Work Comp - Part 2

January 13, 2016

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Understanding Work Comp Can Help You Lower Costs

Control Workers’ Compensation Costs Understanding how it works could save you money: For many companies, workers’ compensation insurance is a necessary evil that is often ignored and left uncontrolled. It is viewed as a commodity which is a mistake. By ignoring this major business expense, you may experience increased premiums or the inability to obtain a policy from a standard carrier. The resulting financial impact on your business could include price increases to consumers, the inability to offer competitive wages, or a reduction in operations. To control your costs, it’s important to have a clear understanding of what workers’ compensation is and what role you play in the process. It also helps to work with a broker that has the knowledge, tools and resources to help you improve your work comp program. A No-Fault System Workers’ compensation is a no-fault system established under individual state law that provides medical and wage loss payment to employees injured in the course and […]

January 6, 2016

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What To Expect From OSHA In 2016

While it is difficult to predict exactly how OSHA will proceed in 2016, there are a number of changes in the regulatory arena as well as new initiatives that are important guides for employers: Significant Increase in Fines For the first time in a quarter of a century, OSHA can increase the maximum penalty amounts it imposes on employers that violate occupational safety and health standards under a provision in the Bipartisan Budget Act signed into law November 2, 2015. The Act requires OSHA to implement the new maximum penalties in two phases: An initial catch-up adjustment; and An ongoing subsequent adjustment period The one-time catch-up will increase penalties to reflect the changes in inflation from 1990 – 2015. Current estimates using October 1990 to September 2015 CPI data (the latest data available) suggest a nearly 80% increase in fines for 2016. This adjustment will take effect no later than August 1, 2016. Thereafter, employers should expect fine increases by […]

December 23, 2015

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Injury Management Tips-Lower Work Comp Costs

Claims Management • Contact your injured workers early and often. This will let them know that you care about them, which can help keep morale up and encourage their return to full, regular duty. • Consider unconventional or outside-the-box treatment if it will help an employee recover and return faster. • If your state allows you to direct or encourage employees to use certain doctors, use doctors who understand your business whenever possible. This will help ensure the best treatment for your employees and hopefully aid in return to work scenarios, keeping claims costs down. • Integrate strategic wellness programs into your company to help reduce injuries. Understand how chronic conditions, like obesity and diabetes, can affect or cause other injuries. Managing such diseases properly can reduce workers’ compensation claims costs. • Explain workers’ compensation benefits, programs and expectations during new employee orientation to keep future claims costs down. Make sure employees understand that they will not be punished in […]

December 2, 2015

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Injury Management Tips-Lower Work Comp Costs

November 25, 2015

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Keys To An Effective Return To Work Program

Return to Work Strategies • Job offers should always be made in writing and should thoroughly describe the offered position to ensure the hire is fit for all duties. • When the job is offered, send a formal job offer package along with the offer letter. Make sure it includes all the benefits the potential employee is eligible for, including return to work policies and procedures, so there is no confusion later. • When developing a temporary assignment for someone returning to work, find useful tasks that are not covered by other areas of the company – the goal is not to take work away from another employee. • Create a written job description and job analysis for all transitional duty jobs. These jobs should match physical capabilities with the work that needs to be done so that they are both useful and appropriate. • Hold employees working temporary assignments or transitional duty jobs to the same work rules as other […]

October 28, 2015

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Prospective Employee Background Checks

Question: May an employer perform a background check on prospective employees? If so, when? Answer: Background checks are permitted; however, in general, they should not be completed before an employer has made the employee an offer of employment. Background checks provide employers with the means to verify the accuracy of information provided by a job applicant as well as gain other information about an individual that is relevant to employment. For example, a background check may verify previous employment, salary, education, and any of the following, as applicable: Military service records Driving records Credit records Social Security number Character references State licensing records Criminal records Employers may utilize a third party to collect background check information or personally gather information through computerized and posted public records, commercial databases, and Internet search engines. However, employers must ensure that any employed third party or Internet-provided information maintains strict compliance with federal and state laws. Working with a third party is highly encouraged […]

October 14, 2015

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Seven Ways To Create A Welcoming Workplace For Aging Workers

While many employers have an aging workforce, few are taking steps to prepare for the challenges and risks that come with the changing demographic, according to a Society for Human Resources and Management (SHRM) survey. OSHA’s current ergonomic inspection plan combines: 2015 Healthcare Initiative (expands on the 2011 Nursing Home National Emphasis Program) Inspection of workplaces in industries with significant number of injuries related to ergonomic hazards Responding to employee complaints Industries with specific OSHA guidelines include: Shipyards Poultry processing Retail grocery stores Nursing homes Meatpacking plants What employers should do The physiological and biological changes that occur with aging can lead to reduced balance and reaction time, visual deficits, less strength, endurance and flexibility, loss of hearing, susceptibility to sprain or strain injuries and soft tissue injuries, and so on. Yet, while it’s important to understand the changes that occur with aging, all older workers are not the same and their limitations should not be pre-judged. To reap the […]

September 16, 2015

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How To Avoid Hiring a Work Comp Claim

One of the best ways to reduce the costs of workers’ comp claims is to avoid hiring an employee who is not fit to perform the essential functions of the job. While that may seem easier said than done, particularly in light of the many laws governing the hiring process, one tool has proven to be effective, but is underutilized. And that is the post-offer, pre-hire physical exam. Typically, this consists of a medical history questionnaire and a pre-employment physical exam. The purpose is to measure the individual’s ability to safely perform the job for which they are hired. It’s important to remember that this can only be done after a conditional offer of employment has been made and it carries with it American with Disabilities (ADA) accommodation issues if you have more than 15 employees (five in California). Also, consistency and confidentiality is critical. The exam must be required of all persons offered positions in the same job category […]

September 9, 2015

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From UNICO HR Solutions – FMLA and Continued Benefits

Question: What benefits must be continued while an employee is on Family and Medical Leave Act (FMLA) leave? What should we do with an employee who is not making his share of the copayments while out on leave? Answer: Family and Medical Leave Act (FMLA) regulations require that employers continue to provide group health benefits under the same terms and conditions as if the employee was actively at work. There is no requirement under the FMLA to continue other types of benefits offered by the employer. Whether or not an employee’s other benefits continue depend on an employer’s established policy. Any benefits that would be maintained if the employee was on another form of leave should be maintained while the employee is on FMLA leave. Part of the requirement to continue health insurance benefits “under the same terms” means that both the employer and employee must continue to pay their portions of the group health insurance premium, unless the employer […]

September 2, 2015

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Work Comp Management- 3 Key Points To Lower Costs

For the unprepared, workers’ compensation (WC) issues can be both confusing and costly. Fortunately for employers, there are ways to actively engage Work comp issues to influence their outcomes. Through management controls and active involvement in the Work comp process, your organization can effectively influence related costs. To do so you will have to establish a number of your own processes that guide decision making throughout your organization. Areas requiring Work comp management can be divided into three main categories. These categories include facets that may range from the simple to the complex but, as a whole, address vital issues that can negatively influence WC costs in your company. 1. Workplace Safety Means Fewer Claims Simply put, reducing claims reduces costs. Establishing a safety-minded culture throughout every level of your company is essential to keeping workers injury free. However, establishing such a culture isn’t an overnight solution. To be successful, an ongoing commitment to safety must be made. Such a […]

November 5, 2014

Categories

From UNICO HR Solutions – FMLA and Continued Benefits

Question: What benefits must be continued while an employee is on Family and Medical Leave Act (FMLA) leave? What should we do with an employee who is not making his share of the copayments while out on leave? Answer: Family and Medical Leave Act (FMLA) regulations require that employers continue to provide group health benefits under the same terms and conditions as if the employee was actively at work. There is no requirement under the FMLA to continue other types of benefits offered by the employer. Whether or not an employee’s other benefits continue depend on an employer’s established policy. Any benefits that would be maintained if the employee was on another form of leave should be maintained while the employee is on FMLA leave. Part of the requirement to continue health insurance benefits “under the same terms” means that both the employer and employee must continue to pay their portions of the group health insurance premium, unless the employer […]

July 14, 2014

Categories

How To Avoid Hiring a Work Comp Claim

One of the best ways to reduce the costs of workers’ comp claims is to avoid hiring an employee who is not fit to perform the essential functions of the job. While that may seem easier said than done, particularly in light of the many laws governing the hiring process, one tool has proven to be effective, but is underutilized. And that is the post-offer, pre-hire physical exam. Typically, this consists of a medical history questionnaire and a pre-employment physical exam. The purpose is to measure the individual’s ability to safely perform the job for which they are hired. It’s important to remember that this can only be done after a conditional offer of employment has been made and it carries with it American with Disabilities (ADA) accommodation issues if you have more than 15 employees (five in California). Also, consistency and confidentiality is critical. The exam must be required of all persons offered positions in the same job category […]

April 24, 2014

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Why Do Injured Employees Seek An Attorney?

A recent study found that if an injured employee sees out legal representation for a workers’ compensation case, the costs will be much higher. Recently, the California Workers’ Compensation Institute (CWCI) released a study finding that more than 11.6% of all California Workers’ Compensation claims and 80% of claims for permanent disability benefits involve attorneys. Temporary disability claims with attorney involvement had an average of $30,319 in benefits and expenses, compared with $5,598 for claims without attorneys. Permanent disability claims involving attorneys, or 80% of permanent disability claims, averaged $66,208 in benefits and expenses, compared to $25,300 for claims that did not involve attorneys. Time away from work because of disability also was substantially higher and claims were slower to close. So what are the key factors that cause an injured employee to see out an attorney? The severity of the injury, the claims process and the perception of the injured employee. While the correlation between severity of injury and […]

March 27, 2014

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The Key to Long Term Wellness Culture

By: Lisa Henning, Executive Wellness Consultant, UNICO Midlands New Year’s Resolution…a term we are all familiar with over the years. This is the time when we renew our commitments and “make good” on our promises. Wouldn’t it be nice if we could always do the right thing all year instead of having to renew our promises! Essentially, that is what culture change is about. Businesses have changed their company culture to one where wellness is front of mind. ALL of the companies that have been successful with culture change have strong leadership! This is a slippery slope. While most business leaders are aware of the financial benefits of a wellness program and want to reap the benefits, few are truly willing to commit financially to a comprehensive program. As with most things, wellness is relational…you get what you pay for. If you purchase baggies with fold over tops, you get stale bread. If you invest in the zip close baggies, […]

February 11, 2014

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ACA Update

Employers with less than 100 employees will avoid ACA Mandate until 2016 In the ever changing world of health care reform the government has announced yet another change. The Department of the Treasury and the Internal Revenue Service announced on 2/10/14 that the Affordable Care Act’s health coverage mandate for employers with fewer than 100 employees will be delayed another year until 2016. Right now only those employees working at least 30 hours per week are counted in this tally. That also may change as congress continues to evaluate the impact on small business. Employers with over 100 employees working at least 30 hours per week will become subject to the health coverage mandate under the Affordable Care Act (ACA) as previously announced beginning in January 2015. If these employers decide not to offer insurance to their employees, they will make an employer shared responsibility payment beginning in 2015 to help offset the costs to taxpayers for employees getting tax […]