Category Archives: HR Challenges

Claims Management, Construction Practice Group Content, Food & Beverage Practice Group Content, HR Challenges, Human Services Practice Group Content, Risk Management, Transportation Practice Group Content, Workers Compensation Insurance

Using Light Duty Jobs to Lower Your Workers Comp Costs

Okay, you’re a business. You have employees that get injured, creating workers comp claims, and then driving up your premiums. More money spent. Unfortunately, some of these workers comp claims are unavoidable as there is no way to escape employee injuries all together. However, there IS a way to REDUCE this increase in your premium payments. How?

Implement Light Duty Work!

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Construction Practice Group Content, Food & Beverage Practice Group Content, HR Challenges, Human Services Practice Group Content, Loss Control, Risk Management, Transportation Practice Group Content, Workers Compensation Insurance

3 Step Solution For Employees With Frequent Workplace Injuries

 

We see many common trends working with companies over the years that suffer high costs due to workplace injuries. One common thread is that in many of these companies you will see employees who have suffered multiple workplace accidents. At Metropolitan Risk we like to be proactive in our default response, assuming that these repeated incidents were not coincidence and that the aforementioned employee needs some special attention. By assuming the worst, which is that the employee needs additional training or counseling, you lower the probability of a future incident.

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HR Challenges, Loss Control, Risk Management

Marketing To Your Employees is Also Important

The poster below is a tangible example of how we should be strategically marketing to our own employees. We as fellow business owners and executives spend so much blood and treasure marketing to potential customers, however so little time messaging to our own people.  We scratch our head as to why we have unhappy customers, injured employees, turnover, and loss of market share. It was astutely stated that employees don’t leave companies, they leave leaders!

Communicate ideas like working safe, customer service, and your own organizational values ; do it  consistently to your employees.   These are not simply ideas and wishes but can be a very powerful competitive advantage as we all try to differentiate ourselves in our own native marketplace struggling for better outcomes.

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Construction Practice Group Content, Food & Beverage Practice Group Content, HR Challenges, Human Services Practice Group Content, Risk Management, Transportation Practice Group Content

New I-9 Form Required – Do’s & Don’ts

Employers must begin using the new I-9 by May 7, 2013! Key revisions to the I-9 include additional data fields, more detailed instructions, and edits to the layout of the form which is now two pages.

The requirement to use the updated I-9 provides employers with an opportunity to review their practices for completing and retaining the form. The following are some do’s and don’ts for completing and retaining the I-9 form:

  • DO Use the most recent version of the form
  • DON’T Complete an I-9 for independent contractors
  • DO Complete Section 1by the end of the employee’s first day
  • DON’T Mandate Voluntary Data Elements
  • DO Complete Section 2 within 3 business days
  • DON’T Specify Documents topresent
  • DO Review the documents with the employee present
  • DON’T Accept copied or expired documents
  • DO Stay consistent with photocopies
  • DON’T Complete Spanish version (unless in Puerto Rico)
  • DO Keep the form on file for the minimum period
  • DON’T Forget the I-9 is always required
  • DO Re-verify when necessary
  • DO Maintain a separate I-9 file

If you want further details on any of these do’s & dont’s, or just have a general question, contact us and we’ll shoot you more information.