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AHS Scorecard Update March 2013

AHS Scorecard Update March 2013. Prevention First; What Comes Next? Your next steps are crucial for your employee and your premiums. Paulette Handberg Workers’ Compensation Board - Alberta Alberta Health & Safety Conference October 22, 2013. Objective.

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AHS Scorecard Update March 2013

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  1. AHS Scorecard Update March 2013 Prevention First; What Comes Next? Your next steps are crucial for your employee and your premiums Paulette Handberg Workers’ Compensation Board - Alberta Alberta Health & Safety Conference October 22, 2013

  2. Objective To understand how the initial decisions and actions that take place after a workplace injury impact an employee’s recovery and return to work and how in turn that can impact WCB premiums.

  3. Pricing Programs Experience Rating Plan (ER) • for small employers • for large employers Poor Performance Surcharge (PPS) • for large employers Partnerships in Injury Reduction (PIR) • for all employers Industry Custom Pricing

  4. ER: Small Employers Measures lost time claims over 5 of the past 6 years Employer’s can earn a 5% discount, be levied a 5% surcharge, or receive no adjustment Lost Time ClaimsRate Adjustment 05% discount 1-4no adjustment 5+ 5% surcharge

  5. ER: Large Employers Compares individual employers’ experience rated costs to rate group average. Measures first 3 of the past 4 years Employers can earn up to a 40% discount or be levied up to a 40% surcharge

  6. 07 08 09 11 09 10 12 08 09 13 10 11 Experience year – rate year

  7. Your practices impact the premiums you pay • Injury prevention • Disability management • Early claim reporting • Modified work

  8. Did you know? Claims with no time loss from work and costs under $1000 will not affect your premiums.

  9. Which premium would you rather pay?

  10. Know how to manage your short term claims Keeping employees safely on the job after sprains, strains and other injuries will have a pay off for everyone. You will minimize the human aspect of the injury: Your employee will know that they are supported when they are injured You will minimize the impact on your premiums by minimizing any unnecessary wage loss costs You will develop a culture that supports better outcomes on more serious claims

  11. Why does this matter?

  12. Are you managing your short term claims? Employer Example Removed 25 claims under 10 days / year with medical costs under $1000 Savings increase significantly when the same disability management practices are applied to all claims

  13. When an Injury Occurs Injury response Knowing immediately that an occupational injury occurred means that you can begin the process of injury management and return to work, minimizing the impact on your employee and your WCB premiums.

  14. Does my immediate DM plan assure • An environment where employees know that they can immediately and safely report an accident and/or injury • Transportation for the employee to an appropriate medical facility • Provision of a medical package or use of an Occupational Injury Service (OIS) • Follow up with the employee on the day of accident or participation in the OIS process • A written offer of suitable modified work • The completion of an incident investigation and report • Timely reporting of the accident to the WCB

  15. Occupational Injury Service What is OIS? • A medical clinic that has been granted OIS status, by the WCB, staffed by physicians, nurses and other rehabilitation staff. It is a clinic specifically for people injured at work. • OIS is about getting the right care at the right time for the right results

  16. Benefits of OIS

  17. Employers who use OIS have • 30% more claims with modified work performed • 25% less days missed • lower health care related costs • lower wage replacement costs

  18. When OIS is not an option Have a medical package ready for the worker to take to their doctor Be prepared to pay for the additional medical reporting

  19. Medical Package A Medical Package should include: A letter to the doctor outlining your commitment to modified work and willingness to pay extra costs Modified Duties Task List Physical Demands Analysis for the worker’s regular duties Fitness for work form Offer of temporary modified work form These forms are all available on the WCB website in word format to customize

  20. Why use OIS or Pay for a Medical Package? The medical information you receive from an OIS visit or a medical package process will provide you the fitness to work information that you need to minimize the impact of the injury on your employee and your premiums.

  21. Don’t forget Your biggest opportunity to manage the impact of an occupational injury is on the date of accident. * Feeling supported after an injury is an important factor in timely recovery.

  22. What is most important after a workplace injury? The person in charge will: 1. Immediately and visibly take charge. 2. Realize they are setting the tone. 3. Expect the employee to recover while on the job. 4. Aim for a win-win. 5. Look for easy ways to adjust work temporarily. 6. If work caused the problem, do something about it. 7. Keep performance issues separate from the work place injury. 8. Stay in touch with an employee who is on modified duties or not working. Source Ohio Bureau of Compensation

  23. Modified work: Your Number 1 Tool A return to safe and suitable modified work is the product of a successful injury response program and is your number one tool to manage both the human and financial impact of an occupational injury.

  24. What is Suitable Modified Work? The following conditions must be met: • the work accommodates the worker’s compensable medical restrictions so the worker can perform the duties safely; • the work contributes to the worker’s physical and vocational rehabilitation by keeping the worker active and involved in the workplace; • the work promotes the gradual restoration to the worker’s pre-accident level of employment; • the work must be a meaningful and productive part of the employer’s operations; • the work does not create financial hardship for the worker.

  25. Types of Modified Work Modification of existing job Alternate duties Transitional work Training opportunity Any combination of the above

  26. Best Practice Modified Work Offer Your Modified Work Offer should: Be offered in writing Involve your employee - have them participate in and sign the offer Be provided to the WCB Continue until a fitness to return to regular duties is achieved!

  27. How Healthy is your Company’s Modified Work Culture? The way that you, your management team and your employees respond to the initial injury and to employees performing modified duties will be one of the most important factors in an employees recovery and return to work.

  28. Don’t forget You are in charge! This process is all occurring even before a WCB claim is registered. You are in the position to manage the claim on the date of accident so have a plan.

  29. Reporting Reporting to the WCB is required by legislation but also allows the WCB to become part of your disability management team when you and your employee need our support If in doubt REPORT!

  30. Incident Investigation Prevention is best! Always complete an accident investigation. Safe work environments and work practices eliminate the human and financial impacts caused by occupational injuries

  31. Essential Disability Management Practices • Provide a supportive environment for the injured worker? • Create an immediate awareness and action after an injury has occurred? • Assure that your worker is appropriately transported to the required medical facility? • Facilitate the receipt of detailed fitness to work information? • Result in an offer of modified work as soon as your worker is cleared for modified duties?

  32. Summary of key features • Employees should have a positive experience. • Employees need to understand the process • Where possible keep your employee involved with their regular job, schedule and co-workers. • Treat the whole person not just the injury • Ensure fairness and consistency in the program • Use a team to provide support (management, WCB, Physician/OIS, DM coordinator etc.) • Monitor progress regularly • Communicate results to leadership team

  33. What’s Next? What gets measured gets done! Demonstrate commitment to your employees by making disability management a priority. Set organizational goals and targets that facilitate positive outcomes after an occupational injury.

  34. It helps to Have a plan Do you want to: Achieve your lowest WCB Rate? Retain your employees? Develop an action plan to manage occupational injuries? We have the tools and guidance you will need! Our free employer seminars will introduce you to the concepts that are easy and effective to implement into your business. To register, go to http://www.wcb.ab.ca/employers/seminars.asp

  35. Thank you Questions? Paulette Handberg

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