“I would call this one of the most important economic stimulus measures you can see.  We’re actually going to do cash rebates,” the governor said during a news conference at a small T-shirt shop in Columbus.  “Being able to give $1 billion in cash means there’s going to be a heck of a lot more money floating around inside the state of Ohio and it will be of significant benefit to employers, particularly small business people,” he added.

The governor and BWC Administrator Steve Buehrer said they would submit the rebate proposal to BWC’s Board of Directors for approval at their next meeting in late May.

“We’re very confident this will happen.  Employers will likely see rebate checks in June or July,”  the governor said.

The governor said the total $1.9 billion proposal was due largely to growth in the bureau’s investments, which yielded a return of about 11% over last year.

Mr. Buehrer said the bureau’s “careful investment approach” has increased net assets to about $8.3 billion, which was separate from the money needed to pay workers’ compensation claims and far in excess of the reserve guidelines the board established in 2009.

“Therefore, it’s only right that we give (the money) back to the people that paid, the employers of Ohio,” he said.

A separate plan to convert the payment system to a prospective schedule, rather than billing in arrears, will require legislative approval, Mr. Buehrer said.  Under this proposal, BWC would issue $900 million in credits to employers to offset transition costs, while lowering premium rates another two percent for private employers and four percent for public entities.

The surplus will enable BWC to modernize its payment system, Buehrer said, noting the barrier has always been that BWC would have to charge premiums for both the past six months and the future six months at the same time.  “Because of the strong net asset position we’ll be able to do a one-time forgiveness, likely in July of 2014 when we make this conversion,” he said.

BWC’s board has recommended a ratio for assets to liabilities at a range of 1.15 to 1.35, the administrator said.  The proposed $1 billion dividend and the $900 million credit will bring the current 1.49 ratio closer to 1.35.  The administration opted to pay dividends instead of focusing on reducing premium rates because it didn’t want to “set off the kind of roller coaster that Ohio has had too often, with BWC rates going up and down based on a cash balance,” Buehrer said.  He also noted that private insurers often pay dividends when cash assets accumulate.

“This is a one-time deal in terms of a big dividend.  We will always continue to monitor our net asset position and make appropriate decisions as time goes along.  But this is what we have today,”  Buehrer added.

Senate President Keith Faber (R-Celina), who joined the governor at the event, said the legislature was prepared to enact whatever changes were necessary to implement the plan.

In addition, BWC will triple the Safety and Wellness Grant program from $5 million to $15 million, officials said.

Contact Information:
CareWorks Consultants Inc.
5500 Glendon Court
Dublin, Ohio  43016
1-800-837-3200
www.careworksconsultants.com

Distracted driving is any activity that could divert a person’s attention away from the primary task of driving.  All distractions endanger driver, passenger, and bystander safety.  These types of distractions include:

• Texting
• Using a cell phone or smartphone
• Eating and drinking
• Talking to passengers
• Grooming
• Reading, including   directions
• Using a navigation system
• Watching a video
• Adjusting a radio, CD player, MP3, iPod player

Dangers of Distracted Driving

• Distracted driving crashes killed more than 3,000 people and injured 416,000 in 2010.
• Reaction time is delayed for a driver talking on a cell phone as much as it is for a driver who is legally drunk.
• More texting leads to more crashes. With each additional one million text messages, fatalities from distracted driving increased more than 75%.
• People under the age of 20 are involved in more fatal crashes due to distractions than any other age group.
• Studies show that drivers who send or receive text messages focus their attention away from the road for an average of 4.6 seconds. At 55 mph, this is equivalent to driving the length of a football field blindfolded.

Workers safety is your business

Texting while driving puts millions of Americans who drive on the job at risk every day. That risk continues to grow as texting becomes more widespread.

As a business owner or manager, it’s your legal responsibility under the Occupational Safety and Health Act to safeguard drivers at work.

This holds true whether they drive full-time or only occasionally to carry out their work, and whether they drive a company vehicle or their own. When your workers are behind the wheel doing your company’s work, their safety is your business.

That’s why the Occupational Safety and Health Administration (OSHA), which enforces worker safety laws, has joined with the Transportation Department, other Labor Department agencies and key associations and organizations to enlist the help and cooperation of businesses – large and small – in a nationwide outreach, edu­cation, and enforcement effort to stop the dangerous practice of texting while driving.

Healthier Worker
Safer Workplaces
A Stronger America

It is well recognized that texting while driving dramatically increases the risk of a motor vehicle injury or fatality.  OSHA is asking employers to send a clear message to workers and supervisors that your company neither requires nor condones texting while driving.

David Michaels, PhD
Assistant Secretary
Occupational Safety and Health Administration

Safety at work is no accident

Building a workplace culture of safety requires clear, explicit policies and sound practices. Send a clear message to workers and supervisors that your company neither requires nor condones texting while driving.

Employers should:

• Prohibit texting while driving. OSHA encourages employers to declare their vehicles “text-free zones” and to empha­size that commitment to their workers, customers, and communities.
• Establish work procedures and rules that do not make it necessary for workers to text while driving in order to carry out their duties.
• Set up clear procedures, times, and places for drivers’ safe use of texting and other technologies for communicating with managers, customers, and others.
• Incorporate safe communications practices into worker orientation and training.
• Eliminate financial and other incentive systems that encourage workers to text while driving.

OSHA’s distracted driving web page (www.osha.gov/distracted-driving/index.html)

The U.S. Department of Transportation website (www.distraction.gov) provides updates and information on the national campaign to prevent distracted driving.

For assistance, please contact RiskControl360’s Group Safety Coordinator, Lisa Shaver at (877) 360-3608 ext. 2367.

This article is published by RiskControl360° LLC .  While the information in this publication has been compiled from sources & documents believed to be reliable, accuracy is not guaranteed, nor is any responsibility assumed or implied for any damage or loss resulting from inaccuracies/omissions. Publisher is not engaged or rendering legal advice.  Discuss any questions with your attorney.     Doc#LS-15; April 2013

CareWorks Consultants offers a comprehensive, full-service group retrospective rating program. Our unique approach to safety consultation and cost control initiatives fosters an environment where our group retrospective program participants successfully obtain the benefits of participating in the program. As your advocate, we will continually provide you the information necessary to succeed.

Group Retrospective Program Rules

As indicated in your enrollment documents, the required key components to obtaining the program goals and premium savings are:

• Provide salary continuation to minimize claims costs including reserves;
• Safety program development;
• Provide transitional duty to injured workers;
• Aggressively settle claims when feasible;
• Work with your safety consultant;
• Timely premium payments made to BWC; and,
• Contact your CareWorks Consultants claims examiner immediately upon the occurrence of any work-related injury or accident for advice on all claims-related filings.

Group Retrospective Program Support Services

CareWorks Consultants will provide claims administration services, hearing representation and representation in risk-related matters before the Ohio Bureau of Workers’ Compensation (BWC) and the Ohio Industrial Commission.  You will also receive periodic status updates for your company individually and for the group.

Deadlines to Enroll

Employers who are interested in enrolling in this program must return their paperwork back to CareWorks Consultants by April 26, 2013.

To discuss your unique savings situation or receive a new copy of your retro quote, please call CareWorks Consultants’ knowledgeable Sales Assistants toll-free at 1-800-837-3200.

• Keys to Lowering Claims Costs;
• OSHA Regulation Change on Hazard Communication;
• Hearing Representation – Legal vs. Laymen;
• Vocational Rehabilitation; and,
• Rates and Underwriting:  Retrospective Group and Traditional Group Rating.

Claims administrators, safety coordinators, financial officers, payroll and human resource administrators, and supervisors are encouraged to attend.

Continental breakfast and lunch will be provided at all seminars. There is a $40 fee to attend.

These seminars fulfill BWC’s group two-hour safety training requirements for policy year 2012 for group-rated and group retrospective employers with a claim in 2011.

Locations

April 19 – Cleveland
Holiday Inn Independence
6001 Rockside Rd.
Independence, OH 44131

April 22 – Cincinnati/Dayton
Kings Island Resort
5691 Kings Island Dr.
Mason, OH 45040

April 23 – Columbus
Quest Business Center
8405 Pulsar Place
Columbus, OH 43240

April 25 – Canton
Courtyard Marriott
4375 Metro Circle NW
North Canton, OH 44720

April 26 – Toledo
Hilton Garden Inn
6165 Levis Commons Blvd.
Perrysburg, OH 43551

To register, mail, fax or email the following information to Sarah Crouthamel: Fax: 614.210.5840 Office: 800.837.3200, ext. 7245 Email: sarah.crouthamel@ccitpa.com Mail: 5500 Glendon Court, Dublin, OH 43016

You may also register on our website at www.careworksconsultants.com/about-cci/seminars.

Attendees: ___________________________________________________________________________

Company Name: _______________________________ Email: _________________________________

BWC Policy Number: ___________________________ Phone Number: __________________________

Date and Location of seminar attending: ____________________________________________________

• Platinum (71% – 78% refund);
• Gold (56% – 64% refund); and,
• Silver (30% – 39% refund).

Considerations before Joining
Employers who wish to take part in group retrospective rating must fully understand the risk involved. If the group’s claim costs exceed the group’s premiums paid, the entire group of employers will pay a premium assessment. This assessment is capped at a percentage of the employer’s individual annual premium. CareWorks Consultants thoroughly reviews each group member’s accident and claim history and in some cases their safety program prior to acceptance into all CareWorks Consultants group retrospective rating programs we administer. CareWorks Consultants works aggressively and proactively to help our group retrospective rating clients prevent injuries and control costs to maximize the benefits of the program for all participants.

Paying your Premiums
Group retrospective rating employers continue to pay their semi-annual premiums (at their individual rates) to BWC, as if they were not in a group.

• If new claim costs remain under the premiums paid for the group as a whole, rebates will be issued by BWC at 12, 24 and 36 month intervals after the policy year ends.
• Employers that maintain participation in the group retrospective program for multiple years can continue to get multi-year rebates.

Deadlines to Enroll
Employers who are interested in enrolling in this program must return their paperwork back to CareWorks Consultants by April 26, 2013.

To discuss your unique savings situation or receive a new copy of your retro quote, please call CareWorks Consultants’ knowledgeable Sales Assistants toll-free at 1-800-837-3200.

(BWC) that limits the premium increase for employers from one year to the next as can be the case when an employer becomes penalty rated and is removed from a group rating program. In essence, this program limits an employer’s EM% increase to no more than double the previous year’s EM percentage.

• Year 1: Employer must attend an industry-specific, half-day training program.
• Subsequent Years: Employer must attend an on-line training class.

Training must be completed by the end of March for the policy year of participation (a BWC policy year is July 1 – June 30).

Drug-Free Safety Program
The Drug-Free Safety Program (DFSP) is a safety/loss prevention program offered by the Ohio Bureau of Workers’ Compensation (BWC). DFSP rewards employers for implementing a program designed to reduce the risk of workplace accidents and injuries attributed to the use of alcohol and other drugs. There is no limit to the number of years an employer can participate.  July 1 start date application deadline: Last business day in April.

Industry-Specific Safety Program
The Industry-Specific Safety Program was developed to encourage Ohio’s employers to use the many safety services and programs available through the Ohio Bureau of Workers’ Compensation (BWC) Division of Safety & Hygiene. The program’s goal is to raise awareness among employers and workers through the completion of an online safety assessment; provide year-round training and education opportunities; and provide tailored consultations that address safety issues in the workplace.  Deadline for Private Employers: Last business day in April.

Transitional Work Grant and Performance Bonus
The Transitional Work Bonus Program (TWBP) was developed to reward employers who use transitional work plans to facilitate early return to work for employees with workplace injuries. This program is available to eligible state-fund private employers and public employer taxing districts.  July 1 – June 30 program period deadline: Last business day in April – Private employers only.

One Claim Program
The One Claim Program (OCP) is designed by BWC to help employers who have lost group rating status because of one significant claim.  The program can reduce their future premium payments by as much as 20% during the first year of participation. The safety requirement of the OCP must be completed by the last business day in April.

For further questions about any deadlines for these programs, please contact CareWorks Consultants at 1-800-837-3700.

Part 1910.147, addresses the practices and procedures necessary to disable machinery or equipment, thereby preventing the release of hazardous energy while employees perform servicing and maintenance activities. The standard outlines measures for controlling hazardous energies—electrical, mechanical, hydraulic, pneumatic, chemical, thermal, and other energy sources.

In addition, 29 CFR 1910.333 sets forth requirements to protect employees working on electric circuits and equipment. This section requires workers to use safe work practices, including lockout and tagging procedures. These provisions apply when employees are exposed to electrical hazards while working on, near, or with conductors or systems that use electric energy.

Why is controlling hazardous energy sources important?
Employees servicing or maintaining machines or equipment may be exposed to serious physical harm or death if hazardous energy is not properly controlled. Craft workers, machine operators, and laborers are among the 3 million workers who service equipment and face the greatest risk. Compliance with the lockout/ tagout standard prevents an estimated 120 fatalities and 50,000 injuries each year. Workers injured on the job from exposure to hazardous energy lose an average of 24 workdays for recuperation.

How can you protect your workers?
The lockout/tagout standard establishes the employer’s responsibility to protect employees from hazardous energy sources on machines and equipment during service and maintenance. The standard gives each employer the flexibility to develop an energy control program suited to the needs of the particular workplace and the types of machines and equipment being maintained or serviced. This is generally done by affixing the appropriate lockout or tagout devices to energy-isolating devices and by de-energizing machines and equipment. The standard outlines the steps required to do this.

Why do employees need to know?
Employees need to be trained to ensure that they know, understand, and follow the applicable provisions of the hazardous energy control procedures. The training must cover at least three areas: aspects of the employer’s energy control program; elements of the energy control procedure relevant to the employee’s duties or assignment; and the various requirements of the OSHA standards related to lockout/tagout.

What must employers do to protect employees?
The standards establish requirements that employers must follow when employees are exposed to hazardous energy while servicing and maintaining equipment and machinery. Some of the most critical requirements from these standards are outlined below:

• Develop, implement, and enforce an energy control program.
• Use lockout devices for equipment that can be locked out. Tagout devices may be used in lieu of lockout devices only if the tagout program provides employee protection equivalent to that provided through a lockout program.
• Ensure that new or overhauled equipment is capable of being locked out.
• Develop, implement, and enforce an effective tagout program if machines or equipment are not capable of being locked out.
• Develop, document, implement, and enforce energy control procedures. [See the note to 29 CFR 1910.147(c)(4)(i) for an exception to the documentation requirements.]
• Use only lockout/tagout devices authorized for the particular equipment or machinery and ensure that they are durable, standardized, and substantial.
• Ensure that lockout/tagout devices identify the individual users.
• Establish a policy that permits only the employee who applied a lockout/tagout device to remove it. [See 29 CFR 1910.147(e)(3) for exception.]
• Inspect energy control procedures at least annually.
• Provide effective training as mandated for all employees covered by the standard.
• Comply with the additional energy control provisions in OSHA standards when machines or equipment must be tested or repositioned, when outside contractors work at the site, in group lockout situations, and during shift or personnel changes.

Additional Information
For more information on this and other safety-related issue impacting workers visit OSHA’s Website at www.osha.gov. For assistance, please contact RiskControl360’s Group Safety Coordinator, Lisa Shaver at (877) 360-3608 ext. 2367.

This article is published by RiskControl360° LLC . While the information in this publication has been compiled from sources & documents believed to be reliable, accuracy is not guaranteed, nor is any responsibility assumed on implied for any damage or loss resulting from inaccuracies/omissions. Publisher is not engaged or rendering legal advice. Discuss questions with your attorney. Doc # LS-13; March 2013

CareWorks Consultants’ customers have saved nearly $2.1 billion in premiums with our comprehensive, full service program which includes:

• Hearing Representation
• Premium Discounts
• Rate & Underwriting Analysis
• Claims Management
• BWC Discount Program Evaluation
• Unemployment Consultation

Take advantage of expert program management, claim services and premium savings.

The deadline to return your group rating packet is February 26, 2013.

To discuss your unique savings situation or receive a new copy of your quote, please call CareWorks Consultants’ knowledgeable Sales Assistants toll-free at 1-800-837-3200.

The purpose of this OSHA rule is to require employers to record and report work-related fatalities, injuries and illnesses.  Note: recording and reporting a work-related injury, illness or fatality does not mean that the employer or employee was at fault, merely an OSHA rule has been violated or that the employee is eligible for workers’ compensation or other benefits.

An OSHA recordable is a work-related injury or illness that meets one of the following criteria and should be included on your organizations 300 log form:

• death
• loss of consciousness
• days away from work
• restricted work activity or job transfer, or medical treatment beyond first aid
• any needlestick injury or cut from a sharp object that is contaminated with another person’s blood or other potentially infectious material
• any case requiring an employee to be medically removed under the requirements of an OSHA health standard
• tuberculosis infection as evidenced by a positive skin test or diagnosis by a physician or other licensed health care professional after exposure to a known case of active tuberculosis
• an employee’s hearing test reveals that he/she has experienced a Standard Threshold Shift (STS) in hearing: in one or both ears of 10 decibels (dB); and the employee’s total hearing level is 25 decibels or more above audiometric zero in the same ear(s) as the STS.

As your organization is compiling your 300A, it is important that you identify if the incident resulted in restricted work activity, or days away from work.  Restricted work activity occurs when an employer or health care professional keeps, or recommends keeping an employee from doing the routine functions of his or her job or from working their scheduled full workday.  Days away from work include any calendar day, after the date of injury, which the employee is unable to work.

Counting the number of calendar days the employee was on restricted work activity or was away from work as a result of the recordable injury or illness is a requirement of the 300 log.  Do not count the day on which the injury or illness occurred, rather begin counting days from the day after the incident occurred.  If a single injury or illness involved both days away from work and days of restricted work activity, enter the total number of days for each.  You may stop counting days of restricted work activity or days away from work once the total of either or the combination of both reaches 180 days.  For forms and compliance assistance, visit http://osha.gov/recordkeeping/new-osha300form1-1-04.pdf

For additional information about OSHA recordkeeping, please contact Lisa Shaver, RiskControl360° Group Safety Coordinator at (877)360-3608, ext. 2367.

How influenza spreads

Influenza is easily spread from person to person through coughing and sneezing, and those infected can be contagious before any signs of the flu are present. Young children, the elderly, and those with chronic health problems are at particular risk for severe complications from the flu.

Reasons for healthcare workers to be vaccinated

Healthcare workers are at high risk for contracting influenza through their exposure to high risk patients. The CDC has classified healthcare workers as a high priority group for yearly vaccinations that are highly effective at preventing influenza. Not only are healthcare workers in danger of contracting influenza, they can also spread the illness to their family and to patients.
Employers have a duty to create a safe work environment. Encouraging influenza vaccination for their healthcare employees is one method of doing this. The current rate of influenza vaccination among healthcare workers is disappointing, and increasing this rate could significantly enhance healthcare worker safety and increase their productivity.

JCAHO accreditation

The Joint Commission on Accreditation of Healthcare Organizations (JCAHO) acknowledges that influenza immunization of healthcare workers is of vital importance. On January 1, 2007, JCAHO began requiring, as part of their accreditation process, that organizations institute annual influenza programs, including offering vaccination on-site and promoting healthcare worker participation.

Who else needs to be vaccinated

Individuals at high risk for flu complications, and their close contacts, should be vaccinated yearly. People at high risk include children between the ages of 6 months and 5 years, adults over 50, individuals with certain medical conditions, pregnant women, and people in long-term care facilities and nursing homes. Anyone caring for these individuals should also be vaccinated.

Dispelling influenza vaccine myths

Influenza vaccination is highly effective and adverse effects are rare. Protection usually develops within two weeks of vaccination which is recommended in October or November. The vaccine does not cause the flu. There is an injection and a nasal spray vaccination available. Healthcare workers should consult with their employer to find out which vaccination is used in their healthcare setting, where and when to get vaccinated, and whether the employer provides free vaccinations. Increasingly, employers in healthcare settings are making the vaccine conveniently available to employees during their normal work shifts.

If you decide not to be vaccinated

Employees increase their risk of contracting the flu if they decide to decline vaccination. Influenza vaccination has been determined to be an important protection for healthcare workers because they have a greater risk of exposure. In addition, healthcare workers can pass the virus to vulnerable patients and take the infection home to their families.

How to get more information

OSHA’s website provides this document and other information at www.osha.gov. Additional guidance on influenza vaccination for healthcare workers is available on the CDC website at www.cdc.gov/flu/professionals/vaccination.

For questions, please contact RiskControl360’s Group Safety Coordinator, Lisa Shaver at (877) 360-3608 ext. 2367.

This article is published by RiskControl360° LLC . While the information in this publication has been compiled from sources & documents believed to be reliable, accuracy is not guaranteed, nor is any responsibility assumed on implied for any damage or loss resulting from inaccuracies/omissions. Publisher is not engaged or rendering legal advice. Discuss questions with your attorney. Doc # LS-09; November 2012