Nine Useful Tips
1. To really get a grip on managing your company’s workers’ compensation costs, division of labor is critical. Most importantly, the division of labor must be specific and have at least the appearance of permanence.
2. Giving a regular, trusted manager an additional title or responsibility will only be an asset to her resume. In some cases a position will need to be created.
3. “Floating” responsibilities or merely suggesting them to employees only guarantees you miscommunication and confusion at a time when you want neither.
4. Primary injury responsibilities fall under the heading of “injury coordinator.” If your company is large enough, you will want to include supervisors, mid-management, and legal and medical positions.
5. Naturally, some of these posts require job-specific training on matters of workers’ compensation. Some require additional professional certification.
6. It cannot be underestimated how much the strength of these precautions can save a company in the event of catastrophic accidents.
7. Unrelated employees may also be included in the structure as they, too, may have responsibilities and roles to perform in the event of a work-related incident. Each person should feel like a member of a team to aid in thorough and rapid documentation – not to mention first aid.
8. As a general rule of thumb good managers occasionally praise employees for accepting additional responsibilities. A feeling of pride and leadership are never mistakes in a well-run company. (workersxzcompxzkit).
9. Workplace injury roles and responsibilities discussed here are broad enough to apply to virtually every type of business, but they can also be customized and integrated in order to dovetail with your specific company’s way of doing business.
Author: Robert Elliott, J.D.
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