Thirty-four states in the U.S. and many countries worldwide encourage or require injury prevention programs in the workplace. As a proactive approach to finding and fixing workplace hazards before employees are hurt, these programs offer an amazing return on investment.
Still Waiting to Put Injury Prevention Programs to Work for You?
You’re missing out on more than a minor insurance break. These programs:
• Build a strong safety ‘foundation’
OSHA’s cooperative programs help all levels of an organization collectively identify and control hazards to achieve a better, safer work environment that's in compliance with existing regulations. This helps ensure the financial security of the business, and likewise job security for employees.
• Transform workplace culture
An environment where employees feel safe and valued is one with improved productivity, reduced turnover, and increased employee satisfaction.
• Dramatically decrease job site injuries, illnesses, and fatalities
This reduces your experience mod, and through it premiums and the many indirect costs of workplace injury, including the loss of skilled labor, productivity and workplace morale, as well as associated legal and insurance costs and snafus.
But How Much Do Injury Prevention Programs Help, Really?
Based on program reviews in the states with injury prevention program requirements, OSHA estimates the implementation of these programs has reduced injuries 15-35% for employers who don't already have such programs in place. At a mere 15% effectiveness level, this translates to $9 billion in savings per year in workcomp costs – and a whopping $23 billion per year at 35% effectiveness.
Workers comp savings looking shabby? Minnesota Comp Advisor has the help you need to achieve better results. Learn how safety can pay today.
Could a workers comp insurance consultant help you better manage long-term absences and the way they impact your productivity and bottom-line? A new study from The Guardian Life Insurance Company of America has unearthed ways employers are utilizing certain programs to aid employees – and their businesses - during absences.
The hope is that businesses taking advantage of certain absence management strategies can create better outcomes for their company, as well as for the employees in need of the long-term time off. In the study, employers received one-point for every element (out of 10 total elements) that equaled a full absence management program, including:
- Return-to-work programs
- Health management referrals
- Reporting capabilities
- A centralized intake process
- Resources for FMLA leave and short-term disability
- Wellness/prevention programs
- Program incentives
- Disease management referrals
- Integrated reporting for FMLA/disability
- Centralized STD/FMLA administration
Climbing to Success
The 2016 company index scores averaged 4.4 – an increase from 3.7 in both 2014 and 2012 surveys, showing the biggest gains in mid-sized businesses (those with 250-1,000 employees). Sixty-three percent of these programs have shown both an increase in productivity and a positive employee experience, with 61% reducing lost time - a 10% increase from the previous study (2014). Fifty-seven percent have also reduced absenteeism-related costs, a substantial improvement from 38% in 2014. Nine-of-ten now offer such programs, with 32% investing in resources to add them to their arsenal.
Not sure how to get the absenteeism management ball rolling? A workers comp insurance consultant can set you on the path to success. Learn more from Minnesota Comp Advisor today.
For employees who have lost physical capabilities following on-the-job injuries, returning to work can be quite difficult. Lack of activity leading to muscle atrophy or weakness can leave them feeling stuck at home, despite their desire to work. Luckily, workcomp insurance hardening programs can come to the rescue, providing the results traditional physical and occupational therapy cannot.
What is work hardening?
Work hardening from workcomp insurance offers comprehensive, systemic therapy for injured employees, helping workers to work in the physical, functional, and mental condition they were in prior to injury. The regimen includes:
• A team of health professionals:
- A physician makes the request as a written prescription.
- A nurse case manager arranges the program with an authorized occupational/physical therapist, remaining informed until completion.
- A therapist administers the program, which is tailored specifically to on-the-job requirements of the injured employee.
• An individually designed program, which may include:
- Simulation of work specific and general work tasks.
- Training on modifying daily work and life tasks to minimize pain.
- Psychological intervention to determine the employee’s capacity to return to work.
• Evaluation of accomplishments…
- By the therapist, reported to the nurse case manager, and physician.
Is work hardening for everyone?
Employees who want to return to work but who are experiencing difficulty often understand the reasoning behind these programs, embracing the concept to achieve maximum results. Those with attitudinal, behavioral, and psychological issues or chronic pain may also benefit – once health professionals recognize and devise plans to overcome them.
Workcomp insurance headaches hardening you? Minnesota Comp Advisor can help. Contact us today.
Love throwing company parties for holidays to boost morale, celebrate success, or thank employees? Company parties can be wonderful indeed, but if you fail to heed these event-related employee management tips, they can also result in worker’s comp management nightmares.
Can an Employee Receive Worker’s Comp Following Injury at a Party?
Some state courts, such as AL, have determined employees may be eligible to file a worker’s comp claim if injured during any event when they are reasonably fulfilling duties of their employment, or participating in something incidental to their employment.
Is Your Party a Duty of Employment?
This hinges on the facts surrounding the event. A party or function NOT required by the employer does not normally fall under the scope of employment required to make a worker’s comp claim.
Key Signs Pointing to a Party as Part of Employment:
- Requirement of Participation
Mandatory attendance puts you on the hook for injury liability – as well as for wage compensation for attending employees. Linking performance awards or bonuses with attendance indicates requirement of participation as well.
- Encouragement of Participation
Prizes or other motivators encouraging participation in your event may elevate the party to an activity of employment. In addition, giving off the vibe attendance is “encouraged” or “expected” points to participation that is not truly “voluntary.”
- Employer Subsidization
If the employer pays for the event, this may be seen as a means of compensating employees and also lends to the theory of the event as part of employment.
Don’t drop the ball when you drop the ball at your annual company party. Start protecting yourself with employee management tips from Minnesota Comp Advisor today.