduceYourWorkersComp.com.
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.
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