Tag Archives: health and safety

Health and safety are the first and foremost priority of employers when dealing with their employees

Employers Practice Liability Insurance, General Liability Insurance, Human Services Practice Group Content, Line of Insurance, Loss Control, Transportation Practice Group Content

Adult Day Care Considerations for Your Business

Running an adult daycare seems to be one of the harder gigs. Between keeping employees in check and fully trained and clients safe, it is a hard organization to manage. Our adult daycare inspection considerations list should help you keep insurance claims and deductions down. One less thing to worry about!

Insurance Considerations when Choosing which Adult Daycare Services to Provide

 

When running an adult daycare, you must understand that there are multiple types of insurance to cover you, your employees, your property, and your business. Some that you should consider when deciding on setting up your daycare center are:

  • Professional Liability – Covers your business from the negligence of employees and other defense/legal costs
  • General Liability – Liability for any incident that occurs within your business (slip & fall hazards or a loose handrail)
  • Auto Liability – For your workers who may transport clients/services to and from other locations
  • Abuse and Molestation Coverage – If the worker physically, sexually, mentally, or emotionally abuses a client

 

Adult Daycare: Safety Inspection Checklist 

Adult Daycares are meant to help adults who cannot supervise themselves during the day & may need help with basic care functions. This naturally means that these workers are constantly focusing on keeping patients/clients safe. Worker’s may overlook small issues, like a cracked sidewalk or an unsteady handrailing as their main focus is on the client, not their surroundings. A Supervisor should focus on making sure safety is a priority for employees & that the surrounding areas also well maintained & safe.

Here are just a few things you might want to keep constantly asking/monitoring:

  • Is the loading/unloading area clearly marked?
  • Are there any potholes in the parking lot?
  • Are there cracks in the pavement that needs to be repaired?
  • Do you have wheelchair-accessible ramps & handrails leading up to the main entrance clearly marked?
  • Are these ramps and handrails in good condition?
  • Are the emergency exits clearly marked and free of obstructions?

Safety Tips for Your Adult Daycare Center

 

While having a safety inspection checklist is definitely important, having certain safety parameters in play is just as necessary. This includes, but is not limited to:

  • Rigorous, continuous safety training – your employees are dealing with real-life adults that can be unable to perform simple functions without supervision. This means your employees need training to the max. Rigorous training with in-depth expert advice is important. What is also important is that this training never stops and is not just a 3-day course. It is a continuous learning process.
  • Safety Guideline/Handbook – Having a written word on the safety parameters and rules already gives the employees a better idea of how to handle their clients.
  • Mechanical Lifts & Safe Patient Handling
  • Handrails on stairways
  • Handicapped Bathrooms
  • Proper Lighting
  • Large, spacious areas
  • Medical supplies ready for immediate use

 

Adult Day Care Transportation Considerations 

When running an adult daycare, you need to think about how the adults in need of assistance will come to the daycare facility. If their caretakers at home do not have the time or resources to drive them there and back or make trips to various other locations to aid the adult, this is where your daycare service can flex its muscles. Having a transportation wing of your facility will make your daycare more profitable immediately. Offering the transportation of clients from home to daycare and back is the most important, but you can also offer trips to the grocery store, hospital, and sources of entertainment.

 

Before setting any of this up, you might want to think about the potential risks of implementing this transportation system. Who will be driving? Will they be using their own vehicle or a vehicle provided by your organization? Are they a good and safe driver? Do they need a specific type of license to drive an organization owned fleet vehicle? Will their actions cost me thousands of dollars? We suggest following these tips to make sure you have the necessary guidelines set to open up your transportation service.

 

Have a Motor Vehicle Record open for every single driver. Essentially, a MVR is a small summary of the driver’s previous record and any information pertaining to tickets they may have received. This report includes driver’s license info, date of birth, previous driving history, violations, etc.

 

Obtain comprehensive automobile insurance with medical, property, and liability damage included. That means if you/your driver is liable for an accident, you are protected and covered. If your car receives damages or is stolen (your property), you are covered. And if there is a medical injury due to a crash, you are also covered.

 

Contracting a professional driving company may be worthwhile for your company’s success. If you are unsure of your workers serving as part or full-time drivers, hiring professionals is worth it. They are experienced and bring less risk into the equation. Spending more on their services may cost you less in the long-run.

 

Conclusion

To conclude, running a daycare for adults is not easy. There are a lot of risks and potential costs to consider. But taking our adult daycare inspections tips into consideration will help your organization to succeed.

 

Still, need help? Still, have questions? Contact a risk advisor today at 914-357-8444. Or, visit our website here.

 

HR Challenges, Risk Management

Returning To The Office During COVID-19

Returning to the office has proven to be challenging for employers. Organizations of all sizes are struggling to determine which employee health screenings they can execute without infringing on their employees’ rights. From scheduled questionnaires to employee temperature checks, employers are working hard to adapt to this new normal.

Employee health screenings need to be voluntary. Hourly employees should be considered on the clock if they are waiting in line for testing and while the test is being administered. If an employee is sent home because they are ill they should be paid for the time out of work, if possible. If the employee refuses to take the test or respond to the survey, it is within your rights as an employer to send them home without pay. 


Temperature Checks

Before COVID-19, temperature checks were considered to be a part of a medical exam. Employers need to follow the following rules to ensure that employee health screenings are minimally invasive and confidential. 

Health screenings are voluntary but a necessary way for employers to best protect the entire workforce. Reassure your employees that these screenings are completely private and confidential.  If your business does not have an on-site nurse, determine which employee will be responsible for taking the other employees’ temperatures. 

Employees should be considered on the clock while waiting in line for and while the test is being administered. If an employee is sent home ill they should be paid for the time out of work if possible. If the employee refuses to take the test, it is within your rights as an employer to send them home without pay. 

Additional Safety Measures 

Cloth-Face Masks 

Cloth Face masks are not appropriate substitutes for workers who must wear N94 respiratory masks or medical/surgical face masks. A cloth face mask should cover the nose and mouth to contain the wearer’s potentially infectious respiratory droplets. Cloth face masks will not protect the wearer from airborne transmissible infectious agents due to their lack of seal or inadequate filtration.  (Click here to view the CDC Recommendations for Masks and Cloth Face Coverings) 

Provide employees with guidelines of when they can and cannot take off their masks. For example, some office employees may not be required to wear their mask at their desks, but do need to wear them in common areas while food service employees  may be required to wear their masks their entire shifts. Make sure to express these guidelines and requirements to your employees. Address any concerns they may have regarding the new policy. Post these new guidelines and rules throughout the business in places where employees can see them. 

 

Keeping a minimum 6-ft distance between workers

Employees should keep a minimum of 6 ft away (two arms lengths away) from each other. Workspaces should allow employees to sit a comfortable distance away from other employees. If needed, consider rearranging the workspace and adding additional protective barriers for employees. Businesses considering to reopen should consult the “Reopening the workplace during a pandemic” decision chart released by the CDC. 

 

Keep Common Areas and Surfaces Clean 

While returning to your office space, be aware of how often you’re cleaning. You might be questioning if you’re cleaning enough. Wiping down shared areas multiple times a day with the proper cleaning products is one way to help prevent the spread of the coronavirus. 

  • Clean AND disinfect frequently touched surfaces daily. This includes common areas, tables, doorknobs, light switches, countertops, handles, desks, phones, keyboards, toilets, faucets, and sinks.
  • If these surfaces appear to be dirty, wash them with soap and water before using chemical disinfectants. The EPA released this list of common household disinfectants that will help prevent the spread of COVID-19 

 

Still want more info on how to carefully reopen your business in a Post-COVID19 world? Contact A Risk Advisor at 914-357-8444.

Other

National Safety Month 2020

June is National Safety Month. While safety should be at the forefront year-round, let us use this time to highlight workplace safety. Effective risk management strategies, which include claims management and timely claim reporting can help organizations mitigate losses, and also identify weaknesses in their own safety program.

NSC created National Safety Month to increase the awareness of workplace safety and to promote safety culture. It was organized by the National Safety Council and has occurred every June since 1996. This year the safety council are focusing on these topics as well as many others: 

  • Mental Health
  • Ergonomics
  • Building A Safety Culture
  • Driving 

Creating A Culture Focused on Safety

Does your organization have a safety committee?

Creating a safety committee is one of the many ways an organization control frequency and severity of workplace accidents. Taking a proactive approach by establishing a well-developed safety program promotes the idea that workplace safety is a top priority or the entire organization.

It is a collaborative effort, encouraging employees to participate in as well as implement an effective program. Giving employees a voice when it relates to their own well being can help facilitate better outcomes and ultimately lower costs for Workers’ compensation claims. We suggest reading this article on starting a safety committee for your organization for more information.

Fall Prevention

Falls are the #1 cause of fatalities in the construction industry. Additionally, falling objects contribute to a high incident rate. Every worker should be trained on the proper setup and safe use of fall protection equipment: this includes the use of ladders. Implementing a “Ladders Last” program is one way your organization can help protect employees from falling. A ladder’s last program is based on the idea of prevention versus protection.

 

To learn more about a” Ladder’s Last” safety program click this link. 

 

Ergonomics

Ergonomics is a great way to reduce the number of workers’ compensation claims due to overexertion.  Overexertion contributes to 35% of all work-related injuries and is also one of the largest contributors to workers’ comp costs.  Prevent overexertion by: regular exercise and should a doctor’s visit if an injury occurs.

Work with groups of employees to create an ergonomic training program that works for your organization. Employee participation is a great way to promote ergonomic safety. Stretches led by employees are one way to promote safety in the workplace. Ergonomics isn’t just for employees who move heavy objects. Sedentary employees may also benefit from these same practices.

 

Driver Safety 

How’s my driving? If your organization is relying on drivers for day-to-day operations, you are already aware of the risk of the situation. A focus on driver safety is one way to help keep costs down and protect your workforce. Identify your high-risk driver who is constantly racking up points on their driver’s license. Consider pulling them off the road or even enroll them in a driver safety course. Identify trends: is one employee always involved in rear-end collisions as if he was not paying attention? Has another driver been involved in more than 2 vehicle-damage accidents in the same year? Identify the trends and take action. Learn how to identify high-risk drivers and help correct their behavior. 

Additional Safety Resources From Metropolitan Risk

  • Incident Investigation Guide – Identifying the root cause of a workplace injury through thorough accident investigation allows the employer to take corrective action to prevent it from happening again. 
  • Download our infographic on the leading causes of workplace accidents.
  • Ladder Safety Program Guidelines – A ladder last program helps minimize fall risks at your organization. 

Still have questions? Still want more information? Cal 914-357-8444 to contact a risk advisor today. Also, click here for more information.

HR Challenges, Loss Control, Risk Management, Workers Compensation Insurance

The 4 Types Of Workplace Violence

Workplace Violence can be difficult to identify because it is more than homicides or physical assaults. This can be non-violent offenses like stalking, threatening words or other menacing contacts. Workplace Violence is defined as any physical assault, threatening behavior or verbal abuse that occurs in a work setting. 

These forms of non-physical and physical violence affect approximately 25 million people a year. When not properly addressed workplace violence can result in a major decline in employee morale, management efficiency, and productivity. There is a cost impact as well, like lost wages, higher benefit payments and greater usage of sick time. 

Workplace violence can be divided into 4 categories. However, most people affected by workplace violence are usually subjected to more than one category of workplace violence. 

In all of the four following types of workplace violence events, a human being or hazardous agent commits the assault:

Type I – Criminal Intent

The perpetrator has no legitimate business relationship to the workplace and usually enters the affected workplace to commit a robbery or other criminal act.

These incidents are normally between employees who have face to face contact and exchange money with the public, work late at night and into early mornings or work alone. While the perpetrator maybe pretends to be a customer of the establishment, the person has no legitimate business relationship to the workplace. 

Type II – Customer/Client/Patients

The perpetrator is either the recipient or the object of a service provided by the affected workplace or the victim. For example, the assailant is a current or former client, patient, customer, passenger, criminal suspect, inmate, or prisoner.


Type II events involve an assault by someone who is either the recipient or object of a service provided by the workplace or victim. These events involve assaults on public safety and correctional personnel, municipal bus or railway drivers, health care and social service providers, teachers, sales personnel, and other public or private service sector employees who provide professional, public safety, or administrative or business services to the public. 

Type III Worker/worker

The perpetrator has some employment-related involvement with the affected workplace. For example, an assault by a current or former employee, supervisor or manager.

Type III events generally involve threats of violence resulting in fatal or nonfatal injury to another worker. Commonly found in type III events are the individual may be seeking revenge for what is perceived to be unfair treatment by another coworker, a supervisor, or a manager.

Type IV Personal Relationship

The perpetrator has some employment-related involvement with the affected workplace but is not employed at the workplace. Rather, the agent is known to or has a personal relationship with, an employee.

Most Type IV events involve domestic or romantic disputes in which an employee is threatened in the workplace by an individual who has personal relationships outside of work.

Prevention

If there are one or more of the following factors present in the workplace, employers should consider the workplace to be at potential risk of violence:

  • Exchange of money.
  • Employees required to work alone at night and during early morning hours.
  • Availability of valued items, for example, money and jewelry.
  • Guarding of money or valuable property or possessions.
  • Employees perform public safety functions in the community.
  • Employees work with patients, clients, passengers, customers, or students known or suspected to have a history of violence.
  • Some employees have a history of assaults or have exhibited belligerent, intimidating, or threatening behavior to others.

Many workplaces are at risk for workplace violence, but certain workplaces are recognized to be at significantly greater risk than others. Therefore, every employer should perform an initial assessment to identify workplace security factors that have been shown to contribute to the risk of violence.

If you have any questions on what workplace violence is and how your organization may be at risk, contact a Risk Advisor by clicking here or by calling at 914-357-8444

Transportation Practice Group Content

Hours of Service Law Lifted Amid Coronavirus Panic

As of this past Friday (March 13, 2020), the hours-of-service law which mandates how many hours truck drivers can work will be suspended at a federal level for the first time in history.

Moreover, the Federal Motor Carrier Safety Administration‘s declaration provides for regulatory relief for commercial motor vehicle operations providing direct assistance supporting emergency relief efforts intended to meet immediate needs for:

  • Medical supplies and equipment related to the testing, diagnosis and also treatment of COVID-19.
  • Supplies and equipment including masks, gloves, hand sanitizer, soap and disinfectants. Any that are necessary for healthcare worker, patient and community safety, sanitation, and prevention of COVID-19 spread in communities.
  • Food for emergency restocking of stores.
  • Equipment, supplies and persons necessary for establishment and management of temporary housing and quarantine facilities related to COVID-19.
  • Persons designated by Federal, State or local authorities for transport for medical, isolation or quarantine purposes.
  • Personnel to provide medical or other emergency services.

With the hours-of-service law lifted, drivers must still receive 10 hours of off duty time if they are transporting property. They also need 8 hours of off duty time if they are transporting passengers.

If your organization still needs additional guidelines for maintaining your trucking company’s commercial insurance program, contact one of our Risk Advisors or call 914-357-8444.

 

For More Information on COVID-19 Click Here for Our Resource Guide

Other

5 Critical Tips On Avoiding a Very Expensive Education On Safety

Over a decade ago in May of 2008, a Crane collapsed in NYC that killed 2 construction workers. The Wall Street Journal and the New York Times both profiled the company owner Mr. James Lomma of NY Crane & Equipment Corp and the assistant district attorney, Eli Cherasky spoke on the matter saying “They were killed because a wealthy man was concerned about the bottom line and nothing else.”

We’re still talking about this accident today because of the effect it had on one construction business. Your safety policies may not be the strongest because you believe that this will not happen to your business. Like all risks, there is the possibility this could happen to you, but you have the opportunity to learn from someone else’s expensive mistake.

 

5 Critical Tips On Avoiding a Very Expensive Education On Safety:

  1.  Hire a site safety coordinator. Senior management and your new site safety coordinator need to have a concise safety plan that needs to be implemented company-wide. 
  2. Budget for committed resources for safety in every new project. Safety does pay a dividend although many don’t bother to understand or calculate it.  
  3. Offer a team bonus if your team achieves certain safety goals and enforce penalties for violations. You win as a team and you lose as a team while on a worksite.
  4. Start every project by reviewing your previous numbers and creating new safety goals based on past experiences. Learn from your past mistakes instead of making the same ones.
  5. Call in a professional. A professional may cost money, but an accident or claim could put you out of business.

 

If you understand the cost of loss, insurance claim or injury to your profit margins then it is much easier to commit a fraction of those management resources to safety. Its not just good business, it is the right thing to do for your community and your employees.

Are you ready to implement a plan but don’t know where to start? Request A 5 Minute Call with one of our Risk Advisors at no cost 1.914.357.8444

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

When An Employee Refuses Medical Injury Treatment For Potential Workers Compensation Claim

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.

Other

Local Law 196 Outlines Site Safety Training Requirements for NYC Construction Sites

New York City’s Department of Buildings released requirements for Site Safety Training.

For workers employed on projects with an active Site Safety Manager, Site Safety Coordinator, or Construction Superintendent, the following rules will be in effect as of March 1, 2021:

  • You are required to complete at least 40-62 hours of DOB-Approved Site Safety Training.
  • If you are a regular worker, you must complete 40-Hours of SST training.
  • If you are a supervisor, you must complete 62 hours of SST training.
  • All workers must obtain an SST card certifying they have completed their required training and carry the SST Card while working onsite at all times beginning March 1st, 2021.

Most sites deal with large scale construction (Click Here to see if your organization is one of the construction sites that still requires site safety training).

The city is asking that supervisors and workers begin training as soon as possible in order to increase the level of safety quickly as a part of the citywide initiative under Local Law 196. On the map, one can find information regarding each site and project. This is

part of a new initiative that aims to educate the public about construction projects in the city.

In any city, safety is important, but this tenant is magnified in a construction hub that is constantly undergoing work like New York City. This new law aims to make New York City safer for both employees and everyday citizens. This makes it safer by bringing up the level of understanding of safety protocol on the job. In addition, making this information available to the public helps citizens understand what is going on in their neighborhoods. Both aspects of the project aid in increasing the understanding of safety and construction in the area.

Some may wonder how it will impact them or the city. To start, there will likely be fewer injuries involving construction site mishaps due to the new training protocol. However, that effect may result in a few more subsequent outcomes. Businesses will benefit from this training as well since fewer injuries mean fewer payouts for claims and injuries. This decrease in injuries should also decrease a company’s insurance premium as there will be less risk taken on by businesses. In a progressive move for the city, everyone who lives in New York should see a positive outcome from this new law. 

For more information contact one of our Risk Advisors or call 914-357-8444

OSHA, Other, Risk Management

National “Safety Stand-Down” Week 2019

OSHA announced May 6-10th is “National Safety Stand-Down” week. Falls are the number 1 on the job cause of death for the construction industry.

Here is a list of resources & ideas for events and conversations to have with your employees during “National Safety Stand-Down” week:

  • Have a discussion about your Ladders Safety Program. If you do not have a ladder safety program in place, now is the time to start one. It is never too late to implement a job site safety program.
  • Download our infographic on the leading causes of workplace accidents.
  • Have a Tool-Talk, a 10-15 minute conversation about workplace and job site safety.
  • Looking for something fun? Play Spot the Hazard, courtesy of Stop Construction Falls
  • Review your near-misses with your supervisors, then have a conversation with the rest of your staff about ways you can improve your site safety.

Job site safety is only part of having a strong risk management solution. The other part is having tangible metrics to track your near misses and accidents. This way, you learn from past mistakes before they become a very expensive problem. If you’d like more information on job site safety or need help with risk management, contact one of our Risk Advisors today or call 914-357-8444.