Often the Risk Manager or the employer's workers compensation claims coordinator who is actively involved in their work comp claims will wonder: “Why in the world did the adjuster pay that much money to settle that claim?” There could be several reasons why the claim settlement is higher or even much higher than was expected, but the reason in many cases is the adjuster is not a good negotiator.
Some adjusters are excellent negotiators, but many adjusters would rather go to the dentist then aggressively negotiate claim settlements. The reasons some adjusters are not good at negotiating settlement vary. Some adjusters see negotiations as being confrontational and it does not fit in with their personality. Some adjusters are not motivated and would rather let the defense attorney or someone else handle that part of the claim. While personality and laziness are the reasons some adjusters do not negotiate good settlements, the primary reason the majority of adjusters overpay claims when the negotiate a settlement is they do not know how to negotiate. (WCxKit)
A major state university offering an undergraduate program in risk management, a graduate program in risk management and a PhD program in risk management does not offer a single course in settlement negotiations. This holds true for most insurance training.
The insurance companies and schools that train adjuster trainees spend all their time teaching the insurance policy provisions and the necessary information to pass the state's adjuster licensing exam. Insurance companies will often spend weeks training a new adjuster on intricate part of the insurance coverage, but not spend one minute teaching the adjuster how to spend their money.
With this in mind, what should the employer do? The employer should review who the adjusters are that handle the claims for your company. Hopefully, you have previously arranged for your claims to be handled by either a designated adjuster who handles all of your claims or a group of adjusters assigned to your account who handle all of your claims. (If your claims are being assigned willy-nilly to many different adjusters, that is half of your high claim settlements problem right there).
When you have your claims assigned to the minimum number of adjusters, you can use your data management system to sort the claim settlements by adjuster. This will assist you in identifying which adjusters who routinely get good claim settlements and which adjusters routinely seem to pay the most on the work comp claims they handle. If you have an adjuster or adjusters who are routinely overpaying claims, ask the insurer or the third party administrator to reassign your claims to the adjusters who routinely get good settlements. If the adjuster(s) who get the best settlements have a full caseload (and they usually do), that may not be possible. If you cannot get the claims reassigned to the adjuster with the best settlements, at least get your claims reassigned to another adjuster(s).
There are some other approaches to getting better claim settlements you can consider. If the claim is large enough to warrant your time, and you are self-insured, you can instruct the claims administrator for the adjuster to refer the settlement negotiations to yourself. You might find settlement negotiations more difficult than you expect, but you may also find that the half million dollar claim the adjuster was talking about is really only a quarter million dollar claim.
Some large self-insurers who have given up on their adjusters getting a good claim settlement routinely refer all their larger claims to their legal defense firm(s) to negotiate the settlement. As the defense lawyers are working directly for them, and have a lot more practice resolving confrontational situations, they often obtain a much better settlement than the claims adjuster would have. (They are also much more suave in their explanation as to why the claim cannot be settled as the risk manager thought.)
Another approach some large self-insurers have taken on their large claims is to have a structured settlement broker negotiate the settlement. This works if the structured settlement broker has some legal experience and can deal with the vast array of work comp legal system intricacies. (WcxKitz)
In still other companies, the risk manager negotiates the claims to settlement. He gets authority from the carrier then goes to the hearing to settle the claims personally.
While we cannot tell you what the exact, best approach is for controlling the cost of your claim settlements, we do recommend that you spend some time analyzing the situation. Once you have identified the adjusters who routinely overpay your claims, you can take the necessary steps to change the situation.
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. See www.LowerWC.com for more information. Contact: RShafer@ReduceYourWorkersComp.com or 860-553-6604.
WC IQ TEST: http://www.workerscompkit.com/intro/
©2011 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 January issue of the journal Anesthesiology examines the issue of burnout among anesthesiologists.
Two studies provide significant burnout statistics among these highly trained medical specialists, and editorials offer personal perspective on the issue as well as advice on how best to avoid professional burnout.
Physicians at both ends of their career are at high risk for burnout. In particular, more research is needed to better understand why so many young physicians are suffering burnout early in their careers.
In one study, researchers at Vanderbilt University School of Medicine developed an online survey given to all medical personnel in a preoperative unit.
“We found that physicians, particularly residents, had less job satisfaction and personal support than nurses or nurse anesthetists,” said Steve Hyman, M.D., M.M., Vanderbilt University School of Medicine. “The results showed that physicians, especially younger ones, had higher levels of cynicism and emotional exhaustion and are at a high risk of burnout. This is a particularly troubling finding as we look to the future of Americas health care system. We need a strong young physician base.”
The online survey included demographics, a modified version of the Maslach Burnout Inventory-Human Services Survey, and the Social Support and Personal Coping Survey. Of the 145 responses, 46 percent were physicians (23 percent residents), 44 percent were nurses or nurse anesthetists and 10 percent were other personnel.
“More research is needed to identify the highest-risk groups and contributory factors, and to evaluate prevention and treatment interventions,” said Hyman. “As in other professions where burnout can affect quality of work, burnout in health care workers has a huge potential financial impact as well as affecting the quality of patient care.”
Another study completed at Northwestern University Feinberg School of Medicine showed a high percentage of senior physicians are also struggling with burnout.
“Our data suggest that burnout is evident in approximately one half of the chairs of academic anesthesiology departments,” said Robert McCarthy, PharmD, Northwestern University Feinberg School of Medicine and lead study author. “This has substantial implications not only on the individual physician and his/her patients, but also the functioning of the department and the training of future anesthesiologists.”
McCarthy surveyed 102 anesthesiology department chairs (the departments most senior physician) using an instrument that included the Maslach Burnout Inventory. The survey examined the participants job satisfaction compared with one and five years prior to the survey, the likelihood of stepping down as chair in the next two years and a high risk of burnout.
Of those surveyed:
1. Thirty-four percent reported high job satisfaction currently. (This was a significant decline compared to job satisfaction reports one and five years prior to the survey.)
2. Twenty-eight percent reported extreme likelihood of stepping down as a chair in one to two years.
3. Twenty-eight percent also met the criteria for high burnout, and an additional 31 percent were in the moderately-high burnout category.
The study found that age, gender, years as a chair, hours worked and perceived effectiveness were not associated with high burnout. Low job satisfaction and reduced self-reported spouse/significant other support, however, significantly increased the risk.
For more information, visit the Anesthesiology Web site at: www.anesthesiology.org.
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. See www.LowerWC.com for more information. Contact: RShafer@ReduceYourWorkersComp.com or 860-553-6604.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com.
Workers compensation rates for Idaho employers will increase by an average of 3.7 percent in 2011.
According to KPVI, Idaho Department of Insurance analyst Donna Daniel indicates the rates paid by employers are headed upward for the first time since 2005. (WCxKit)
The Idaho Business Review states there are several reasons for the increase, including more claims being filed and greater costs and expenses for companies.
But Daniel claims the biggest factor may be the recession. She says claims are staying open longer due to the fact injured employees often don't have a job to return to and are receiving benefits longer.
Idahos rate boost is based on the National Council on Compensation Insurance recommendations.
Idahos rates have fallen each of the last four years, including a 2.6 percent dip in 2010.
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. See www.LowerWC.com for more information. Contact: Info@ReduceYourWorkersComp.com or 860-553-6604.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com.
Albertas workplace safety prosecution record is drawing fire, as new numbers indicate significantly fewer cases were taken to court last year than in Saskatchewan, with a workforce one-quarter the size of Albertas.
According to the Calgary Herald, Alberta finalized prosecutions on 11 workplace safety cases in 2010. Saskatchewan, meanwhile, has completed 47 cases since its fiscal year started nine months ago.
Throughout the past decade, Alberta consistently had one of the highest worker fatality rates in the country, spiking at 166 deaths three years ago. Yet a Herald study last year showed prosecutions of workplace safety violations were all but non-existent.
Alberta Employment Minister Thomas Lukaszuk reports his workplace investigators forward cases to Crown lawyers for review but, as a politician, he can't advocate for charges, even when safety infractions are discovered.
Both Alberta and Saskatchewan rely on similar legal tests when deciding whether to issue occupational safety charges, asking: Is the case in the public interest and is there a reasonable likelihood of conviction?
Questioned on whether hes concerned regarding the perception that Alberta is reluctant to take employers who break safety laws to court, Lukaszuk indicated he's not fixated on the prosecution rate.
"Justice is not a numbers game," the employment minister remarked. "At the end of the day, Im not in the business of generating numbers of prosecutions. Im not in the business of convictions. I'm in the business of making sure that every Albertan comes home safe at the end of the shift."
Alberta Employment statistics indicate worker deaths last year were ahead of the previous years pace. With two months left to count, 111 employees died in 2010, compared with 85 during the same stretch in 2009.
The province not long ago revamped its workplace safety enforcement system, hiring additional inspectors, posting company safety records online, and targeting high-risk industries for safety blitzes.
Last month, Albertas employment minister expressed disgust at the results of an inspection blitz of Alberta construction sites.
For six weeks in October and November, provincial workplace officers paid calls on 73 commercial construction sites involving 146 employers in Calgary, Edmonton and other parts of Alberta. In all, 214 safety violations were found.
Top hazards involved working at heights without adequate fall protection and failing to properly safeguard against threats, like openings in floors.
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. See www.LowerWC.com for more information. Contact: Info@ReduceYourWorkersComp.com or 860-553-6604.
©2011 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 head of Illinois workers compensation commission is seeking an investigation of close to $10 million paid out in claims to more than half the staff of a southwestern Illinois prison over the past three years.
According to the Belleville News-Democrat, the figures involve claims paid by state taxpayers to 389 guards and other workers at the maximum-security Menard Correctional Center in Chester, approximately 60 miles southeast of St. Louis. (WCxKit)
More than 500 claims filed in the last three years include one involving a $75,678 payment in June to the prisons warden, Dave Rednour. Some 290 cases are pending.
Mitch Weisz, chairman of Illinois WCC, said he has requested a meeting with Illinois Department of Insurance Director Michael McRaith to discuss a potential fraud probe.
"I'm surprised that with all the different agencies that are involved, that it's taken you guys to bring this to my attention. My eyes are wide open," Weisz told the newspaper. "Its hard for me to imagine its all kosher."
More than 230 prison workers claim that their injuries were caused by repetitive actions such as manually locking and unlocking cells. The prison, which opened in 1878, doesnt have electric locks, meaning workers are required to use keys and crank a heavy wheel to open a row of cells. The Department of Corrections said installing electronic locks would be too expensive.
Illinois Attorney General Lisa Madigans office is re-evaluating all such repetitive-trauma cases to review their validity and appropriateness for compensation, especially those from Menard and other prison sites, according to Madigan spokeswoman Cara Smith, a deputy attorney general.
Smith also said reviews of work conditions at Menard and other prisons were planned to determine if such injuries could be avoided. She said fighting the repetitive-trauma cases could be an "uphill battle."
Claims settlement records from the commission indicate that 86 of 98 claims for repetitive trauma filed in 2009 for Menard workers were brought by Illinois attorney Thomas Richs office and were handled by the same lawyer from Madigans office, as well as the same state arbitrator or judge.
Data going back to January 2008 indicates $5.9 million was awarded in settled claims in which a prison employee, typically a guard, reported injury due to repetitive trauma due to working manual locking systems and keys, among other things. (WCxKit)
An additional $2.2 million was dispensed due to accidents and overextension-related injuries, while $1.6 million was paid to workers recuperating from injury, according to the newspaper.
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. See www.LowerWC.com for more information. Contact: Info@ReduceYourWorkersComp.com or 860-553-6604.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com.
Per the US Department of Labors Occupational Safety and Health Administration (OSHA), 74.8% of the illicit drug users are either employed full time or part time. As illicit drugs and alcohol can remain in a persons body for hours or even days after they are used, the person with a substance abuse problem can come to work still under the influence of the drugs or alcohol. Per OSHA, between 10% and 20% of the workers who are killed on the job test positive for drugs or alcohol.
A workplace substance abuse policy should be a part of every employers risk management program. The prevention of workplace substance abuse will protect the safety of all employees, and reduce the cost of workers compensation. (WCxKit)
An overall approach to drug-free workplace should include five elements. They are:
1. Employee education
2. Supervisor training
3. Drug testing
4. Employee assistance
5. A written substance abuse policy
A written workplace substance abuse policy should have a stated goal and purpose. The goal and purpose can be stated as “protecting the safety and health of the workplace” with recognition of drugs and alcohol as being a danger to all employees.
The workplace substance abuse policy should clarify what employees are covered by the policy. To prevent the policy from being ignored, it should apply to all employees, including management. Otherwise, it will be seen as having different standards for 'the workers and 'the management'. The policy should clearly state when it is applicable – all hours on the job and when representing the company in anyway.
The prohibited behavior needs to be clearly stated. The workplace substance abuse policy should state that it is a violation of the policy to use, sell, trade, posses, or to offer to sale illicit drugs, alcohol or any other intoxicants in the workplace. The prohibited behavior should also include being under the influence of illicit drugs, alcohol or any other intoxicants while in the workplace.
The workplace substance abuse policy must clearly state the employer has the right to search for substance that violate the policy. It should state that by entering the premise of the employer, all parties consent to searches and inspections. The right to search should be stated as applicable at any time and to include clothing, desk, lockers, wallets, purses, briefcases, lunchboxes, vehicles and equipment.
For the workplace substance abuse policy to be effective, it must contain a drug testing component. The drug testing portion of the substance abuse policy should outline how the testing will be administered and when the test can be given – pre-employment, random, post-accident, reasonable suspicion, periodic, etc.
The drug testing portion of the substance abuse policy should state what the consequences are when an employee test positive for drugs whether it is suspension from work until the employee has completed a stated drug treatment program or termination of employment or other disciplinary action by the employer. For job applicants, the failure to pass the pre-employment drug testing should result in the job offer being withdrawn.
Some employers encourage employees to voluntary seek assistance with their drug or alcohol problem. The workplace substance abuse policy can recognize there is treatment available for the addiction and that rehabilitation is possible. The policy can state the employer encourages the employee or family member with an addiction problem to seek the necessary assistance.
The workplace substance abuse policy should advise that all information received by the employer is considered confidential information and will not be shared with anyone who does not have a legitimate need for the information. It should make the appropriate exceptions for medical care, law enforcement and management needs.
The policy needs to define the responsibilities of the both the employees and the employer in maintaining a drug-free workplace. This would include employees not reporting to work with any illicit drugs or alcohol in their system and management's responsibility to maintain a safe work place and protect the employees from any employee under the influence of illicit drugs or alcohol.
Communication between the employees and the employer is essential for the workplace substance abuse policy to work. All employees should be provided a copy of the written policy. The policy should be reviewed in orientation with new employees and be incorporated into safety meetings. All employees should receive a copy of the substance abuse policy at least annually. Information on the availability of treatment for alcohol and drug addiction should be made available to everyone. (WCxKit)
As many small businesses will not have the time to carefully write a workplace substance abuse policy, the U.S. Department of Labor provides a free Drug-Free Workplace Policy Builder at www.dol.gov/elaws/asp/drugfree/drugs/screen2.asp . At their website you go through a checklist of features you want in the workplace substance abuse policy for your company. When you finish the checklist, it has a neatly organized, simple but precise workplace substance abuse policy that you can print for use in your company. One of the options when using this interactive program to build your policy is to include a drug testing program; we strongly recommend you do so. By having a workplace substance abuse policy you will have a positive impact on your cost for workers' compensation.
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. www.LowerWC.com
Contact: RShafer@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.
New Zealand has just a single inspector to oversee safety in its oil exploration industry, echoing concerns brought about policing the coal mining industry following the Pike River disaster
According to nzherald.co.nz, the single Department of Labor oil well inspector must monitor health and safety on a minimum of seven installations to guard against accidents like the blowout that killed 11 workers on a rig in the Gulf of Mexico. (WCxKit)
A Government-ordered review released recently shows the inspectorate is significantly under-resourced.
Of other countries studied, Australia has one inspector for every three installations, Britain one for every two and Norway one per installation.
The New Zealand inspector is also responsible for onshore petroleum and geothermal activities.
"Thus the New Zealand inspectorate appears significantly under resourced with respect to regulatory review, monitoring, inspection and enforcement," according to reviewers Atkins Holm Joseph Majurey and international consultancy Environmental Resource Management.
Petroleum Exploration and Production Association executive officer John Pfahlert claimed immediate attention was needed so the Department of Labor could make more effective inspections. Some 15 years ago there were up to 10 inspectors.
The report's saying that [one] isnt enough – you need three at a minimum plus a couple of support staff and that's the same within the jurisdiction of the Labor Department," Pfahlert said.
The few Department of Labor mines inspectors – just three – has been highlighted following the tragedy at Pike River in which 29 workers died.
The Engineering Printing and Manufacturing Union's national secretary Andrew Little stated Pike River was a reminder safety was not negotiable.
"This cutting down on state agencies responsible for health and safety monitoring should not be tolerated," he commented. "The level of hazard in oil and gas exploration and production is akin to that in underground mining and no expense should be spared."
Energy and Resources Minister Gerry Brownlee released the report which is calling for submissions in response to the recommendations. (WCxKit)
"I think if we're going to have more of this activity we have to make sure we have high levels of compliance – how we achieve that is yet to be determined," Brownlee added.
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.
Injuries or deaths due to workplace violence can result in some of the most expensive workers compensation claims. The prevention of workplace violence is a major concern for risk managers. The safety of the employees is paramount in all risk management programs. A secondary benefit of prevention of workplace violence is averting the resulting spike in workers compensation insurance cost when severe workplace violence does occur.
The best way to prevent workplace violence and the associated work comp cost is to be aware of the potential for violence and to take the necessary steps to stop it from occurring. All safety programs should have measures designed to keep the workplace secured. Knowledge of how to recognize the potential for violence and the best ways to prevent violence should be a part of the job training of every employee. (WCxKit)
While non-employees – irate spouses, robbers, angry customers, etc. – can be the source of workplace violence, most incidents of violence in the workplace involves aggression by one employee against another employee or a group of employees. All employees can easily be taught to recognize inappropriate behavior (which leads to workplace violence) including:
1. waving arms or fists
2. excessive profanity
3. screaming
4. verbal abuse of others
5. threats against people or property
6. any behavior that intentionally endangers another person
7. refusal to comply with a reasonable request
8. intimidation, either verbally, physical closeness or gestures
9. throwing objects
10. intentionally damaging property
11. stalking
12. under the influence of alcohol or drugs
13. When any of these actions occur, the inappropriate behavior must be immediately brought to management attention.
The absolute worst thing management of a company can do is to not address the inappropriate behavior with the individual who has displayed the bad behavior. The failure to address the inappropriate behavior gives the offender the wrong messages that (1) it is okay to act that way, and (2) there are no consequences for doing so. If management makes excuses for the perpetrator of bad behavior or takes the position that the inappropriate behavior is:
1. “just the employee blowing off steam”, or
2. “we don't have the time to deal with it right now”, or
3. “let's not get all the other employees stirred up over one little incident”, or
4. “we cannot discipline him, or fire him without getting an EEOC complaint”, or
5. “the (victim) had it coming”
6. It is only a matter of time until the inappropriate behavior escalates into violence with someone getting hurt or killed.
Steps management can take with all employees to prevent or address disruptive incidents include:
1. Having open communications about what is not acceptable,
2. Providing ways for employees to bring unresolved issues to managements attention,
3. Intervening promptly in any conflict situation
4. Having both the aggressor and the other person(s) to provide the supervisor or manager with their understanding of the problem
5. Not allowing the aggressor to minimize the problem by declaring “it's nothing” or “I just lost my temper”
6. Setting precise expectations for what is acceptable and not acceptable
7. Obtaining outside assistance (police, counseling, union, etc.) if needed
8. Monitoring after the situation to verify appropriate behavior continues
When inappropriate behavior or the threat of workplace violence is known to management, the issues must be quickly and appropriately addressed. All supervisors and managers should be trained in conflict management skills including:
1. To try to defuse the situation by responding calmly
2. To not take the bad behavior personally
3. To ask questions that show an interest in resolving the problem without degrading the aggressor
4. To understand and summarize the aggressors concerns or issues
5. To ask the aggressor to stop the inappropriate behavior with a warning of the consequence if the inappropriate behavior continues
6. To discipline or terminate the aggressor
7. To never escalate the situation by responding with physical force
If a situation does get out of hand with specific threats of violence, or the aggressor has a weapon or a physical assault occurs, the supervisor or manager should not attempt to subdue to aggressor. The police should be called immediately – 9-1-1, in most jurisdictions. The supervisor or manager should attempt to get themselves and all other employees to safety. If you have a private security guard or private security force they should also be notified immediately. (WCxKit)
Recognizing the inappropriate behaviors that often precedes violence then dealing with the issue is the best way to prevent violence from occurring in the workplace. All supervisors and managers should know what to do in the event of inappropriate behavior and what to do if violence in the workplace does occur. The U. S. Department of Labor has on its OSHA website a large amount of information you can access on preventing workplace violence.
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. www.LowerWC.com
Contact: RShafer@ReduceYourWorkersComp.com .
©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 Buffalo contractor faces felony fraud charges for allegations that he worked as a roofer while receiving workers compensation benefits.
According to Buffalo Business First, the owner of Independent Contractors Inc. was taken into custody last month, charged with offering a false instrument for filing, grand larceny and insurance fraud.
According to a press release from the New York State Insurance Fund, he allegedly hid work as a roofer from the state.
Investigators from the Division of Confidential Investigations said the man applied for workers comp insurance as a siding contractor. But after one of his employees filed another claim with NYSIF in a fall from a roof, the investigation revealed Independent Contractors has allegedly done roofing work since 2007.
The owner allegedly defrauded NYSIF of more than $3,400 during that time to pay a lower premium as a siding company for his workers comp insurance
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. See www.LowerWC.com for more information. Contact: Info@ReduceYourWorkersComp.com or 860-553-6604.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com.
Vote Now: LexisNexis Workers' Comp Notable People 2010
LexisNexis has announced the finalists for voting purposes in the following categories: Risk Managers, Insurance Professionals, and Industry Vendors. The summaries of these nominees are at: http://tinyurl.com/4hvhpb7 .
We are proud that our founder, Rebecca Shafer, has been nominated for this award and would appreciate your vote if you a member of the WORK COMP ANALYSIS GROUP.
Only members of the Work Comp Analysis Group on LinkedIn can vote. If you aren't a member of the WC Analysis Group, click here to join now: http://tinyurl.com/49ypvmk
ACCESS THE BALLOT HERE: http://tinyurl.com/48a8ho9
Voters can select two individuals in each of the three categories. The voting period runs from January 23, 2011 through February 4, 2011.
Thank you Lexis Nexis and WC Analysis Group for this opportunity! Good luck to all nominees!
Posted in
