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Apr 01
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DEVELOP A PLAN TO REDUCE EMPLOYEE RETALIATION CLAIMS

By Business Protection Bulletin

Far too many employers these days are facing retaliation complaints from their employees under a variety of federal and state laws. Whether it is the Title VII of the Civil Rights Act, the Family and Medical Leave Act, provisions under some Workers Compensation state legislation, or the Americans with Disabilities Act, lawsuits against employers are definitely on the rise. Clearly, preventative action is called for here. Let’s examine a number of positive strategies that your company or organization can take to reduce these time consuming and expensive lawsuits.

Sensible Steps to Dissuade Retaliation Complaints

Taking certain basic steps can eliminate many of the causes for retaliation complaints. Consider the following:

  • Develop a comprehensive anti-discriminatory and anti-retaliation policy. This may best be accomplished with the assistance and advice of an employment lawyer. The most proactive approach is to take a zero tolerance stance against any legally defined discrimination. Included in this policy should be a very clearly designed anti-retaliation section. To make this policy work, you also have to create a very specific procedure in how management will deal with both discrimination and complaints of retaliation.
  • Train your supervisors and managers. Supervisors and managers need to be fully trained in how to respond to retaliation complaints and know the process they need to follow. From the attitude they present to a complainant, and in how the complaint is investigated and managed, good training is key. Keeping both neutral and responsive to the complainant is the best way to contain a potentially explosive problem at the outset so it doesn’t blossom into a litigious mess later on.
  • Communicate your anti-retaliation policies to all your employees. The employee grapevine is a powerful and often under-utilized tool. A savvy employer knows how to keep their employees happy simply by keeping them included in the loop. If your workers believe you are a proactive versus a reactive employer, you stand a better chance in successfully resolving the employee’s retaliation complaint before it spirals outward into the legal system.
  • Act immediately. When a retaliation compliant is made to management, the initial person receiving the complaint should automatically advise the complainant of the company’s policy and what steps will be implemented.
  • Document the retaliation complaint and any action taken. Trained and designated management or human resource personnel should be utilized to obtain well documented facts and statements. These should be obtained from the complainant, the individual or department which is the recipient of the complaint, and any parties witness to the complaint. Pertinent information from work logs or diaries, and personnel files should be included. Describe what steps were initiated to address the complaint, what was discussed and any actions taken.
  • Be courteous and respectful to all parties. A defensive, indifferent or hostile approach will clearly undermine the best of any anti-retaliation procedure. All parties need to be treated with respect and courtesy at all times. Alienating or antagonizing either the complainant or the accused will surely be counterproductive in resolving a complaint internally.

Retaliation complaints against employers have doubled in recent years. The law is clear. Knowing how to approach and act towards retaliation complaints can go a long way in keeping you from going to court. Even if it comes down to a legal battle, your documentation and actions can greatly reduce or positively affect what decision might be rendered.

Apr 01
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UNDERSTAND THE MEANING OF CERTIFICATES OF INSURANCE

By Construction Insurance Bulletin

When a construction firm wins a job or a retail store leases space in a mall, the person or company on the other end of the transaction typically imposes certain requirements. Chief among these is that the contractor, borrower, or tenant provides evidence that they has appropriate insurance. One way to do that is to deliver copies of the insurance policies. However, a bank that has thousands of outstanding loans might not want copies of its borrowers’ policies, for space reasons alone. A customary substitute for policies is a certificate of insurance. These documents are easy to complete and store. However, many insurance buyers and the firms with which they do business do not understand them.

An organization called the Association for Cooperative Operations Research and Development (ACORD) created the most commonly used certificate forms. ACORD’s instructions state that certificates are for informational purposes only. Many businesses that receive certificates incorrectly believe that they are contracts between them, the policyholder, the named insurer, and the writing agent. In fact, the certificate is nothing more than a snapshot of the insurance coverages in place at the moment the agent issued it. While it represents the policies in force, it does not provide the insurance coverage. Only the policies, which are contracts between the insurance companies and the policyholder, can do that.

For example, standard ACORD certificates state that the insurance companies will endeavor to provide advance notice to the certificate holder if they cancel the listed policies. Many certificate holders rely on this wording, but it does not legally bind the companies. Only specific provisions in the policies can obligate the companies to provide advance notice.

Businesses often require that certificates contain certain words, phrases or terms. It is important to know that insurance agents have legal boundaries that they must observe when they consider these requests. An agent may legally insert wording into a certificate only if the policies it lists contain that wording. For example, a general contractor might want a certificate it receives from a subcontractor to show that the sub’s general liability insurance policy covers the GC as an additional insured. The ACORD Certificate of Liability Insurance has check boxes that an agent can use to designate the certificate holder as an additional insured. If the policy contains an endorsement that provides this coverage, the agent can check the box without violating his contracts or state insurance law.

However, most states forbid agents from issuing certificates that imply coverage the policies do not provide. For example, some certificate holders might want certificates to state that the policyholder’s coverage applies on a “primary and noncontributory” basis. If the actual policies do not contain this language, the agent cannot properly add it to the certificates. Only endorsements issued by insurers can change insurance policies; certificates cannot. An agent who issues a certificate implying a false change in coverage might be breaking state insurance law and probably violating his contract with the insurer.

Before a business owner signs a contract for a construction job or a lease, it is important that she check with her insurance agent to make sure she has the coverage the contract requires. The agent can advise her about the availability and cost of any missing coverages. Only after the coverages are in place may the agent issue a certificate reflecting them.

When used appropriately, certificates of insurance are convenient business tools, but they can cause major problems otherwise. Remember, certificates are evidence of insurance coverage — not the source of it.

Apr 01
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THE IMPORTANCE OF ENVIRONMENTAL LIABILITY INSURANCE

By Construction Insurance Bulletin

Virtually every type of business has some exposure to losses caused by pollutants. The classic example is a factory dumping waste in a river, but health care facilities have medical waste, schools have fleets of busses and fuel storage facilities, print shops have inks and solvents, and offices have toners and other substances used in office equipment. Standard Commercial General Liability insurance does not cover many types of pollution incidents that could result in lawsuits. However, many specialized policies are available.

Every contractor has some exposure to pollution-related losses. Heavy equipment can leak fluids. Paints and solvents can spill at a job site. Fuel storage tanks at the contractor’s building can leak. A truck hauling hazardous debris from a job site can overturn. To protect themselves against these types of losses, contractors can purchase Contractor’s Pollution Liability insurance. These policies protect the contractor against claims from third parties for bodily injury, property damage and cleanup costs, and will pay the costs of defending lawsuits. The claim must result from a “pollution incident” (as the policy defines the term) for coverage to apply.

Firms outside the construction industry might also need Pollution Legal Liability insurance. Insurers have designed these policies to address the environmental risks associated with owning property, operating a facility, or running a worksite. Manufacturers, hospitals, schools, power plants, repair shops, and fuel distributors are just a few businesses that need this protection. Like the contractors’ form, it covers injuries, property damage, cleanup and defense costs. However, this policy applies only to specifically identified locations. It can cover multiple exposures, such as new and existing pollution conditions, pollution caused by products the firm sells, liability from the existence of mold, and liability from transporting pollutants.

Many organizations have fuel storage tanks above or below ground. If they leak, the resulting cleanup costs can be very expensive. A Tank Pollution Liability policy will pay for injuries and damage to others and government-mandated cleanup costs.

Lenders run the risk that their debtors will default on loans because of a pollution incident. Lender Liability Pollution policies can address this risk by covering financial loss resulting from the default of a loan on an identified location due to a pollution incident. The policies typically pay the amount of the outstanding loan balance or the cost of remediation, whichever is less.

Many products are either hazardous themselves (such as fertilizers, fuels, paints and cleaning chemicals) or are designed to contain or store hazardous products (such as drums, hoses, tanks, and pumps). Manufacturers, distributors and sellers of these products are vulnerable to liability for harm they cause. Products Pollution Liability policies cover injuries, damages, and remediation costs resulting from the failure of a product or caused by the product itself.

Property owners and remediation firms that implement pollution cleanup projects sometimes get nasty surprises in the form of cost overruns. To give these firms some certainty for projects costing $2 million or more, Remediation Cost Cap policies are available. These programs cover losses resulting when contamination is greater than expected, new contaminated areas at the site are discovered, regulatory requirements change during the project, or when regulators re-open projects that were thought to be complete.

The terms and conditions of all these policies will vary from one insurer to another, so it is important to review them carefully. It is also advisable to consult with one of our insurance agents with expertise in Environmental insurance. An uninsured pollution loss can devastate an organization. Environmental Liability insurance, chosen carefully, can help ensure your organization’s survival.

Apr 01
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TAKE THESE STEPS TO DECREASE WORKERS COMP COSTS IN A TOUGH ECONOMY

By Construction Insurance Bulletin

Workers Compensation costs are always a concern for employers — but in today’s tough economy, employers should be more watchful than ever. As financially stressed employees grow increasingly worried about their money problems, many are preoccupied and less attentive on the job. This can greatly increase the risk of an injury. Plus, when employees become anxious about potential layoffs, Workers Compensation claims could increase as workers look for a way to maintain their income. This is precisely why employers need to take every possible measure to rein in Workers Comp costs right now. Here are a few steps you can take to make sure employees stay happy and claims don’t mushroom out of control:

Open the lines of communication

Everywhere they turn, employees are hearing bad news about the economy. Consequently, workers are growing increasingly anxious about their job security and financial well-being. Now more than ever, it is absolutely critical for employers to keep the lines of communication open with their worried employees. Although it’s important to give workers the morale boost they need, it’s also important to be truthful. Don’t sugar-coat a bad situation. Studies show that employees who work for employers who are truthful, fair, and supportive have lower levels of stress, anxiety, and depression.

Research also shows that workers trust their immediate boss more than the company’s senior leaders. Therefore, direct supervisors should offer their employees plenty of support right now and address any widespread anxiety or rumors immediately.

Keep a close watch on claims

Although employers should always monitor claims meticulously, this becomes even more vital in a rough economy. That’s because workers might attempt to abuse the system when they are feeling financially stressed.

As you scrutinize the amount and type of claims being filed by your employees, keep an eye out for suspicious trends or patterns. This could help you to identify potential abuse. If you suspect any type of exploitation, report it immediately.

Give employees the right title

If your company has recently gone through lay offs or experienced a reduction in workforce, some workers might have changed positions or taken on additional responsibilities. If this is the case, ensure that your employees’ job classifications are up-to-date.

Encourage good health

Companies with wellness programs, fitness opportunities, nutritious food choices and other health-related perks have healthier, more productive employees. Healthy employees are less likely to suffer from illness or injury — which means they are less likely to miss work.

This is why it’s so important to adopt some sort of wellness program for your employees and establish a relationship with a qualified occupational medical provider. Find physicians who follow ACOEM (American College of Occupational and Environmental Medicine). Although they might be more expensive, it’s well worth the cost. These experts will take time to understand your company’s needs and ensure your workers stay healthy, productive and on the job — which will save you untold amounts of money in the long run.

Educate your employees about finances

In our current economic downturn, many of your employees are likely struggling to manage their finances. They don’t know where to turn for financial advice and expertise.

To relieve some of their stress, consider sponsoring office workshops and classes about financial matters like reducing credit card debt, investing wisely, securing a home loan and saving for college. This will give your employees the financial guidance they need while ensuring that they stay happy and productive on the job.

In any economy, whether it’s up or down, one thing is always clear: every day a worker is off the job, the employer loses money. Although you might be focused on other company problems right now, such as a reduced workforce, dwindling budgets and a decrease in sales, it’s important to maintain your focus on Workers Compensation issues.

Try to cut back on illnesses and injuries with a wellness program and other health perks. If an employee is injured, do everything possible to return that worker safely to the job as quickly as possible. After all, the longer an employee is out of work, the more difficult it is to get him back to work — and the higher the price tag for the employer.

Apr 01
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UNDERSTAND GUIDELINES FOR SAFETY WHEN USING HEAVY EQUIPMENT

By Workplace Safety

From off-highway dump trucks, pickups and flatbeds to earthmoving equipment like loaders, bulldozers and scrapers, jobsites are constantly swarming with heavy equipment. Most modern construction jobs would simply be impossible without this crucial equipment. However, if not properly inspected on a regular basis, these machines can quickly turn from helpful to downright dangerous. The Occupational Safety & Health Administration (OSHA) rules are somewhat vague when it comes to the proper inspection of heavy equipment. That’s why safety experts say your best bet is to refer to the manufacturer’s manual to find inspection criteria for each unique piece of machinery.

Drawing up your own inspection checklists. Unfortunately, heavy equipment manuals often do not include a thorough inspection checklist. If that’s the case, you should create your own checklist, using the operating instructions and maintenance procedures as a guide. You might want to include two or three different checklists: a site safety checklist, a safety equipment checklist and a systems checklist (including oil system, hydraulic system, etc.) As you build these checklists from information provided in the equipment operating manual, you might also want to refer to the general OSHA inspection guidelines that apply to your specific equipment. Once you have these inspection guidelines in place, you’ll want to introduce the checklists to your employees. It’s important to train each heavy equipment operator to walk through the checklist for their equipment on a daily basis—before they crank up and get to work.

Understanding the general OSHA guidelines. Although OSHA does not provide comprehensive inspection guidelines and checklists, the administration does offer some general requirements. Here a few of OSHA’s inspection rules that should be a part of your customized inspection guidelines:

  • Frequent (daily) inspections: A competent employee should inspect materials and equipment on a frequent basis. OSHA typically defines “frequent” as daily. Therefore, these checks should be completed daily or even more often if necessary.
  • Motor vehicles and mechanized equipment: Although OSHA does not provide any specific requirements for this type of equipment, the administration does point out that all equipment being left unattended at night should have appropriate lights, reflectors or barricades to identify the machinery’s location. Additionally, OSHA provides specific requirements for this equipment if it is being used or transported in the vicinity of power lines. (See OSHA 1926.550(a) (15))
  • Off-highway motor vehicles: All motor vehicles that operate within an off-highway jobsite must be inspected at the beginning of each shift. The worker inspecting the vehicle must ensure that all essential parts and equipment are in safe operating condition and free of any apparent damage that could cause equipment problems or failure. The service brakes (including trailer brake connections, emergency stopping system, parking system (hand brake), horn, tires, steering mechanism, seat belts, coupling devices, safety devices and operating controls must all be checked. Additionally, if jobsite conditions require lights, reflectors, windshield wipers, defrosters or fire extinguishers, these parts must be inspected, as well. If any defects are discovered, the damaged part must be repaired before the vehicle is put to use on the jobsite.
  • Earthmoving equipment: According to OSHA, earthmoving equipment includes scrapers, loaders, crawlers, wheel tractors, bulldozers, graders, tractors, off-highway trucks and other such equipment. Although the administration does not offer specific inspection checklists for this equipment, OSHA does say that seat belts must be provided on all equipment required to have seat belts as specified by OSHA 1926.602.
  • Properly trained employees: Heavy equipment must be inspected frequently and regularly by a competent person who is designated by the employer. OSHA explains that these employees must be properly trained in inspection guidelines to be considered a “competent person.”

If you want to keep your workers safe and your jobsite running smoothly, it’s important to have comprehensive inspection checklists in place for each piece of heavy machinery. It’s also important to train your employees on proper inspection techniques and ensure that they walk through these checklists each and every day. Contact our office today for more information. You can also visit the OSHA Web site at www.osha.gov.

Apr 01
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SIMPLE SAFEGUARDS PREVENT CONSTRUCTION SITE INJURIES

By Workplace Safety

Injuries resulting from slips, trips and falls are one of the primary causes of accidents in the construction industry. Overall, these types of accidents are responsible for 15% of all accidental deaths, second only to motor vehicle fatalities. Many of the causes for walking/working surface injuries and fatalities in the construction industry stem from grease, wet spots, clutter, uneven walking surfaces, ice, electrical cords, and broken ladder steps. To reduce injuries and the resulting workers’ compensation costs, both workers and supervisory staff need to be vigilant to spot and remedy potential hazards as soon as they are identified. Here are some of the most common reasons and remedies where construction injuries occur on the job site:

Wall Openings, Sides and Edges. Construction sites are especially hazardous because they almost all have some combination of wall openings, sides and edges that are not protected, or holes or openings in the floors. These are danger zones which must be addressed to ensure the safety of on-site workers. A few simple remedial measures can correct these hazards:

  • Regularly survey all work sites continuously to identify potential hazards from holes or edges and apply appropriate safety measures.
  • Cover or use a guard for any identified floor holes.
  • Where an unprotected edge might result in a potential fall or slip of more than 6 feet, apply an appropriate guard rail or give workers a suitable fall arrest device, such as a safety harness

Scaffolding. Quite a few construction sites employ scaffolding so that construction workers can enter the work site. However, due to poor or unsafe construction practices, many unnecessary injuries occur from these correctable hazards. To ensure safe use of scaffolding, contractors should employ the following:

  • Ensure the building of scaffolding is performed by people properly trained or ticketed to build scaffolds according to the manufacturer’s design. All scaffolding should be examined after completion by an appropriately trained supervisor.
  • Provide adequate rails in accordance with OSHA guidelines to prevent unnecessary falls.

Uneven/Unclean Walking Surfaces. Most slips and falls on uneven or unclean surfaces can be fixed simply by immediately addressing the problems as they arise. Good housekeeping can eliminate many of the problems that result in injuries to workers.

  • Ensure that all workers wear work boots with slip resistant treads.
  • Clean up any spills immediately.
  • Always be alert to conditions and don’t walk or move without examining the surface area of the work site.
  • Do not carry materials or equipment in a manner which obscures your ability to see what’s in front of you.

Using Ladders. Portable ladders are frequently used on construction sites. However, many falls occur because the ground is uneven, the ladder is not safely fastened, or the ladder is at an improper angle. To avoid needless injuries, educate workers and supervisors so they can ensure that the ladder is:

  • Safe and not damaged.
  • Secured to a solid structure.
  • Extended above the access landing by 3 feet.
  • On an even and solid surface.
  • Designed to bear the weight of a worker and with whatever tools he employs.

Simple safeguards and sound housekeeping can radically reduce needless injuries and resulting Workers Compensation claims that result from walking and work surface injuries.

Apr 01
Love0

REDUCE INJURY WHEN GETTING ON AND OFF EQUIPMENT

By Workplace Safety

OSHA has a standard for almost everything you do when you’re working on a construction site. The agency developed 29 CFR 1926.500 – 503 to outline specific requirements to protect you from falling on the job. Included in that standard is a discussion about fall protection while you’re operating heavy equipment. What OSHA forgot to add, were guidelines about how to properly get on and off the machinery you use everyday without incident.

That doesn’t mean the subject isn’t important. Many injuries occur because workers fail to properly mount/dismount heavy equipment. Here are some basic procedures associated with mounting/dismounting of construction equipment that can keep you alert to the hazards and reduce your risk of injury:

  • Look before and where you step
  • Use every available handhold/foothold – Handholds and footholds should be made of a solid material, and permanently fixed into position. Chains are not acceptable because they aren’t stable.
  • Maintain 3-point contact – This means you must have contact with one hand and two feet or two hands and one foot at all times. Three-point contact forms a triangle, with the worker’s body being the center. The smaller the triangle, the more stable you are.
  • Step squarely, never at an angle
  • Never attempt to mount/dismount from moving equipment
  • Never jump off equipment
  • Mount/dismount facing the equipment
  • Never climb up to or get down from cabs or seats with tools or other items in your hands. Always use a drop rope to raise or lower supplies, tools, and equipment.
  • Be conscious of the clothing you wear – Don’t wear loose or torn clothing because it might become caught on equipment.

Once you have successfully mounted the equipment, you should check inside the cab to be sure that:

  • All door latches work and can be opened from both inside and out
  • The seat suspension operates the way it’s supposed to – If there are any loose, broken, or missing parts, report it to the supervisor immediately.
  • The forward and rear adjustment, weight compensators, and other adjustable features work correctly
  • The seat belts adjust properly and are free of apparent damage that could cause failure. Keep in mind that OSHA mandates whenever seat belts are provided in a vehicle, they must be used whether or not the rules specify usage.
Apr 01
Love0

PREVENT FMLA FRAUD BY REQUIRING CERTIFICATION

By Employment Resources

The Family and Medical Leave Act (FMLA) requires covered employers to grant eligible employees up to 12 weeks of unpaid leave during a 12-month period for specified family- and medical-related reasons. Although administration of FMLA leave associated with the need to care for a newborn or newly adopted child can be quite straightforward, handling leave requests based on an employee’s own serious medical condition, or the need to care for an immediate family member with a serious medical condition, can be more complicated, when questions about the authenticity of the medical reason present themselves.

In any company, most employees will respect the rules and only request FMLA leave when they need and are legally entitled to it. But as any employer knows, there always seem to be a few employees who try to bend the rules and play the system. What can employers legally do to minimize abuse of FMLA leave requested for medical reasons?

A first step in dissuading attempts at fraudulent FMLA medical-based leave is to require that employees document the need for leave with medical certification. An employer may require that, for any leave taken due to a serious health condition, the employee provide a medical certification confirming that a serious health condition exists. Certification may be requested whether the stated reason for the leave request is the medical condition of the employee or of an immediate family member. The employee must be allowed at least 15 calendar days to submit the certification.

When the employee supplies the certification, examine it to determine whether it does in fact document a serious medical condition, and whether it is complete and authentic. If the certification is incomplete, require that the employee correct it. If you have any suspicions about the authenticity of the stated reason—for example, if you suspect that the health care provider may be exaggerating the seriousness of the medical condition at the request of the employee—the law allows you to require the employee to submit a second certification. This is at company expense, and you can choose the provider for the second opinion. If the opinions conflict, the employer can require a third — and final — certification.

Of course, certifications that do support the employee’s or immediate family member’s serious medical condition should result in leave approval, just as those that do not document this should result in the leave request being denied.

An area that can cause particular frustration for employers involves requests for intermittent leave. FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule when medically necessary to care for a seriously ill family member, or because of the employee’s serious health condition. To get a handle on whether any employee might be abusing this FMLA leave provision, look for patterns in employees’ FMLA leave requests. Does the employee’s medical condition always seem to flare up on Mondays, Fridays, or days preceding and following holidays? Do intermittent leave requests always coincide with school holidays, or certain weeks in the summer? Employees who require or desire time off work during such times should not be looking to FMLA to provide it. Employees who do legitimately need intermittent leave for foreseeable medical reasons should work with their employer to schedule leave so as to not unduly disrupt the employer’s operations.

Although implementing strategies to combat FMLA fraud, it’s also important that your business doesn’t suffer when employees are out on FMLA leave, whether legitimately or not. If your business has a pattern of FMLA-based absences at noticeable times, schedule workers accordingly.

Correct administration of FMLA leave is an important compliance issue for employers. Lengthy final regulations were issued by the Department of Labor in late 2008, and were effective January 16, 2009. These regulations include provisions on establishing a “serious health condition” and clarifying administration of intermittent and reduced schedule leave, and on what employers can do regarding inadequate medical certifications.

Apr 01
Love0

HELP EMPLOYEES TO SEE THE BENEFITS OF HEALTH RISK APPRAISALS

By Employment Resources

As health care costs have risen, employers have searched for ways to bring these costs under control. When cost shifting and plan redesigns did not bring about desired results, attention turned to ways to engage employees more actively in managing their health. Health risk appraisals (HRAs) are considered by many to be the first step in engaging employees in their health management.

An HRA is a tool for gathering information on various aspects of one’s health and gauging appropriate interventions and follow-up care. An HRA usually consists of a questionnaire, frequently completed online through the health insurer’s or wellness program provider’s Web site, that gathers information on various health aspects: weight/body mass index, nutrition, exercise habits, lifestyle, personal and family medical history, etc. The HRA might be in conjunction with screenings for blood pressure, cholesterol and blood sugar levels. The HRA provides feedback to the employee on health status and suggestions on how to improve. These might include directing the employee into a disease management program, to a nutritionist, or for follow-up care with the employee’s regular physician.

On paper, an HRA seems like a logical way to begin to become more involved in one’s personal health management. Yet, many employees decline to participate when an HRA is available. This reluctance might result from concerns about the employer’s motives in offering the HRA. Employees might wonder whether their answers to the questionnaire and any data gathered about their health will be kept confidential. They might be concerned that if health information is shared with their employer or insurer, they will suffer negative consequences, such as higher insurance rates or even a loss of coverage.

Though these fears are unfounded, employers need to address them head on in order to convince employees of the privacy of the information contained in the HRA. Be sure employees are aware of their HIPAA privacy rights, that personal health information is protected from disclosure, and that the information gleaned from the HRA is for their use and benefit, not for that of the employer or insurer.

Beyond addressing employee concerns about privacy, probably among the most effective communications involving HRAs answer the employee question, “What’s in it for me?” Make sure that your HRA communications include these messages:

  • Completing an HRA will give you important information about your health, and knowledge is one of the best tools you can have in staying healthy.
  • What you learn from an HRA can alert you to any health issues that you might be prone to or that are in their early stages. This information can lead you to appropriate screenings, preventive care and disease management programs.
  • If you stay healthier your health care costs will probably be lower over time. By dealing with a health issue at an early stage your treatment options are likely to be wider and less expensive.

Many employers take the additional step of offering incentives for participation in health risk appraisals. In a survey from Watson Wyatt Worldwide and the National Business Group on Health, more than half of the firms responding (53%) offered employees financial incentives for completing an HRA. Premium or deductible credits were more effective than cash at boosting HRA participation—73% of companies that offered premium credits and 67% that offered deductible credits had at least half of their workforce participate in an HRA, compared with 17% that offered cash and 12% that offered no incentive.

An HRA is an important first step toward engaging employees in their health management and can be the entry point for other wellness programs. By encouraging employees to participate in an HRA, you’ll be helping them to maintain better health and likely saving them, and your company, health care costs down the road.

Apr 01
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10 TRAITS OF AN EFFECTIVE WORKER-SAFETY PROGRAM

By Risk Management Bulletin

The U.S. Bureau of Labor Statistics reports that in 2006 (latest year data) there were 4,085,400 non-fatal workplace injuries, 5,703 fatalities, and 1,183,500 days away from work due to injury. Since then, medical expenses have continued to rise, leading to an explosive growth in the human and economic costs of workplace injuries.

To help keep these costs under control, now’s the time to implement a comprehensive accident prevention and injury mitigation program by taking these 10 steps:

  1. Create a safety/loss control department run by an experienced and credentialed safety/loss control or contract with an independent consultant.
  2. Have the safety department do a detailed inspection with written results of your company’s facilities and exposures.
  3. Direct the safety department to review all written safety material for compliance with regulations, costs of safety equipment and facilities, and training documents and sessions.
  4. Support the safety department in all its activities, including mandatory access to key department heads, managers, and supervisors.
  5. Review all safety recommendations and make safety part of the budgeting process.
  6. Creating a user-friendly, non-technical, written safety program for all employees.
  7. Stress training and annual refreshers in safety/loss control.
  8. Require all job training to be on going, documented, and tested.
  9. Have the safety department investigate all accidents and “near-misses” and require all department heads to participate in meetings on the causes, costs, corrections, and mitigation of accidents.
  10. Create a safety culture throughout the company as a permanent and essential part of your organization’s success.

Following this path will lead to a safer, more efficient — and more profitable — workplace.

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