| Workers' compensation is intended to protect | | | | should meet regularly, conduct periodic worksite |
| employees injured on the job by making sure | | | | inspections, review investigations of occupational |
| they receive prompt medical attention and | | | | accidents, as well as generate and implement |
| payment for lost wages while they are disabled | | | | suggestions for preventing future accidents. |
| and out of work because of a work-related injury | | | | 8. Post hazard signs. The Occupation Safety |
| or illness. Workers' compensation laws require that | | | | & Health (OSH) Act requires thatemployers |
| employers carry insurance or maintain a certain | | | | post signs or symbols to indicate and define |
| level of financial reserve to make sure sufficient | | | | specific hazards in work areas. There are four |
| funds are available to compensate workers | | | | primary types of signs established under the Act: |
| suffering from on-the-job injuries or illnesses. While | | | | danger, caution, safety instruction, and biological |
| accidents happen, some on the job injuries can be | | | | hazard warning. Employees must be instructed on |
| avoided with a few simple initiatives, such as | | | | what each sign means.Danger signs indicate |
| health and wellness programs, safety training, and | | | | immediate danger and that special precautions are |
| the investigation and pursuit of fraudulent claims. | | | | necessary. Caution signs indicate a possible hazard |
| To follow are some ways to implement these | | | | and proper precaution should be taken. Safety |
| cost control measures: | | | | instruction signs must be used where there is a |
| 1. Take immediate action. The more quickly an | | | | need for general instructions and suggestions |
| employer gets involved in a workers' | | | | relative to safety measures. The biological hazard |
| compensation claim, the sooner it is resolved and | | | | warning is to be used to signify a biohazard |
| the employee can come back to work. Take | | | | presenting a risk and to identify equipment, |
| prompt action and stay involved. | | | | containers, rooms, and materials contaminated |
| 2. Investigate and pursue fraudulent claims. Each | | | | with possible hazardous agents. Remember to |
| case will likely raise your insurance premiums, so | | | | post these signs near the related threat. |
| it's important for employers to investigate claims | | | | 9. Ergonomics. Ergonomics is the study of how |
| believed to be fraudulent. Look out for these | | | | work processes and the work environment |
| signs when considering a claim's merit: (1) the | | | | contribute to an employee's overall health. When |
| employee was new to the job when the injury | | | | the workplace is designed in a way that takes |
| was reported; (2)the injury is reported Monday | | | | into account an employee's physical health, it helps |
| morning, and there are no witnesses.People who | | | | to increase the worker's productivity and avoid |
| get hurt over the weekend sometimes try to | | | | illness and injuries. Some of the most common |
| cash out on their injuries by faking an on-the-job | | | | ergonomic related injuries include repetitive stress |
| accident; and (3) the employee frequently | | | | injuries, back pain, and carpal tunnel syndrome. |
| changes health care providers in hopes of | | | | When designing an employee's work environment |
| stretching workers' comp payments. When the | | | | take these types of injuries into consideration. For |
| signs of a fraudulent claim arise, it's important to | | | | example, substitute a regular computer chair for |
| promptly report them to your insurer. | | | | an ergonomically correct chair or allow an |
| 3. Create a health & wellness program. | | | | employee who regularly types on a keyboard |
| Surveys indicate that companies instituting | | | | several breaks throughout the workday. |
| wellness programs typically see a 30% reduction | | | | 10. Minimize job stress. Stress is a leading |
| in medical and absenteeism costs in less than four | | | | contributor of on the job injuries. Typically, an |
| years. A wellness program can be as simple as | | | | employee experiencing stress becomes |
| coordinating regular meetings to discuss health and | | | | preoccupied and inattentive and as a result their |
| nutrition or organizing a group exercise program. | | | | awareness plummets - setting the stage for |
| Employees who take part in regular fitness | | | | some potentially dangerous consequences. Job |
| programs are less likely to take sick days and are | | | | related stress is often due to excessive work |
| more alert and focused during the workday - | | | | loads, long hours, conflicting expectations, and lack |
| translation: less on the job accidents. | | | | of co-worker or supervisory support. To help |
| 4. Establish & enforce safety guidelines. To | | | | diminish some of these stressors, employers |
| prevent accidents from occurring all together, it is | | | | should train managers to be constructive and |
| important for employers to implement clear | | | | supportive, set realistic goals, restructure jobs to |
| safety guidelines, including any personal protective | | | | ensure position demands match employee skills, |
| equipment (PPE) that must be used, identifiable | | | | and encourage employees to take adequate |
| workplace hazards and how to avoid them, and | | | | breaks throughout the day. |
| proper use of machinery and equipment. Not only | | | | 11. Employee assistance. Employee Assistance |
| is it necessary to have clear guidelines in place, | | | | Programs (EAPs) are a good outlet for employees |
| but it is also important to demonstrate that you | | | | dealing with stress or personal issues that may |
| are serious about safety. Employees found to | | | | impact work performance. EAP's are confidential |
| have violated safety protocol should be subject to | | | | employee counseling programs typically offered to |
| disciplinary action. | | | | employees as a benefit and are designed to help |
| 5. Develop emergency response procedures. | | | | employees deal with personal problems that may |
| Having an emergency response plan in place | | | | hinder or alter their work performance or health. |
| ensures that your employees will know how to | | | | 12. Require pre-hire medical exams. Prior to hiring |
| respond in the event of an accident or on the job | | | | an employee, consider screening him or her for |
| injury.Your plan should spell out exactly what must | | | | preexisting medical conditions or drug use. Pre-hire |
| be done in an emergency, including who to | | | | medical examinations and drug testing are only |
| contact and whether or not employees are to | | | | permitted once an offer of employment has been |
| assist in providing care or wait for medical | | | | made, and as such, an offer may be made |
| personnel to arrive. Immediate action can mean | | | | contingent on the results of these exams. |
| the difference betweenthe need for one week of | | | | Rescinding a job offer is only permitted if an |
| workers' compensation versus one month. | | | | employee's medical condition would realistically |
| 6. Conduct safety & health training. To | | | | impact his or her ability to perform the essential |
| ensure all employees understand how to practice | | | | functions of the job. It is important to also note |
| safety in the workplace, be sure to provide | | | | that pre-hire medical examinations and drug |
| regular training on safety procedures, hazard | | | | screens must be implemented consistently. For |
| protections and emergency response plans. | | | | example, employers are not permitted to only |
| Consider incorporating this training into your | | | | require those suspected of having a medical |
| new-hire orientation and mandating regular safety | | | | condition to submit to a pre-hire medical exam, |
| training annually thereafter. | | | | while relieving others from such a requirement. To |
| 7. Create safety & health committees. Some | | | | ensure non-discriminatory and lawful pre-hire |
| state workers' compensation laws require | | | | practices, check the medical examinations section |
| employers to establish safety and heath | | | | of our state & federal laws. |
| committees. Check your state requirements in | | | | Taking just a few of these simple steps will help |
| the workers' compensation section of our state | | | | to minimize your workers' compensation costs |
| & federal laws. Even if not required, safety | | | | and maintain a happy and healthy workforce. Not |
| and health committees are a cost effective way | | | | only will your workers' compensation costs decline, |
| to prevent on the job accidents and ensure a | | | | but so will employee absenteeism and tardiness. |
| safe workplace. To be effective, the committee | | | | |