TIP: IT CAN WORK IN ANY TYPE OF WORKPLACE! - NEWSANDINFORMATIONFOROURPOLICYHOLDERS ANDMARYLANDEMPLOYERS SPRING2010
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News and Information For Our Policyholders and Maryland Employers Spring 2010 TIP: It Can Work in Any Type of Workplace!
Cover Story Building a Safety Incentive Program Can Enhance a Strong Safety Culture By Alice Kneavel, IWIF Loss Control Consultant, and Peter Holzberg, ALCM, ARM, CSP, IWIF Loss Control Consultant D eveloping an effective safety incentive indicators” – specific safety objectives such as program can strengthen the safety culture participating in a safety committee, achieving in any organization, by improving a poor good results on safety inspections, and adhering safety record and/or maintaining an to PPE policies. Other important examples include already good one. reporting unsafe working conditions and near-miss Before any incentive program can be under- accidents. taken a company must have a good safety founda- Recognition of good, safe work practices is tion in place. This begins with strong management also especially important following an accident. commitment to safety. While a safety incentive Once the injured worker has been treated, revisit program is not a substitute for poor safety man- the scene of the accident and try to simulate the ac- tions – or lack thereof – that led up to the accident. agement, an effective incentive program can help If the accident was witnessed by the employee’s transform good safety management into great co-workers, solicit their ideas on engineering con- safety management. trols that may reduce or eliminate a specific haz- ard. If operator error contributed to the accident, The most effective safety incentives are solicit ideas as to how prevention techniques can timely, certain, and positive help prevent similar accidents in the future. Bear in mind, the most effective safety incentives are One of the most effective – and least costly timely and positive. Also consider incorporating – safety incentives is management’s awareness, ac- safety – especially novel ideas – into employees’ knowledgement, and recognition of an employee’s performance evaluations every year. good performance – especially when that recogni- tion is witnessed by the employee’s peers. Recognition can be as simple as compliment- ing a worker for wearing his or her hard hat in a situation where overhead dangers are present, or recognizing an employee for using guards on Construction, manufacturing, health care, A successful safety incentive program will raise employees’ retail, any type of workplace can benefit awareness of safety issues without creating an environment from adding a safety incentive program in which employees feel the need to “hide” accidents for fear to its safety culture. of losing out on an award or incentive prize. dangerous equipment. In any case, a manager’s immediate, on-the-spot recognition of a job well Incentive programs instill awareness of done goes a long way. And a sincere pat on the back costs nothing! safety issues Before beginning a safety incentive program, Incentive programs must also emphasize think clearly about its goals, and consider long- pre-loss safety behaviors term, meaningful incentives. These factors are even more crucial than deciding on the type of The most successful safety programs rewards incentives to use once safety goals are met. Suc- both on the “back end” of safety and also on the cessful programs may vary, but their underlying “front end.” We in loss control call these “leading processes are essentially the same. With IWIF 2 Spring 2010
A successful safety incentive program will raise employees’ awareness of safety issues with- out creating an environment in which employees feel the need to “hide” accidents for fear of losing out on an award or incentive prize. An “incentive” can mean any item that employees perceive as valuable. However, if the stakes are too high and involve such big-ticket items as the biggest flat-screen TVs or the latest handheld touch-screen technology, the fear of los- ing out on such “valuable” items can cause some employees to hide accidents or to fail to report Rukert Terminals Corp.’s successful safety them in the first place – undermining all efforts to create a safer work environment! incentive program Another potential problem with incentive programs is that they may over-reward individual performance while under-rewarding – or ignor- ing altogether – the combined efforts of an entire department or team. For any incentive program to Rukert Terminals Corporation, based at the Port of Left to right, Bill Bennett, work, incentives must be distributed fairly. Con- Baltimore, has had a successful safety incentive program Asst. Vice President/Risk Control Consultant, Willis tests that reward only a few people or those that in place for several years, according to Peter Holzberg, North America; Peter Holz- send the message that safety is a matter of chance IWIF Sr. Loss Control Consultant. Consequently, Rukert berg, IWIF Sr. Loss Control or luck should be avoided. employees are always focused on safety. Consultant; John Coulter, One recent example of that safety commitment President, Rukert Terminal Corp.; Eric Malone, Rukert Successful programs emphasize teamwork, came during the back-to-back blizzards we experienced Stevedore, and Joe Ey, Rukert in February, which paralyzed the state for several days. Crane Dept. Manager. motivation Rukert’s 130 employees worked feverishly, 24/7, during this time to keep up with the demand for salt from the Maryland State Highway Raising and promoting the level of safety Administration. awareness in your organization, generating safety “During this time, Rukert’s employees did not suffer one lost-time incident,” suggestions, and recognizing your employees for reports Holzberg proudly. “This was quite a feat, considering the very high safe behaviors are some key aspects of an effective volume of materials they moved through the port in such a short time.” safety incentive program. Place the emphasis “Rukert management set up their program as part of their overall, com- on motivating people rather than giving awards. prehensive safety program. Overall, it is working very well.” added Bill Bennett, While the award is the carrot, most of the empha- Asst. Vice President, Willis North America. sis should be placed on building teamwork and Rukert’s safety incentive program rewards employees on the number of motivation. lost-time accident-free days logged, which differs based on the type of opera- Any incentive program should be reviewed tion involved. For example, the initial reward period for Rukert’s administrative periodically to make sure it stays up-to-date and personnel is 180 days, while the initial reward period for its warehouse and fresh. Even a minor change, such as a new gift item, stevedoring operations, which are inherently more dangerous, is 90 days. may be enough to sustain employees’ interest. Warehousing involves the handling and transporting of materials from Any good incentive system, in recognizing terminal to terminal or from terminal to truck, and stevedoring involves loading and promoting safe workplace behaviors, often and unloading containers from ships with the use of large cranes and forklifts. results in employees establishing or strengthening Rukert’s system recognizes individual as well as team efforts in maintaining good work habits, which ultimately prevent acci- an accident-free work environment. Rewards often involve gift cards to local dents and helps save money on the bottom line. n merchants, which can be used not only by Rukert employees but also by their family members. “Sharing ‘the prize’ with family can really help in motivating an employee to be accident-free,” explains Rukert Vice President and Safety Director Andy Nixon. Rukert’s program is also “progressive,” meaning the rewards grow progres- sively larger as time goes on and the accident-free period continues. For exam- The information presented herein was developed jointly by IWIF’s Corporate Communications and Loss Control departments. It is ple, the company will host an in-house pizza party for a department which has informational only and is not intended to replace risk management or met a shorter accident-free time period, while a longer accident-free timeframe legal advice on potential occupational hazards that may exist in your may involve treating the team to a dinner at a local crab house restaurant. workplace. IWIF assumes no liability for identification or correction of negligent or hazardous conditions within your workplace. Safety and “But what we don’t want is for employees of our policyholders to forego health remain your (the employer’s) responsibility. For more informa- reporting an accident or injury for fear of missing out on an incentive or a free tion, consult all applicable state and federal occupational safety and dinner,” cautions Holzberg. n health guidelines as they apply to your particular operation. Copyright 2010, IWIF Workers’ Compensation Insurance. With IWIF Spring 2010 3
Supervisors’ Safety Ideas 10 IWIF’s Loss Control Consultants have Steps to an Effective Safety Incentive Program 1. Establish an annual budget for your safety incentive program. If the budget runs out of money, safety recognition • “Safety Bonus” (For example, split the money among all employees if the company receives an insurance dividend.) compiled their top 10 efforts may come to a halt. For that reason, some 6. Communicate the program regularly to tips to developing a employers do not set a budget for safety, but have de- employees. Let them know they have a personal stake veloped a policy which clearly allows management and successful workplace supervisors to reasonably spend money as needed. in their company’s safety. Use e-mails, posters, flyers – safety incentive anything to grab employees’ attention and generate 2. Determine who will coordinate the program. excitement. program: A natural choice would be your safety committee, safety director or Human Resources director. 7. Publicly recognize employee safety achieve- ments – big and small. This energizes your workforce 3. Establish safety goals that are relevant and and encourages award program participation. attainable for all participants. Reasonable, yet To assure that safety is always on the mind of your challenging, goals should be set. Ask your employees workers, limit the possibility of losing all opportunity to help identify the different hazards that exist in their for an award during the award period. For example, if particular department or unit so they have a personal an individual goal is unattainable due to an injury, your stake in the program’s success. Goals should be com- employee could still be eligible for a group award. municated and performance updates shared regularly. However, do not use awards that are so desirable that employees fail to report injuries for fear of losing Goals may include: the award. • Achieving zero lost-time injuries over a certain time period 8. Gather feedback; then review and tweak your • Obtaining certification in first aid or CPR program accordingly. By having this knowledge, • Active participation in a safety committee safety administrators can provide return-on-investment • Reaching monthly, quarterly, or yearly accident- statistics and update the program as the needs of the free time periods workplace change over time. • Developing an action plan to eliminate a hazard • Conducting a safety audit or safety presentation 9. Tie performance appraisals to safety. • Achieving favorable results on a safety inspection This is one item IWIF really advocates, especially for • Documenting and reporting unsafe conditions supervisors and managers. • Reporting broken equipment (and pulling it out of Supervisors who are driven by production goals service) should also be driven by safety goals. Written policies should explain to managers that safety is as impor- 4. Decide how your program will be implemented. tant in any production or quality quotas. Evaluate the Decide how long the program will last, and whether manager’s safety performance based on completion of employees will be tracked as teams, individuals, or safety activities, such as trainings, inspections, accident both. To maintain employee interest, goals should be reports, etc., or safety outcomes, such as reductions in set for short periods and, if met, rewarded immediately. losses or accidents. Above all, keep the program simple. 5. Decide on what your rewards will be and how 10. Reap the rewards! A good safety incentive program can increase safe workplace behaviors, build a often they will be given. Form team safety incentives better safety culture, and reduce workplace injuries. But as well as individual incentives. Be creative! Remember perhaps most important, a successful safety incentive that rewards should be set up so that they are obtain- program can promote good safety behaviors which able for all employees. translate into fewer accidents and injuries and save you Effective rewards can include: money. • Publicly recognizing and honoring safe employees • Cash, gift cards or gifts (not big-ticket items) For more information on building an effective • Meals safety incentive program for your company or organiza- • Plaques/framed certificates with employee’s or tion, contact your IWIF Loss Prevention Consultant, or team’s picture e-mail losscontrol@iwif.com. istock photo • A special assignment • Extra paid leave – days off work With IWIF 4 Spring 2010
Ask the IWIF Expert As Maryland’s leader and expert in workers’ compensation insurance, IWIF professionals are available by phone, e-mail and in person to help answer your questions. We also encourage you to contact your agent partner and to visit our website, www.iwif.com, for more frequently asked questions and answers. What is an idiopathic condition and how can it affect a workers’ compensation claim? An idiopathic condition is a condi- There are, of course, exceptions. of a seizure, his claim may nevertheless tion or trait that is unique or personal to According to Maryland law, injuries be deemed compensable because being the injured worker, is not related to the that result from an idiopathic on the ladder aggravated his risk of be- employment, and exposes the injured condition are not compensable coming injured. Therefore, the question worker to risk from injury. Although that must always be asked, in defending unless the employment aggravates almost any condition can be idiopathic, a claim based on an idiopathic condi- the most common examples are diabetes, the risk of injury. Therefore, even tion, is whether the employment placed if the medical records suggest that the heart disease, seizures, epilepsy, the claimant in a position of danger or injury resulted from, for example, a hypoglycemia (low blood sugar), and involved any special risk or hazard. seizure disorder, the claim may still be syncope (fainting), to name a few. If compensable if the employment ag- In a recent IWIF case, the issue was an employer/insurer can prove that the gravated the risk of being injured. For whether the claimant, who was injured claimant’s injury was caused by an example, an injured worker may have a when he fell down a flight of stairs, sus- idiopathic condition, it may be possible seizure disorder which on occasion has tained a compensable injury. The claim- to defeat the claim. Succeeding on the caused him or her to faint and fall. The ant, whose office was on the second theory of idiopathic condition, however, seizure disorder and resulting falls may can be difficult and requires a detailed floor of a renovated home, worked as a be well documented in the claimant’s claims investigation and review of all computer aided design (CAD) drafter. prior medical records. If the claimant is a medical records, both present and past. IWIF argued that the fall and subsequent painter and falls from a ladder as a result injuries were as a result of an idiopathic In order to understand how an condition (hypoglycemia), whereas the idiopathic condition may be a defense Joan Adelman, claimant argued that the flight of stairs to a workers’ compensation claim, it is IWIF Attorney was a hazard of employment. The case necessary to review the basic rules of Director, Legal was ultimately decided by the Maryland compensability required in Maryland. Department Court of Special Appeals, which found In Maryland, the claimant must prove in favor of the employer and IWIF. The that an accidental injury arises out of Court reasoned that the claimant’s job as and in the course of the employment. a CAD drafter involved no special risk The phrases “arises out of” and “in the and having to use the stairs was not an course of” are not synonymous—both incident or hazard of the employment. It must be proven in order to have a com- concluded that the fall was caused by the pensable claim. The “arising out of em- hypoglycemia, an idiopathic condition. ployment” requirement is satisfied when it is shown that the injury results from Important: While federal law does the nature or obligation of the employ- not permit you to ask employees about ment. The “in the course of” require- their medical history, if you happen to ment is satisfied when it is shown that have knowledge that one of your injured the accident occurred at a time and place workers has an idiopathic condition, it is where the claimant would be expected to imperative that you notify your assigned be. When it can be proven that the injury claims adjuster as soon as possible. The occurred due to an idiopathic condition, adjuster can then perform the appropri- it does not arise out of employment, ate claims investigation and obtain all of because, instead, it arises from some the necessary medical documentation in pre-existing condition. Without meet- an effort to properly defend the claim. n ing both requirements, the claim is not compensable. 5
Vigilant Guardian IWIF Investigation & Litigation Success Cases Recent IWIF Success Cases at the Workers’ Comp CASE of the injury playing with his kids Commission Multiple witnesses for each side testified in this con- tested accidental injury claim investigated and defended by IWIF’s claims and legal team. The claimant alleged IWIF’s Legal and Claims professionals work hand-in-hand to he injured himself at work on a particular date and then successfully litigate numerous cases in front of the Maryland amended the date of accident at the hearing. He pre- Workers’ Compensation Commission (WCC). IWIF’s case prepa- sented two co-worker witnesses in an attempt to show ration and defense help to keep premium costs fair by limiting that someone at work knew he was hurt. In defense, the unnecessary and excessive awards/claim payments. Here are owner of the company and HR director testified that they summaries of recent hearing cases in which the WCC ruled in had no knowledge of the alleged injury happening at favor of policyholders and IWIF. work. The owner recalled the claimant giving a history of injuring himself while playing with his kids, rather than reporting that it occurred at work. The claim was disallowed. CASE of the alleged diving board accident The employer in this claim sponsored a picnic for their employees, but did not require that employees attend. CASE of carpal tunnel syndrome not being The claimant alleged that she injured her neck when causally related she jumped off a diving board into a swimming pool The IWIF Claims-Legal team collaborated to convince near the end of the day when most people had left. The the Commission that claimant’s carpal tunnel condition employer was present and testified about the particular was not causally related to a January, 2008 accident. circumstances of the picnic. IWIF’s Claims-Legal profes- The IWIF defense foiled claimant’s attempt to convince sionals teamed up to defend this claim, asserting that the Commission that her failure to timely focus on her the injury did not arise out of and in the course of the hand and wrist was because of her more significant employment. The claim was disallowed. neck injury. IWIF’s good use of medical records helped to defend this case. CASE of intoxication up on the roof This claim was successfully defended at the Commission, applying the intoxication defense. The evidence showed CASE of not knowing her left from her right that the claimant’s blood alcohol level was .22 when he The IWIF Claims-Legal team collaborated on this claim to fell through a hole in the roof on which he was working. counter claimant’s request for additional Temporary Total The Commission’s decision was appealed by the claimant benefits (TT) and an orthopedic consultation. The claim- and thereafter he agreed to a binding arbitration in lieu ant had been on TT for over eight months and compensa- of proceeding to trial. The IWIF Claims-Legal team was tion thereafter ceased based on a thorough IME report successful once again in convincing the arbitrator that concluding that she could return to work. At the hearing, the alcohol was the sole cause of the accident, causing she complained of symptoms on the right side of her back the claimant to step “into a hole that was obviously even though the disc problem was on the left side. The visible and that he knew was there.” Once again, the claimant’s credibility was diminished by her inconsistent claimant was barred from compensation. anatomical complaints. Both the TT and the ortho consult were denied. Employer’s Remember, prompt and thorough investigation of the claim starts with you. TIP: Report injuries immediately. The more information IWIF has to prepare for a possible hearing, the stronger our case. Please work with your claims adjuster by staying involved throughout the claims process. With IWIF 8 Spring 2010
Vigilant Guardian IWIF Fighting Fraud to Keep Your Premium Costs Down IWIF fraud investigations Red Flags of workers’ recovered comp claimant fraud $2.4 million in 2009 There are numerous red flags that a fraudulent claimant may wave. Taken individually, some may not be reason for suspicion. But any one of them may be reason for a closer look, and none should be ignored. IWIF’s Special Investigations Unit (SIU) Here are some of those red flags: recovered $2.4 million and referred 40 individu- als for prosecution or arrest due to claimant or 4— Worker exhibits an unusual familiarity with the workers’ comp system. premium fraud in 2009. 4— Hires an attorney the day of the claimed injury. The $2.4 million includes money recovered 4— Is disgruntled, on probation, facing layoff or is about to retire. from claimant and premium misrepresentation 4— Is engaged in seasonal work that is about to end. and fraud. IWIF recovered $2.3 million from pre- 4— Has a poor attendance record. mium avoidance fraud and $167,000 in claimant 4— Is new on the job. restitution. 4— Changes doctors when original doctor suggests return to work. 4— Uses false Social Security number or other false form of identification. “Staying vigilant and fighting fraud 4— Uses post office box, hotel or motel as home address. on all fronts helps keep premium 4— Cannot be reached at given home phone number. 4— Delays reporting the injury for four weeks or more. costs down for IWIF’s policyholders.” 4— Presents rehabilitation or medical reports that indicate a condition Jerry Landsman, IWIF Fraud Director inconsistent with reported injury. 4— Balks at returning to work; reports little improvement in condition. 4— Has problems with workplace relationships. Additionally, the company saved $43 million in claim reserves as a result of false or exaggerated The circumstances surrounding the report of the accident may also of- claims. A claim reserve is money set aside by an fer clues, such as these: insurance company to pay future costs associated with a claim. 4— Accident was not witnessed by co-workers or anyone else. “The hard working professionals at IWIF 4— Was rumored to have been staged, to have never happened, or to deserve kudos for their efforts and dedication,” have happened elsewhere. says Mr. Landsman. “SIU’s success is directly 4— Happened on a Friday or shortly after employee’s return to work on tied to the assistance that we receive from every Monday. corner of the company as well as from our poli- 4— Happened in an area where employee would not normally be working. cyholders. Our goal for 2010 remains focused: to 4— Happened at an odd time. prevent and detect fraud against IWIF wherever 4— Happened after termination or layoff. it occurs.” 4— Employee recalls only vague or inconsistent details. The most effective way to fight fraud is to prevent it. The next best way is to detect it, thereby discouraging repetition. Also, stay in touch with your staff. Employees can be a good source of information about a co-worker collecting workers’ comp benefits, especially if they are assuming that co-worker’s job duties. By conditioning yourself and your staff to recognize these red flags, you may be building one of the most effective cost-saving initiatives for your organization this year. If you suspect workers’ comp fraud, report it immediately. Call the IWIF Fraud Hotline or e-mail us a tip at reportfraud@iwif.com With IWIF Spring 2010 9
IWIF in the Community Providing educational scholarships to children of Maryland’s fatally or catastrophically injured workers Every year, hundreds of Maryland January 8, 2010 ers k you” to the board memb I just wanted to say “than workers are disabled by on-the-job gh out the and for helping me throu of Kids’ Chance of Maryl injuries. Tragically, almost 100 workers duate . in Maryland lose their lives every year. of my col leg e jou rn ey - undergraduate and gra course ted the M.Ed . program at I have successfully comple It is the families and, in particular, the ceremony honors!! My graduation children of these workers who are often forgotten when these losses occur. Towson University, with so excited! is this Sunday, and I am pursuing e to obtain my dream of Kids’ Chance of Maryland, Inc. provides an opportunity for these chil- I wo uld not ha ve bee n abl ciate ds’ Chance . I truly appre college if it wasn’t for Ki dren to pursue their education, reach ily. done for me and my fam everything that you have their goals and fulfill their dreams for the huge king down on me wi a th I know that my dad is loo future. of my achievements. Kids’ Chance of Maryland, Inc. smile , being very proud ds’ about any upcoming Ki is a nonprofit charitable organization Please keep me informed y involved . uld definitely like to sta developed by the concerned volunteers ce events bec au se I wo in Maryland’s legal community, in as- Chan sociation with insurers, employers, labor, medical and the workers’ compensation Sincerely, Tasha Wilson community. IWIF is proud to be a charitable founding sponsor of the Kids’ Chance of Do you know of a student who Please consider attending Maryland scholarship fund. could benefit from a Kids’ Chance or becoming a sponsor for the scholarship ? 2010 Kids’ Chance of Maryland Which children are eligible for the There is scholarship money avail- Fundraising Gala scholarships? able. Visit www.kidschance-md.org to Thursday, May 27, 2010 • 6-9 PM, Children who have had a parent download the application forms. Boumi Temple, Rosedale, MD catastrophically injured or killed in an Featuring dinner and a silent auction employment-related accident in Mary- How can you help financially? Join the Kids’ Chance of Maryland Board of land. Students must be between the If you would like to make a differ- Directors together with some of our ages of 16 and 25. The parent’s death or ence in the life of a child whose parent inspiring scholarship students and their injury must have resulted in a substantial had an expectation of a productive work parents. You will hear firsthand their decline in the family income. life cut short by a catastrophic work- personal stories of how these related accident, please consider giving scholarships have helped them to achieve their How long is this scholarship for? to Kids’ Chance of Maryland, Inc. educational goals. Generally, the scholarship is good Our scholarships are contingent on for one semester, and the applicant the availability of funds, so your help is A Chance to Honor and to Help must maintain acceptable grades. The needed to make this opportunity avail- applicant must reapply at the end of able to children who would not other- each semester for the scholarship to wise be able to attend college or techni- cal school. Individual tickets @$175 each continue. Scholarships can be applied to Corporate sponsorships also welcomed. any accredited undergraduate college or Kids’ Chance of Maryland is a To purchase tickets and for more information vocational trade school tuition. 501(c)3 organization, so all contributions on sponsorship levels and benefits, please call are tax-deductible. 410-832-4702 or visit www.kidschance-md.org. With IWIF 10 Spring 2010
IWIF News Shorts View IWIF’s New Video Stories @ IWIF.com NEW IWIF Safety IWIF is the leading writer of workers’ compensation in Maryland, because we Pocket Guides V are very good at what we do. For almost 100 years, building strong relationships in English/Spanish Safety for Landscaping and partnerships have been at the core of our business success. Partnership IWIF recently asked seven of our Strength partners and customers to share their viewpoints on our organization and on and Commercial Expertise Advocacy Caring their business relationship with IWIF. Visit our website at www.iwif.com to hear their short viewpoint stories. Kitchen Employers Community IWIF has published two new, FREE pocket safety guide booklets for employers with non-English speaking Hispanic employees. The guides use simple English and Spanish language and are visually reinforced with photos. The booklets are designed for employers to use during safety trainings and as an employee handout. To request free copies of the spiral Mike Henderson Larry Sanders Eddie Brown Joseph Fick Ellen Valentino William Robin Tomechko ABC Baltimore Edward L. Brown Capital Fick Bros. National Smulyan, M.D. Big Brothers bound booklets, email publications@ Sanders Management Roofing and Federation OrthoMaryland Big Sisters of iwif.com, or contact IWIF Loss Control at Insurance Exterior of Independent Medical Group Central 1-800-264-4943 x2165. Remodeling Co. Business Maryland Landscaping & Commercial Arborist Safety Kitchen Safety IWIF is Proud to Introduce Receive a 10% Discount the Maryland Home on Training Courses Offered Improvement Safety by the Chesapeake Region Group Program Safety Council The IWIF/MHI program offers qualified The Chesapeake Region Safety Council contractors, licensed by the Maryland is pleased to offer a 10% registration Home Improvement Commission (MHIC), discount to IWIF policyholders. To view a dependable workplace safety solution the complete course listing and dates, and 10% off IWIF base rates. visit www.chesapeakesc.org. This safety program applies to To register and receive the 10% corporations, partnerships discount off the CRSC member or non- or individuals who are member price, IWIF policyholders must directly involved call 1-800-875-4770, ask for Connie and with the indicate that you are an IWIF policyholder. construction or With IWIF is published by the Injured Workers’ improvement of Insurance Fund. Our goal is to be a resource for easy- existing residences. to-read information on workers’ compensation and Qualified MHIC licensed contractors workplace safety topics that are helpful for you in who are currently insured with IWIF your workplace. We invite your comments and sug- are elegible to participate in the gestions to improve our newsletter and our website. istock photo program at the normal anticipated Please call the Communications Dept. at 410-494- renewal date. 2023 or e-mail communications@iwif.com. Contact your agent For general policy or claims questions, e-mail customercomments@iwif.com or visit iwif.com. With IWIF Spring 2010 11
This helpful newsletter is provided as a service by IWIF PRSRT STD and your agent U.S. POSTAGE 8722 Loch Raven Boulevard PAID Towson, MD 21286-2235 Permit No. 1962 Baltimore, MD IWIF Main Number.................. 410-494-2000 Outside the Baltimore Area....1-800-264-IWIF www.iwif.com IWIF is a proud insurance partner with these groups, associations and safety programs: Workplace Wellness Symposium Tuesday, June 8, 2010 The Westin BWI Hotel Registration: 8:00 am | Symposium: 8:30 am - 2:00 pm 1110 Old Elkridge Landing Rd., Linthicum, Md. sponsored by This timely topic of Workplace Wellness is sponsored by IWIF, CareFirst FREE to Attend BlueCross BlueShield and the Chesapeake Region Safety Council. Through breakout sessions on a variety of topics, attendees will learn of the important benefits of creating or re-energizing an existing workplace To register: wellness program. Contact the Chesapeake Agenda & Keynote Presentations: Region Safety Council Welcome & Opening Remarks: Secretary John Colmers, at 1-800-875-4770 NEW MHI Maryland Home Improvement Maryland Department of Health and Mental Hygiene Keynote Speaker: Ron Goetzel, Ph.D., or e-mail: safety@chesapeakesc.org • The relationship between health and well-being, Ron Goetzel, Ph.D. workplace productivity and the return on investment Wellness ROI Who should attend: Keynote Speaker Breakout Sessions: Business owners • Creating a workplace wellness program for private sector employers CFOs HR professionals • Creating a workplace wellness program for public sector employers Managers • The legal environment and your wellness program Supervisors • Health issues adversely affecting workers’ compensation injury claims Safety professionals WASHINGTON AREA Panel Presentation: NEW AUTOMOBILE DEALERS ASSOCIATION • Real world employers’ success stories - overcoming issues and challenges
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