Reducing Workers’ Compensation Claims

Everyone knows that the goal of any business is to make as much money as possible. Costly workers’ compensation claims can be a huge burden to companies trying to reach that goal.

If you’re the owner of a business, you’ll want to maintain a safe working environment to not only reduce workers’ compensation claims but keep your employees safe as well. I decided to research the best methods to help you do just that.

What is a Worker’s Compensation Claim?

First, we need to establish what a workers’ compensation claim is. If an employee is injured on the job, they are entitled to make a worker’s compensation claim. If the company accepts the claim, they are required to provide compensation to the employee, often in the form of replacing the wages lost or paying for medical bills. In exchange for the benefits, the employee waives their right to sue their employer for negligence.

Workers’ compensation claims may seem like an easy way to avoid the hassle of a drawn out lawsuit, but depending on the wages lost and medical bills incurred, they can be extremely expensive for both you and your company, The best option is to take the proper precautions to avoid workers’ compensation claims in the first place.

Utilize Testing Services in the Hiring Process

Including testing services in your hiring process can help you hire smart and avoid workers’ compensation claims. Several companies like WorkSTEPS, Inc. have pioneered evidence based tests that measure prospective employees physical abilities. This helps you hire employees that will be able to handle the physical demands required by your company, helping you stay away from injuries at the workplace.

These tests will allow you to make the best decisions during the hiring process, and are both completely objective and legal.

Create a Safety Program

Another way to avoid spending money on workers’ compensation claims is to create a company wide safety program. Such programs will allow your administration to notice any potential safety hazards and get rid of them to ensure that your working environment is as safe as possible. Many states even require companies to write safety programs — make sure to check out the laws in your respective state.

You many options when creating your work safety program. You could hire a third party business to help develop one for you, download a template online from a company for a fee, or turn to the Occupational Safety and Health Administration’s consultation program. No matter where you look, it is important to create a program that is much more than a document and truly keeps your employees safe.

Consider Joining a Professional Employer Organization (PEO)

This tip is especially beneficial for small and medium sized businesses. Join a professional employer organization (PEO). PEOs can provide the guidance needed to steer clear from workers’ compensation claims and reduce their impact if they do happen. PEOs can help you select workers’ compensation plan coverage, design a safety program, and manage relations with any injured employees.

Equal Pay Act Addresses Sex-based Discrimination

Learn moreMoney isn’t everything, but when it comes to compensation for work it matters a great deal. When sex-based discrimination rears its ugly head in the workplace, the hardest hit are the pocketbooks of its victims. This issue of inequality was the basis for the Equal Pay Act of 1963 (EPA).

Women and other groups who have historically experienced inequality in pay are the primary beneficiaries of theEPA. The law mandates that all employees in the same company, regardless of gender, should be given the same compensation if they are doing essentially the same job. The job titles may differ, but the basis for comparison is the job description. For example, if employee A is called a sales coordinator and employee B is called a customer liaison, but they both solicit orders from prospective clients, then they essentially do the same work and should be given the same compensation.

The EPA covers not only salary but other types of monetary compensation as well. These include bonuses, stock options, life insurance, overtime pay, representation allowances, profit sharing, vacation and holiday pay, and other benefits. If there is a substantial discrepancy between two employees doing the same work, the employer may increase the pay of one to match the other, but may not reduce compensation of either employee in any way.

Sex-based discrimination may manifest itself in the workplace in a number of ways, but compensation is something that is clearly documented and can be checked. If there is any sex-based discrimination when it comes to pay, it is typically easy to prove.

Any violation of the EPA may be directly filed with the court by the concerned party; there is no need to first file with the Equal Employment Opportunity Commission (EEOC). In general, workplace discrimination claims must first go through either the EEOC or the state commission (which in New York is the New York City Commission on Human Rights) before a claim can be made in court.

A case under the EPA, as well as for Title VII of the Civil Rights Act of 1964 (Title VII), which also protects people against sex-based discrimination, must be filed in civil court within two years from the time of the alleged violation. A claimant under the EPA may also file a case under Title VII at the same time. An experienced sex-based discrimination lawyer can determine the pros and cons of this.

If you have experienced discrimination because of your sex, make sure to contact a lawyer as soon as possible. You shouldn’t have to suffer through the complexities of the law alone.