This Interview with Broadspire’s CEO Danielle Lisenbey was originally published in Crawford’s On the FrontLine Magazine – Spring 2017

The Occupational Safety and Health Administration (OSHA) implemented a final rule in 2017 requiring employers that must record workplace injuries and illnesses for OSHA to submit reports of such incidents electronically. For the first time, OSHA will post on its website establishment-specific data, rather than only aggregated industry data. The goal is to encourage employers to identify workplace hazards and improve their safety records. We ask Broadspire’s Danielle Lisenbey for her views.

What does OSHA’s new rule mean for employers and TPAs?

OSHA has long required employers to keep a log of certain workplace incidents that result in injury or illness. That basic recordkeeping requirement is not new, but what is new is that OSHA is now asking employers to submit certain forms electronically. That will greatly facilitate the administration’s ability to make employer specific data publicly available. Employers and their third-party administrators (TPAs), including Broadspire, will work closely to make sure the appropriate data is submitted to comply with all applicable OSHA rules. Our mantra as a TPA is “early reporting and early intervention lead to better outcomes.” The new OSHA rule ultimately ties into that.

Which industries are primarily affected by the new electronic tracking rule?

The new recordkeeping rule applies to a significant number of  employers. Under the final rule, employers with 250 or more employees that are required to maintain OSHA injury and illness records must submit their logs, summaries of injuries and illnesses, and  incident reports.

Employers with 20 to 249 employees in industries classified as having high rates of occupational injuries and illnesses must submit an electronic summary report. Industries on OSHA’s list include construction, manufacturing, healthcare, transportation and others – all of which are important sources of employment and productivity.

Industries that OSHA considers to have lower injury rates, which include insurance and financial services, and some retail businesses, are partially exempt from such reporting. The reality is, however, that OSHA’s new rule will cover a large number of U.S. employers and their workers.

How does Broadspire see this new rule benefiting employers and workers?

The intent of OSHA’s new final rule is to increase workplace safety and motivate employers to reduce injury and illness  for  their workers.  That is a noble goal and we not only support it; it is at the heart of our business.

Broadspire exists to help employers reduce claims frequency and severity. We believe that the more data an employer has, the better it can plan ahead and mitigate situations that can cause injury or illness. OSHA’s new rule will make more workplace data accessible, which will encourage employers to focus more attention on the causes of occupational injuries and illnesses. That’s a positive thing for  all concerned.

Workers will benefit because they will be healthier and safer. Employers will benefit from reduced downtime and increased productivity, which in turn will benefit communities through economic growth. Truly, improving workplace safety pays big dividends, well beyond an employer’s door.

What are the downsides or unintended consequences of the new OSHA rule?

Some observers have expressed concern that online publication of employer-specific reports could create cyber exposures, increase litigation and might even discourage some employers from tracking minor incidents to artificially improve their safety results. While public disclosure may not be the preferred method to motivate employers to improve safety, greater transparency and competitiveness are likely to accelerate changes.

It is our belief that the vast majority of employers required to report to OSHA will submit injury and illness reports fully and accurately. We also believe that the general population of employers will see the data points as helpful to keeping them focused on the big picture, which is to make workplaces safer. We certainly hope that OSHA has considered the implications of this final rule and will swiftly address any problems should they arise.

What is Broadspire doing to help prepare its clients to comply with the rule?

Broadspire is deeply invested in helping employers to improve their claim outcomes and to reduce the costs of workplace injury, illness and disability. Early access to data is key, and TPAs can step up and help employers build out their data sets.

Between the data and benchmarking that we provide, and the reports that OSHA intends to make available, the ultimate objective is to reduce loss costs for the employer and improve the care of the injured worker. It’s a win-win for both employer and employee. Compliance is a big part of what we do every day for our clients, and we are having ongoing conversations with our clients to ensure they submit the appropriate data to OSHA by the July 1, 2017, deadline.

Read more On the FrontLine Magazine.

Danielle Lisenbey, Broadspire President & CEO. As president and CEO, Lisenbey’s goal is to make Broadspire the number one choice for companies seeking claim, disability and medical management services to help increase their employee productivity and contain costs. On the road to excellence, however, Lisenbey knows you don’t have to sacrifice integrity for achievement. She believes in always doing the right thing. Although tough when called for, she prides herself on being fair and demonstrating integrity in everything that she does.  https://choosebroadspire.com/us/

Mental health, especially depression is one of the leading causes of workplace absenteeism and lost productivity.  Estimates are that around $12 billion in lost workdays annually are attributed to depression-related illnesses. Injured workers are often susceptible to depression, especially those who have been prone to it previously.

There are a variety of factors that can lead to depression; life events, physical conditions, medication, stress and lack of sleep. The workplace itself can by a source of, or exacerbate depression — unless employers take a proactive approach to the issue.

Employers can help their employees and their own bottom lines by promoting a culture of overall well-being, encouraging personal growth and empowerment among workers, and ensuring benefits adequately address mental health needs.

Workplace Environment

A culture of wellness that includes emotional and mental health can go a long way toward reducing the stigma attached, leading workers to get the help they need sooner.

1. Inclusive language. Mention of depression, anxiety, post-traumatic stress disorder and other mental health-related conditions should be as common as diabetes, hypertension and heart disease. The environment should be one that supports and encourages people to seek help. People suffering are more likely do so when they feel supported rather than embarrassed.

2. Engage leaders. Managers and other supervisors should be trained to use language that does not project negative attitudes about mental health issues. They should also understand how to identify emotional distress and respond promptly and constructively to behavioral performance issues.

3. Provide information. The entire workforce should be educated about mental health issues. Your workers’ comp insurer and/or third-party administrator can help with various programs.

4. Work/life balance. Time off for rest and relaxation is essential to a balanced life. Employers should provide adequate vacation time and consider a policy that encourages, if not mandates it be taken. Also, companies should make sure the workload is not continuously extreme, as a large workload without adequate time to complete tasks is viewed as a big stressor among many workers..

Personal Development

5. Encouragement and support. Employees should have access to a variety of opportunities to improve their competencies, as it helps them with their current positions and can prepare them for promotional opportunities, and acquiring new skills and career development has been shown to enhance well-being. Learning new personal and interpersonal skills also contributes to a person’s overall psyche.

6. Recognition. Everyone likes to be appreciated for a job well done. Employers should acknowledge such employees, whether through financial rewards, time off, or just celebrations during the workday. Such actions help build self-esteem and motivate workers to exceed expectations.

7. Inclusion. Where possible, include workers in decisions about how work is done, whether their own or the organization as a whole. Encouraging workers to ask questions, suggest new ideas and provide feedback gives them a sense of pride in the workplace. Employees who have input into their work lives feel more empowered and have improved morale, along with psychological wellbeing.

Benefits

Individuals with depression and other emotional challenges can be valued employees — if they get the help they need. As an employer, you can make sure workers know where and how to seek help.

8. Employee Assistance Programs. While many larger companies have Employee Assistance Programs, few employees actually use the services. Many don’t know they exist or understand how to access them. If your company has an EAP, make sure your employees are well informed about what is included and how to access the offerings.

9. Health insurance. If your company offers health insurance, review it to see if and to what extent mental health programs and services are included. Where possible, make any necessary changes to foster engagement by workers, especially for early intervention. Educate workers about your health insurer’s mental health services through an intranet, pamphlets, and meetings from an insurer representative. If there are no mental health benefits included for workers, learn about community resources and inform workers about them.

Mental illnesses cost employers through direct and indirect costs and can be significant. Make sure your company does everything possible to encourage workers with depression or other mental health challenges to seek help early.

For additional information on workers’ compensation cost containment best practices, register as a guest for our next live stream training.

Author Michael Stack, Principal, COMPClub, 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 of COMPClub, an exclusive member training program on workers compensation cost containment best practices.

Contact: mstack@reduceyourworkerscomp.com.

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

Live Stream WC Training: http://workerscompclub.com/livestreamtraining

©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.

Serious and even fatal conditions can result from cold stress. Any worker can be affected by cold stress, even those in near- freezing temperatures if they are not used to cold weather. New workers and those returning after time away are also at a high risk of cold stress.

Among those most at risk are construction workers, recreational workers, snow cleanup crews, emergency responders, transit workers, baggage handlers, and workers in water transportation, landscaping and support activities for oil and gas operations.

Cold stress happens when skin temperature and ultimately the body’s internal temperature are reduced to the point that the body cannot warm itself. Both the air temperature and wind speed can play a part. Permanent tissue damage and death can occur.

The factors that put workers at an increased risk for cold stress include:

• Wetness, improper clothing, exhaustion.
• Comorbid health conditions such as hypertension, hypothyroidism and diabetes.
• Poor physical shape.

Employers should train workers to understand the types of cold stress, recognize the symptoms and know what to do to prevent it and help those affected. Frequent, short breaks in warm, dry areas go a long way to ensuring workers are not exposed too long. Warm beverages should be provided to outdoor workers, such as coffee or tea. And employees should be instructed to work in pairs rather than alone.

Here’s a look at the most common types of cold stress.

Frostbite.

Caused by the freezing of the skin and tissues, this can cause permanent damage and even lead to amputation. Symptoms include reddened skin that develops gray-white patches, especially in the fingers, toes, nose or ear lobes. The person may feel tingling, aching or a loss of feeling, and may develop blisters. People with reduced blood circulation and/or those not dressed adequately for cold temperatures are more susceptible to frostbite.

The affected area should be wrapped loosely in a dry cloth until medical help arrives, and the worker should be given warm, sweetened drinks. Anyone helping a worker with frostbite should be instructed not to rub the affected area, apply snow or water, or try to rewarm the area. A frostbitten area that is rewarmed and becomes frozen again can cause additional tissue damage.

Immersion/Trench Foot.

Prolonged exposure to wet and cold conditions can lead to trench foot, even in temperatures as high as 60 degrees. Wet feet lose heat 25 times faster than dry feet. Symptoms include reddening skin, tingling, pain, swelling, leg cramps, numbness and blisters.

The worker’s wet shoes and socks should be removed, and the feet should be dried and elevated until medical help is available.

Hypothermia.

Also called abnormally low body temperature, this occurs when the body temperature drops to less than 95 degrees. It generally occurs at very cold temperatures, but can affect someone in temperatures above 40 degrees if the worker is chilled from rain, sweat or immersion in cold water.

Uncontrollable shivering is one of the more mild symptoms. More severe ones are loss of coordination, confusion, slurred speech, slow heart rate and breathing, and unconsciousness. A body temperature that is too low affects the brain and the person may be unaware that anything is wrong.

First aid remedies call for alerting medical emergency workers immediately. Until help arrives, coworkers are advised to move the worker to a warm, dry area; remove and replace wet clothing; and wrap the entire body in layers of blankets. Warm bottles or hot packs can be placed in the armpits, sides of the chest and groin.

Conclusion

Employers can help keep these workers safe and healthy by providing heaters at worksites, allowing employees to take breaks to warm up, and offering warm beverages. Simple steps such as these can greatly reduce winter-related workers’ comp costs.

For additional information on workers’ compensation cost containment best practices, register as a guest for our next live stream training.

Author Michael Stack, Principal, COMPClub, 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 of COMPClub, an exclusive member training program on workers compensation cost containment best practices.

Contact: mstack@reduceyourworkerscomp.com.

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

Live Stream WC Training: http://workerscompclub.com/livestreamtraining.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.

Winter weather is upon us (at the time of this writing it’s 8 degrees in Kennebunkport, ME), and that often means an increase in claims. However, many winter weather claims are preventable. Whether it’s a slip/trip/fall, electrocution from using unfamiliar snow-removal equipment, or a temperature-related ailment such as trench foot, simple precautions can often protect workers — and your bottom line.

While you might not have control over the weather, you can at least control the risks faced by your employees. And you don’t necessarily have to spend a lot to reduce or even eliminate many weather-related workers’ comp claims.

Here’s a look at how to prevent the most frequent — and preventable — cause of seasonal claims.

Slippery Slopes

Icy, wet pavement and floors can wreak havoc for workers. Whether inside or outside, employers should seek to have the driest, safest surfaces for their employees.

Clear Snow & Ice

The most obvious solution for preventing slip and fall injuries in winter is to make sure snow and ice are cleared from all walkable surfaces and salt or other deicing material is laid down.

This includes sidewalks, entryways and parking lots. While state laws vary on whether injuries in outdoor areas are compensable through workers’ comp, making them safer can protect your employees as well as vendors and other visitors to your facility.

Place Signage Warning of Slippery Floors

In areas such as doorways, it’s also smart to place signage warning of slippery floors. Absorbent mats are another method to help keep inside walkways dry.  Good lighting should also be considered for areas where floors and pavements can be slippery.

Instruct Workers To Wear Footwear With Good Traction

Workers who are more likely to be outside should be given, or instructed to wear footwear with good traction, such as slip resistant shoes or boots. They should also be informed that taking shorter steps and walking slower will help them react better to sudden slippery spots.

Place Ladders Only On Cleared Surfaces

Workers who have to be on elevated surfaces, such as roof tops need to take extra precautions. They should be provided and trained on fall protection methods. Ladders should be placed only on surfaces that have been cleared of snow and ice. Where possible, outside vendors should be employed to remove snow from roofs and other areas.

Conclusion

Employers should try to avoid sending workers outside in frigid temperatures and where snow or ice is problematic. Scheduling work for the warmest part of the day is advisable. For employees who must work outside, they should be trained about the injuries and illnesses that can affect them and understand the hazards of any equipment they may use, such as snow blowers.

For additional information on workers’ compensation cost containment best practices, register as a guest for our next live stream training.

Author Michael Stack, Principal, COMPClub, 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 of COMPClub, an exclusive member training program on workers compensation cost containment best practices.

Contact: mstack@reduceyourworkerscomp.com.

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

Live Stream WC Training: http://workerscompclub.com/livestreamtraining.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.