Month: May 2024

Productive aging in the workplace

Posted on by Alyssa Rass

Supporting your aging workforce is not only beneficial to employees, but it can ensure a good balance of skills for your workplace.

The concept of “productive aging” is not new. Robert Butler, a Pulitzer Prize-winning author and founding director of the National Institute on Aging , first coined the term in the early 1980s.

The National Institute for Occupational Safety and Health (NIOSH) identifies four key attributes of productive aging:

  • A life-span perspective
  • Comprehensive and integrated strategies
  • Outcomes that recognize the priorities of workers and organizations
  • Work culture that supports age diversity

With age comes ability

Older workers bring several attributes that contribute to an organization’s success. A 2023 article from the Society for Human Resource Management (SHRM) discusses where older workers tend to excel, including:

  • Relationship building
  • Negotiation
  • Leadership
  • Communication skills
  • Loyalty
  • Patience
  • General know-how
  • Strong work ethic
  • Problem-solving skills

Statistics show the need for workers of all ages

The percentage of workers 65 or older has grown by 117% in a span of 20 years, while employment of individuals 75 years or older has likewise increased by 117%, reports the National Institute for Occupational Safety and Health (NIOSH), citing numbers from the U.S. Bureau of Labor Statistics.

The overall number of older people is projected to continue to grow from 2030-2050, as well. Despite fears of that population keeping up with technology, it shouldn’t be a concern, according to Gary A. Officer, president and CEO of the Center for Workforce Inclusion.

“With the rapid advances in artificial intelligence, companies will need established and skilled workers more than ever for the skills that cannot be replaced by AI, such as relationship building, negotiating and leadership,” he told SHRM. “While technology can rapidly accelerate what we can accomplish, it cannot replace a human with years of established soft skills and communication skills.”

At the same time, employers should focus on knowledge transfer with their older workers.

“Leaders should be looking to learn from subject matter experts and work with them to transfer skills to other team members,” said Jody Rogers, SFM Senior Vice President, Human Resources. “It helps organizations figure out what’s important to train on and to identify gaps, therefore departing employees should be looked at as important resources.”

Rogers said step one in this process is to foster an environment in which potential retirees can openly communicate their needs and share their retirement date without fear of retribution. She explained that change has to come from the top down within an organization, with managers and supervisors playing a crucial role.

“At SFM, we have created a culture that encourages employees come to us far in advance of their retirement, often a year or more, to tell us what they’re thinking for their future,” Rogers said. “That’s unheard of and it goes to show that a positive environment with open dialogue benefits everyone.”

Employers should also keep in mind that the population of younger employees with the education and skills to step into those roles is not large enough to fill all the positions currently held by employees with retirement plans in the near future.

The U.S. Chamber of Commerce reports that as of 2023, the U.S. is experiencing a labor shortage of 75%, which means that 3 in 4 employers are unable to find suitable workers.

Rogers suggested organizations focus on hiring and retaining employees at all ages for their skills rather than based on the number of years they may be able to keep that person on staff. She said the quality of work older employees can contribute may make their shorter tenure worth it for an organization. For example, hiring experienced employees could come with benefits like a shorter onboarding and training period.

“If someone wants to come in everyday and work, and they are passionate about their work and highly skilled, why wouldn’t you want to hire them?” Rogers said. “There are also no guarantees a younger employee will stick around any longer than the employee nearing retirement age.”

Tips for supporting aging workers

Rogers shared a few ways employers can help maturing employees keep working while planning for their futures:

  • Be open to providing opportunities for increased income, which may be especially beneficial for those employees looking to add to their retirement funds
  • Allow employees to take on jobs with fewer responsibilities or that are less demanding. This may include transferring them to a different department and modifying their workspace or physical duties
  • Accommodate flexible work schedules and arrangements, including remote and hybrid work
  • Enable employees to reduce hours and shift from full-time to part-time
  • Support employees who are caregivers for loved ones. This duty can cause an employee to miss a day or more of work, sometimes unexpectedly. Being a caregiver can be taxing on the employee emotionally, physically and financially
  • Consider the needs of employees of all ages when choosing benefits for your workforce
  • Encourage employees to participate in succession planning, professional development training and mentoring. Consider offering mentoring options that enable sharing knowledge in both directions because all generations can learn skills from one another

Conclusion

Overall, employers should put an emphasis on developing sustainable strategies for supporting the physical, mental and financial health of an aging workforce. This should encompass safety in the workplace and wellness in general. An added bonus is that these strategies can be beneficial for employees of all ages.

 

Originally published December 2019; updated May 2024.

SFM safe driving webinar set for June 26

Posted on by Kris Janisch

Driving safety webinar graphicGet expert information and statistics on why being cautious behind the wheel is important during SFM’s upcoming webinar.

Register now for Driving Safety, an SFM webinar for policyholders, set for 10-11 a.m. CDT Wednesday, June 26.

During the webinar, SFM professionals will share their extensive knowledge on:

  • Why driving is the most dangerous work activity
  • Types of driving-related injuries
  • The claims process, including investigations
  • How to prevent driving incidents and establish a safe driving program
  • The consequences of a driving-related injury for the company and the employee
  • Much more, including a question-and-answer session at the end

To learn more about this webinar and view past webinar recordings, visit sfmic.com/webinars.

 

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New changes to Minnesota workers’ compensation law

Posted on by Kris Janisch

By SFM Corporate Counsel

The Minnesota Workers’ Compensation Advisory Council (WCAC) bill is officially law.

Gov. Tim Walz signed the bill on May 8, 2024. The legislation contains 50 sections with amendments to chapter 176, many of which are technical or cleanup provisions recommended by the Office of Administrative Hearings.

The following is a summary of key changes contained in the bill.

Maximum compensation rate

Effective Oct. 1, 2024, the maximum compensation rate will increase from 102% to 108% of the Statewide Average Weekly Wage (SAWW).

Average Weekly Wage (AWW) for agricultural workers

The AWW for agricultural employment will change to address the windfall that many employees have enjoyed from multiple employments during short-term agriculture employment stints. If an agricultural worker sustains an injury while working for two or more employers during short-term agricultural work, the AWW will be either the AWW of the employee’s other employment or the agricultural wage at 5 times the daily wage. The employee cannot claim wages from both agricultural work and from other employers.

This will be a significant change for policyholders in the agricultural business.

The change is effective Oct. 1, 2024.

Attorney fees

The maximum amount for statutory-contingent attorney fees will increase. Currently, the maximum attorney fee allowed is 20% of the first $130,000 of compensation awarded to the employee, for a maximum attorney fee of $26,000. The new law will change to 20% of the first $275,000 of compensation awarded to the employee, for a maximum attorney fee of $55,000. The change is effective for injuries occurring on or after Oct. 1, 2024.

Procedural changes

Answer

The timeline for filing an Answer to a Claim Petition or an Objection to a Request for an Expedited Hearing will change from 20 to 30 days. The change is effective Aug. 1, 2024.

Discontinuance of rehabilitation benefits

If a claim has been accepted and a rehabilitation plan has been approved, the employer or insurer may not discontinue rehabilitation services until notice has been filed with the commissioner of the Department of Labor and Industry and served on the qualified rehabilitation consultant, the employee, and the attorney representing the employee, if any. The notice shall state the date of intended discontinuance and set forth a statement of facts clearly indicating the reason for the action. Copies of whatever medical reports or other written reports in the employer’s possession that are relied on for the discontinuance shall be attached to the notice. The change is effective Aug. 1, 2024.

Clarification to Minnesota Statute § 176.238, notice of discontinuance

The amendment adds “or insurer” to all references of “employer” so the statute consistently reads “employer or insurer.” The amendment clarifies that employers or insurers can serve and file notices of discontinuances, file petitions for hearing, and be served with objection to discontinuance and court decisions. The change is effective Aug. 1, 2024.

Home remodeling

Home remodeling benefits will increase from $75,000 to $150,000, effective Oct. 1, 2024.

Medical record penalty

Effective Aug. 1, 2024, the electronic medical records payment provisions of Minn. Stat. § 176.135, subd. 7, will allow the commissioner to impose a permissive of penalty of $500, payable to the Assigned Risk Safety account, for violations of the statute.

Safe driving practices for employees

Posted on by Sara Goese

Driving safety webinar​More than 40,000 Americans died in car crashes died in car crashes in 2023. Although that figure was down from 2022, it’s still a grim reminder that adopting safe driving practices can be lifesaving.

Safe driving habits

Defensive driving and other safe driving techniques are learned habits. Here are some tips to help equip employees and yourself with the knowledge you need to be safer on the roads.

Identify the following common hazards and actively avoid them:

  • Changing road or traffic conditions. Adjust your driving to match the traffic around you, and the weather and road conditions.
  • Impaired driving. Never drive with alcohol or drugs in your system and keep an eye out for other drivers that may be impaired.
  • Distractions, such as food, maps, and cell phones. Avoid distractions that take your attention away from driving or your hands off the wheel. Pull over and stop if you need to text or make a call.
  • Driving while sleepy or drowsy. Pull over and rest if you are tired.

Adopt the safe driving procedures:

  • Always wear your seatbelt.
  • Drive at a speed safe for the weather conditions. Snow and rain may warrant slowing down below the posted limits.
  • Maintain space between your vehicle and the vehicle in front of you. A safe margin is 2-4 seconds when weather and traffic conditions are ideal, and longer if conditions are slippery or traffic is congested. Commercial vehicles should always maintain a 4-plus second space in front of their vehicle.
  • Regularly glance two to three vehicles ahead of you, behind you and to your sides, and use your mirrors to check blind spots.
  • Look left, right and left again before entering an intersection.
  • Ensure the path is clear, even if you have the right of way at an intersection.
  • Maintain an escape route in case of an unexpected event.

Company cellphone policy

Cellphone use is a major contributor to distracted driving and therefore driving-related injuries and deaths. The National Safety Council reports that nearly 12 percent of fatal crashes in in 2021 involved cellphone use.

Meanwhile, 34 states bar people from using hand-held cellphones while driving, and only one state does not prohibit people from texting and driving, according to the Governors Highway Safety Association .

Company policy should address cellphone use if you have employees whose job includes driving. Not only does it help keep employees safe, but it could help your organization’s bottom line. The National Safety Council reports that employers have been held liable for crashes caused by employee cell phone use, including the use of hands-free devices.

SFM provides a sample cellphone policy CompTalk in our Resource Catalog. This example policy prohibits any use of phones while driving for work, regardless of an employee’s use of hands-free devices. It requires employees pull over and stop before calling, answering, or texting using a cellphone.

Employee training

After establishing company-supported safe driving practices and a cell phone policy, be sure to train employees on them and follow up regularly to ensure employees are following the guidelines.

Lastly, SFM also offers training tools on defensive driving and cellphone use in our Resource Catalog.

Total Worker Health: What you need to know

Posted on by Patty Busse

​Employers that utilize a Total Worker Health method focus on multiple aspects of the well-being of their employees.

It’s a concept that has gained traction in recent years, with employers prioritizing a workplace free of hazards while also taking into account employees’ health, quality of life and more. These programs are shown to have several benefits , including:

  • Improved morale
  • Stronger employee productivity
  • Better safety
  • Additional sustainability practices

Looking for more on the basics of Total Worker Health? Here’s a more detailed introduction:

 

The National Institute for Occupational Safety and Health (NIOSH) defines Total Worker Health as:

“(P)olicies, programs, and practices that integrate protection from work-related safety and health hazards with promotion of injury and illness-prevention efforts to advance worker well-being.”

“Integrate” is a key word in the definition. Total Worker Health takes a broad view of worker well-being, going beyond controlling hazards and reducing risks. It encourages a proactive approach to overall health and wellness and breaks down the traditional separation of worker safety initiatives and workplace wellness programs.

Total Worker Health means considering the whole person, including the individual outside of work.

Hear how employers describe what the practice means for their business and their employees:

Source: Healthier Workforce Center of the Midwest

Fundamentals of Total Worker Health Approaches

NIOSH released a workbook to get employers familiar with the concept of Total Worker Health.

Developed over the past decade, the workbook, “Fundamentals of Total Worker Health Approaches: Essential Elements for Advancing Worker Safety, Health, and Well-Being,” offers a foundation for bringing the concept into the workplace by outlining five defining elements of Total Worker Health:

  1. Demonstrate leadership commitment to worker safety and health at all levels of the organization
  2. Design work to eliminate or reduce safety and health hazards and promote worker well-being
  3. Promote and support worker engagement throughout program design and implementation
  4. Ensure confidentiality and privacy of workers
  5. Integrate relevant systems to advance worker well-being

 

According to NIOSH, “each of the five Defining Elements of Total Worker Health should be present in a workplace that seeks to advance worker safety, health, and well-being with a Total Worker Health approach.”

The workbook delivers self-assessment worksheets to evaluate a company’s current policies, programs or practices in each of the five areas. It also walks through the creation of an action plan to further integrate Total Worker Health and worker well-being into the workplace.

Resources to adopt a Total Worker Health approach

Two related SFM blog posts connect the dots between employee wellness and workplace injury prevention:

 

Originally posted February 2017; videos added July 2018; updated May 2024.

Data export feature available in CompOnline

Posted on by Kris Janisch

If you use CompOnline® you can create customized reports on your workers’ compensation claims.

The CompOnline risk management system allows policyholders to manage claims online and access workers’ comp data in real-time. (It’s especially helpful for mid- to large-size employers who tend to get more claims.)

Reports can be filtered by policy term, claim type, claim status, location and claim cost, and exported as a spreadsheet. You can also choose from a long list of data points to include in the report, such as injury, average weekly wage, amounts paid or reserved and much more.

To run a report, click “reports,” and then click “data export” in the navigation bar that appears below.

 

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Muscular injuries: How to combat common ergonomic challenges

Posted on by Sara Goese

By Mike Fetting, CIEE, Loss Prevention Specialist

While injuries often occur when lifting or moving is involved, implementing a program that focuses on proper ergonomics can greatly reduce incidents.

Challenges with larger muscle groups (primarily the back and shoulders) are often easier to identify and control than those associated with repetitive motion risk factors.

Injuries can be caused by moving something that is too heavy or repeatedly handling something that is slightly heavy but in an awkward position (overhead, near ground level, or while twisting).

Establish a program to prevent injuries

A safe lifting/back injury prevention program includes the following elements:

  • A designated coordinator
  • Workforce training
  • Identification of high-risk tasks
  • Implementation of controls
  • Early intervention

Consider creating an ergonomics safety committee to maintain focus on ergonomic challenges and improvements, if you don’t have one already. SFM’s Safety Committee webpage is an excellent resource for creating a committee. This team is ideally comprised of members with basic ergonomic awareness training (possibly some with advanced training in ergonomic evaluations).

Together, the team can explore ergonomic interventions such as job rotation, stretching, and wellness activities. Ergonomic experts and guests can also be helpful when a professional evaluation is needed.

Use the following approaches to reduce the chance of injuries:

Engineering

Engineering is the most effective intervention. Manipulators and robots are more expensive solutions, but can quickly pay for themselves if even a few severe injuries are avoided. Additionally, there could be added productivity benefits. There are also other simpler, less-expensive controls that can be implemented:

  • Raising items off the floor — Some items just need a stand to be stored on and accessed more easily
  • Adding a hoist — There are devices to grab almost any shape (hooks, straps, clamps, magnets, or vacuum heads)

Job rotation

The tasks should alternate between light and heavy work.

Safe lifting training

Two key messages to remember are “keep your head up” (this forces you to use your knees and keep your back straight) and “shuffle your feet to turn – don’t twist.”

Stretching and flexing

While not considered as effective as engineering or job rotation, stretching and flexing can warm up the muscles and get them ready for work.

Intervene early and be proactive

Early intervention can keep nagging soreness from becoming a more serious injury. Encourage early reporting and respond positively. Reduce exposure time through task improvements or job rotation, and employ targeted stretching to aid in simple recovery.

Technology can also be used to create a solid ergonomic program. These are best used to improve ergonomics in areas with consistently poor lifting techniques and include:

  • Exoskeletons — Frames that are worn by the employee to assist in lifting and/or control posture to avoid awkward positions.
  • Wearable sensors — These work by sensing rather than controlling body position.
  • Video analysis — These new systems only need a video taken with your phone and a few data entry points to create an ergonomic evaluation. Areas with the most issues can be targeted for improvement.

The best solutions preserve employee health, increase production, and can even enlarge your job candidate pool. In the long term, fewer injuries often mean savings in insurance too.

Additional resources:

​

Originally posted September 2023; updated May 2024.

Helping students, regardless of who insured the injured: SFM Foundation

Posted on by Sara Goese

The SFM Foundation, created by SFM in 2008, provides college scholarship funds for students whose parents were killed or seriously injured in workplace accidents.

Of the 247 scholarships the SFM Foundation has awarded over the years, nearly 95 percent have gone to students whose parents’ employers were not covered for workers’ compensation by SFM Companies.

In fact, the SFM Foundation does not consider the work comp insurer when awarding scholarships. We aim to serve the entire community, and more than 60 different insurance companies have had scholarships awarded by our program.

“It’s important for us to focus on helping students achieve their dreams, regardless of which carrier their parent’s injury is with,” said Linda Williams, SFM Foundation President.

Other insurance carriers have also taken notice of the efforts. A local carrier with national reach that could be considered a competitor of SFM is a longtime sponsor of the foundation.

Since its inception, the SFM Foundation has awarded $4.1 million in scholarship money.

“We want to help these students, and it doesn’t matter who their parent’s insurer was. It’s about doing what we can to support families at a time when they are really going through some tough challenges in their lives,” Williams said.

And by not considering the work comp carrier of the student’s parent, it opens up the door for a wider range of individuals to receive support for their college careers.

In its first year, the SFM Foundation provided $57,000 in scholarship money. In 2023, it was $482,500. And the SFM Foundation is among the top organizations in the country providing similar philanthropy.

“Seeing the responses from the young people we have awarded scholarships to over the years has been incredible,” Williams said. “The SFM Foundation is committed to making a difference in the lives of students and their families.”

 

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