This is just a quick reminder to all our clients and friends that as of December 1st, 2019 per Local Law 196 of 2017, Site Safety Training or SST, workers at job sites requiring a Construction Superintendent, Site Safety Coordinator or Site Safety Manager must have a total of 30 hours of safety training by December 1, 2019 and a total of 40 hours by September 2020. Supervisors must have 62 hours of training by December 1, 2019.
Further for General Contractors (G.C.’s), every site must post worker safety information posters as each job site they are running where safety is required. This was effective as of October 14th, 2019.
Per the NYC Department of Buildings (DOB), the signs must contain the following attributes.
Contain specific information about required worker safety training, including all site safety training deadlines and the number of required training hours, and the information must
Be in all languages used by workers to communicate at the construction site. In addition, the signs must
Be clearly visible to workers and must be posted at the construction site as follows:
Sites with construction fencing must post a sign at each egress point on the inside of the construction fencing, including vehicle delivery fence gates and existing loading docks.
Sites without construction fencing must post a sign at each egress point within the controlled access zone where construction is taking place and at each existing loading dock or location used for construction delivery or access.
To comply with the new requirements, the posted sign must:
be 44 inches wide and 30 inches high;
have letters at least 1 inch (25 mm) high;
have white letters on a blue background; and
be made of a durable and weatherproof material such as vinyl, plastic, or aluminum that is flame retardant.
The NYC DOB also was kind enough to build out templates in various languages for a diverse workforce population. If you wish to obtain a Site Safety Poster in a different language than English CLICK HERE.
Any questions we recommend so speak directly with Complete Safety Services, LLC Sinead O’Flaherty. CLICK HERE to contact Sinead.
Do you want the secret in understanding how the insurance marketplace prices your construction liability insurance policy renewals? This is an instructional piece to be shared with your staff members in charge of assisting in the design and purchase of your insurance program.
Throughout my 30 year career, I have found it especially advantageous to have a clear understanding of what the other side is trying to accomplish, and how they execute. Too often CFO’s and owners of businesses lead with how they “feel” about their company and how the insurance marketplace SHOULD price their account. Often their feelings are far from reality. Here is a primer so you know how to properly position your account, set expectations and beat your competition.
The Parameters Underwriters Use To Build Your Underwriting Risk Profile :
Every good insurance broker should be framing your company’s Risk Profile so you and they control the narrative. The Risk Profile is essentially the main underwriting package or submission the brokerage community makes on your behalf. The goal is to transfer as much risk as possible to the insurance marketplace for the lowest possible premiums. This creates the most value for you the end-user buyer. Too often insurance buyers don’t transfer nearly enough risk, simply jumping at the lower premiums incorrectly assuming the coverage they are getting is equal. THERE IS NOTHING MORE EXPENSIVE THAN A CHEAP INSURANCE POLICY!! PERIOD!
How Do You Make Your Money ?
What the insurance underwriter is trying to understand is what is your “craft” , how do you make your money. In construction, your business model coupled with your means and methods is a very big deal.
If your company does masonry work they need far more detail than simply “masonry”. Are you only doing flatwork, or do you work at heights? If you work at heights; how high to you go up? Whose your end-user client? Condo’s Co-op’s, parking garages, commercial warehouse, municipalities?
How you answer these questions helps both the broker placing the risk AND the underwriter who is deciding what coverage’s to give, what exclusions to put on the policy and how much premium to charge.
We suggest that you have a well thought out descriptive write up about your company in advance which helps build your “Risk Profile”. In the absence of this, you are leaving much to chance as this is not optimal for any stakeholders.
Where Do You Make Your Money ?
Your geographic footprint is very important. Insurance rates and claims experience is VERY local. The local laws really drive claims up or down contingent on the geographic region. Each locale has it’s own challenges and opportunities. Further, many insurance carriers restrict coverage in “hard market” locations where the challenges are acute like all of New York State due to the Labor Law and or “worse” New York City. If your operation is countrywide or international we need to know that too as this affects coverage design and pricing. It’s important you disclose this. Often the carrier wants to know what % of sales come from each geographic region.
QUICK TIP:The higher the Risk Profile, the more risk the insurance carrier takes on which usually means they will charge more premiums in exchange for that risk.
What Are Your Results ?
This is where the rubber meets the road. Our customers at Metropolitan Risk understand the price companies pay for their insurance premiums are a function of how well they prevent and manage their claims. We did a short little video called “What’s the Most Important Metric When Evaluating Your Future Liability Insurance Costs.” If you haven’t seen it in we highly recommend it.
Spoiler alert, it’s about what your loss pic is by line of insurance. Your Loss pic essentially determines how profitable your account has been to the insurance marketplace over the prior 5 years. It’s simple if the carriers lost money on your account, expect a price increase. If they made money on your account you should be fairly flat contingent on the overall market. If the carriers are making a lot of money on your account, you should do really well at renewal. Every company should have its companies most current loss pic at their fingertips at all times. This is a GREAT leading indicator. Your actual insurance renewal is a lagging indicator.
How Many Times Have You Switched Carriers?
This is a simple concept. If your account is on the street every year and your bidding out the insurance annually the underwriters know this. In most markets, there are only a few insurance carriers that have an appetite for your risk profile. Like clockwork, the submission comes in, usually from different brokers. Most insurance carrier underwriter hate this. They see it for what it is. A short term situation whereby they are renting your account for a year or 2 and then you’re off to the next dance partner. After a few submissions like this, the underwriters cease to give your file the consideration it deserves. At Metropolitan Risk we believe this really hurts the company who does this. The brokers don’t care as it’s not their story or reputation.
QUICK TIP:You should not put your account on the street every year. Once every 3 to 4 years is best practice unless you have coverage concerns or problematic exclusions that are jamming you up.
Best Practice Additions :
Here is where most other brokerage’s stop. At Metropolitan Risk we believe these next few additions make a HUGE difference. We have the testimonials to prove it.
A) Company Org Chart :
If your properly staffed with safety personal, in-house legal counsel, HR Admins, Project Managers & Coordinators we encourage you to highlight this. If you’re staffed properly this is a strength of your organization. We believe there is a direct correlation to being properly staffed forward and you lagging claims results. Companies that are staffed thinly tend to have far higher losses.
B) What About Your Company Is Unique?
What are you doing as a company that’s different, unique, special, that sets you apart from your competition? Do you have a competitive advantage in your native market that makes you more competitive, increases your quality or your margins? Let’s talk about this. Those same qualities may help lower your risk profile too. We need to tell that story.
C) Got Claims? :
The carriers are going to see the losses on your claims history so there’s no hiding it. Instead lets’ talk about them. Why they happened and more importantly what changes you have made to make sure they don’t happen again. This is really important as we are asking the underwriter to discount the historical claims performance of the account. We need to give them something of substance here so they can go to management and argue for us as to why the past won’t be prologue.
D) Don’t Just Say; Show It!:
If you’re telling a good story above in B or C back it up. Show some physical evidence to the underwriter you are doing this. Too often both the brokers and the businesses they represent tell a good “story” but it’s a story of fiction at worse, a story of gross embellishment at best. Adding reports, minutes to meetings, something that adds credence that you are actually doing what you say your doing’ that is powerful!
E) Who’s Telling Your Story?
We probably should have lead with this. If you were smart enough to follow the entire submission blueprint above don’t forget the most important part. Have (1) broker submit your application to the marketplace. If your preference is to use two brokers that’s your preference however please be sure to control your story. Nothing is worse than when (1) underwriter gets 2 entirely different submissions from 2 different brokers. You only have (1) shot at a good first impression. We did a great short little video on this called HOLDING ON TO YOUR STORY.
A good underwriter is not going to take the time to figure out which submission is the “correct” one. Instead, both brokers and the company they represent lose all credibility and the underwriter moves on to the next file. The bottom line controls your story. The best way to do that has one broker represent you in the marketplace. IF you don’t trust they will get you the best price and coverage combination, then you have the wrong broker.
If you would like to see what a Best Practices Submission looks like speak with a Risk Advisor by calling (914) 357-8444 or CLICK HERE to Schedule a 5-minute call!
Every year, an estimated 800 deaths and 18,000 injuries cripple the workforce solely as a result of workers operating machinery.
Since the Industrial Revolution, the momentum behind increased production and productivity has come from one main source: machines. They have allowed for the advancement of business, but have also provided one of our current era’s biggest dangers. However, there are a few easy ways to combat these costly injuries. The main way to halt machine injuries is to install machine guards that protect workers from dangerous machines. Other solutions: detailed operating instructions on machinery, more in-depth training, and safe practice by superiors to show proper operating techniques.
Machine injuries are one of the top ten reasons for employee injuries every year.
Machines are prevalent in almost every sector and style of business, so they are not likely to disappear anytime soon. These guards and other techniques are crucial steps towards limiting one of the biggest detriments in the workplace. When determining which machines to upgrade, it is important to think about the probability and severity of potential injuries that could stem from the machine. In addition, any machine that even offers a potential for injury should be equipped with guards. Aside from wanting to keep employees safe, employee injuries also are very costly to a company. Taking the proper steps to ensure a safe workplace helps solve both of these issues.
Although more expensive, machine guards and an expanded training program should be a net positive investment in the long run. There is a larger up front expenditure, but more money will be saved in the long run as less employees are injured. Increased savings in medical bills, lawsuits, insurance premiums, and attorney’s fees should more than makeup for the initial payment for guards and training. With more and more companies buying into the idea of safer equipment and advanced training, it is highly likely that the majority of machine injuries dissipate and the workplace becomes much safer as a result.
For more information contact one of our Risk Advisors or call 914-357-8444
New York State (NYS) has once again increased its protections against workplace discrimination and harassment by updating and expanding its Anti-discrimination laws. Under a new law enacted on Aug. 12, 2019, certain provisions that were added by the state’s 2019 budget in 2018 are expanded so that they cover not only sexual harassment but also all other types of unlawful employment discrimination. New employee notice requirements apply as well.
The new law also makes all employers in the state (not just those with four or more employees) subject to all provisions of the NYS Human Rights Law (HRL) starting on Feb. 8, 2020. A variety of other changes will make it easier for individuals to hold employers liable for harassment and discrimination.
Action Steps For Employers
Employers in NYS should become familiar with the new law and begin providing written copies of their sexual harassment prevention policies and training program information in English and each of theiremployees’ primary languages. Employers should also monitor the NYS Department of Labor’s (DOL) website for model foreign-language notices.
Identifying Unlawful Workplace Harassment
The new law expands the NYS HRL’s current definition of unlawful workplace harassment effective Oct. 11, 2019. Specifically, harassment will be considered an unlawful discriminatory practice when it subjects an individual to inferior terms, conditions or privileges of employment because of the individual’s opposition to or participation in any proceeding involving unlawful workplace harassment or because of the individual’s membership in one or more of the following protected categories:
Age
Creed
National origin
Gender identity/expression
Sex
Predisposing genetic characteristics
Marital status
Race
Color
Sexual orientation
Military status
Disability
Familial status
Domestic violence victim status
Changes to Recently Added Provisions on Workplace Sexual Harassment
Topic
Effective
Law Changes
Written policy on sexual harassment prevention
Oct. 9, 2018
Employers must have a written sexual harassment prevention policy and distribute it to employees.
Aug. 12, 2019
Employers must provide the above policy in English and each employee’s primary language and both at hire and again every year when training is provided.
Training programs on sexual harassment prevention
Oct. 9, 2018
Employers must provide annual, interactive sexual harassment training to all employees.
Aug. 12, 2019
Employers must provide written copies of the training program information in both English and each employee’s primary language and both at hire and again every year.
Nonemployee claims
April 12, 2018
Nonemployees may fileworkplace sexual harassment claims against an employer.
Oct. 11, 2019
Nonemployees may file any type of unlawful workplace discriminationclaim against an employer.
Contractual arbitration requirements
July 11, 2018
Employers are prohibited from including mandatory arbitration requirements for sexual harassment claims within any written contract.
Oct. 11, 2019
The above prohibition applies for any type of unlawful workplace discrimination claim.
Nondisclosure conditions in claim settlements
July 11, 2018
Employers are prohibited from including nondisclosure conditions in any agreement to resolve a sexual harassment claim, unless the complainant prefers to include one.
Jan. 1, 2020
The above prohibition applies to agreements to resolve any type of unlawful workplace discriminationclaim. Also:
If a complainant prefers to include a nondisclosure condition, it must be written and provided in both English and the complainant’s primary language.
A nondisclosure condition is void if it restricts a complainant from participating in any local, state or federal agency investigation or from filing or disclosing facts necessary to receive public benefits.
Any agreement that prevents disclosure of facts related to a future discrimination claim must include notice that it does not prohibit the employee or applicant from speaking with law enforcement, the U.S. Equal Employment Opportunity Commission (EEOC), the NYS Department of Human Services (DHS), any local commission on human rights or an attorney.
For more information contact one of our Risk Advisors or call 914-357-8444.
Is your employee refusing medical injury treatment for a potential worker compensation claim? Based on the geographic location of your business, many state workers’ compensation statutes limit and mandate certain employer actions when a worker is injured. Depending on the state, there are specific timelines to follow and forms to complete. But what about when a worker injures themselves and refuses to accept treatment or file a claim? What are your responsibilities? While the exact legal answer depends on your situation and state laws, consider the following to limit your liability. Not sure click here.
When You Notice An Employee Injury
If you’ve notice that one of your employees has been injured, whether they have mentioned it or not, gently bring it up. Then, discuss the circumstances of the injury with the employee to determine whether the injury occurred when working. Many state workers’ compensation statutes obligate employers to report injuries as soon as they have knowledge of them. Delay in reporting the injury could result in a much larger claim & fines from the state. Completing the paperwork to report injuries is not an admission of your liability—on the contrary, it could protect you. This is where we see Employers are weakest, as they have no consistent systems in place. This could ultimately help them defend themselves in a workers compensation claim hearing.
In the Case of An Employee’s Refusal For Medical Treatment For A Potential Worker Compensation Claim
When discussing the injury with the employee, explain that reporting job-related injuries ensures injured workers to certain benefits. This is in action while recovering from the injury. This should have been in writing in your employee handbook as part of your policies and procedures. Further notifying your employees of their obligation to report timely. All potential workplace injuries should be part of your initial on-boarding process. If the employee refuses to file a claim for the injury, file the employer’s portion of the report with a statement of refusal to pursue a claim signed by the employee. It is crucial that you document this conversation to protect your organization from being penalized in the future. Typically we advocate separate reporting forms, one for the employee and one for the direct report supervisor. This serves a dual purpose of taking down details of the incident and as an accident investigation report.
Employees that do initially report injuries but then refuse treatment under the physician or facility that your organization furnishes should sign a similar form confirming this refusal. The employer also has a right to state to the employee that the only way they could be allowed back at work is if they passed a medical clearance test. This test determines their physical capacity to perform the work. Self-diagnosis by an employee is rarely a good idea.
Workers Compensation Benefits for Employees that Refuse Medical Treatment
State workers’ comp statutes vary, but in most cases, workers’ compensation benefits are suspended for employees that refuse to comply with any reasonable request for examination or refuse to accept medical service or physical rehabilitation which the employer elects to furnish. Benefits may not be payable for this period of refusal of treatment—check with your workers’ comp carrier.
What Employers Can Do When An Employee Refuses Medical Treatment For A Workers Compensation Claim
It is important that you prepare for an eventual employee’s refusal to submit a claim or refusal to accept treatment for a workplace injury. All employers should have a legal representative draft a form for refusal of treatment that complies with state requirements so it is immediately available when needed. Discuss with supervisors the importance of documenting and reporting all injuries, whether or not the worker chooses to report them.
Workers compensation insurance is obligatory in most states. Contact a Risk Advisor at Metropolitan Risk by CLICKING HERE or call (914) 357-8444 for more information.
When deciding on acquiring a contractor for a job, it is almost never a smooth, easy process. A contractor or specialized worker is sometimes necessary last minute. For that reason, it’s helpful to develop a plan for screening contractors and determining which one is best.
There are a few key steps to take in order to achieve the best results when acquiring a contractor.
The first, most important step, is to develop an approval process that either accepts or denies potential contractors. Only allow exceptions in very limited situations while documenting all thought processes on why the contractor should be used. Be sure to do this when it comes to making exceptions for contractors that aren’t initially accepted. Finally, it is important to gather data on what went right and wrong to further refine the approval process.
When struggling to find a contractor to fill a certain position, it is important to evaluate all choices and to have a system that selects the best available contractor.
An owner wouldn’t want an employee not doing their best work, so it doesn’t make sense to hire a contractor that isn’t best suited for the situation. Using a proper system will ease the task of finding a contractor, increase performance on the job, and boost the reputation of a company. Being diligent in the approval process is key.
Better contractor fits save a company time and money, whereas poor fits hurt the profit of a company. Poor fits can also potentially damage a company’s reputation. Successfully operating an approval plan also is a self-fulfilling prophecy. As more and more contractors are sorted, data is collected which further refines the plan, making it more effective. It’s a challenging process to come up with a solid approval plan but will be worthwhile in the long run.
For more information contact one of our Risk Advisors or call 914-357-8444
Proper storm preparedness can help your organization continue to operate if an incident occurs within your offices that require your employees to transition to remote work. A weather incident like Super Storm Sandy in 2011 taught us these tips on weather preparedness.
Transfer incoming business calls to an answering service ( located off the east coast preferably), or your cell phone voice mail. No power no calls. You could be down days! Not too late to set up a Google Voice Account that provides a text translation of every call.
Alert your team to back up their workspaces onto an offline platform like a USB-drive or removable hard drive. Email the team to ensure they’ve backed up any information they may need while the servers are offline. If you didn’t do that, call all hands on deck to save these files. Burn it to a CD.
Back up all Server Data to a portable device or even better to a service like Google Drive. Duplicate and move the data so you can plug and play when the power is back, or from a remote location.
Make sure employees can access their email remotely. Remind everyone to charge their cell phones Saturday. Shut them down until Monday to conserve battery as power may be out days. Have them buy car chargers so they can charge the cells from the car battery.
Unplug all computers, servers, and electronics to prevent circuit damage from power surges. There are a million ways the circuitry can get fried, unplug it to reduce the risk of losing your electronics to fried circuitry.
Remove electronics from the floor. Many organizations set desktop workstations on the floor to maximize desk space. If your employees are not working in the office, remove these electronics from the floor to prevent water damage if flooding occurs. Leaks, blown windows, and floods coming from all directions can be a problem. I don’t care where your office is, water is fluid and indiscriminate. Get it all off the floor, and put something over the top so leaks from above can’t hit it.
Have a list of employee contact information. Designated an employee or two (always good to have a back-up in case the first employee lacks cell phone service) as the designated contact. Cell service may be spotty, texting has a better shot of getting through. Create this list and distribute it to every employee. You might be working remotely for a long time.
Establish a chain of communication with employees. Keep them posted. Efficient communication is critical. Set up social media accounts, or email chains to ensure quick and easy communications.
Alert your clients of an alternative way to contact your staff, if conventional means of communications are down. Create a banner or landing page on your website to alert clients of how to reach you in the event that your office is closed. Create a landing page on your website that gives clients or customers an indication of how to reach you and what is happening with your business. Emergency contact numbers e.t.c. Communication is key!
Seal wind-exposed window seams with duct tape, remove sensitive items away from windows and off the floors. Take sensitive documents off the floor, and out from the bottom drawers, put them someplace safe.
For more information on storm preparedness for your business operations, contact a risk advisor at 914-357-8444.
Ordering a pizza, listening to music, getting a mortgage. All are examples of normal activities that have adapted with the emergence of computers. It is no wonder that insurance has also taken part in this advancement into the new era. However, this new, innovative idea that combines insurance with computers holds a name that the average person may find overwhelming and hard to understand: cyber insurance. On the surface, cyber insurance is very similar to most other insurance. Carriers take on your risk for a price in order to limit your losses in a case regarding cyberspace. However, since this is new, there are a lot of questions about coverage and how to purchase a plan.
Cyber Policies
Cyber attacks can cripple a company as so much of a business is done through computers these days. For that reason, it is imperative that companies become acquainted with cyber insurance, as it will cover against these devastating hits. Cyber insurance mitigates the risk involved with doing online business which allows for companies to take part in a new growth area while still being protected against the heightened risks involved with doing business online. It is also important to understand what each policy covers as there are some pretty complex rules that carriers follow when determining their exposure to certain events.
With a whole new category of insurance in place, it is important for businesses to understand what exactly is incorporated into their cost of insurance premiums, so they can take the resulting steps to reduce these costs as much as possible. A few factors that affect a cyber insurance premium are annual revenue, industry, and network security. So although cyber insurance will be an additional cost incurred for a company, there are ways to reduce this cost while still reaping the benefits of diminished risk surrounding cyberspace. Even with this additional cost, it still makes sense to take advantage of this new insurance. Hacking can disrupt business dramatically while causing costs to skyrockets and the company’s reputation to plummet.
FAQs
What needs to be covered?
It is important to understand what the biggest risk areas are. After determining the largest risk areas based on potential reputation damage, restoration costs, and reimbursement from regulatory fines, it would be logical to cover as much as possible starting with the largest risk areas.
What are the different types of cyber liability insurance?
Cyber liability insurance falls into two main categories: first-party and third-party. First-party insurance covers the holder’s direct losses from cyberattacks while third-party insurance covers companies that allowed a client network to experience a data breach. Some things that first-party insurance would cover include data theft, compensation for lost income, costs of notifying customers, and the cost of repairing a company’s reputation. An example of third-party coverage would be the following. A company made a website for another company and hacker took over the website. The creating company might receive legal fees and compensation for settlements or damages in court cases.
Exclusions of cyber incidents from coverage?
There are a few issues that most providers don’t include in coverage. Some of these include cyber issues resulting from failure to maintain a minimum level of cybersecurity, the careless mishandling of sensitive information, and malicious acts by employees. All of these examples should be avoidable through careful management and decision making.
In the case that it’s the company’s fault, do insurers still pay?
The short answer is that it depends on the situation and policy. Depending on what the coverage agreement is, insurers may still cover issues that are the company’s fault.
How long does a company have to report the breach?
Insurance companies like for companies to report the breach when practical. They understand it might take time as a company’s first priority may be to fix the problem. They also know they may need to provide clarity to all affected. However, the insurance company might become concerned if the issue is reported a long time after it is discovered as that might come off as fishy and affect the settlement deal.
Pricing of cyber insurance?
The main factor in pricing cyber insurance is the company’s annual revenue, as more revenue correlates to higher risk exposure. In addition to revenue, insurance companies also look at industry type. It is important how much network security there is in order to price insurance premiums.
For more information book time with Risk Advisorsor call 914-357-8444
A return to work (RTW) program allows employees to come back to a job while they are still injured. These employees aregiven a light or modified work instead of not working while they are injured. This workers’ comp cost control tactic has one of the best ROIs because it benefits the company as well as the employee.
Workers’ compensation costs can be expensive. Having a RTW program is a cost-effective way of returning employees to work sooner. Returning these employees to work allows for workers’ comp claims to close sooner. Closed workers’ comp claims help to lower experience modification numbers. Experience Modification Numbers directly affect insurance premium rates.
Benefits of a Return to Work Program
A return to work program benefits more than just the line employees. When implemented properly, a return to work program benefits the entire organization.
Employer benefits of a Return To Work Program:
A Return to Work Program opens the door to more insurance markets. Some insurers will not quote on accounts that do not have modified duty/light duty programs in place
Return to Work programs can significantly cut workers comp costs.
Alert employees that the organization will not tolerate malingering.
Reduce indirect injury costs, such as overtime, temporary workers, and production decreases
Boosts employee morale
Employers must provide meaningful work to employees to avoid incurring employment liability and potential class action litigation. This is in compliance with the Americans with Disabilities Act of 2008.
Employee benefits of a Return To Work Program:
Employees spend less time on short term disability
Employees recognize that their employer values them both as employees and as people.
Help employees avoid post-injury depression
Improved employee’s economic outlook
Employees retain valuable employment skills and remain a vital part of the workplace
Implementation of A Return To Work Program
Before implementing the RTW program, an evaluation of your company’s culture will determine the attitude towards workplace injuries and returning to work after the injury. Knowing your organization’s culture will determine how and when you implement a return to work program. A company culture that promotes employee wellness will have an easier time implementing a RTW program.
Having a strong RTW program culture is critical. To have a strong return to work culture, make sure everyone within your organization is on board. There can be problems with implementing a RTW program if the managers and the line employees do not agree. The program’s success is dependent on senior management (all the way up to the chief executive officer) embracing the return to work philosophy.
For example, if an employee is working in a particular division, they should be given light work within that division. However, if there is no light duty work available in that division, the organization should place the employee in a different division. This can only happen successfully with the support of senior management. When statistics demonstrate the shrinking costs when employees return to modified work, management’s support grows.
More Information
Organizations with strong safety records start each management meeting with a ‘safety’ meeting. At these meetings, they host a discussion of who is off of work and why. This conveys the message that returning employees to work with light duty work is supported and safety is paramount. As insurers withdraw from the excess workers’ compensation market, remaining insurers will tighten underwriting standards. A strong RTW program is one of the best defenses against rising workers’ comp costs.
