OSHA recently announced that the National Safety Stand-Down Week will take place September 14-18, 2020. This week is to recognize fall dangers, and, in general, work-site safety. Fall-related injuries continue to be the number one leader in deaths and injuries in the construction industry. Over ⅓ of workplace deaths in construction were due to falls in 2018. Here are a few ways to “celebrate” the tradition.
Discuss a “Ladders-Last” program. This program has exploded in the last few years regarding different types of ways to reach elevated surfaces rather than using traditional ladders.
Look over our fall injury infographic at the bottom of this article. It discusses fall injuries and safety in construction, as well as ladder statistics.
Discuss safety with each tool frequently used within the business.
Have a talk about general on-site work safety. This talk should be between employees, management, and site supervisors alike. Having everyone on the same page is important. Workplace efficiency and profit should not be a trade-off of proper work safety.
If you’d still 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.
Accident Intervention Plans are meant to reduce the risk of incidents occurring on the job more than once. If an employee is injured repeatedly on the job, then putting your plan in action may be long overdue.
The focus of an Accident Intervention Plan is two-fold. The first part of the program Program is to identify why accidents and incidents occur. Then determine what needs to done to prevent future accidents. The second part of the Program provides the means to discuss accidents and incidents. These discussions with all employees should include “Repeat Offenders” or Accident Risks. The Accident Intervention Plan provides an opportunity for repeat offenders to change or modify their behavior to potentially reduce the risk of another incident.
A plan should be in place before repeat accidents occur. This isn’t always the case because no one plans for repeat accidents to occur.
These plans need monitoring by the entire management staff. When a small group of employees are onboard with the plan, there is potential for failure. Moreover, your plan needs support from the entire organization.
Your employees’ safety is the responsibility of your entire organization. The first time an injury occurs, file a report and take steps to ensure the elimination of the cause of the incident. Your organization may have a few employees that are Repeat Offenders. These are employees that find themselves injured on the job multiple times.
Who are the “Repeat Offenders”?
Repetitively Tasked Employees
Employees who have a higher degree of potential risk associated with their jobs. A warehouse worker that repeatedly lifts heavy boxes.
Repeat Injury Employees
An injured body part that is still weak from the initial injury can lead to reinjury of the same area.
Referred Injury Employees
An injury that starts in one part of the body (like the foot), can lead to injury in other areas. A foot injury can cause a change in weight distribution that can lead to posture changes causing lower back and also spinal pain.
Random Injury Employees
There are no apparent patterns detectable in their accident repetition.
If you still need more information on accident/incident plans and other ways that a strong safety management plan can help your organization reduce commercial insurance premiums contact a Risk Advisor at 914-357-8444 orContact Us
Just like poor training or unwarranted spending, poor floor protection is a culprit that results in huge costs every year, no matter how unsuspecting it may seem. Every day, 25,000 slip, trip, or fall at work. This adds up to around $70 billion in claimed payouts every year. Luckily, there is a solution for bare floors or rubber mats that aren’t getting the job done.
The new Pig Grippy floor mat is a new product that is much more effective than preexisting options.
They are the first adhesive-backed floor mat that doesn’t come out of place and can be used for twelve weeks straight. These new mats also absorb water in a matter of minutes to eliminate slips. This is another perk over normal rubber mats that allow water to sit.
Many injuries occur every year as a result of slipping or tripping. It is very important to invest in a product that can mitigate these injuries. Anything that can be used to help limit these types of injuries should be implemented, creating a safer working environment. Pig Grippy mats are an extremely effective way to control falls and slips. With its non-slip coating and longer surface, Pig Grippy mats are the clear choice for all locations with potential injury possibilities.
Pig Grippy mats can reduce slip and fall claims by 90%. That equates to 22,500 less daily injuries and a yearly aggregate saving of $63 billion. It is clear to see how big of an impact these new mats can make. Imagine how much safer the workplace would be and how much more profitable a business could be by just implementing this small change. Not to mention, employee satisfaction would increase since they know their management is looking out for their best interest; this, in turn, would boost morale and efficiency. It is hard to believe, but one small product change can single-handedly decrease injuries, increase profits, and improve employee satisfaction.
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.
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.
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
Recently Liberty Mutual released their annual workplace safety index documents which included the “Top 10 Causes Of The Most Serious Workplace Injuries”. These injuries cause employees to miss 5 or more days from work or were fatal. Liberty Mutual ranks the injuries by the direct cost impact they cause employers. If you choose to download the full list, you can also get a more in-depth look at what injuries are most prevalent among each sub-industry. Some of these are construction, manufacturing, healthcare, etc. If you have any more questions about these causes, contact us at Metropolitan risk here.
Serious Workplace Injuries Link
Below is a link to the list of top causes of workplace injuries that resulted in 5+ days away off the job. Understand that each of the injuries themselves are not necessarily the problem that is costing your company millions. These are just the reason for each injury. What caused the slip and fall down two flights of stairs? Why was your employee mishandling a dangerous object? Why was your employee not trained well enough to not get caught in/between/under that object? These are things to think of as you read the list and the amount they cost businesses.
In May of 2018 the City of New York enacted the Stop Sexual Harassment in New York City Act (NYC-SSHA), implementing sexual harassment prevention policies in the workplace. In addition, New York State established their new statewide employer requirement related to workplace sexual harassment in it’s 2019 budget law created April 2018.
Here’s the skinny:
FOR Companies in NYC:
Effective date
Law
Affected employers
New Provision
April12,2018
State
All employers in the state of New York
• Subject to sexual harassment claims by nonemployees (previously, only employees could file these claims against an employer).
May9, 2018
Local
Employers with 1-3 employees in NYC
• Subject to gender-based harassment claims (previously, these claims were allowed only against employers with four or more employees in NYC).
All NYC employers
• Subject to gender-based harassment claims for up to three years after alleged harassing conduct occurs (previously, these claims could be filed for only one year after the alleged harassing conduct).
July8,2018
NYC contractors and subcontractors
• Must include their practices, policies and procedures relating to preventing and addressing sexual harassment as part of a report required for certain contracts.
July11, 2018
State
All employers in the state of New York
• Prohibited from including nondisclosure requirements within any settlement or other agreement to resolve a sexual harassment claim, unless the complainant prefers to include one.
• Prohibited from including mandatory arbitration requirements for sexual harassment claims within any written contract.
Sept.6, 2018
Local
All NYC employers
• Must display a workplace poster about sexual harassment.
• Must provide a fact sheet about sexual harassment to new hires.
Oct. 9, 2018
State
All employers in the state of New York
• Possess a written sexual harassment policy.
• Distribute the written policy to all employees.
• Present annual, interactive sexual harassment training to all employees.
• The policy and program must meet minimum standards provided under models to be established by the New York State Department of Labor and the New York State Human Rights Division.
April1,2019
Local
Employers with 15 or more employees in NYC
• Provide annual, interactive sexual harassment training after 90 days of initial hire to all employees (including interns) who work more than 80 hours in a calendar year.
• Maintain a record of all trainings for at least three years.
• May establish own training program that meets minimum legal requirements or use an online interactive training module to be established by the NYC Commission on Human Rights (NYC-CHR).
For Companies who have at least (1) New York Employee:
Effective July 11, 2018, the amendments prohibit employers from including any:
Nondisclosure requirements within any settlement or other agreement to resolve a sexual harassment claim, unless the complainant prefers to include one; or
Mandatory arbitration requirements for sexual harassment claims within any written contract.
Effective Oct. 9, 2018, the amendments require every employer in the state to:
Adopt a written sexual harassment prevention policy
Distribute the written policy to employees; and deploy a poster in a high trafficked area.
By October 9th , 2019 Conduct annual sexual harassment prevention training consistent with Dept of Labor Guidelines for employees annually.
Train new employees as soon as practical.
PLEASE NOTE IF YOU ARE A METROPOLITAN RISK CLIENT WE WILL PROVIDE OUR CUSTOMIZABLE TRAINING TOOL FOR YOU & YOUR EMPLOYEES.
CLICK HERE for Additional Information on our Learn Pro Training System.
The amendments also include additional new requirements for employers that submit bids to the state or to any of its departments or agencies. Within each bid submitted on or after Jan. 1, 2019, these employers must certify that they are in compliance with the law’s new written policy and annual training requirements.
Make sure your team and company are aware of this new law and contact one of our RISK ADVISORS today.
Unfortunately this is a question facing both interstate and intrastate trucking companies whose home office is in state “A” but they operate in states B,C,D,E. etc… These companies face what is called Multi-State Exposure. This occurs when a driver gets injured on the job in a different state from which his company is domiciled. What nobody tells these companies is that the driver has the ability to receive benefits from more than one state on your dime!
Competitive rates for Workers Comp Insurance in the trucking industry are difficult to obtain due to the difficulty the underwriter faces assessing the risk. Add multiple state workers comp laws into that equation and you have a recipe for high premiums, open claims and payouts that are double and even triple what they should be.
When an out of state claim happens, two jurisdictions come in to play. If the claim is handled by the company’s home state the driver will retain legal counsel in the state in which the injury occurred. Once qualified to receive benefits from the home state, the driver can go the state where the injury occurred and receive additional benefits. This is known as “Piggybacking.” This is the cost of not fully comprehending the Workers Comp Laws in the states you operate in and this can certainly be an expensive lesson.
