Case study: manufacturer
Supervisor Training Helps Change Injury Pattern
The supervisors had no idea how workers' comp worked or how much they could affect it. One meeting changed that.
Start a conversationThe Employer Success ProgramThe business
Manufacturing company with 175 employees, total salaries of $6.6 million and annual revenue of $14 million in 2005.
The situation
The Risk Management and HR Assessment showed that over six years, the employer's workers' comp costs averaged more than $80,000 a year. Over the same period the company averaged 35 claims a year, which pushed the experience mod to 1.12.
What we found
The employer had no return-to-work program and no policy on reporting on-the-job injuries. The supervisors in the plant did not know how workers' compensation works or how they could affect the employer's costs.
What we did
We started with the basic programs developed by the Institute of WorkComp Professionals, including return-to-work, light duty assignments, hiring practices and injury reporting procedures. Then we held an education session for supervisors, which turned out to be the most eye-opening part of the program. We explained how the experience mod works and how it was hitting the employer's bottom line. We also talked about the return-to-work program and how supervisors, who have the most direct contact with employees, play a big role in keeping claim dollars down.
The result
6 claims, $3,200
First six months after training, against an average of 35 claims a year
Six months into the policy term, there had been only six claims. Three were for reporting purposes only, with no dollars paid. The other three cost a total of $3,200. It was too early to compare against prior years, but the supervisor training appeared to be paying off. At the mid-year review, several supervisors said they had taken what they learned back to their employees and could see a real difference in attitudes. Supervisors and employees now see that they are part of the process and can help make the company they work for more profitable.
Where the Employer Success Program comes in
It starts with a Diagnostic and Plan. We read your loss runs, your mod worksheet and your key contracts, and we talk with the people who run the work. You get the pattern behind your claims and a short list of what's worth fixing first.
From there our claims, HR, safety and fleet people work alongside yours, and you get a Score Card at the start and every year after, measured against your own starting point.
Start with a conversation
Tell me what's going on. I read these myself and reply within two business days. If there's nothing worth fixing, I'll tell you that too.