Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 3

 

Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 1

Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 2

Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 3

 

 

Hey, there. Michael Stack here, CEO of AMAXX. We’re about a month out from the conclusion of the National Work Comp and Disability Conference, held again this year in Las Vegas, back at Mandalay Bay.

 

 

Take Away #5: Blending Oversight and Empowerment to Maximize TPA Results.

 

Now, my fifth takeaway comes from a blending of a couple of different presentations at the conference. It comes from the Teddy Award winning presentations, and the risk management that described their programs in order to win those awards, as well as another presentation given by Caryl Russo from Barnabas Health and Carrie Burhenne from the PMA Companies entitled Blending Oversight and Empowerment to Maximize TPA Results.

 

“Don’t Go At It Alone”

 

The takeaway here is very simple. It’s the sentiment of, “Don’t go at it alone.” Don’t go at it alone. Workers’ compensation at its core is very simple, but as you lay around various stakeholders, claims handlers, vendors, biopsychosocial elements, state law reforms, it becomes extremely complex. The idea of don’t go at it alone is the fact that you will not be successful unless you bring on these partners. You develop this claims handling partnership with your TPA or a carrier. You develop these working relationships with your medical providers, with your adjusters, with your risk managers, with your attorneys, and all other stakeholders involved in the idea of creating these better outcomes for your injured workers, thus driving down your workers’ compensation cost.

 

If the Teddy Award winning companies and risk managers references this idea, if Caryl Russo from Barnabas Health who also won a Teddy Award a couple years ago is referencing this idea of not going at it alone, and that’s displayed and implemented in this idea, which Caryl does very well, of weekly meetings. If all of these companies are doing this tactic, working together, developing these partnerships, having this played out in strategy in the form of a weekly meeting, and in this weekly meeting you’re talking about what has happened in the past, what is currently going on in the claim, and what’s the plan going forward. It’s no more complicated than that.

 

Study & Follow Tactics of Best WC Programs

 

Jim Rowan says, “If you want to be happy, study happiness. If you want to be wealthy, study wealth.” If you want to have a successful work comp program, study successful work comp programs, and if all the successful work comp programs are doing this tactic, that’s a tactic you should be doing as well. If you’re not at the point where you’re ready to look at every single claim every single week, that’s fine. That’s not where you start. If you’ve never done this tactic, take one of your claims, take two, take three, take five of your most expensive open claims and look at them on a weekly basis. Bring in your stakeholders. Bring in your medical providers. Bring in your nurse case managers. Bring in the parties that are relevant to those specific claims. Talk about what’s happened in the past, talk about where you are now, and discuss the plan, and share ideas, share perspectives, share expertise in order to create that better outcome.

 

Takeaway number five is, “Don’t go at it alone, and be very intentional about developing those work comp management partner relationships.”

 

 

Education Without Implementation is Entertainment

 

That covers my top five takeaways for the National Work Comp and Disability Conference this past year. It was another tremendous conference with very valuable content and contacts, but as I referenced at the beginning of this session today, it’s not the content or the contacts that you receive at the conference itself, it’s what you do with that content, it’s what you do with those contacts, those business cards that you receive, that makes the most difference. If we’re not going to take the information and implement it, if we’re not going to be following up with those contacts and developing those relationships, and taking advantage of those opportunities, then the time that we just spent in Las Vegas is simply entertainment, and there’s a lot better ways, there’s a lot better shows to go see in Las Vegas than going to listen about workers’ compensation.

 

I encourage you to go back to your notes, develop your own top five takeaways, develop the one or two points that you’re going to implement right away. If you don’t have your own notes, borrow mine, and start to realize and implement to see those results.

 

Thanks again for your attention. My name is Michael Stack, CEO of AMAXX, and remember your work today in workers’ compensation can have a dramatic impact on your company’s bottom line, but it will have a dramatic impact on someone’s life, so be great.

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 2

 

Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 1

Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 2

Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 3

 

 

Hey, there. Michael Stack here, CEO of Amaxx. We’re about a month out from the conclusion of the National Work Comp and Disability Conference held again this year in Las Vegas back at Mandalay Bay.

 

 

Take Away #3: The Nordstrom Way: Boosting Injured Worker Engagement

 

Now, my third takeaway comes from the keynote presentation of the conference itself which was given by Janine Kral called The Nordstrom Way: Boosting Injured-Worker Engagement. Now, Janine did a tremendous job of describing their program at Nordstrom, the system that they use, their philosophy, as well as the positive outcomes that it has returned for their company.

 

Now, I have about six pages of notes from this one session alone. But, it’s not the system or describing the specific elements of the system that my key takeaway point to pass along. The key takeaway point to pass along is the idea that we all know Nordstrom for the idea of exceptional customer service. She described their handbook as having one rule: use good judgment at all times. We all know when we walk in to Nordstrom the difference between that retailer and another. We know their reputation for company service, customer service. We know their reputation for value. The key takeaway point to pass along isn’t the system that Nordstrom has implemented because I talk about the system and the proven methodologies in nearly every blog or training that I’ve ever done. But, it’s the importance of this key element of a vision, a clear goal, and mission for the company that resonates throughout every level of employees.

 

Now, one of my thoughts when I walked out of this session was tremendous system, fantastic job, Janine, in implementing it, in running it and achieving these results. But, my thought as a member of the audience was that people may look at that and say, “Well, we’re not Nordstrom. We’re not self-insured. We don’t have this tremendous culture of this idea of customer service. Our employee handbook is 300 pages thick. It doesn’t just say, ‘Use good judgment at all times.’ How can I possibly be successful? Great job for you but how can that even help me at all?”

 

 

Company Vision, Goal, & Mission

 

The key takeaway is not only recognizing the importance of this vision and importance of this goal, the importance of this mission of your company, but if you don’t have it and you recognize that, is to work to start to achieve it in some way. It doesn’t happen overnight. It starts with one very, very small piece of building that management commitment. If you don’t have that, that’s your first area of focus in order to start to achieve these results and start to build this system, and start to build that momentum in order to create those positive outcomes. Takeaway number three is start to build this vision, this goal and this mission and if you don’t have that currently, that’s the place for you start.

 

 

Take Away #4: Understanding Injured Worker Perceptions About Workers’ Compensation

 

Now, my fourth takeaway comes from a presentation entitled Understanding Injured Worker Perceptions About Workers’ Compensation. Now, this presentation was given by Michele Adams from Disney, as well as Dr. John Ruser from WCRI. Now, Dr. Ruser obviously presented the studies and the findings and the data, and Michele talked about how they use these studies and findings and data to create actionable items and improvements in their work comp system to create better injured worker outcomes, as well as drive down their workers’ compensation costs.

 

Very quick I want to run through some of the data that Dr. Ruser presented and some of the predictors of injured workers’ outcome. I want to through these fairly quickly. He talked about the main predictors of outcome being education, their fear of being fired, whether or not they have comorbidities, and the last thing is their understanding of the English language. Their amount of education, whether or not they have a fear of being fired which also can be equated to their trust in their employer-employee relationship, whether or not they have comorbidities and their understanding of the English language.

 

Michele then went into fairly good detail about how they take this information and use it to improve their system. I thought it was a tremendous presentation. I have a bunch of notes from this one presentation alone. But, the key piece and my key takeaway from this one particular session to pass along to you was a statement that Michele made about observational data. I think one of the things that we find so often in our world today is an overwhelm of data. If you can take this information and you have a sophisticated system and you’re advanced in your knowledge of being able to tweak things and understand this data and really create these actionable items that Disney had, you can really use this data extremely effectively to create these better outcomes. But, the reality is that not every company is there. Not every company is that sophisticated. Not every company is that advanced in their journey of workers’ compensation management to be able to take this information, put it into practice immediately and create these outcomes.

 

 

Understand Value of Observational Data

 

The takeaway that Michele mentioned that not only are they sophisticated in understanding this data and creating these actionable systems, but she talked about the value of observational data to go out and actually see what is happening with what they call their cast members in the parks. If you go out and you’re observing what is happening and you say, “Well, at the beginning of every shift, X, Y and Z happens. The employees come and we’re getting a number of these injuries.” Then you can use that observational data, go back and look at it from a very pragmatic and analytical standpoint to create these systems. From a very simplistic standpoint whether or not you’re going back and analyzing your own data and creating these sophisticated systems, if you can just physically observe what’s happening, you’re physically having these conversations with employees, the value that that can now bring to your program is tremendous. You can create a very comprehensive behavioral-based safety program based around this idea. But, the simplistic idea of observing what’s happening is a key piece to continuous work comp improvement.

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 1

 

Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 1

Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 2

Top 5 Take Away Points from 2017 National Workers’ Comp & Disability Conference – Part 3

 

 

Hey there, Michael Stack here, CEO of Amaxx. We’re about a month out from the conclusion of the National Work Comp and Disability conference held again this year in Las Vegas, back at Mandalay Bay. It’s a great accommodation and I think they have right city to host this great conference every year. Now, I attended more sessions than I normally do. I was very interested in many of the topics that were presented. The general theme of the conference itself was really focusing on much of what, frankly, I teach and believe in, which is really the outcomes for the injured workers that drive down workers’ compensation costs, creating a true win-win scenario. I want to talk to you about my top five takeaways from the sessions that I attended.

 

 

 

What Have You Done With the Content & Contacts From Conference?

 

Before I get into the takeaways though I do have a question for you, particularly, if you attended the conference. I want you to answer this question honestly. What have you done with the content that you learned or the contacts that you received within this past 30 days since the conclusion of the conference? Did you take notes from the sessions? Have you read them over? Have you created your own top five takeaway list? Have you looked through those business cards that you received? Have you followed up with those individuals? Do you even remember the conversations even happening of what you were supposed to do?

 

What I find more often than not is that we run around crazy at these conferences. There are a couple of days our feet are hurting, we’re exhausted, we’re going to events, we’re attending sessions, we’re trying to get meetings scheduled in between, but when we come back to the office, we just kind of drop the ball and forget we even attended at all. So if there’s things that are left outstanding, if there’s things that you haven’t covered over the past 30 days that you meant to, I encourage you to take a look at them and take action with the next one to two weeks so that you can get the most value from attending that conference in the time that you spent.

 

If you didn’t come up with your own top five takeaways to implement because maybe you didn’t take as many notes as you would have liked or attended as many sessions as you’ve liked, I encourage you to use mine. Borrow the ideas that I’m going to be presenting today and implement those into your program even if it’s just one idea because you’re going to realize a lot more value from the time that you spent at the conference itself. Okay, so that’s my question. If you didn’t attend the conference then I encourage you to just leverage the information that I’m going to be talking about today.

 

 

 

Take Away #1: Alliance of Woman in Workers’ Compensation

 

Let’s talk about takeaway number one, which comes from the Alliance of Women in Workers’ Compensation Leadership Forum which was held the day before the official conference started. Now, the presentation was given by Margaret Spence. Margaret did a tremendous job at that presentation and at that leadership forum. To be frank, it had a fairly big impact on my own life in this past 30 days. Let’s talk about some of the things that she discussed and while this presentation was obviously directed towards women. Obviously, I’m not a woman, so I can’t fully appreciate and empathize with the experience of a professional woman in today’s environment or in the years past.

But I will tell you that the stories that she was describing, some of the challenges that women face, that she described both in the past and, currently, today in 2018 was a bit disheartening. It was a bit disheartening to hear that that still exists in our world, particularly, as I’m raising two young daughters. From my perspective, one of the underlying themes as it was given from the female perspective was to acknowledge and appreciate the struggles that women have come through and still face today, But having the courage and the confidence to break through it. One thing I’ll add from the male perspective and the perspective I think is very similar.

 

From the male perspective to appreciate and acknowledge the struggles that women have faced in the past and often continue to face today, but having the confidence and the courage to break through that, because while some of those prejudices may still exist in our world today, they should not exist in your world. If you take an honest and genuine look at yourself, and you see that those prejudices still exists in your world then you need to take the steps to correct it.

 

 

4 Questions to Take Charge of Your Own Destiny

 

So putting the issues of gender aside because I felt that Margaret’s message was very important for women, but it was also very important for men. It’s very important for African Americans, for Hispanics, for Mexicans, for Japanese, for Chinese, for Indians, for every race and creed. Her message was about having the confidence and the courage to take charge of your own destiny, regardless of the environment that you’re in. She walked us through an exercise which I’m going to relay to you now. I’ll tell you the answers that I came up with during that session, during that leadership forum, had a very important impact on my goal planning and business planning for my company, for 2018. Here’s a little exercise that Margaret walked us through. The first thing that she asked was what do you want. What do you want? She asked you to answer that question honestly and genuinely.

 

Second question to answer is why. Why do you want it? What do you want and why do you want it? Third question is what has held you back. What is holding you back from achieving this goal, from achieving this desired outcome? Number four is what do you fear. What do you want, why do you want it, what is holding you back, and what do you fear? If you can honestly answer those questions, it will help you develop that confidence, help you develop that vision, help you develop that courage to create this life that you both deserve and desire.

 

 

 

Take Away #2: Intersection of Medicine & Disability – A Doctors View

 

Let’s move on to takeaway number two. This comes from a presentation given by Dr. Marcos Iglesias, who’s the Chief Medical Officer at Broadspire.

 

The session was entitled The Intersection of Medicine and Disability, A Doctor’s View. Now, frankly, I felt that this was a strongest session and most valuable session that I attended at the National Work Comp and Disability conference. I could have taken probably all five of my top takeaways from this one session alone. Dr. Iglesias did give a very candid and simple explanation of the doctor’s viewpoint, of the clinical perspective. One of the things that we forget about so often in workers’ compensation is that every single claim is a medical injury. Every single claim needs some form of medical intervention to have that individual person recover to maximum medical improvement.

 

 

60-80% of Lost Work Days are Unnecessary

 

The better that we can understand that clinic perspective, that doctors perspective; the better that we can develop that working partnership is the better outcomes we’ll be able to provide for the injured workers. Thus, driving down our workers’ compensation cost. Let me go through some of the highlights that I took out from that session. Dr. Iglesias described that 60% to 80% of lost days in workers compensation of lost workdays are unnecessary, this idea of needless disability. There’s a number of psychosocial reasons for that but it’s important for us as non-medical professionals to understand and appreciate really the value of this one statistic as we’re looking at our own individual work comp management programs.

 

He talked about this idea of the injured worker often being in-charge of determining disability. He described that patient-doctor interaction. He also described some of the little tricks which I thought this was fairly interesting. If you Google doctor’s notes, you can get a very specific doctor’s note that looks very real, that has a phone number that you can call in order for the employer to verify your injury, verify the time needed out of work. The injured worker is often determining their own disability in many cases not coming directly from the doctor. He went into a much greater detail and I’m oversimplifying that point, but I think it’s important piece to understand how much of an impact the injured worker has on determining their own disability and the tools that that injured worker has at their disposal.

 

 

Redirect Conversation from Pain to Function

 

Next piece here then was redirecting the conversation from talking about pain to discussing function. Now, this was an impactful takeaway point for me because one of the things that I always recommend on the reports of injury is having a pain scale so that when you’re reporting that industry, you have that understanding of the current level of pain, and then you could re-look back at that later. Dr. Iglesias described this discussion of pain as being unproductive, that the more you focus on pain, the worse that pain becomes. Instead of talking about pain, talking about function, what can you do today, impacting these biopsychosocial elements that contribute to these unnecessary lost workdays.

 

So, takeaway here is redirecting pain to function. Next piece here then from this presentation was reframing this physician relationship, reframing the expectations of the physician relationship. So often we asked too much of our physicians. We asked, “Well, Joe got injured. Can he be back to work today or not?” The answer that Dr. Iglesias described was often from the physician’s perspective, “I don’t really know. I don’t really know the limitations that he needs. I don’t really know his job demands. I don’t really know the tolerance that Joe has for pain.” So when you reframe this doctor’s relationship, as Dr. Iglesias described it, he described to talk about things that can actually be measurable, the limitations, the capacity, and the actual restrictions themselves of the injured worker.

 

So rather than, “Can Joe be back to work today or not,” talk about what are the limitations of Joe, what is the capacity of Joe, and what are the restrictions of Joe, then it’s up to the employer to decide if Joe can be back to work or not, not the treating physician. That’s the discussion and that’s a framing that needs to be had with those treating physician relationships that you proactively develop. Last takeaway from this one session which I thought was a great clarifying question because not all the time do you have these great and interactive treating physician relationships, not all the time are your physicians on board, so if you’re working with a new physician or the relationship hasn’t developed quite so well going back to this point that injured workers are often the ones that are determining their own disability.

 

 

“If Your Patient Asked to Go Back to Work, Would You Allow It”

 

Asking this question that if your patient asked to go back to work, would you allow it. So, asking the treating physician the clarifying question that if your patient, if Joe asked you then, “Can I go back to work,” would that treating physician allow it? If the answer is yes then you know that there’s really no medical reason that Joe needs to be out of work. If the answer is, “No, I wouldn’t allow it,” then you need to further clarify what those medical reasons are. I thought it was a tremendous clarifying question to speak directly to this point of needless disability.

 

 

Top 5 Take Aways from 2017 National Workers’ Comp & Disability Conference

 

…to be continued

 

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

16 Red Flags of Violence in the Workplace

While murders in the workplace make the six o’clock news, injuries due to physical assault in the workplace are much more common. Violence in the workplace is not a new issue but continues to be an issue far greater than many employers recognize.

 

Workplace violence is not limited to prison guards and police officers. It can occur in almost any business.   Injuries due to disgruntled employees, mentally unstable employees and aggressive employees can cost the employer significantly in workers’ compensation cost, as well as reducing the morale of the work force.

 

  

Employers & Employees Have Responsibility

 

Both employers and employees need to recognize that a safe work environment is everyone’s responsibility.   Employers need to train their employees on how to recognize an unsafe situation when it relates to their co-workers. Employers should stress to their employees that workplace violence does not “go with job” and they do not have to “put up with it.” Employees need to bring to management’s attention any abnormal behavior of co-workers who threaten to harm, attempt to harm or cause harm to a co-worker, a supervisor or management.

 

Employers and employees need to recognize the red flags of potential workplace violence. Most violent employees behave in a way that cause their co-workers and employer to be concerned prior to a violent act. Some of the red flags employers and co-workers should notice include:

 

  1. Prior history of violent behavior.
  2. Making threats, either verbal or physical.
  3. Unexplained mood changes.
  4. Screaming, yelling or making a fist.
  5. Expressing homicidal or suicidal thoughts.
  6. Holding a grudge against a supervisor or co-workers.
  7. Blaming all things that go wrong on co-workers, supervisors or management.
  8. Expressing a feeling of loss of control within his/her life.
  9. A history of domestic abuse.
  10. Being obsessed with weapons or carrying a weapon (weapons should never be permitted in the workplace).
  11. Being a loner with no involvement with co-workers.
  12. Having paranoid behavior or making statements that reflect paranoid thoughts.
  13. Having an unwanted romantic interest in a co-worker.
  14. Abuse of alcohol, illicit drugs or medications while off the job.
  15. Abuse of alcohol, illicit drugs or medications while on the job (should be grounds within your safety program for immediate termination).
  16. Having extreme financial problems or extreme family problems.

 

 

All Employees Understand Red Flags

 

All employees should know what is considered a red flag for potential violence and should feel free to report their concerns without fear of any reprisal from their supervisor or management. Once a red flag is recognized, proper risk management requires a plan to reduce the potential risk of violence. The employer should assess and document both objective and subjective behavior of the employee who is causing the concern.   If procedures are already in place to deal with the situation, they should be followed.

 

If an employee feels there is a risk of violence, the employee should notify the immediate supervisor at once. The employee’s supervisor should take appropriate action when a red flag for violence is brought to their attention. If the supervisor does not take the appropriate action, then the employee should follow the chain of command until management takes protective measures to ensure employee safety.

 

 

Workplace Violence Not Limited to Employees

 

Workplace violence is not limited to employees. Often estranged domestic partners or estranged lovers will strike out at the partner while the partner is at work. People who deal with the general public like convenience store cashiers can be subjected to violence. Terroristic acts by disgruntled former employees or disgruntled customers can be the cause of workplace violence. In some metropolitan areas gang related activity can invade the workplace.

 

A part of your safety program should address the access to the work site by non-employees. Your employees should know what the protocol is for non-employees to be admitted to the workplace. Any deviation from the established procedure should be immediately brought to the attention of management.

 

Employers can further steps to reduce the potential of violence including the installation of alarm systems; the arrangement of furniture, cubicles or machinery to prevent employees from being trapped; the use of escorts; and, the use of cells phones to request assistance if needed.

 

Your safety program for your company should have a written policy on preventing workplace violence. The written policy should have zero tolerance for workplace violence and zero tolerance for the threat of violence, either verbal or physical. While all workplace violence cannot be eliminated, the employers who have a workplace safety program with a section on preventing violence will achieve a significant reduction in work place injuries due to violence and a reduction in the severity of the injuries due to workplace violence.

 

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers compensation cost containment systems and helps employers reduce their work comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center. .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

 

©2017 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

 

 

 

7 Steps to Manage Occupational/Environmental Exposure Claims

You want to make sure your injured workers get the benefits they need to recover and get back to work. At the same time, you don’t want to waste money on a claim unrelated to the workplace. That can be especially tricky when an occupational/environmental exposure is involved.

 

Injuries caused by toxic substances in the worker’s environment may not be immediately apparent to the employee; or the cause may not be easily identified. It’s important to take all necessary steps to determine if, and to what extent your workplace caused the employee’s illness.

 

 

What Are Occupational / Environmental Exposures?

 

Occupational/environmental exposures that pose a risk include chemical, physical and biological substances and can enter the body through breathing, skin exposure or ingestion.

 

Examples are:

 

  • Fumes, such as those from diesel vehicles.
  • Airborne materials such as coal dust.
  • Infectious materials, including those found in the blood or bodily fluids of infected patients.
  • Drugs used in cancer treatment and medical research.
  • Materials used in construction.

 

Workers especially at risk include those in health services, fabricated metal products, rubber and plastics products, textile mills, machinery, transportation equipment, and electrical or electronic equipment.

 

 

Considerations

 

When an employee (or employees) report an illness they believe was caused by exposure to something in the workplace, there are several issues to consider.

 

  1. Safety and risk. First and foremost, you want to get the affected employee(s) out of harm’s way. That may require more or better ventilation or even temporarily moving the employee(s) to a separate area.

 

  1. Number of employees. If multiple employees report similar symptoms, chances are there is a problem that needs to be addressed immediately. For example, if a work area has undergone painting, cleaning or had carpeting installed and multiple employees report breathing problems you need to address the concern ASAP. If a single employee is having issues, there may be something unique about the area where that employee spends time, or substances he works around. He may be having an allergic reaction, or have a low sensitivity threshold. You need to investigate to try and determine the cause.

 

  1. A diagnosis from a medical provider can give you clues to the problem, if there is one. If the employee(s) has seen a physician and has a diagnosis, determine whether the type of exposure associated with it is present in your workplace. If it is, find out if, when and for how long the employee(s) was exposed to it. If personal protective clothing and/or equipment was required, find out whether the employee(s) used it.

 

  1. Investigate. As with any workers’ compensation claim, you need to look into the situation to uncover the facts. With occupational exposure claims you should be even more diligent.

 

– Interview the affected worker(s) and any witnesses. Ask, for example, whether there have been any recent spills of potentially toxic substances.

– Check out the work area for things such as leaks, ventilation issues, or cleaning or renovation work that may have involved toxic chemicals.

– Ask an expert. You may want to consider environmental testing from an outside party.

– Look at your documents regarding exposure; such as safety data sheets for substances used, purchase orders, or disposal logs. Also look at safety reports.

– Be transparent. You want your employees to know you take their symptoms and concerns seriously and are addressing them. Once you’ve investigated the situation and have some answers, let your employees know the results — and what you plan to do about it. Also share the findings with treating physicians to help them.

 

  1. A one-time event can alert you to a problem before others are affected. An ongoing situation may be evidence of something more serious, such as mold growth, which must be taken care of.

 

  1. Past claims. If a worker has reported the same or similar claims in the past, it could be an indication of a past exposure that has developed into something more serious for the worker, such as lead poisoning or lung or hematologic cancer.

 

 

Accept or deny

 

Your investigative efforts may yield no concrete information. At that point, you may want to either accept the claim(s) or pursue denial.

 

  • Accepting the claim. You may decide the expense and time needed to pursue denial is fruitless. If you accept the claim, you still need to address whatever the problem is. If accommodations can be made for the employee(s), consider them. Alternatively, you may need to consider whether the person is a good fit for the work environment, due to a preexisting condition.

 

  • Denying the claim. If you proceed with denying a claim in which causation is questionable even after your investigation, a medical expert should be called. The person should be board certified and have experience with the exposure condition. You should familiarize the expert with the work environment and the employee’s duty, and provide complete medical records.

 

 

Conclusion

 

Occupational/environmental exposures should be taken as seriously as any other workers’ compensation claim, even though the evidence may not be as clear cut. Ignoring them or failing to fully investigate can end up being extremely costly.

 

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers compensation cost containment systems and helps employers reduce their work comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center. .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

 

©2017 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

 

4 Risks from Hurricanes and How to Mitigate Them

The devastation caused by hurricanes Harvey, Irma and Maria underscores the seriousness of these storms. The loss of life and severe damage to structures can easily occur.

 

Employers should never take the threat of a storm lightly. Workers should be provided with the right equipment and training before, during and after a storm. With the Atlantic hurricane season continuing through the end of November, it’s important to take all steps necessary to protect workers.

 

 

Evacuation Plan

 

Protecting workers starts by making sure they stay out of harm’s way. An evacuation plan should be implemented that outlines when, how and what actions will be taken.

 

It might include:

 

  • Conditions that will activate the plan.
  • Chain of command.
  • Emergency functions and who will perform them.
  • Specific evacuation procedures, including routes and exits.
  • Communication plan, and procedures for accounting for personnel, customers and visitors.

 

It’s also important to with work local emergency and other officials to get the very latest information, and be ready to heed instructions from local authorities.

 

 

Understand The Terminology

 

A hurricane or tropical storm ‘watch’ means such a storm is possible; a ‘warning’ means it is expected to strike the area, usually within 24 hours. At the first signs of a storm — the ‘watch’ — initial preparations should be undertaken.

 

It’s also important to understand the extent of damage that an impending storm could do. Widespread flooding and wind damage can occur. Hurricanes are categorized into 5 groups:

 

  • Category 1. Winds of 74 – 95 mph are expected, which snap large branches and topple shallowly-rooted trees. Buildings that are well constructed could have damage to roofs, siding and gutters. Power lines can be damaged or downed, creating a potentially disastrous situation. Power outages lasting from hours to weeks are possible and must be taken into account.

 

  • Category 2. These 96 – 110 winds are extremely dangerous and cause extensive damage. In addition to downed trees and damaged buildings. Near total power loss is expected.

 

  • Category 3. Winds of 111 – 129 mph can cause devastating damage. In addition, both electricity and water may become unavailable for days or weeks.

 

  • Category 4. 130 – 156 mph winds are catastrophic, with severe damage to roof structures and some exterior walls. Power outages can last from weeks to months and areas hit may be uninhabitable for weeks or months.

 

  • Category 5.  With winds of over 157 mph buildings are destroyed, trees and power lines are downed, and most areas affected are uninhabitable for weeks or months.

 

 

Post Storm Strategy

 

Hard hats, safety glasses, work gloves, fall protection and steel toed and waterproof boots may be necessary for cleanup efforts and should be purchased before a storm.  There are many potential dangers facing workers after a hurricane. Here are several of the most common and how employers can mitigate their risks.

 

  1. Contaminated water. Bacteria, toxic substances and mold or fungi could be present in flooded areas. Workers should be trained to assume flood waters are contaminated and only those with the proper protective apparatus should be allowed to clean up these areas. The use of approved disposable respirators should be included. Materials that have obvious water damage and contamination should be discarded. Clean water should be available for workers to drink and use for hand washing.

 

  1. Damaged/downed power lines. Workers who are expected to cut and remove tree limbs can easily come in contact with power lines, causing them burns or electrocutions. They can also be injured from falling branches or trees, or from removal equipment, unless properly trained. Workers should be trained to assume all power lines are live or energized and these areas should be clearly marked as danger zones where debris may fall on workers. Employees should also be instructed to remain at least 10 feet away from downed lines. The utility company should be contacted to deenergize power lines. Workers should be provided with PPE and trained to protect themselves from injuries caused by using equipment with which they are unfamiliar.

 

  1. Portable generators. Electrical shocks and electrocution from gas and diesel power generators can occur, especially to the inadequately trained worker. Carbon monoxide exhaust can harm a worker, along with fires caused by improperly refueling. Workers expected to handle generators should be trained to avoid using one inside an enclosed space. There should be proper ventilation in the area where they will be used. Employees should inspect all electrical cords for defects, and use a ground-fault circuit interrupter. And they should shut down the generator before refueling.

 

  1. Construction activities. Demolition of structures, such as sheds or other facilities may expose workers to asbestos contaminated materials. Confined spaces with limited access present suffocation hazards. Cave-in are a risk in unsecured buildings. And there is the risk of musculoskeletal injuries from lifting and handling building materials and debris. Appropriate PPE should be provided and may include respirators. Confined spaces with permits required for entering should be off limits to any worker who is not properly trained and/or does not have a permit. Cave-ins can be prevented by benching, sloping, shoring or shielding the soil. Proper lifting techniques should be employed. Bulky and heavy items should be moved by two-person teams.

 

 

Conclusion

 

The debate over climate change and its potential effects on recent storms notwithstanding, the 2017 hurricane season has been one of the worst on record. With several weeks left, employers with facilities in potentially affected areas need to make sure they do everything possible to protect the safety of their workers.

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers compensation cost containment systems and helps employers reduce their work comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center. .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

 

©2017 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Hiring Unqualified People Is Big Worker’s Comp Mistake

Hiring Unqualified People Is Big Worker’s Comp MistakeHiring unqualified people to fill positions within the workforce is by far one of the biggest mistakes made in maintaining low workers’ comp costs.

 

The trucking industry and bus drivers for school buses, over the road or municipal buses is a perfect example of how applying ability standards as conditions of employment help maintain work comp costs, while maintaining productivity and high safety standards.

 

The Department of Transportation (DOT) requires medical exams to ensure a driver is physically capable and qualified to operate a big rig truck. Using a variation of these standards in hiring can help companies protect their workers’ comp budgets by making sure they hire an employee who can do the job!

 

 

Adapt DOT Approach to Meet Your Company Needs

 

DOT’s approach can easily be adapted to meet the needs of all companies. Place the emphasis not only in performing background checks and drug screening, but also make sure potential employees are qualified to perform the job they are hired for. If the position calls for someone with above average hand-eye coordination, would it be wise to hire the next candidate who walked through the door without qualifying him/her for the job?

 

When a company suffers from too many employee accidents, the nature of the accident needs to be examined. Policies need to be put into place to prevent reoccurrences. Accidents do happen and with proactive policies dictating how these events are handled, management personnel has tools to help them fine tune employee training and accident avoidance policies.

 

Many companies have strict procedures requiring the immediate reporting of all accidents, whether there was injury or not, followed up by detailed documentation of the event. Where there is an injury, these policies ensure the injured employee receives prompt medical treatment, timely filing of required workers’ comp paperwork and claims forms, and the employee’s recovery is monitored to ensure a prompt return to work, even if into modified duty.

 

Additionally being on top of all work related accidents and injures affords greater control of these situations and provide the means to monitor and evaluate employee qualifications and adherence to workflow procedures.

 

 

Cost Savings Are Easy to Calculate

 

Cost Savings is easy to calculate. Enter the total incurred losses and your profit margin, and when you calculate, it will show the sales to pay for accidents. For example, it will take 11 Million dollars to replace $500,000 in incurred losses if your companies profit margin is 4.5%. So, it’s cost effective to put a program in place to screen new hires and make sure they are physically and psychologically suited to the job.

 

The focus of administration is on fostering safety within the workflow and encouraging employees to follow procedures and help newer employees do the same. By making employee safety as important as meeting production quotas and timelines, you, the employer, show your employees you care about them. The employer’s sincere concern is then perceived by the employees as their company caring about their welfare.

 

By establishing qualification testing and standards in the workforce, a company can ensure safety and work procedures are not compromised, keep the workforce safe while maintaining workers’ comp costs and workforce productivity. There are numerous companies that help set up employment screening programs. Interview several, and ask them to come to your facility to meet them and let them see the jobs your company performs.

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers compensation cost containment systems and helps employers reduce their work comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center. .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

 

©2017 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Reducing Work Comp Cost via Focus on Cultural Competence

The changing American workforce requires workers’ compensation professionals and stakeholders to step outside their comfort zones and challenge stereotypes and bias.  This includes the ability to work with people from different ethnic backgrounds to promote a workplace dedicated to safety.  This requires full engagement from leaders within the company and insurance carriers.

 

 

Common Cultural Barriers to An Effective Work Comp Program

 

The great American melting pot continues to change.  This includes immigration from different parts of the world with people who seek their pursuit of happiness and a better life in the United States.  These changes impact workers’ compensation programs based on barriers that need to be broken down.  Common barriers include:

 

  • Mistrust of the government, including courts and government officials. Workers’ compensation programs involve a component of government involvement, including industrial commissions and judges.  A mistrust of these officials can impact how immigrants perceive justice.

 

  • Perceptions within one’s community by ethnic groups following a work injury. Even in instances where an injury is temporary, there is an underlying stigma attached in some communities that transcends the confines of the law and a workers’ compensation act.  Lack of self-worth following an injury trickles down to prolonged medical care and receipt of indemnity benefits.

 

  • Inherent risk of injury to new immigrant populations. Countless studies demonstrate non-white and/or non-English speaking populations suffer work injuries at a greater frequency than Caucasian and/or English speaking populations.  Like immigrants from Europe in the late 1800s and early 1900s, today’s immigrants tend to have fewer transferable job skills as whole and gravitate toward positions resulting in a higher frequency of injury.

 

 

Proactive Approaches to a Changing Workforce

 

Members of the claims management team and their employer counterparts can take a hands-on approach to managing their risks when it comes to workers’ compensation matters.  Here are some practical and easy to implement strategies, which will increase safety, reduce program costs and improve employee morale.

 

  • Thinking beyond English and Spanish. The American workforce continues to change and evolve.  With each passing year, more languages are spoken in the workplace.  Never assume that the region of your business limits the possible number of languages spoken.  Assumptions should also never be made that all members of the workforce can read signs.  Providing verbal and written safety instructions are key.  Use a competent translator if in doubt.

 

  • Develop a cultural competency within the workplace. People from around the world develop customs and beliefs based on their world view.  What may seem odd to some, is the norm to others.  Look for opportunities to bridge the gap and develop trust by your actions.

 

 

The Irrelevancy of Immigration Status

 

A review of various workers’ compensation laws point to the conclusion that one’s immigration status has little relevancy when it comes to questions on compensability of a workplace injury.  In a majority of situations, courts have held one’s immigration status does not impact the ability to receive indemnity and medical benefits following a workers’ compensation injury.

 

Stakeholders should be proactive and follow all state and federal employment laws in their hiring practices.  Following this rule can avoid issues down the road when it comes to return-to-work, job search and making a job offer post injury.

 

 

Conclusions

 

Interested stakeholders in workers’ compensation programs are faced with many challenges.  Among these include the need to accommodate a diverse workforce.  Central to this matter should be tenants that drive any program—treat all employees with respect and dignity.  Going the extra mile to ensure all employees are safe in the workplace takes little effort and can only improve the cost effectiveness of a program.

 

 

 

Michael Stack - AmaxxAuthor Michael Stack, Principal, Amaxx LLC. He is an expert in workers compensation cost containment systems and helps employers reduce their work comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center. .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

 

©2017 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

 

Relieve Workers’ Comp Burden by Assessing Honesty, Resiliency, and Attitude

 

Hey there Michael Stack here. I’m the CEO of Amaxx and I’m also the founder of the Amaxx Workers Comp Training Center. Now I read a pretty interesting blog post written by Karen Yotis on the Lexis Nexis legal newsroom blog. You can find a link to that article below.

 

Karen Yotis Blog Post: Morbidity, Disability, Cost, Pain & Distress: Exposing the True Burden of Workers’ Compensation

 

 

Assessing the Burden of Work Related Injuries

 

But in that post she referenced an article in the American Journal of Public Health entitled Assessing the Burden of Work Related Injuries, Illness and Distress. Now the point of this article in the journal was really calling attention to the need for more research on understanding the more global impact of work related illnesses. It talked about the family impact, the work impact and really this overall wellbeing indication including the social consequences. Now there’s some political drivers and motivations behind really the desire to write this article and desire for more of that research but what I’m more interested in is the impact that it has on you. And your organization. And the perspective that can be gained from the motivation of this article.

 

 

So I want to talk about that point. And I have two how-tos to share:

 

 

Workers’ Compensation Goes Far Beyond The Injury

 

The first is realizing as is referenced in the article that workers compensation goes far beyond the injury to one individual and the pain that’s occurring in their back or their shoulder or their knee and the ability to get that person back to work. We talk a lot about direct costs and indirect costs of workers compensation and realizing what that means for our bottom line. But I also want to call attention to those psychosocial and social consequences within your own organization. The impact that it has on the amount of trust your employees have. The impact that it has on the engagement of your workforce and the impact it has on the amount that that workforce feels you care about them. Studies have shown and reinforced the importance of trust and care in the recovery of workers compensation and workers compensation costs.

 

 

Assess Honesty, Resiliency, Attitude

 

The second point and one of political drivers and the point for you to be aware of is that 5% of workers compensation claims account for 80% of workers compensation costs. 5% of claims account for 80% of workers compensation costs. So from your organization’s standpoint, what does that mean? I want to give you a how to on this. This comes from Dr. Christopher Brigham’s book Living Abled and a presentation that we gave together last year.

 

 

Now there’s some more sophisticated modeling and serving that you could implement in your program but I want to give you some simple things to look out for when a claim occurs, that if these things are in play, you may need to bring in some additional support and resources for having that claim prevented from being a much larger and more significant and costly claim than it needs to be.

 

 

Take a look at the employee’s honesty, resiliency and attitude. Honesty, resiliency and attitude. If the person is less than truthful, typically in their employment career, it they’ve had minor setbacks that have caused them major setbacks and they have a real tough time getting over those, or they have a poor attitude at work. These are clear red flag indicators that you’re going to possibly need some more intervention from preventing that claim from being much larger and much more costly than it has to be.

 

 

So have that global perspective and be aware of those claims because it will have a dramatic impact not only on your bottom line, but also on the lives of your injured workers.

 

 

Again I’m Michael Stack with Amaxx. And remember your success in workers’ compensation is defined by your integrity. Be great.

 

 

 

Michael Stack - AmaxxAuthor Michael Stack, Principal, Amaxx LLC. He is an expert in workers compensation cost containment systems and helps employers reduce their work comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center. .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

 

©2017 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

6 Ways to Avoid Ransomware

Imagine walking into your office, turning on your computer, and seeing nothing but a message demanding bitcoins in return for unlocking all your company’s files. The nightmare known as ‘Ransomware’ recently became all too real for more than 200,000 computers in more than 150 countries, bringing some hospitals and other organizations to a halt. While those affected were primarily outside the U.S., experts say the perpetrators are ramping up their efforts and they warn all businesses to take steps to prepare.

 

The information typically available within the workers’ compensation system — social security numbers, personal health information, etc., — makes it a must for the industry to take notice of the situation. The good news is there are ways to shield and prevent such attacks from infiltrating your company.

 

 

What Is Ransomware

 

Ransomware takes the idea of hacking to a whole new level. Those spearheading the efforts are not necessarily interested in stealing your data, they really just want to hold it hostage until you pay up — hence the term.

 

Businesses large and small may be equally at risk. In fact, small businesses may be even more at risk than larger ones because of their often more relaxed attitude about cyber security.

 

Ransomware is sophisticated malware that blocks access to a computer by encrypting the data or system until it is unlocked. ‘WannaCry,’ the malware used in the recent incident, is not the only ransomware out there and, in fact, there are even copycat versions of WannaCry now available on the black market.

 

The wrongdoers look for the easiest way to infect a system or network and use it as a means to spread the malicious content. Often, it is through an unwitting employee. Phishing is one of the main ways of accessing a computer, where someone sends emails that that appear to be from legit companies, but are not.

 

Another method is for someone to send a fraudulent email that appears to come from a high-ranking company official seeking sensitive information or money transfers. Lost devices, such as laptops, phones and physical files are another way to break in to a company’s network.

 

 

Ransomware Preventive Measures

 

  • Back it up – twice. An external hard drive should be used for backing up all your files and data; then it should be disconnected from the computer. The cloud may be used for a second backup, such as Dropbox, Google Drive, or OneDrive. However, the cloud application should not be turned on except once per day to sync the data. Another backup source can be an ‘air gapped’ computer or server, that is secure and isolated from other networks.

 

  • Train employees. Unfortunately, unwitting employees may be the most vulnerable part of your cyber security. It’s imperative they understand and are kept up to date on what and how cyber-attacks and ransomware occur and how to prevent them. You can then periodically test employees with mock phishing emails. The training should be ongoing and should include the following:

 

– Review emails closely to make sure they are from a trusted and known sender before links or attachments are opened.

– Never download attachments from spam or suspicious emails.

– Bring Your Own Device (BYOD) training to highlight the risks in downloading suspicious apps on them. On smartphones, only official materials should be downloaded.

– Don’t store important data on the PC, if possible.

 

  • Update software. Computers and software that are outdated are more likely to crash and face cyberattacks. Security updates for Microsoft and other operating systems should be applied immediately, including any patches released to combat WannaCry or malware. Antivirus and anti-spam filters should also be kept current.

 

  • Implement/update security policies. Passwords should be strong; meaning they should contain upper and lowercase letters as well as numbers and symbols; and they should be changed at least every 90 days. A companywide password policy should be strictly enforced. Computer browsers’ security and privacy settings should be adjusted for better protection. Outdated plugins and add-ons should be removed from the browser. An ad blocker should be used to prevent potentially malicious ads.

 

  • Check your policy. If your company does not have a cyber policy, explore the idea of getting one. These typically cover the cost of notifying those whose data has been affected, and even hiring a public relations firm to combat reputational damage. If you have a policy it’s vital to inform the insurer if and when a breach occurs. Other policies that may include coverage are kidnap and ransom, or property policies. In the event of a breach these may help pay for legal costs, data restoration, business interruption and the ransom, if paid.

 

  • Incident response plan. Your company should consider forming an action plan that would kick into effect in the event of a security breach, to help limit costs and damages. It should guide personnel at all levels to help manage the breach. Once implemented, you can run simulated attacks to test your company’s level of preparedness.

 

 

Author Michael Stack, Principal, Amaxx LLC. He is an expert in workers compensation cost containment systems and helps employers reduce their work comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center. .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

 

©2017 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

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