Reasons why you should read these slides:
It’s totally focused on your industry, versus a general industry session.
We discuss the new prospective billing - you need to know about this!
The Ohio Bureau of Workers’ Compensation (BWC) requires employers who participate in a group/group retrospective rating plan and have had a workers’ compensation claim within the “green year” to complete two hours of mandatory safety training during the each policy year. This means that companies who are group/group retrospective rated participants with an injury claim must attend safety training, regardless of the size or severity of the claim. Per BWC guidelines, each company policy owner is required to fulfill separately the two-hour training requirement and may designate any company representative to attend.
Failing to meet this requirement could jeopardize your group/group retrospective rating program status.
The ORA is one of Ohio’s leading providers of foodservice-specific health and safety educational initiatives. The association links members of the foodservice industry with industry leaders that take an active involvement in educating them about procedures and policies that can reduce and prevent accidents in their establishments.
The association understands that members don’t have the time and availability to sit through hours and hours of educational meetings that focus on addressing all of the health and safety concerns that can befall a restaurant. That’s why we target our educational seminars to specific areas of operation, like back-of-the-house and front-of-the-house training programs.
Reading these slides will not give you credit. You must participate in live educational event.
Separation of Lanthanides/ Lanthanides and Actinides
ORA RES The Relationship Between Human Resources and Safety Performance Webinar
1. June 30, 2014
1:30 p.m. - 3:30 p.m.
Heartland Payment Systems is the Lead
Sponsor of all RES events.
The ORA Restaurant Education Series (RES) provides
members free access to educational events that help them
sustain and grow their businesses and are developed based on
member feedback. RES events support a key ORA initiative:
the education of our members.
2.
3. Brad Hunt, RiskControl360° Moderator of the conversation
Developing a Culture of Safety: Strategies to Support Safe
Work Practices: Doug Wiegand, National Institute for
Occupational Safety & Health
Controlling the Cost of Injuries - Third-Party Administrator
Perspective: Jim Wirth, CareWorks Consultants, Inc. (CCI) &
RiskControl360°
Controlling the Cost of Injuries - Managed Care Organization
Perspective: Derek Stern, CareWorks
Safety & Labor Law - Top OSHA Citations for Restaurants:
Keith Pryatel, Kastner, Westman & Wilkins, LLP
Expert Speakers
4.
5. • Open and close your Panel
• View, Select, and Test your audio
• Submit text questions
• Q&A addressed at the end of today’s
session
• Everyone will receive an email with a
link to view a recorded version of
today’s session
• Your feedback is important! You will
receive a prompt to complete a
survey at the end of the session
6. When a 1,000 things pile up, it’s easy to overlook the importance of
health & safety issues - that’s dangerous!
The Health & Safety section of the ORA’s website helps you stay on
top of concerns, offering solutions to today’s restaurant, food, and
alcohol safety issues.
www.ohiorestaurant.org/healthandsafety
Health and Safety
Restaurant Safety &
Training
Information Resources
Policies & Guides
Videos & Multimedia
Restaurant Safety
Consultants
Food Safety
Alcohol Safety
7.
8. Douglas Wiegand, Ph.D.
National Institute for Occupational Safety
and Health
Disclaimer: The findings and conclusions in this
presentation have not been formally disseminated by
the National Institute for Occupational Safety and
Health and should not be construed to represent any
agency determination or policy.
9. The safety culture of an organization is the
product of individual and group values, attitudes,
perceptions, competencies, and patterns of
behavior that determine the commitment to, and
the style and proficiency of, an organization’s
health and safety management (HSC, 1993).
Or, the way we do things around here.
10. John’s manager sees that John is chopping
vegetables at an amazing speed…
Should the manager:
A: Nod in approval; the food will be prepped on time
B: Say nothing
C: Tell John “Be Careful”; we don’t want him to cut
himself and stop working
D: Ask John why he is working so fast; try to understand
why John feels like he needs to rush
11. Attitude vs. behavior change
Behavior is easier to see, and easier to change
Change the behavior and attitude may follow
12. Attribution of the causes of injuries
Chance vs. “person” causes vs. latent causes
Look at the whole picture
Injury logs can help identify trends and problem areas.
Exploring and documenting near-misses
Thorough walk-through
Identify trip/slip/fall hazards
Employee involvement for continuous improvement
What types of controls can be implemented?
Ongoing monitoring and review to ensure controls are
effective
How can we be preventive rather than reactive?
16. Restaurant
owner attends
ORA training
event on
safety culture
Restaurant
owner provides
safety training
and equipment
to employees
Restaurant
owner
experiences
lower
probability of
worker injury
17. Safety does not end with training
Must check for employee understanding
Have employees demonstrate safe behaviors
Practice with feedback as part of training
Integrate behavior-based safety coaching into the culture
Management commitment and employee involvement
Peer observation and feedback
Ongoing monitoring and review
18. Behavior Safe At-Risk
Load appropriate?
Back straight?
Use legs?
Hold load close to body?
Shoulders and hips aligned?
TOTAL
Total Safe Behaviors / Total Safe + At-Risk Behaviors
X 100 = % Safe
19. Consult managers and employees to get their
impressions of the problem areas and ideas / areas for
improvement
e.g. Have them help to develop checklists
When people contribute to a safety effort, their
ownership and commitment to safety increases.
Employees communicate about safety
Perception of management / owner’s total buy-in for
safety practices and procedures increases employees’
participation
Unsafe behavior is a symptom, not the disease
Unhealthy safety culture is a system problem
21. The Third Party Administrator Perspective
Jim Wirth,
CareWorks Consultants / RiskControl 360
22. Introduction - What is the best way to control
workers’ compensation costs?
Maintain a healthy, cooperative relationship with your
associates where communication is open and encouraged
Safety/Prevention:
Make safety a priority for your organization
Create and promote a safety process that reduces the
occurrence of incidents/accidents…and claims
Involve all associates in your safety efforts
23. Claims
Medical Only Claims:
Usually a minor injury
Claims with seven or fewer days of disability usually results in a
small reserve for a limited period of time
Lost Time Claims:
Claims with eight or more calendar days of disability
Reserves can occur in lost-time claims
Occupational Disease Claims:
Claims where an employee contracts a disease in the course of
employment.
These claims often develop over time
24. Cost Control Tools
Safety
Accident Investigation
Communication
Salary / Wage Continuation
Deductible
Vocational Rehabilitation
Transitional Work
Lump Sum Settlements
Handicap Reimbursement
Subrogation
BWC/Employer
Sponsored IME
Surveillance
Work with Third Party
Administrator (TPA) /
Managed Care
Organization (MCO)
25. Accident Investigation
Communicate with your CareWorks Consultants
claims examiner as soon as the injury occurs
Report to the MCO
Thoroughly investigate the circumstances of the
incident / accident
Document evidence in writing
Utilize accident report and photographs
Obtain witness statements
Utilize classes at BWC Training Centers
Important for PREVENTION…and hearings
26. Salary Continuation
Should be considered for any claim if eight or
more calendar days of work will be missed, even if
claim is not certified by employer
CareWorks Consultants can provide the employer
with a premium impact study to help make a
decision on whether salary continuation should
occur
27. Transitional Work
Reduces cost of hiring and training replacements
Helps prevent injured worker’s adjustment to disability
lifestyle
No break or loss in income
Gradually returns employee to full duty work
Lower costs contribute to reduced premiums
Works in conjunction with salary continuation
Consists of short term and temporary tasks
28. Vocational Rehabilitation
Surplus charge for most services
Return-to-work focused
Closely monitored, individualized programs
Case management professional assigned to each case.
Participation is voluntary…but make it an interesting and
positive experience.
29. Lump Sum Settlements
CareWorks Consultants helps identify claims appropriate
for Lump Sum Settlements (LSS) and determine settlement
amount.
Employer directs CareWorks Consultants to offer
settlement.
Employer, injured worker and BWC must agree to LSS.
BWC pays settlement.
Settlement will eliminate the reserve portion of the claim
and prevent future payments.
Claim will remain in employer’s experience for four years.
30. Handicap Reimbursement
Epilepsy
Diabetes
Cardiac Disease
Arthritis
Loss of sight
Poliomyelitis
Cerebral palsy
Multiple sclerosis
Parkinson’s disease
Cerebral vascular accident
Tuberculosis
Silicosis
Psychoneurotic disability
Hemophilia
Amputation foot, leg, arm or hand
Chronic osteomyelitis
Ankylosis of joints
Hyperinsulinism
Muscular dystrophy
Arteriosclerosis
Thrombophlebitis
Varicose veins
Cardiovascular & pulmonary disease
(firefighters)
Coal miner’s pneumoconiosis
Completion of Industrial Commission or
similar rebab program
Service related disability
31. Subrogation - A type of third party recovery
Motor vehicle accident
Medical malpractice
Exposure to toxins
Machinery malfunctions
Animal bites
BWC generally pursues
32. Independent Medical Exams (IME)
BWC Independent Medical Examination - used to determine
whether the injured worker is capable of returning to his/her
former position of employment, or if the allowed conditions
have become permanent.
Employer-sponsored IME / IMR (Independent Medical
Review) - used to provide medical evidence in support of an
employer’s objection to the claim allowance or
compensation.
Fee for this exam/file review is paid by the employer.
33. Surveillance
Employer hires a private investigator if red flags exist
that may point to fraudulent activity.
Employer contracts directly with the investigator.
If fraud is identified, it can be reported by calling BWC at
1-800-OHIOBWC or logging on to www.ohiobwc.gov
BWC generally does not allow a TPA to report fraud - it
must be reported by the employer.
34. Summary
Contact CareWorks Consultants and your MCO
immediately when an accident occurs
Thoroughly investigate the accident
Document evidence in writing
Understand how a claim impacts your rates
Consider salary continuation on all lost-time claims
Offer transitional work when worker is on restrictions
Lump sum settlements / Handicap reimbursements
Subrogation
35. BWC Prospective Premium Payment Transition
The Ohio Bureau of Workers’ Compensation (BWC) is
transitioning to a prospective billing system.
According to BWC, this change aligns them with
standard industry practices.
Employers will see an overall base rate reduction of 2% as a
result of this change.
The transition becomes effective July 1, 2015, for private
employers, and January 1, 2016, for public employers.
36. How it Will Work
Earlier opportunities to sign up for incentive programs
Beginning in the fall of 2014, employers looking to
participate in programs such as group rating,
group-retrospective rating or other rating plans will
have the opportunity to make those selections sooner.
A one-time credit in July 2015
Employer will receive a one-time premium credit, as BWC will
cover their August premium payment (covering the January to
June 2015 premium) as well as the first two months of 2015
policy year (July and August) prospective premium.
37. How it Will Work (continued)
A new payment schedule
Employers will receive their invoice in June 2015 and begin paying
premiums before July 1, 2015. While that is earlier than before, all
employers will be able to make quarterly or semi-annual payments,
and some employers will be able to pay up to as many as
12 installments.
A true-up process
Because BWC is providing workers’ compensation insurance
coverage based on estimated payrolls, they will ask businesses to
report or “true-up” their actual payroll for the prior policy year. This
begins in August 2016.
38. What to Expect
Industry TPAs will be contacting employers to inform them of the
changes. Be prepared to receive information from multiple TPAs.
It is important for employers to make sure they do not
have a lapse in their workers’ compensation coverage.
Be sure you are current on all BWC payments.
June 2014 - BWC will mail letter to employers announcing
change in alternative rating plan sign-up deadlines.
October 2014 - BWC will mail letters to employers to
explain the upcoming premium payment changes and
remind them about the new plan enrollment deadlines.
39. Timeline
August 31, 2014 - Payroll reports/premium due for
1/1/14 - 6/30/14 period (as normal)
November 24, 2014 - Group rating program filing
deadline (tentative deadline for the 2015 policy year)
January 30, 2015 - Group retrospective rating program
filing deadline (tentative deadline for the 2015 policy
year)
40. Timeline (continued)
February 28, 2015 - Payroll reports/premium due for
7/1/14 - 12/31/14 period (final retrospective premium
payment)
May 2015 - BWC will mail Estimated Premium Notice for
2015 policy year
Note: If the employer does not agree with estimation of payroll,
BWC says they will be able to have it adjusted.
41. Timeline (continued)
June 2015 - BWC will mail payroll reports for 1/1/15 -
6/30/15 period. Employers will report payroll as normal,
but will not be required to pay premium for this period.
Payroll reports will be due as normal (8/31/15).
August 1, 2015 - BWC will mail first prospective premium
invoice to employers for 7/1/15 - 6/30/16 policy year.
First payment due 8/31/15, for the 2015 policy year only.
Note: In August 2015, employers will send in their payroll report for 1/1/15 -
6/30/15 period along with their first prospective payment for the 2015 policy
year.
42. Timeline (continued)
November 2015 - Group rating program filing
deadline (tentative deadline for the 2016 policy
year)
January 2016 - Group retrospective rating
program filing deadline (tentative deadline for the
2016 policy year)
45. Safety
Flow Chart
Role of the MCO
4 “R”’s
Transitional Work
46. Safety should always be in the forefront.
When there is a safety breakdown or the unforeseen occurs…injuries
happen.
47. Try to anticipate ANYTHING
that could happen in the
workplace.
If an injury does occur, have
a process in place to ensure
injured workers receive care
and claims are reported
immediately.
Work with your MCO, TPA
and BWC.
48.
49. Claim intake and reporting to BWC.
Ensure injured workers receive appropriate
medical care.
Authorize or deny medical treatments requested
by physicians.
Assist employers and injured workers with
successful return to work.
Payment of medical bills (excluding prescriptions).
The MCO is a neutral party to the claim.
Responsibilities of the MCO.
50. Ensure injured workers and employers are
aware of the latest progress in the claim.
Assist employer with the development of
programs to enhance their workers
compensation program (Transitional Work,
Injury Reporting Packets).
Assist employer with identifying local initial
treating providers.
Ensure medical documentation is transmitted to
BWC.
Responsibilities of the MCO
51. Early Reporting is crucial.
Early investigation is important.
Collect facts and documentation.
If You Have a Workplace Injury:
Early and effective medical management.
Early return to work management.
Lower claims costs.
Early Reporting Leads to:
52. Your Managed Care Organization (MCO)
can help establish good reporting
practices.
MCO can provide injury reporting packets
to assist with claims filing.
No one can help with a claim they don’t
know about.
Early Reporting Strategies
53. Claim scenario: WITH early reporting (Part I)
Date of Injury: 12-1-2011
Claim reported: 12-1-2011.
Employer, TPA and MCO discuss case. Determine if
the claim is compensable.
Facts reveal claim not legit, employer decides to reject
claim.
Claim goes to hearing and employer has claim denied
by IC.
No impact on employer’s EM or premiums.
54. Claim scenario: WITH early reporting (Part II)
Date of Injury: 12-1-2011
Claim reported: 12-1-2011.
Employer, TPA and MCO discuss case. Determine if the
claim is compensable.
Facts reveal claim IS compensable. Can we mitigate the
claims cost?
TPA advises employer to continue salary. MCO and TPA
discuss transition work options with employer.
Result: Compensable claim, but costs significantly
reduced due to early intervention.
56. Identifying an initial treating provider.
Communication.
Set expectations.
Introduce the provider to the workplace.
Employers have the right to recommend a
treatment facility to an injured worker.
Injured workers have right to select any
provider.
57. Keep in touch with the Injured Worker.
Contact your MCO/TPA/BWC claims
rep if you have claim updates.
No such thing as too much
information.
58. Communication is vital to
the success of your
program.
If you are in doubt about
anything, call your MCO
Account Executive.
Don’t “assume” anything.
Communication is Key.
59. Defining Transitional Work
How is it best used?
Transitional Work Best Practices
BWC’s Transitional WorkGrants
60. A work site program that provides an individualized
step in the recovery of an injured associate with job
restrictions resulting from the allowed conditions in
their claim.
A successful transitional work program provides
meaningful work which allows an injured worker to
increase strength and endurance while decreasing
restrictions.
Transitional work is not LIGHT DUTY!
Take advantage of BWC’s Transitional Work
Grants.
What is Transitional Work?
Return to Work
61. Aggressive return to work program that assists
employers in the temporary “job placement” of
injured workers with temporary restrictions that
cannot be accommodated onsite.
The goal of MDOS is to help facilitate a timely
and safe return to work while realizing cost
savings.
Employer Benefits
Employee Benefits
Non-profit Benefits
Modified Duty Off Site (MDOS)
62. MDOS program should have an established
positive outcome success rate.
Placements are made by an MDOS
coordinator and managed by a Vocational
Case Manager.
Programs are customized to each employer,
including policy and program
documentation.
MDOS (continued)
63. WITHOUT transitional work
Medical = $2,500
Compensation = $5,000
Reserve = $25,000
Total cost = $32,500
Why Transitional Work?
64. WITH transitional work
Medical = $1,500 (vs. $2,500)
Compensation = $0 (vs. 5,000)
Reserve = $25,000*
Total cost = $26,500
*In general, utilizing transitional work can
reduce the overall reserve in the claim
Why Transitional Work?
65. Call your MCO and TPA immediately.
You’re going to pay them, or you’re going
to pay them – it’s a matter of which pot it
will come from.
Consider paying salary continuation (after
first discussing with TPA).
Injured worker must not miss regular pay cycle.
Injured worker should receive regular pay.
What to do if a Claim is Going to be Lost
Time.
66. An employer should
never feel like they
are alligator food.
Your MCO can help
you avoid the
workers
compensation “pit.”
67. Thank you
Derek Stern
Director of Customer Relations
(734) 944-2193 direct
(888) 627-7586 ext. 3554 toll free
derek.stern@careworks.com
www.careworksmco.com
69. National study on HR Practices and Employee
Turnover in the Restaurant Industry Jan. 15, 2014
Rockefeller & Ford Foundational Funding
Studies show 1 of 2 fast food workers turnover each
year; 40% turnover rate for “moderately priced”
restaurants; lower rates for “fine dining”, but higher per-
employee turnover costs
70. Turnover costs -- $18,200/annual for 30
employees or less; $182,000 for 10 restaurant
chain; $1.8 million for 100 restaurant chain
Most important HR practices that significantly
reduce turnover and lengthen job tenure
high relative wages
job security
longer work hours
more discretion at work
policies for promotion from within
71. Less than 20% of restaurant employers offer any level
of paid sick time or paid time off; only 33% offer
vacations or subsidized health insurance even “fine
dining” is low. 30% offer paid leave or PTO; 5% offer
paid vacations or subsidized health insurance.
Employee discretion is low in all restaurant
establishment. Only 5% allow front-of-house
employee discretion in their communications with
customers without consulting managers; or in problem
solving.
72. Annual pay for fast food employers:$13,257
($255/52 weeks); $18,720 (back-of-house / BOH)
and $24,123 (front-of-house / FOH) for
“moderately priced restaurants”; $20,902 (BOH)
and $34,990 (FOH) for fine dining.
Restaurant industry traditionally offers few
employee benefits e.g. paid sick leave; paid time
off; paid vacation; subsidized health insurance
because: part-time; seasonal; student; immigrant
workers
73. High turnover is costly; Raises curb of
selecting, recruiting and training
replacements
New employees are less proficient until they catch up
on the learning curve (less knowledgeable about
menu - no customer relations)
Disruption of operations - manager attention to other
areas is shifted.
How investment in HR reduces turnover
74. Hourly wages and job security are two
most important factors.
Hours available to work and discretion
exercise are other important facts.
75. PPE Survey
Identifying workplace violence risks – cases / door
markers / drop sales / windows
Disciplining for safety violations
HazComm Program
Lock Out / Tag out
Voluntary OSHA Log (300 and 300A)
www.osha.gov
76. Thank you!
Keith L. Pryatel, Esq.
kpryatel@kwwlaborlaw.com
Kastner Westman & Wilkins, LLC.
3480 W. Market Street, Suite 300
Akron, OH 44333
77.
78. Social Media Webinar Series sessions:
Every Tuesday at 2:00 p.m.
July 1st Foursquare, Urban Spoon and Yelp - Time for a little R & R
(Revenue and Reviews)
July 8th Instagram - Pics and Profits
July 15th Pinterest - Pin to Win
July 22nd Google + - Just Another Pretty Facebook?
July 29th Mobile apps - So Many Apps. So Little Time.
Other RES events
August 6th - "Is Franchising the Right Choice?" 2:00 p.m.
Go to www.ohiorestaurant.org/res NOW to register!
Heartland Payment Systems is the Lead
Sponsor of all RES events.
Editor's Notes
poll launch between slides 8 & 9 Poll Question: My workplace has a strong safety culture.
poll launch Poll Question: Do you know your Claims Examiner?
90% of the time, an injured worker will seek medical treatment where directed by the employer
TW is progressive in nature and provides meaningful work
If employer is in Group Retro, they cannot get 10% discount
BWC determines discount based on number of claims where they feel that the employer accommodated TW – seems subjective