You’ve probably seen the headlines — record temperatures are sending the mercury rising across the nation. Heat is a huge factor in the productivity of many businesses, and the health of their employees.
Let’s take a look at what you need to know, and how you can be sure your organization is taking the proper steps to safeguard employees.
By law, you’re required to follow the OSHA regulations applicable to your business or risk being subject to fines and penalties. Even though it’s the law, we don’t want to lose sight of the reason for the law – how humans can be affected.
This book will show you what you need to know about indoor heat, outdoor heat, and how they affect your employees…and your business’s bottom line.
Whether you have operations in California or other states, OSHA requires that you have – and exercise – a plan to address the effect of outdoor heat on your employees.
Many employers spend lots of time reacting to incidents of bodily injury or property damage, looking for the reason why these incidents occurred. But near-misses happen every day and are an indication of what could happen in the future.
What’s the logical conclusion? You should spend more time looking forward through prevention instead of looking back at what happened. Most employers overlook the chance to use a close call as a learning experience.
This book will show you how to start a program in your workplace to record, track, and analyze near-misses, in order to use them as a teaching tool.
It includes an injury cost calculation sheet, along with a step-by-step checklist for creating your own near-miss reporting system. You also get helpful tips and program guidelines for a quick start.
Many employers are required to post their workplace injury & illness data annually in order to comply with OSHA guidelines. I created this guide to take you through the process step-by-step, making it easier and less stressful for you.
This guide will explain whether you need to comply, what forms you’ll need to use, and how to post your information – all presented in an easy-to-follow 7-step plan.
You’ll learn how to find out if you’re required to post, what you need to post, and where to find the necessary forms.
I’ll also walk you through the purpose of each form, how to gather the required information, how to complete the actual form for posting, and next steps that can keep you on top of things before next year’s reporting cycle rolls around.
With indications that the economy is improving, 2016 should be a successful year for employers. However, a number of issues could prevent your organization from reaching its financial goals – unless you make a plan, put it in place, and follow it.
So what’s different about 2016 and why should we discuss it? In this guide, I go over issues ranging from the “housekeeping” issues all employers need to handle to the RX epidemic and the new liabilities you face under California AB 1897.
The issues we’ll cover have legal, financial, and personal ramifications – a knee-jerk approach to addressing these issues isn’t effective. In fact, most of the situations we’ll discuss get worse when these issues aren’t properly addressed. You need a plan of action to create the best outcomes. This guide will give you the background information and actionable steps you need to take to create that plan.
Supervisors are an employer’s first line of defense against workers’ comp claims and any lawsuits that may arise as a result. Employers need supervisors who can help the organization stay on track and continue to reach the company’s goals and objectives.
If an employer’s supervisors aren’t up to the task, additional issues will likely develop over time, often creating unexpected financial damage.
As an employer, it’s critical that you review your company’s current best practices with regard to supervisor training, especially when it comes to handling workplace injuries. If that review isn’t scheduled and performed on a regular basis, supervisors can easily become an employer’s Achilles heel. This guide is designed to show you how to keep that from happening.
Any organization with employees has to purchase workers’ compensation insurance—it’s the law. But most employers find the workers’ comp system complex, hard to navigate, and a major cost to their enterprise. If they rely on their insurance company to manage the claim when a workplace injury occurs, their premiums often rise to a level they didn’t anticipate.
As their policy renewal date approaches, they seek out the only solution they can think of – requesting new quotes from a number of insurance brokers. For some companies, this is an annual ritual that leaves them feeling like they’re at the mercy of the insurance companies, without any way to effectively lower their workers’ comp costs.
As an employer, this is a terrible strategy – you shouldn’t wait until your policy’s renewal date to look for options.
This guide takes an in-depth look at the how to make the right choices at the right time to lower your organizational costs.
Employers with above average financial success have eight characteristics in common, applicable through a wide cross-section of industries. These organizations embrace and are motivated by the incentives they understand and accept. They also have low employee workplace injury costs. But how do they make this happen?
Successful employers understand that their workers’ compensation plan is the heart of the risk management and insurance programs they have in place. If they control these costs, all other related expenses will be lower as well. They know their workers’ comp plan is interrelated to all other insurance and risk programs as far as claims, risks, and pricing.
In this guide, I go over the 8 characteristics of a successful employer – and show you how you can become one, too.
Why hire a workers’ comp advisor? Because many employers pay too much. Workers’ comp directly impacts your company’s bottom line – and without a professional advisor’s help, you could be throwing money away.
Workers’ compensation is like no other insurance program you’ll buy. As an employer, the price you pay is directly influenced by your decisions and involvement. Workers’ comp is closely tied to your company’s other insurance programs. In fact, it’s the “heart” of your entire risk management strategy – it affects how your premiums are calculated, the exposures you face as a result of doing business, and the outcome of claims that occur.
Any RisksNThreats assessment for your business must start with workers’ comp before moving on to other areas of risk. This guide will get you started – it contains a handy checklist to help review your company’s existing workplace injury and workers’ comp procedures.
Many employers fear a visit from OSHA. They worry about the potential for fines, penalties, and bad publicity that could result from an OSHA representative’s discoveries. Employer infractions happen for a variety of reasons.
Some employers have been misinformed about their responsibilities for promoting safety in the workplace. Some simply ignore reasonable safety practices. Others place too much emphasis on short-term profits, pushing their staff to reach these goals and intentionally making safety a low priority.
This guide will address many common concerns about an OSHA visit. When you know what to expect, you can prepare accordingly. That preparation can help you avoid the additional costs associated with fines and penalties, as well as save time – so you can get back to running your business.
This guide was created to help you prepare for and manage your organization’s response to workplace injuries. This includes appropriate medical treatment for those injured, an employee’s quick return to work, and the employer incurring realistic costs. With this guide, you’ll have a process to follow that will allow you to respond appropriately to workplace injuries so you, the injured employee, and your employer will experience the best outcomes.
When an injury occurs, most employers follow a “traditional” routine. They gather information, send it to their insurance company for action, and tell their injured employee to go to an insurance-company-designated medical clinic. Then the employer refocuses and goes back to the other tasks of running their business. By acting this way, the employer has essentially attempted to transfer their responsibility for the entire claims management process to their insurance company. To make your job easier and get the best outcome for your employee, his or her family, and your employer, this guide will outline some concepts we all need to understand.