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The workforce is getting older. People are living longer, and dollars aren’t going as far as they’d like. How much of the work force will be at least 55 years old in five years from now?  Look at you workers whose still on the job.  This is just the world today.  Workers are working longer.

 

That’s good news for companies that don’t want to lose the benefits of older workers — institutional knowledge, lower turnover, more dedication to work, and positive values. But while older workers also tend to have fewer workplace injuries, they generally take longer to heal. With this, Employers must take steps to address this change in the work place.

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The Aging Process

Generally, the human body will show signs of aging around ages 40 to 50.  However, no two persons are exactly alike. But most will similarly have or show signs associated with aging, like impact vision, hearing, strength and flexibility, and cognitive skills.

 

What can you Do

Employers cannot point out single older workers for health-related changes without running the risk of discrimination allegations, unless it is an accommodation for someone with a disability as defined by the Americans with Disabilities Act. But you can make changes to make all workers safe.  These changes while simple, will help the older workers as well.

But before you make the change, talk to the workers.  They are doing the work and can be of assistance in providing insight to what can be changed. Plus, they will feel like the changes are a part of a cooperative effort to make the work place safer and therefore will buy-into the change with less resistance.

Work environment

1. Make the lighting brighter.Put adequate lighting in all areas — inside and out, to make sure surfaces are clearly visible.
2. Keep the work site clean.Get rid of any clutter and have a policy that requires workers to move objects or debris out of normal walking areas. Walkways should also be free of electrical cords and any other objects.
3. Reduce all Noise.Make sure the noise level is at conversation level, unless impossible due to the e type of work.  When possible, provide sound-reducing headphones; but make sure any warning bells or alarms have visual as well as auditory alerts.
4. Solid footing.All walking surfaces should be kept dry.  If an area is perpetually wet, make sure there is adequate signage and towels to dry the area. Provide mats and slip-resistant shoes for workers in areas where there may be grease or slippery surfaces.
5. Assistive devices. When possible use manual hoisting cranes are a great way to help reduce back strain and prevent musculoskeletal problems.
6. Adjust work space.Make sure workers are comfortable and are properly situated in their chairs and at their desks or other working area.
7. Properly Working Tools. Make sure equipment is always in proper working condition and that safeguards are fully operational.

Conclusion

Making simple changes to help the  employees at all levels is an easy way to prevent injuries to all workers, especially older ones.

 

Guess what? Something New. All employees are not the same. To keep your business going each day, do you find that you speak and approach each employee a differently. That same method may hold true when you are working with employees to get them quickly and safely back to work after a worker’s compensation claim.
Return to Work Approach One Employee at A Time
Just a tack and duties are matched to each employee so to should the return-to-work program. There are many different return-to-work programs that can be utilized. Matching the program to the specific employees’ personalities to get the most successful results. While one employee may respond well to several phone calls a week, another may find that to be too intrusive. Finding the balance is the key to getting employees back to work quickly, effectively and as a benefit to your business.
There are generally, primarily four different employee personality types ranging from fully satisfied to completely unsatisfied. The four types are:

1. Satisfied-Engaged– one who is happy and needs no prodding to return to work.

2. Satisfied-Non-engaged– one who is happy, but complacent with staying out of work.
3. Unhappy-Passive– one who is unhappy, but does not willfully concoct schemes to stay out of work. However, they may take advantage of the system to stay out longer than needed.
4. Unhappy-Active– one who is very unhappy with his/her situation and will actively attempt to take advantage of the system. This employee does not want to return, concocts schemes to stay out longer and is actively working on a plan to never return to work.
The majority of employees will fall under one of these description categories and will respond similarly to different return-to-work strategies. The key is to handle each situation according to the personalities of the employees is the best tactic and avenue for successful return-to-work program.
Suit The Personality of the Employee

For example, a satisfied-engaged employee might be someone who has not missed a day of work in years, goes to company events, and is always looked to as a go-getter. A workers comp claim might be perceived as a setback to this type of individual and little interaction from the employer will be necessary in order to get him to return to work. In this case, a recommended strategy is to send a get well card and work in partnership to provide a productive transitional duty position. Employer actions in this case such as aggressive surveillance can have the opposite effect and make the employee unwilling to return to work. With a satisfied-non-engaged employee, a more interactive approach can be used. For example: inviting the employee to seminars or training events prior to the return. This will provide an introductory stage to the return-to-work program.

An engaged (or non-engaged) -unhappy employee in the same situation will require a completely different approach. This type of employee is usually trying to not return-to-work. Employers of engaged-unhappy employees will need to take a much more aggressive approach including devising and implementing fraud prevention measures, surveillance procedures, hiring investigators, and having frequent constant monitoring type contact with the employee. Without igniting the process of returning to work, the employee will stall it forever.
Finally, devise your back to work program per employee as you know the employee. A cookie cut program is the least successful program.

Tips: An Injury-Free Worksite
By Kimberly Daise
Keeping workers safe is the best way to keep your workers’ compensation costs down.

Tips
Assess the risks
Before sending workers into areas with known or unknown hazards, companies should be very familiar with the risks involved. For example: construction workers shouldn’t put ladders or scaffolding on unstable grounds, electrical workers shouldn’t be lifting utility wires on windy days, a roofer should not be installing truss in high winds, and office workers shouldn’t be sent on an errand in a company car that has issues with the basic equip like balding tires and it raining outside.
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Companies can begin to identify risks by looking at the worker, tasks to be done, tools and the environment and how they may relate to one another. Some things to consider include overhead obstructions, power lines, moving equipment at the site, debris such as tree branches or cords, drop-offs or holes, rain, snow and other weather conditions, inadequate ventilation or lighting and the condition and age of the safety equipment or all equipment on the job.
Assess the situation
• Walk and look around the worksite. Take notes of anything you see that may be a problem or concern.
• Talking with people familiar with the work. They may have valuable information. Get employees involved in the process. Take a look at the equipment they are using regularly to make sure it is being properly maintained.
• Visit OSHA’s website. They provide good information regarding Hazards and safety guidance.
• Read the instructions and material safety data sheets from manufacturers.
Once hazards are identified, there are various controls to reduce risks to employees.
Train/ Educate Workers
Your workers need to know what the risks are and how to avoid them. Without training a disaster is likely to occur. For example, if falling debris is a danger, workers should be told to keep a distance and wear head protection at all times.
Also consider, assigning responsibilities to specific personnel better ensures proper oversight is taken. Every employee needs to be aware of their own responsibilities for health and safety, and be familiar with ways to manage the hazards. All employees who may be exposed to a workplace hazard should be required to receive training.

Issues they should understand are:
• Emergency procedures
• Injury/incident reporting procedure
• What to do if someone is injured
• Proper use and maintenance of the equipment

Prepping for Specific Activities.
Employers should make all necessary preparations before workers enter the worksite. Never seen an employee to a worksite, that has not been inspected.
Conduct a prep session before the work begins. This session before the work begins allows one more opportunity to make sure workers know what they will be doing, how to prevent injuries, and give the employee the opportunity to ask any questions or comments they may have about the job and the worksite. Often workers come to a worksite and have experienced risk situation that maybe helpful to the employer as well. Depending on the worksite, it might also be advisable to act out skits where employees could or will face hazards and how they should handle them.
OSHA requires that employers provide workers with an environment that is “free from recognized hazards.” Use the simple, common sense tools to try to recognize and eliminate the hazard before the injury happens.

AFTER YOU BUY WORKERS COMPENSATION INSURANCE
BY Kimberly S. Daise

After you buy your coverage, you can rest assure that you most of your financial obligations for work related injury have been meet. Most does not mean all. Its practically impossible as a business owner to be completely assured due to the number of facets of operating and securing your business and the legal system.

Therefore, do the following after and during your policy:
1. Read It
Read every word of your policy. Take notes, mark it up. This document not only explains your obligations but the obligations for the insurer. They do make mistakes. If you do not understand the policy call your agent or broker. Make sure you are properly coded, it has a direct effect of your premium and can affect the application of coverage should an incident occur.

2. Confirm “COVERAGE B”
Make sure this is included and that you have an attached copy. Since the latest court decisions in Florida, this is a must have! This section provides insurance and defense cost for claims made and suits. They are not covered under the main part of the policy.

3. Keep the Policy up to Date
If your business adds additional locations or if you expand out the state. The policy must be updated. Include the worker’s compensation policy update on the check list of TO Dos as you expand your business.

4. Comply with Reporting
You must make sure that when you read the policy you outline the requirement for reporting a claim or a law suit. Failure to report within the time and manner stated could result in a coverage declination. Depending on the amount of awards and attorney’s fees, this could be the end of the business.

5. Review the Annual Audit/Statement
It is important to review the information in your annual or quarterly statement. If your business was down, you may be entitled to a refund. On the other hand, if your business did good, you may owe. If you use a PEO, review your statement to verify coding, business qualifications and availability of discounts. Your broker should be in touch with you periodically to determine available discounted rates and services available.

Getting the Employee Back to Work
By Kimberly Daise

Unfortunately, too many employers see a transitional duty program, also known as a return to work program as a “make work” situation for both the employer and the injured employee. This approach to a return to work program often ends in frustration for both employer and employee.
A successful return to work program is much more. Having the right return to work attitude, as well as understanding the various transitional work programs are the first steps to a successful program.
Alternate or Light Duty Programs
Alternate or light duty programs allow employees to work at less demanding jobs until they are physically able to resume their original work duties. For example, an employee who normally does physically demanding labor could work in a more sedentary capacity, such as answering telephones, marketing campaigns or assisting junior or new employees
Modified Duty Program
Here the injured employees’ original jobs are modified through engineering alterations of the workstation. Employers use these programs to prevent aggravation of the injury. For example, an employer could install a high raised desk. This could be used for an employee who cannot sit for long periods of time or for an employee with a back injury by adding seats with added back supports and foot rests to relieve discomfort.
Work Hardening
“Work hardening” is the third type of transitional work program. In these programs, employees perform their usual job-related tasks in steps of increasing difficulty until they regain the physical ability needed to perform their original jobs. This allows the injured employee to remain at work, although at reduced hours.

Note: Design your back to Work Program to benefit both Employer and Employee.

During the return-to-work process, companies need to consider the employee’s physical limitations. If injured workers exceed their physical abilities, they may experience a recurrence of the injury causing unnecessary pain and suffering for the employee and needless additional workers’ compensation costs for their employers. Also, although employers can use transitional work programs for temporary illnesses and injuries, it is important to remember all absence and disability programs must be integrated with the requirements of the Family and Medical Leave Act and the Americans with Disabilities Act.

Every Small Business Needs Workers’ Compensation Insurance
By Kimberly Daise

Getting workers’ compensation insurance might not seem like a big deal until one government official walks through the front door of your business.
Many businesses go under, because of a poor business model which usually includes skipping a federal regulation. It is conceivable that the number of employers violating workers’ compensation insurance requirements is higher than that of employees who bring bogus workers’ compensation claims against their bosses. That’s a worrying trend, easily reversible by alerting employers to the many business benefits of getting workers’ comp insurance.
Herein are a couple of reasons to get workers’ compensation insurance
1. The Insurance Protects You from Legal Liability
Taking out workers’ insurance compensation insurance makes your business immune, from most claims with few exceptions, to any legal liability when one of your employees gets injured at the job.
The law states that if a worker gets injured at their place of work, their employer must pay the expenses related to the accident. If you have insurance, though, the insurance company will cover you should a worker get injured.

2. The Insurance Company Pays for Retraining
If you lose one of your workers to an injury, the insurance company pays for a portion of the new workers’ training. That’s good news for a small business owner.
You don’t have to pay for all the training expenses associated with hiring a new employee.
Workers’ compensation insurance saves you a lot of money. If you don’t have it already, your risking your business.