Transforming Workers’ Comp

Lawrence Luna, director of risk management, Norwalk-La Mirada Unified School District

For public school districts, injuries amongst staff and employees can mean increased overtime for others, operational disruptions and valuable employees becoming disconnected from their workplace during recovery.

These pressures were all too familiar to Norwalk-La Mirada Unified School District. Injured employees frequently remained off work longer than medically necessary. As claims stayed open, costs climbed, productivity declined and departments absorbed the impact of staffing shortages.

When Lawrence Luna joined the District as its new risk management leader in March 2025, he inherited a program that needed a fundamental adjustment in how injured employees were supported throughout their recovery.

Recognizing the Need for a Culture Shift

Luna quickly identified that lasting improvement would require changing behaviors, expectations, and relationships throughout the organization. The District’s existing approach treated injured employees primarily through the lens of claims administration rather than as a strategic workforce priority.

Without clear, functional work restrictions from medical providers, the District struggled to identify appropriate transitional assignments. Without meaningful modified duty opportunities, employees remained disconnected from the workplace while recovering.

Building Partnerships and Expanding Opportunities

Luna worked to strengthen provider relationships and expand modified duty opportunities, using data to drive accountability. Rather than relying solely on traditional claims processes, Luna met directly with provider teams to understand their workflows.

Luna also expanded the District’s modified duty program and leveraged data to identify trends and barriers affecting return-to-work performance. Luna reinforced existing safety initiatives through regular safety meetings, site visits and ongoing engagement with leadership. Most importantly, Luna created a culture where everyone worked together toward a shared goal: helping employees recover and return to meaningful work as quickly and safely as possible.

Measurable Results in Less Than a Year

The District reduced claim frequency by 8% and claim severity by 11%, while the average number of days employees spent away from work fell by 65%. Average days away from work dropped to just 76 days in FY 2024/25 — the lowest level in the District’s five-year history and a significant improvement from 123 days the prior year.

Average claim costs fell by 34%, from $17,829 to $11,852, while more than 55% of claims were successfully closed within twelve months. Litigated claims declined to only 4.1% of all claims, helping contain costs and improve employee satisfaction.

The financial impact was equally significant. Increased utilization of modified duty assignments and faster claim resolution contributed to a 13% reduction in benefit payments. Those savings allowed the District to redirect resources toward its educational mission rather than avoidable claim costs.

Today, Norwalk-La Mirada Unified School District has a stronger return-to-work culture, more effective provider relationships and improved accountability. &

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