A common source of accidents in almost any work environment is the slip, trip, and fall. All three types of accidents have the same result where the employee’s feet leave and land on the floor or other surface. Often there is a combination of slip and fall or of trip and fall. The fortunate employee who trips and falls receives a few bruises. The unlucky employee receives one or more fractured bones, torn ligaments, or other soft tissue injury.
The fact is most slips, trips, and falls can be prevented through a combination of proper risk management by the employer and proper training of the employee on how to avoid accidents. In this article we will look at some of the things the employer can do to eliminate most of the accidents involving slips, trips and falls. The employer can reduce the number of occurrences by using the following guidelines:
1- Using the most appropriate flooring materials
The flooring material chosen should not be selected based solely on cost or aesthetic issues. The flooring surface should be smooth, but not slippery. There ARE standards for the safest co-efficient of friction on surfaces, so make sure your surfaces meet these standards. It should not have joints, ridges or edges that are one fourth inch in height or greater. Any greater elevation changes than this present the opportunity for tripping. The floor material should be slip-resistant, meaning the material should not accommodate any sliding of the feet. This is especially true in restrooms, kitchen facilities, and at exterior entrances where rain, sleet or snow can be tracked inside the building.
2- Having the proper floor maintenance
Any damage done to the floor surface by the building settling, dropped items, wear and tear, or by movement of supplies or equipment should be promptly repaired. Frayed carpet or missing tile often leads to a slip and fall or a trip and fall. All flooring surfaces should be kept in a state of good repair (and that means no duct tape over a frayed seam as a repair). The uses of floor cleaners and waxes should be in accordance to the product specifications. A slip-resistant floor with an excessive coat of wax will lose it slip-resistant properties.
3- Having the proper housekeeping rules
All materials, supplies, equipment and tools should have their designated locations and the floor is never one of the locations. Litter, debris, and left over production waste should be removed promptly before it can become a slip or trip hazard. Any spills of any type should be immediately cleaned.
4- Marking and identifying all changes in elevation
There are more falls where the change in elevation is one step than there are where the change in elevation is a full set of steps from one floor to another. Whether one step or a dozen steps, the steps need to be properly marked. If the steps have the same color and the same floor covering as the adjacent floor, this is inviting trips and falls. The steps should be clearly marked, well lit, with an even width and height for every step, and be properly maintained. Properly maintained includes no frayed or broken edges, proper handrails, slip-resistant surface and no loose flooring material.
5- Maintaining the sidewalks and walkways
All sidewalks need to be smooth but not slippery. Any damage to the sidewalk from settling, tree roots, or machinery traversing across the sidewalks should be repaired quickly. Any elevation change of a ¼ inch or higher needs to be clearly marked or corrected. Any accumulation of water from water sprinklers, rain, ice or snow needs to be removed before an accident can occur.
6- Maintaining parking garages and parking lots
A pothole in the parking lot can cause a lot more than a damaged hubcap or messing up the wheel alignment. The surface area of the parking lot or parking garage needs to smooth without ridges, edges or joints greater than ¼ inch to prevent trips and falls. Any potholes, broken pavement of other irregularities should be promptly repaired. Marked walk areas or sidewalks should be provided to reduce the potential for slips and trips. The parking area should be properly illuminated for night or bad weather use. Parking bumpers, speed bumps, and other potential trip hazards should be brightly painted to reduce the risk of trips.
7- Requiring proper footwear
If the employees are to be working in an area where there is occasionally water on the floor, spills or other causes of slippery conditions, the employer should require all employees to wear shoes designed with a skid resistant sole and heel. A good rule of thumb is low heels and good tread on all work footwear. (WCxKit)
Note: There are floor "treatments" (not a coating, not a sealer) available today for any type of mineral based floor; concrete, quarry, ceramic, quartz, marble, granite, etc. that increase the COF well above the ADA required standard. Some are environmentally preferred as well. Suppliers of this type of product work nationally with risk managers and insurance companies to mitigate these losses.
By using good risk management techniques, the potential for slips, trips and falls can be greatly reduced. We recommend these safety tips be included in your safety program. For additional assistance on preventing slips, trips and falls, please contact us.
Author Rebecca Shafer, JD, President of Amaxx Risk 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.
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.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
While more colleges are now offering majors in risk management and insurance than there were available just ten or twenty years ago, many of the people who come in to the field of risk management and the even more specialized field of Workers Compensation Manager, do not have previous experience or backgrounds in workers compensation. It is nothing unusual in this day of tight hiring practices and double duty jobs for the new workers comp manager to also be working in another department such as finance or human resources. It becomes a learn-as-you-go-experience.
We know the new workers comp manager, even the one who has been a workers comp adjuster, often needs a guide on what to anticipate in the new role. Therefore, we have put together a list of 10 things it helps to know about the job. Here is our list of ten things the new workers compensation manager knows, but no one will tell. (WCxKit)
1. The Safety Manager is your new best friend.
The better the safety manager does the job, the easier the new WC manager’s job will be, as fewer accidents means fewer workers compensation claims to be made. Ask the safety manager what can be done to eliminate accidents and injuries.
2. Learn how to read the loss run.
The loss run provides tons of useful information on the nature and the extent of the injuries. Learn about the types of injuries that occur most often and discuss with the Safety Manager what can be done to eliminate the frequent reoccurrences. Review the loss run to see how much money is being spent on medical and how much money is paid out in indemnity benefits. Look for areas where costs can be reduced. Customize the loss run; ask friends about the most helpful stats they have on their loss run, and include those on yours.
3. Know your insurer.
The insurance company that writes the workers compensation insurance is the insurer. The term “insurance carrier” will also be used. This does not mean they carry premiums to the bank. It is an old fashion term for carrying the burden of insurance loss. (Not to be confused with “insured” which is the employer). Learn about the insurer. Are they a mammoth insurance company who writes workers compensation as one of many types of insurance, or are they a smaller regional or local company that specializes in workers compensation. What services do they offer as part of you program or at low cost. Ask them to explain ALL of their services, not just those they pre-select.
4. Know the cost of workers compensation.
Learn what is paid for workers compensation insurance each year, and if the premium is paid monthly, quarterly, or annually. Learn policy dates and which way the premium has been trending in recent years. (Declining premiums are a good sign the safety manager is doing his job well, while increasing premiums indicates a need to team with the Safety Manager to reduce the number of claims and the severity of the claims that do occur. Know how to translate this into total dollars spent on workers compenstion and use this
calculator to gain managment support.
5. Timing is everything.
The most successful workers compensation managers are the ones that learn time is of the essence in almost everything done as a work comp manager. New injury? Report it immediately to the claims office and immediately advise the medical provider's office of the transitional duty program. New disability slip? Coordinate with the injured employee's supervisor on how to accommodate the light duty work slip. New information on an older claim? Call the adjuster and share it with her so she can act on the information while it is still beneficial.
6. Sometimes it is time to babysit.
Injuries do happen. The employee needs to know the company still cares after the worker is no longer able to work. If there is a workers compensation coordinator, you can delegate to her the job of keeping in touch with all the injured workers until they are back to work doing transitional duty. The best policy is to contact the injured employee after each medical appointment to learn of any issues with their medical treatment, their return to work status and any concerns they have about their job or their work comp claim. By showing the injured employees the employer cares, it will have an overall effect of lowering cost of workers compensation.
7. Know the adjuster(s).
The adjuster is now a new best friend. A competent adjuster who does the job well will make the WC manager’s job easier. The better the working relationship with the adjuster, the fewer snags encountered on workers compensation claims. (The fewer adjusters to work with, the easier it is to learn their strong points and weak points. If the claims are not already consolidated with the minimum number of adjusters possible to cover the claims, work toward consolidating claims with the best adjusters available.
8. Know your insurance broker.
The broker is now a third new best friend. A mistake a lot of new workers comp managers make is thinking the broker works for or is an employee of the insurance company. The broker is a knowledgeable business person who works for the employer as an advisor. The broker's main job is to keep the employer (insured) happy. Discuss with the broker what benefits are provided. Hold the broker to this, and the new job will get easier. Expect more than simply an annual stewardship report. Ask the broker to be proactive and make suggestions about your workers compensation program. Many brokers provide our
workers compensation manual to their clients at no charge, so make sure you get one from your broker if available, otherwise, purchase it directly from us.
9. Know the return to work program.
The better the company's transitional duty program, also known as modified duty or light duty, the quicker and faster the workers compensation claims will come to an end. The company is going to be paying the cost of the indemnity benefits through higher workers comp premiums. To reduce the cost of those benefits, return the employee to modified duty. While the injured employee may not be as productive as an uninjured employee, all the productivity of the injured employee on light duty is benefiting the company to some extent while reducing the cost of the claim. Use the
transitional duty calculator to demonstrate cost savings.
10. Review the claim files.
If asked, most third party administrators or insurance companies will arrange online access to the claim file notes where the adjuster records the activities and events of the claim. While the file notes are helpful, they do not tell the whole story. Go to the claims office and read everything in the claim files. The claims office will probably try to talk you into doing an on-line review, but an in-person review with the adjuster(s) about the claims will provide the most information. There are also claim consultants who do claim file audits, if that is preferable. (WCxKit)
Good luck in the new role as the work comp manager. Use the ideas and consult our website often for advice on workers compensation.
Author Rebecca Shafer, JD, President of Amaxx Risk 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.
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.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
Construction union UCATT has warmly welcomed a recent decision by the UK Supreme Court to reject a case brought by the insurance industry to block an Act of the Scottish Parliament, which restores compensation for asbestos victims.
According to information from UCATT, in 2009 the Scottish Parliament passed the Damages Act, which restored compensation to victims of pleural plaques, a scarring of the lungs caused by prolonged exposure to asbestos. The Damages Act overturned a decision of the Law Lords in 2007, that pleural plaques victims should no longer be compensated.(WCxKit)
George Guy, acting general secretary of UCATT, noted, “This is excellent news as its shows that despite their huge financial resources the insurance industry does not have a free hand in the courts. It also underlines just how outrageous their actions have been as for over two years they have deliberately blocked pleural plaques victims in Scotland from receiving compensation.”
Although the decision is good news for Scottish pleural plaques victims it will create a postcode lottery, as victims in England and Wales will not receive compensation as the Government has refused to restore compensation. The Executive in Northern Ireland are also committed to restoring compensation to pleural plaques victims.
Guy added, “This needs to be the first step in winning justice for all asbestos victims regardless of where they live. Every year thousands of people discover that their health has been damaged by asbestos and many sadly die. These deaths and injuries were entirely preventable; companies knew that asbestos was lethal. Everyone whose health has been damaged by asbestos must receive compensation.” (WCxKit)
Harry Frew, regional secretary for UCATT Scotland, added, “This is an important decision as it will help to ensure justice for pleural plaques victims in Scotland.”
Author Robert Elliott, executive vice president, Amaxx Risk 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.
Author Rebecca Shafer
, JD, President of Amaxx Risk 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. She is the author of the #1 selling book on cost containment, Manage Your Workers Compensation: Reduce Costs 20-50% www.WCManual.com.
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.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact
Recently addressing a group of 40 fraud directors from around the country, Massachusetts Attorney General Martha Coakley highlighted the importance of collaboration among law enforcement, employers, employees, and local fraud bureaus to prevent and prosecute cases of fraud across a variety of industries, according to a report from her office.
“The cost of corruption on businesses and taxpayers is significant,” AG Coakley said. “It undermines the level playing field for businesses, distorts the competitive marketplace, and costs taxpayers at a time when every dollar is crucial. It is in everyone’s interest – in both the public and private sector – to deter and prosecute cases of fraud, and we must all work together to do that effectively.” (WCxKit)
The Fraud Directors Conference, held in Chatham, was sponsored by the Insurance Fraud Bureau of Massachusetts. The Attorney General discussed the types of cases prosecuted by her office ranging from public corruption and Medicaid fraud matters to workers compensation and auto insurance schemes.
She highlighted examples in which public and private cooperation proved key factors in deterring cases of fraud. For instance, when the state was confronted with an uptick of cases of auto insurance fraud schemes, a collaborative effort between the Massachusetts Insurance Fraud Bureau, District Attorneys, federal and state law enforcement, and private insurance companies worked to combat these crimes and build strong criminal cases.
Coakley’s office has made the investigation and prosecution of cases of fraud and corruption a priority. For instance, in the last fiscal year, the Attorney General’s Office recovered $69 million in Medicaid fraud. (WCxKit)
Recently, she reported the indictments against 10 people in connection with four Medicaid Fraud cases.
Author Robert Elliott, executive vice president, Amaxx Risk 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
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.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact
A prominent Canadian medical journal is calling for established minimum best practice standards to deal with sleep deprivation for doctors.
In an editorial published in the Canadian Medical Association Journal recently, the doctors Noni MacDonald, Paul Hebert, Ken Flegel, and Matthew Stanbrook suggest that there needs to be a change in physicians' professional culture, according to the Canadian OH&S News. (WCxKit)
"Long periods on call should not be accepted as routine or a source of pride. Instead, we must admit that working while impaired from sleep deprivation is neither normal nor acceptable," the doctors stated. The editorial points out that sleep deprivation, defined as less than six hours of uninterrupted sleep, from "overnight call" has been shown to cause a likewise degree of impairment in judgment and motor performance as a blood-alcohol level higher than 0.05 percent.
"Those of us who remain overconfident that we can continue to perform our duties properly without adequate sleep should imagine the reaction if we were made to seek informed consent from each of our patients to accept treatment under these conditions," the doctors continued
According to the doctors, some hospitals, departments, and group practices have implemented innovative approaches to work scheduling, such as strict policies for going home after call, refraining from booking procedures or clinics the day following call, reorganizing call schedules to allow for more physician coverage, or moving to shift work.
"Ultimately, licensing, accreditation, insurance and government institutions need to establish minimum best-practice standards for maximum work and minimum uninterrupted sleep hours," the editorial points out. (WCxKit)
The editorial goes on to say that prolonged work hours are not limited to doctors involved in high-technology, advanced care settings. A primary care physician who is up all night assisting a birth or dealing with a patient in crisis may be, "because of sleep deprivation, at increased risk for errors in judgment when seeing patients in the office the next day," the doctors write. Unlike trainees, whose practice is supervised, doctors often have no one overlooking them to catch their mistakes, they 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. See www.LowerWC.com for more information. Contact:Info@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.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
Depending on past experience with claim adjusters, you may or may not have an accurate picture of what the daily work is like. We have mentioned before that every adjuster has a unique style. Sometimes that style meshes well with the way with an employer’s way of doing business and sometimes it may not. Whatever the personality may be, the adjuster has the same goal the employer does. And that is to move the claim to resolution by return to work, release from medical care, or to redeem the claim through litigation if needed.
A good percentage of adjusters have multiple insureds (employers) they work with, in multiple states. Some of these insureds are very demanding, and some are not. Some are very open to new ideas to get injured workers back to work and some are not. The adjuster is always a chameleon, blending the personality and way of working to match what the insured wants while at the same time trying to read and gauge the claimant to judge for any indication that there may be more to the injury than what appears on the surface. (WCxKit)
Whatever the personality or work ethic of the adjuster that handles the account, below are 5 ways to get them to work harder . Working as an adjuster handling work comp claims is a very stressful, demanding, high exposure, and thankless job. In any scenario the adjuster will do what it takes to get the job done on the files, but these 5 little tidbits of info we discuss below may be able maximize the adjuster’s role.
1. Complete all fields of the State Injury Report Form
The First Report of Injury is the first info the adjuster reviews when assigned to a new claim. Nothing irritates them more than having a lot of missing information. It almost can reflect the way the claim is going to unfold during the investigation. If an adjuster sees a half-completed injury report, when they call and ask you about the details of the injury they are expecting the employer to not know anything about it. Completing the injury report will reflect the employer’s own professionalism to the adjuster. Another insured may complete every line, and the adjuster will view that as “This insured is very detailed and involved and will be watching every move I make, so I better make the right moves to impress them right off the bat.”
Plus the adjuster has to obtain a lot of that information anyway. So it will save some time on the phone call if as an employer, you just get the information before you phone or fax the claim in to the adjuster. State reporting requirements will demand the date of birth, social security number, complete address, and other additional info. So take those extra 10 minutes and complete the State injury form. This way the adjuster can get a good idea about what happened and can hit the ground running for the start of an investigation.
2. Stay involved and open to ideas
Not every employer is the same. They are different sizes, different types of people, different demands, and different cities. Everything is different, and this makes being an adjuster that much more difficult. The adjuster may not know that the employer does not have any light duty work at the shop, but how deep have you as the employer looked? The adjuster may have ways to sneak a few of these guys back to work, and that will save the employer money. The adjuster’s job is to get injured workers back to work. Most of the time the roadblock to obtaining this is the employer, not the injured worker. Let the adjuster come out to the shop (if they are local) and let them walk around and evaluate things. Talk a little bit about the other types of jobs you do that your injured worker may be able to do. Discuss not only full-time jobs, but part time as well. Part-time work is overlooked a lot but any sort of savings is worth it. 10-15 hours of work a week is better than the injured worker sitting at home doing nothing but collecting a paycheck. Plus remember the old adage: The longer a claimant is out of work, the more difficult it is to get them back. Collecting 70% of pay in addition to saving on daycare costs or gas costs to name a few. Better to keep an open mind about getting the injured party back to work.
3. Return calls/emails to the adjuster
The adjuster has a lot to do every day. Claims are in various stages of a lifespan, and the job of an adjuster involves being on the phone a great deal. The new trend is to try and email as much as possible. It is a lot faster than a phone call, and it allows the other party receiving the email to get to it when convenient. But, please answer or return that email, but it does not have to be within the same hour, but it should be at least the by end of the business day. Obviously the adjuster wants something, or has a question they need answered. Usually the adjuster cannot move forward on the claim until the info is obtained. Do not be known as a slowpoke in getting the adjuster this information. They will respond in kind, when the employer needs something.
4. Be polite
The claim adjuster usually deals with conflict. Conflict with different physicians and their opinions. Conflict with claimants over what is a work related injury and what is not. Conflict with their managers on what to do on a file to get it to resolve. Conflict with plaintiff counsel over the facts of a case. Conflict with a claimant over a check not being issued or why the claim is still under investigation. The list could go on and on.
So it is nice to give the adjuster some polite words every now and then. A “please” and “thank you” can go a long way. Maybe take some time after a difficult claim is resolved and thank your adjuster for the hours and hours of time put in to resolve the claim. Everyone appreciates positive feedback and a good “thank you.”
5. Meet the adjusters face to face and show them around
Most adjusters work in an office. They do not see their claimants. They do not meet the insureds. They are not at the doctor appointments. They are not on-site in the workspace. One thing to do is to meet with them first. Talk with your carrier/TPA about getting 1-2 adjusters to work the account. Then invite those adjusters and the claims manager over to meet face to face at the workplace. Take them on a tour of the facility. Let them meet the safety team. By putting a face to a name, you have personalized the experience. And the more contact the better the resolution on claims. The same employer/client relationship applies to the carrier/agent/adjuster relationship. (WCxKit)
Summary
We could probably make this article about 500 ways to get the adjuster to work hard. But these 5 we listed only scratch the surface. Remember the adjuster has to handle a lot of claims from a lot of different employers. So make yours stand out from the rest. Take that extra time to build a relationship with the carrier/adjuster/TPA. Claim results will likely be better.
Author Rebecca Shafer, JD, President of Amaxx Risk 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.
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.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
Five workers were immediately crushed to death and seven more injured when a 42-ton elevated ramp fell on workers at Keppel Subic Shipyard earlier this month. Later the same day one of the seven injured workers died in hospital in Olongapo, according to a report from the Metal Workers Alliance of the Philippines (MWAP).
The MWAP conducted a fact-finding mission at the site, and found irregularities in Keppel’s health and safety practices which caused the tragic incident. They were presented at a press conference in Quezon City. (WCxKit)
The steel tower ramp that fell on the workers was reportedly shaky, and lacked the usual 10-ton support. There was only one boom when the incident happened – a deviation from the common practice of using four booms when a ramp is repaired.
“We hold the management of the Keppel Shipyard responsible for non-implementation of mechanisms ensuring workers safety and lives. We call on the government to conduct a thorough investigation and help shed light on the real reasons and lessons of the incident,” said Reden Alcantara, MWAP secretary-general.
Accidents are common in the shipbuilding and shipyard industry. At the nearby Hanjin shipyard in Subic, more than 40 workers have died in industrial accidents. “The industry requires the highest standards of occupational health and safety due to the dangers inherent in it,” Alcantara said.
The workers alliance likewise called on the government to review the Philippine Economic Zone Authority’s jurisdiction over the country’s special economic zones to make the PEZA at least conform to existing labor laws.
“We are alarmed by the fact that investigators and even Subic Mayor Jay Khonghun were initially denied entry to the company premises because it is under the jurisdiction of PEZA. Is Keppel so powerful as to have its own laws and regulations that are contrary to Philippine laws?” Alcantara asked. (WCxKit)
The fact-finding mission’s initial findings will be presented to the Congressional Oversight Committee on Labor and Employment to urge the body to conduct an investigation into the incident in aid of legislation.
Author Robert Elliott, executive vice president, Amaxx Risk 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.
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.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact
The LexisNexis Workers Compensation Law Community Staff plans to make its selections for the annual Top 25 Blogs for Workers Compensation and Workplace Issues.
They will be honoring ongoing achievement by blogsites as well as point out the best newcomers and are focusing on quality of writing, frequency of posting, topics covered, interaction with the Internet community, format and design of blogsite, impact on workers compensation and workplace issues, Google ranking and/or mentions by other sites.
The LexisNexis Staff will review all comments through October 21, 2011, and then make final determinations for the top 25 blogs.
"Talk up" your favorite blog at the Workers Compensation Law Community. Go to
Copyright 2011 LexisNexis. All rights reserved. This material is excerpted from Larson’s Workers Compensation Law. Reprinted with permission.
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.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com.
NOTE: This article appeared in Utility Products magazine, which serves the utility industry — it is reprinted with permission. It details Medcor’s work onsite at wind farm construction projects. These large utility construction projects can involve hundreds of employees working over many miles for many months. The article provides general information about onsite health care, regardless of who the provider is, but also highlights some of Medcor’s specific value. Medcor has many years of experience serving the utility and construction industries and has developed specific protocols and systems for that on-site environment.
By Kate Woldhuis
During the American Wind Energy Association’s WINDPOWER 2011 Conference and Exhibition in May, Occupational Safety and Health Administration (OSHA) announced its National Emphasis Program would target safety inspections at wind farms. Because systematic inspections of safety compliance at wind farms nationwide are probably going to begin in 2012, it has become paramount for safety managers to build on existing safety knowledge and work within the workplace to promote the development of compliance requirements by the end of 2011. Many safety managers have brought in third-party contractors to support worksite health and safety goals, so they are free to focus on maintaining compliance.
Choosing the correct onsite provider, however, can be a complex task. Parties to a wind farm project must be able to support onsite health and safety initiatives, as well as understand the law and new focus of OSHA so that these projects don’t face increased costs, litigation, fines or penalties.(WCxKit)
Onsite health care firms provide first aid care for workers, which is a beneficial service for both employers and their workers. Wind farms, in particular, face the common challenge of providing their employees with access to medical services. In emergencies, the ramifications of injuries might become magnified because of their commonly rural locations. Even in non-emergency situations, employees and employers alike enjoy the convenience of staying onsite rather than leaving work for 4-8 hours for one doctor’s appointment, leading to hundreds of hours of lost productivity over the length of the project.
Onsite services generally help employers reduce OSHA recordables and lost time, allowing companies to realize significant gains in productivity and their bottom lines. David Grogg, construction manager with Duke Energy, utilized onsite health care services at two wind farm construction projects in Wyoming. In addition to providing medical response to emergencies and core health services, he appreciated the flexibility it provided.
“Helping with safety orientations and providing a service to the team of people—a majority of whom are working miles away from town and don’t have the support structure to tend to their health needs all the time—kept the workforce in place so that they’re there and productive. That’s very valuable to us,” Grogg said.
Whether its in-house or outsourced, and if the onsite provider has the right experience and expertise, they can also support safety initiatives and monitor injury trends—freeing safety managers to focus on preventive measures, maintaining compliance, investigations and other core responsibilities. For the onsite medical team to provide immediate care to workers, the team must have the resources and experience to understand how to overcome obstacles specific to a worksite—including rugged terrain, extreme weather conditions, high-angle or confined space rescues, and hazardous materials. They must also be able to support compliance with applicable regulations and coordinate with local emergency rescue personnel. This is a specialty; the average medical facility does not have the expertise, systems and protocols in place to provide such safety and compliance support.
One health company that does specialize in onsite health services for wind farms and supports OSHA compliance and safety is Medcor Inc. Headquartered near Chicago, Medcor provides onsite health services to wind farms and other remote utility projects—including pipelines and highways, as well as “turn-arounds” and other services for power companies. The company also serves hundreds of more traditional businesses throughout the nation. Medcor has developed proprietary software systems and clinical guidelines specifically for onsite settings and supports its staff with physician medical directors, a 24/7 call center, off-road response vehicles and mobile clinics to ensure rapid deployment and effective services.
Medcor’s onsite staffs assigned to utility or construction projects have extensive experience as paramedics, registered nurses, and fire and rescue members, and have safety training up to and including OSHA 500-level certifications—so they can conduct OSHA safety training, environmental safety training (i.e., HAZWOPER) and other customized safety courses specific to their client’s environment. As such, the onsite medical staff is able to closely integrate into safety programs and practices at wind farms.
In other capacities, onsite medical staffs work closely with safety managers, conducting daily meetings to review daily safety initiatives, developing strategies for preventing injuries, etc., so that safety managers are able to focus on safety leadership. As another example, Medcor’s medical professionals walk the site each day to become familiar with the workers, their jobs and the potential hazards and work-related injuries that could occur. In addition, based on injury data and experiences in the field, these medical professionals are suited to conduct trend analyses and make safety suggestions based on their findings, which further improves the site’s safety record.
Luke Wright, operations director at Medcor, specializes in onsite health services at wind farm operations. Wright described an incident last year at a wind farm construction site involving an injury high inside a tower: “Our onsite medic worked closely with local fire and rescue to extricate the patient. In the process, our medic learned that the local fire department did not have the best equipment or techniques for that situation combining high angle and confined space. During the post-incident review, she recommended they use back boards designed for vertical extraction instead of typical horizontal boards.” Wright went on to explain other safety observations that were made throughout the course of the project, including changing the type of safety goggles being used, enforcing stricter safety belt rules and providing instruction on proper use of fall protection.
“Onsite providers offer a different type of service than the safety managers,” Grogg said. “They’re there for keeping workers out of trouble on all aspects. Medcor supplements safety and is more focused on tending to the emergency response plans and tending to health care needs. The greatest value was recognized at my last project when a person fell and Medcor took leadership in working with first responders to help provide the best care possible before they were able to get there.”(WCxKit)
Many managers like Grogg have found success in outsourcing health and safety support. Contracting third party health and safety professionals to work onsite allows safety professionals to be better positioned to meet the challenges of compliance to safety regulations, provide access to health care for employees and develop more effective safety programs. The wind energy industry is developing, and, with stricter OSHA regulations being enforced in the coming years, safety professionals will need to be free to focus on the changes.
Kate Woldhuis is a business development analyst at Medcor, Inc. She received a Bachelors’ Degree in Journalism and minored in Environmental Studies at Northern Illinois University and has written several articles regarding green energy and sustainable living for various publications. As a business development analyst, Ms. Woldhuis works with companies operating within a wide variety of industries to promote onsite health, wellness and safety initiatives, as well as strategizes onsite development opportunities to potential clients.
Medcor provides telemedicine services to nearly 90,000 worksites in all 50 states and operates 174 on-site workplace clinics. Medcor also provides safety services at construction sites, wind farms, utility and power companies, and government agencies through its subsidiary, Brown Services, LLC. For additional information contact csmith@medcor.com www.MedCor.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.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact
Many small and medium size companies wish for a wellness program like the larger competitors, but due to budget concerns and lack of personnel in the Human Resources Department, have not started their own wellness program. It is not as difficult as one might think. Here are some guidelines on how to get a wellness program started.
Gaining management support for the implementation of a wellness program is the first step. As senior management is all about the financial success of the company, explaining how the wellness program will improve the company's financial picture is a good place to start. Read the study on wellness programs completed by the Wellness Council of America. Explain how for every $1 spent on wellness programs, there was a $3 reduction in the cost of the the health insurance program. If management is still not sold after learning the wellness program has a ROI of 3 for 1, an article published in Forbes states “According to the Centers for Disease Control, more than 75% of the employers' health care costs and productivity losses are related to employee lifestyle choices.” (WCxKit)
There is a similar correlation in workers compensation cost as healthier employees have fewer accident, and when they do have an accident, they return to work sooner. This was supported by a combined 56 studies on work site wellness programs. Per the American Journal of Health Promotion, there was a 32% reduction in workers compensation.
After gaining the support and participation of senior management in the creation of a wellness program, form a wellness committee. Whether electing to utilize an outside company that has a wellness program already structured that can be implemented quickly or deciding to build your own company wellness program, the involvement of additional personnel from various departments will expand the ideas and insure the success of the wellness program. Broad representation on the wellness committee will be drawn from human resources, finance, risk management, safety, union, senior management and production. You can also invite volunteers from any department within the company. The wider the variety of specialties the better.
The goals and objectives of the wellness program should be the first order of business for the wellness committee. By establishing benchmarks, you will be able to measure the success of the wellness program. The primary reason companies abandon wellness programs is the failure to have benchmarks showing the success of the wellness program. Some benchmarks that can be considered include:
1. absenteeism
2. health care cost
3. employee retention rate
4. employee participation (percentage) in the wellness program
5. reduction in number of workers compensation claims
6. reduction in overall workers compensation cost
The wellness program should not be based solely on the ideas of the wellness committee. Employee interest and involvement is essential to the success of the wellness program. Obtain the input of the employees themselves in what they want to see in the wellness program. An anonymous survey, whether on-line or on paper, can be used to obtain employee input. Some categories that can be considered for inclusion in the survey for the wellness program include:
1. diet and nutrition
2. weight loss solo and weight loss groups
3. exercise equipment
4. walking solo /walking groups
5. muscle toning
6. reduction in blood pressure
7. reduction in cholesterol level
8. reduction in body mass index (BMI)
9. cessation of smoking
10. cessation of illicit drugs
11. cessation of alcohol abuse
12. healthier food options in company cafeteria / snack machines
13. on-site flu shots
14. hand sanitizers and other sanitizing items in public area
15. ergonomics at work and at home
16. seat belt use
17. safe driving
18. pamphlets and posters reminding employees of health topics ( pamphlets on cancer screenings)
19. vision screenings provided on-site (mandatory for all employees who drive on duty)
20. yoga classes before/after work hours
In addition to these topics, leave three or four blank lines on your survey for the employees to suggest their own wellness topics and/or concerns they would like to know more about or to have assistance with.
Once you have established the employees' wellness program interest, it is important to quickly proceed to implement and promote the wellness program. This can be done in a variety of ways including:
1. provide non-smokers with a $5 per week credit on their health insurance program
2.
provide employees with a BMI under 30 with a $3 per week credit on their health insurance program
3. a $6 per week credit for the the employees with a BMI under 26
4. provide pamphlets on wellness topics
5. have posters on wellness issues
6. offer "lunch and learn" on wellness topics
7. organize group walks before work/after work/lunch time
8. have wellness calendars
9. schedule on-site flu clinic (ask a nearby medical clinic for a group rate discount or inquire if the health insurance carrier will pay for it)
After implementation of the wellness program, it is important to give the program enough time to have an impact. The above mentioned benchmarks should be established on the first day of the wellness program, and the results measured after one, two and, three years. Evaluate what has worked and what has not. A repeat survey asking the employees who participated their impression of the wellness program is a good way to get additional feedback. Also, a survey for the employees who have not participated in the wellness program asking why they do not participate can provide insights on ways to improve the wellness program.(WCxKit)
By establishing a wellness program, you will improve the financial picture of your company, reduce absenteeism, reduce work comp claims, reduce health insurance claims and improve employee morale. It will also reduce your workload if you deal with human resources issues or workers compensation.
Author Rebecca Shafer, JD, President of Amaxx Risk 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. She is the author of the #1 selling book on cost containment, Manage Your Workers Compensation: Reduce Costs 20-50% www.WCManual.com.
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.
©2011 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact
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