2016 NWCDC

Ideas Worth Stealing

For the 2016 Teddy Award winners, employees are a key part of the secret to their success.
By: | December 1, 2016 • 2 min read

Engaging employees to help prevent injuries, and to drive down claims costs and lost time was a common theme among the winners of the 2016 Theodore Roosevelt Workers’ Compensation and Disability Management Awards.

Representatives from three of the winning companies shared their strategies on Thursday morning during the “Steal these Ideas!” session at the 25th National Workers’ Compensation and Disability Conference® & Expo.

Hampton Roads Transit engaged its employees with a safety perception survey to better identify where to direct their efforts.

“Workers are advocating for themselves,” said Jennifer Massey, corporate director of safety, health and claims management, Harder Mechanical.

“We learned that employees did not feel that they could speak about safety issues,” said Danielle Hill, human resources compliance manager, Hampton Roads Transit.

HRT used the survey results to identify further strategies for improvement, and now conducts town hall meetings to keep the dialogue open.

Harder Mechanical Contractors engages employees in the return-to-work process immediately, clearly communicating the benefits of remaining at work during recovery.

Workers, in turn, talk to their treating physicians and insist that they not be taken off work.

“Workers are advocating for themselves,” said Jennifer Massey, corporate director of safety, health and claims management, Harder Mechanical.

Excela Health markets its safety initiatives aggressively, engaging employees to police themselves and each other.

Laurie English, senior vice president and chief human resource officer, Excela Health, said it’s not uncommon for an employee say to another, “You better not let the safety department see you – you have the wrong shoes on!”

The panel was moderated by Roberto Ceniceros, senior editor at Risk & Insurance® and chairman of NWCDC, and John Santulli, executive vice president of PMA Cos., the sponsor of this year’s Teddy Awards.

Congratulations to all of the winners of the 2016 Teddy Awards.

Michelle Kerr is associate editor of Risk & Insurance. She can be reached at [email protected]

More from Risk & Insurance

More from Risk & Insurance

4 Companies That Rocked It by Treating Injured Workers as Equals; Not Adversaries

The 2018 Teddy Award winners built their programs around people, not claims, and offer proof that a worker-centric approach is a smarter way to operate.
By: | October 30, 2018 • 3 min read

Across the workers’ compensation industry, the concept of a worker advocacy model has been around for a while, but has only seen notable adoption in recent years.

Even among those not adopting a formal advocacy approach, mindsets are shifting. Formerly claims-centric programs are becoming worker-centric and it’s a win all around: better outcomes; greater productivity; safer, healthier employees and a stronger bottom line.

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That’s what you’ll see in this month’s issue of Risk & Insurance® when you read the profiles of the four recipients of the 2018 Theodore Roosevelt Workers’ Compensation and Disability Management Award, sponsored by PMA Companies. These four programs put workers front and center in everything they do.

“We were focused on building up a program with an eye on our partner experience. Cost was at the bottom of the list. Doing a better job by our partners was at the top,” said Steve Legg, director of risk management for Starbucks.

Starbucks put claims reporting in the hands of its partners, an exemplary act of trust. The coffee company also put itself in workers’ shoes to identify and remove points of friction.

That led to a call center run by Starbucks’ TPA and a dedicated telephonic case management team so that partners can speak to a live person without the frustration of ‘phone tag’ and unanswered questions.

“We were focused on building up a program with an eye on our partner experience. Cost was at the bottom of the list. Doing a better job by our partners was at the top.” — Steve Legg, director of risk management, Starbucks

Starbucks also implemented direct deposit for lost-time pay, eliminating stressful wait times for injured partners, and allowing them to focus on healing.

For Starbucks, as for all of the 2018 Teddy Award winners, the approach is netting measurable results. With higher partner satisfaction, it has seen a 50 percent decrease in litigation.

Teddy winner Main Line Health (MLH) adopted worker advocacy in a way that goes far beyond claims.

Employees who identify and report safety hazards can take credit for their actions by sending out a formal “Employee Safety Message” to nearly 11,000 mailboxes across the organization.

“The recognition is pretty cool,” said Steve Besack, system director, claims management and workers’ compensation for the health system.

MLH also takes a non-adversarial approach to workers with repeat injuries, seeing them as a resource for identifying areas of improvement.

“When you look at ‘repeat offenders’ in an unconventional way, they’re a great asset to the program, not a liability,” said Mike Miller, manager, workers’ compensation and employee safety for MLH.

Teddy winner Monmouth County, N.J. utilizes high-tech motion capture technology to reduce the chance of placing new hires in jobs that are likely to hurt them.

Monmouth County also adopted numerous wellness initiatives that help workers manage their weight and improve their wellbeing overall.

“You should see the looks on their faces when their cholesterol is down, they’ve lost weight and their blood sugar is better. We’ve had people lose 30 and 40 pounds,” said William McGuane, the county’s manager of benefits and workers’ compensation.

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Do these sound like minor program elements? The math says otherwise: Claims severity has plunged from $5.5 million in 2009 to $1.3 million in 2017.

At the University of Pennsylvania, putting workers first means getting out from behind the desk and finding out what each one of them is tasked with, day in, day out — and looking for ways to make each of those tasks safer.

Regular observations across the sprawling campus have resulted in a phenomenal number of process and equipment changes that seem simple on their own, but in combination have created a substantially safer, healthier campus and improved employee morale.

UPenn’s workers’ comp costs, in the seven-digit figures in 2009, have been virtually cut in half.

Risk & Insurance® is proud to honor the work of these four organizations. We hope their stories inspire other organizations to be true partners with the employees they depend on. &

Michelle Kerr is associate editor of Risk & Insurance. She can be reached at [email protected]