The Case of the Disappearing Claims

What we found

The Risk Management and HR Assessment found mistakes on the company's experience modification worksheet, a poor claims management process, and frequent injuries among new hires.

What we did

We introduced post-hire and pre-placement processes, medical clinic selection protocols and a Supervisor Claims Management Responsibility Program, backed by a trained management process. Supervisors and a new workers' comp claim manager were trained to control claims, with two things at the center of it:

• Supervisors were shown claims reports so they could see what premium costs were doing to the company's bottom line.
• The new claim manager managed claims and monitored the early return-to-work program.

To make sure the gains would last, the program was built out further:

• Each supervisor without a claim during a 12-month period receives a bonus.
• Each year, supervisors are given a claims budget and must stay within it to qualify for the annual bonus.

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.

How the program works