Controlling Workman compensation Rates

Insurance Jobs - Controlling Workman compensation Rates

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As a Cfo of a intimately held distribution firm we were all the time finding for things that we could do to cut our costs, especially costs that we thought were controllable. In distribution we had a fairly large storehouse workforce who handled products from less than a pound to several hundred pounds. We teamed up with an occupational care clinic who worked with us to design processes and course to drive our workman's recompense insurance to the bare minimum. Some of the areas that were addressed were; hiring practices, internal procedures involving lifting, and how accidents were treated.

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Hiring Practices
Since the distribution firm had started out as a one man performance and had grown to just under one hundred, many of the hiring practices never changed much. If a man had the contact we were finding for, references, and a good attitude, they were hired. Over the years the claims for back strains had increased and with it the associated workman's recompense rate.

Occupational care clinics can take the requirement definite to a job and design lifting and compel testing that can be done Before a new laborer is hired. When an applicant is in the last stages of the process and all indications are that they are a good candidate, we sent them to the occupational and condition specialists to administer the designed tests (as well as the drug testing). Faithful notice and assessment of testing eliminated the majority of those just finding for a place to file a workman's recompense claim.

Internal Procedures
Proper equipment (gloves and lifting belts) as well as training on protection issues involving the need for some lifting to be "two man jobs", were measures that decreased lost days due to injury.

How Accidents were Treated
When accidents happened we sent them to the occupational care clinic, the visit being paid for by the company. Why, you might ask? If they went to their own physician or other curative expert they were not aware of the provisions the firm was willing to make to keep them working, even if at a desk job, until the rehab was complete. With a occupational and condition specialists partner, they know what the company's course is and they will work with human resources or the location supervisor to keep them productive, thus eliminating lost work days.

Results
After three years of active partnering, our workman's recompense rates were the lowest in the industry, thus saving us ten of thousands of dollars. Our employees were also happier, since they were still collecting full pay, even though temporally fulfilling a new assignment.

It is my advice as a expert firm coach that businesses gawk the possibilities with an occupational care clinic. Let them chronicle your current situation and work with you to operate your workman's recompense rate. As noted above, it takes time and dedication on your part and a good working association with occupational and condition specialists. The benefits far out weigh the long-term effects of high rate.

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