Work Comp Roundup @michaelstack
We help employers lower workers comp costs. Our team has MDs, attorneys, claims experts. Return to Work, Managed Care, Working with TPAs, and Training. LowerWC.com U.S. Nationwide Joined February 2009-
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Vague account instructions get skipped. Test every line with four questions: What’s already decided? What triggers it? How fast must it happen? Who gets notified? Article: [Blog link] Free guide: buff.ly/LkepkNt #WorkersComp
Two telemedicine vendors quote $100 per call. That number can mean very different services. Ask who answers, what they can authorize, and real wait times before you sign. buff.ly/PmYxSmZ
Renegotiating a discount-driven provider isn't a policy statement. Pull your data, offer full fee schedule for same-day notes and direct access, then set a review point. Start with your top clinics. buff.ly/T7P0Nfj
Telemedicine isn't one program. Nurse-first triage costs less and handles volume. Physician-first cuts a step and speeds up clinical decisions. Match the model to your injury mix. buff.ly/NBcGfmp
A low injury rate can mean good safety, or it can mean employees stopped reporting. A reporting system only works if it closes the loop and tells employees what happened next. buff.ly/QF07mvZ
Ask employees what feels risky. Listen without dismissing it. Fix it, even imperfectly. Most safety programs fail on follow-through, not on asking or listening. buff.ly/n4b4UIb
Safety culture isn't posters or slogans. It's three things: leadership behavior, worker participation, and reporting systems. Weaken one and the others lose their value. buff.ly/WUorW6v
Choosing a workers' comp insurance structure isn't just an insurance decision. Risk management, finance, and legal all see different risks. The strongest decisions come from teams, not individuals. buff.ly/QqrqLz2
A captive rewards organizations with mature claims systems, predictable losses, and real financial capacity. Answer these questions honestly before you join one, not after the first hard renewal. buff.ly/jFXDC9I
Injured employees rarely leave because of the injury. They leave because of how it was handled. A supervisor's response after an injury is a retention decision, not just a claims decision. buff.ly/eTOtphm
Your supervisors already know which claims are headed for trouble. Here's the "yellow flag" framework, attitude + participation, that flags risk before you need a formal tool. buff.ly/ZiG2nRi
A free, 6-minute screening tool predicts long-term disability with 89% accuracy. Been around since the late '90s. Most workers' comp programs still don't use it. buff.ly/imTeiZm
157 workers. 10 months out on average. A short intervention got 99% back to full duty in 7 weeks. The barrier wasn't the injury, it was fear and uncertainty. buff.ly/jKcC0v1
Injury prevention starts at hiring, not on the floor. Accurate job descriptions, job safety analysis, and baseline testing prevent mismatches that drive early claims. Set employees up right from day one. buff.ly/SkJm6ll
OSHA doesn't just inspect after incidents. It targets employers using data, comparing your DART rate against industry benchmarks. The same public data is free to pull yourself. Check your numbers first. buff.ly/oDcPPME
Assume OSHA recordkeeping applies to you, or that it doesn't? Both assumptions can be wrong. Two separate exemptions exist, and neither covers fatalities, hospitalizations, or amputations. Confirm your status. buff.ly/fktiCRl
Your safety program improves, but the mod hasn't moved. It's a multi-year lagging number, not built to react fast. Track lag time and RTW participation instead, they'll tell you the truth first. buff.ly/vM9hg4o
A low mod isn't proof your program works. It could be good luck, quiet claims handling, or a strong industry masking real gaps. Test it before you trust it. buff.ly/uEzAXX0
Your mod can rise even when your safety record hasn't changed. When your industry gets safer, expected losses drop, even for you. Standing still while peers improve still costs you. buff.ly/H64r1jC
Higher workers’ comp costs don’t always mean worse results. When headcount changes, total costs can mislead. Use cost per FTE and loss development to compare performance fairly. buff.ly/aRQz1HH
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