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For Self-Insureds: 3 Musts for Controlling Workers' Comp Costs

<p>These steps are key to managing third party administrators.</p>

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The observed increase in workers' compensation claim liabilities and ultimate losses is partially attributable to external factors — those outside the control of risk management, such as medical inflation. Elizabeth Bart's article, Ever-Increasing Unpaid Claim Liabilities: When Does The Growth Stop? explores such external factors. This article looks at how claims practices can influence claims costs and contribute to the increasing liabilities. The article also discusses what self-insureds can do to better manage practices in an effort to control costs. The management of a workers' compensation claim incorporates several key areas, all of which interact and combine to influence the claim's outcome (e.g., initial handling, investigation, reserving, medical management, etc.). It can be challenging to understand whether a workers' compensation claim is well-managed and whether optimal outcomes are being achieved. This is particularly true for self-insured entities, which often delegate claims management responsibilities to an outside third-party claims administrator (TPA). The result of using TPAs for claims administration is that the self-insured entity itself maintains little if any expertise in the area of sound claims management practices. Moreover, the TPA will often delegate certain functions to other vendors such as case management and medical and legal bill review, further removing the oversight of these services from the self-insured's reach. Finally, many self-insured/TPA contracts focus on the quick resolution of a large volume of smaller dollar claims, with little consideration for the efforts and resources needed to resolve large claims. Therefore, the management of larger claims may not be well understood or outlined in these arrangements. Improving three often misunderstood or underestimated claims handling areas could result in a significant improvement in claims outcomes and have a material impact on liabilities:
  • Initial activities
  • Information and data collection
  • Change in case reserving practices
Basic knowledge of these essential claims-handling activities will enable the self-insured to effectively work with its TPA to avoid common pitfalls. Initial Activities Activities undertaken by the claims handler immediately after a claim is reported are often thought of as administrative tasks — no more than an intake exercise whereby the handler runs through a checklist of scripted questions. These activities include assessing immediate medical management needs, making three-point contact (i.e., contact with the employer, the injured worker and the medical provider), assigning to the appropriate adjuster, taking statements and gathering documents (e.g., medical authorizations, photos, police reports and wage statements). In truth, activities that occur in the early stages of a claim may not be terribly significant for the large number of reported workers' compensation claims that resolve quickly. However, for that small percentage of claims upon which the majority of the costs are ultimately expended, proper claims management from the outset is crucial to achieving optimal claims outcomes. For example, a claimant who has had previous injuries or prior surgeries, or who otherwise presents with certain characteristics such as chronic pain, is more likely to require medical management from the outset to ensure optimal medical outcomes, which in turn reduces costs. For a small number of high-severity claims, if the medical aspects are not understood and well-controlled at the outset, the claimant often does not improve, and the claim can develop into a larger-than-anticipated and larger-than-necessary claim — a lifetime pain management claim perhaps involving multiple surgeries and costing hundreds of thousands or even millions of dollars and without an optimal medical outcome or endpoint for the claimant. Thus, it is important upon receipt of a claim to investigate all prior injuries, surgeries, prescriptions and comorbidities (i.e., health issues that are not work-related but nonetheless could affect the treatment of the injury). In many cases, the best practice of making three-point contact has devolved in practice into two-point contact (the employer and the injured worker) and in some cases even one-point contact (the employer). This can leave basic medical questions unanswered for weeks or months. For a small percentage of claims that have the potential for developing into the highest-severity losses, these delays could be critical. Another key initial activity is adjuster assignment. Assignment to the appropriate adjuster can be particularly important for some claims — for example, those where the claimant reports injuries to nonspecific or multiple body parts, such as "neck, shoulder, arm." These claims present an element of subjectivity, uncertainty and potential complexity. It is important that the adjuster thoroughly investigate precisely how the injury occurred and communicate with the medical providers about the types of injuries that can result from that activity. This means that the adjuster needs to have the proper background and expertise to ask the right questions. If injuries or body parts are reported that are not medically connected to the work-related injury, the adjuster may only have a short period within which to deny those unrelated claims. An inexperienced adjuster may not identify or attempt the valid denial, in which case that injury and all subsequent treatment may be deemed accepted for the duration (perhaps for the life of the claimant), with no further opportunity to deny. In a large number of cases, this missed opportunity will not have a significant impact on the outcome, but for that small population of high-severity claims, such an error will be costly. As a final example, the initial investigation is important because it can assess the claimant's ability or motivation to return to work based on one or more subtle aspects of the claim, such as educational level, child support status, disability status of the claimant's spouse, ability of the employer to accommodate the claimant's limitations or the proximity of the claimant's home to job opportunities. It is important for the handler at the outset of the claim to immediately contact the employer, the injured claimant, witnesses and medical providers to ask pertinent questions. Equally important is the need for the handler to listen carefully to the answers and follow up on unusual or inconsistent information. Inexperienced claim handlers often appear to be following a list of predetermined questions and may hesitate to go "off script." Many times, the claims that adversely develop are those that, in retrospect, could have been controlled had certain information been collected and had the investigation been thoroughly completed and thoughtfully assessed early in the life of the claim. Information and Data Collection Increasing claim costs are also associated with the inability to easily locate and evaluate the information gathered on the file. A claim may be assigned to an adjuster with the appropriate level of expertise, and that adjuster may undertake a prompt and thorough investigation. However, the pertinent information emanating from that investigation is not captured in discrete data fields in one location in the file system. Rather, that information is buried throughout the "notes" section of the claim system — along with numerous immaterial or administrative entries. This impedes the ability of the self-insured to easily identify claims that have the potential to be large and work with the TPA to effectively control costs. For example, a large volume of the "notes" section of a claim file may include entries such as the date of a reserve review, an adjuster's failed attempt to contact a party, the payment of a bill, the date a processing decision was made, the scanning of a document into the file or the receipt of a police report with no substantive commentary. Even entries related to the status of a claim — one that on its face would appear to be highly relevant and current — are often simply "copy/pasted" from prior status entries. Thus, including in the claim notes pertinent information vital to making prompt and reasonable strategic decisions can lead to inefficiencies and suboptimal outcomes. The amount of stale, outdated, repetitive and sometimes misleading information makes it exceedingly difficult to identify and assess the pertinent facts, issues and activities in the file and impedes the adjuster's (and supervisor's) ability to make informed decisions. In many claim operations, reviewing the file is so time-consuming and difficult that the supervisor is only able to randomly select a small sample to audit at regular intervals. If that supervisor does not by chance select the "right" files, important issues might not be identified and key strategic opportunities might be missed. The problem is compounded when information is entered incorrectly. Common errors can lead to costly repercussions. For example, assume that the medical records all clearly identify a right shoulder injury. If the handler inadvertently refers to the "left shoulder" injury in the claim notes, all subsequent actions might be based upon that. A supervisor or newly assigned adjuster may not have the time, or may believe it is unnecessary, to confirm that information by checking the original medical records. Body parts and treatments could be implicitly accepted and additional costs expended for injuries that are not work-related. Similar types of errors can be made with wage information or rate calculations and can go unnoticed for long periods, resulting in costlier claims. Finally, as more and more claims departments are outsourcing medical bill review functions to third-party vendors, some of that key medical information is not captured in the claim system at all, which can also distort the true picture of the potential exposure. Thus, it is important that the self-insured verify that the TPA, or other claims-handling entity, develops a system of meaningful data capture, whereby key pieces of information are systematically downloaded or manually entered into consistent discrete fields in as few screens as possible. Many claims systems already have these capabilities, but handlers are not required to enter the data, and the fields remain blank. Such a data capture would allow representatives at the self-insured entity the ability to obtain a current and comprehensive snapshot of the development on the claim. Discrete data fields also ensure consistency, facilitate fact-checking and support the creation of meaningful metrics and management information reports. Self-insureds should ensure that they have full access to the claims system and that they understand all the features of that system. Change in Case-Reserving Practices The onset of conservative case-reserving practices can lead to unnecessary increases in ultimate losses. This may not be intuitive. Many people may think that inadequate case reserves lead to increasing ultimate losses, because over time the case reserve (which was initially set "too low") needs to increase to cover actual payments. While this is true, the ultimate losses may not be affected by the development of inadequate case reserves, because the actuary may have taken the case reserve practices into account in estimating the actuarial reserve. Thus, even if the case reserves were "too low," the actuarially estimated additional reserves would have compensated, resulting in a total reserve (case plus actuarial), or "ultimate," of "just right." As case reserves increase, actuarial reserves may decrease (all else being equal), and the ultimate will not change. In that way, inadequate case reserves do not necessarily result in increasing ultimate losses. An important aside: We must remember that inadequate case reserves are not necessarily the result of poor claims handling or intentionally suppressing case reserves. When we say that case reserves are inadequate, we mean that, despite best efforts to set a case reserve that reflects the ultimate value of the claim at any given point, there are a few claims that will develop adversely in unanticipated ways (i.e., in ways that could not be foreseen by the claims handler when the prior case reserve was established). That is in part what the actuarial reserve is intended to estimate — the unanticipated development — and is outside the purview of the claims handler. Changing case reserving practices by making them "higher" or "more conservative," however, can result in increasing ultimate losses. Consider, hypothetically, a TPA that decides to institute a new practice of establishing a case reserve reflecting the worst-case scenario, or adding an arbitrary amount (e.g., 25%) on top of the best estimate of case reserves. That change could result in higher ultimate losses, for two reasons:
  • First, if the actuary is unaware of this change, it will not be incorporated into the actuarial estimates. This could result in higher actuarial estimates. When added to the already increased case reserves, the ultimate losses increase substantially.
  • Second, raising case reserves on a claim can lead to overpayments by the adjuster, a phenomenon commonly referred to as "leakage." In this case, the additional case reserves are believed, either explicitly or subconsciously, to be available to make payments. Efforts to reduce costs and manage the claim to its optimal result may be tempered by the knowledge that there is "extra" money with which to negotiate. This change in case-reserving practices can lead to overpayments and rising claims costs.
Conclusion Understanding and recognizing the importance of these three practices will enable the self-insured to effectively manage the TPA to control increasing costs.

Christine Fleming

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Christine Fleming

Christine is a principal and claims management consultant in the Boston office of <a href="http://www.milliman.com/">Milliman</a&gt;. She joined the firm in 1996. Christine offers claims expertise in a wide variety of property and casualty lines of business, including workers' compensation, general liability, professional liability and property for multi-line property and casualty insurers, captives, self-insureds and risk-retention groups.

Investment Oversight: Look Beyond Scores!

Most retirement-plan consultants use just one type of review. They should add a second.

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You know the drill. It’s time for the quarterly investment committee meeting on the retirement plan. Your consultant has used a “data-based” program to complete a review and handed you a report with colors and scores that indicate that the funds being offered to participants in the plan are doing well. Should you accept these scores and call it a day, or should you ask for additional information?
Most retirement plan consultants settle on one software program as the foundation for reviewing the investments offered in the 401(k) plan. But there are two main types of programs --analytics-based and data-based -- and a prudent fiduciary should use both. The analytics-based programs focus on assessing a manager's skill, behavior and asset construction. The data-based programs focus on measuring a manager’s results statistically. Analytics-Based Software: MPI, Zephyr Analytics
  • Produces a score for each investment.
  • Assesses a manager's skill, behavior and asset construction.
  • Evaluates the quality (in a quantitative way) of the manager.
  • Costs the consultant more but provides a more robust evaluation. 
Data-Based Software: Morningstar
  • Produces a score for each investment.
  • Focuses on measuring manager performance and returns statistically.
If the score is similar in both programs, then the consensus would lead the fiduciary to a decision. If the scores diverge, then additional research would be needed before a decision is made about whether to retain the manager or hire a new one. Oftentimes, fiduciaries find it challenging to hold long-term performers through their inevitable lulls. Before any investment manager is hired or fired, fiduciaries should understand that most of the best managers will try everyone's patience with sub-par performance over three or five years. Understanding an investment manager's investment process, sub-styles and investment philosophies through varying market cycles will help fiduciaries make better decisions during performance lulls. This is extremely important to understand because approximately 90% of mutual funds that are top performers over 10 years in 17 categories spent at least one three-year stretch in the bottom half of their peer group. Although analytics-based programs go deeper in evaluating the quality (quantitative) of the manager as part of the overall score, they exclude critical components relating to the investment manager's investment process, sub-styles and investment philosophies. Providing deeper explanation of these critical components is something your plan consultant should provide as part of the fund-monitoring process. Consider asking your consultant to use an analytics-based software program in addition to what is currently being used, and to provide explanation on all the critical components to ensure the funds are meeting the highest possible standard for your participants.

Mark Ray

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Mark Ray

Mark is a retirement plan expert and registered fiduciary. Mark guides businesses through the challenges of managing a successful retirement plan by using analytical, teaching and interpersonal skills developed over more than 20 years in the industry.

Workers Fight. . . to Automate Their Jobs

Doubling the minimum wage would lead to fewer jobs -- and less need for workers' comp and other types of insurance and benefits.

The news out of Illinois tells us that as many as 2,000 people, including 325 uniformed employees, descended on McDonalds’ headquarters recently in advance of the company’s annual shareholders meeting to demand that the company pay workers’ “what they are worth.” I am not privy to the convoluted calculations involved, and have no idea how the employees arrived at the magic number, but the general feeling seems to be they are all worth $15 an hour. This is part of a movement pushing back against a minimum wage that many feel is too low and does not provide a livable wage. The movement bears watching because it could lead to significantly more automation, reducing the need for workers in many industries and, thus, the amount of workers' comp and other types of insurance that cover them. Let's look at the core argument for a moment. The workers at the demonstration are correct that the federal minimum wage of $7.25 an hour does not provide a livable wage. I don’t think it was ever intended to. Honestly, I believe many people have lost sight of what the minimum wage was supposed to be. It was an “entry level” wage designed for low-skilled workers or those just entering the workforce. It was never intended to be a family-supporting, bill-paying, life-creating wage. We were supposed to start there and work our way up. And by work our way up I mean develop skills and expertise and leave that minimum wage job forever behind us -- to be filled by some other unskilled or inexperienced worker. It doesn’t matter if that new skill was fixing engines or operating on the human brain; we were supposed to do something with our lives. Not any more. Today we define worth by the rate of our respiration and pulse. “I am,” therefore you owe me. My own brother-in-law subscribes to this belief and constantly references some poor sap he read about who has worked for a fast food restaurant for a bazillion years and only makes $8 an hour. My brother-in-law really does not have a response when I say, “Wow, he should quit and find someone who values him more.” Whether or not you agree with me, the issue here is pure, unadulterated economics. Here is what is likely to happen if the push for an increase in the minimum wage to $15 an hour succeeds.
  1. My brother-in-law, who in addition to speaking for the little man constantly complains that a fast food soda costs $1.50 when the cup and ingredients only cost the restaurant “like a nickel,” will have to get used to paying $2.50 for that soda. He is diabetic, so he shouldn’t be drinking that swill anyway.
  2. Unions, many of whom have contracts tied to the minimum wage as a base, would see immediate raises for their workers’ across the board. (That, by the way, is the real key behind unions' support for fast food workers)
  3. Finally -- and this is the BIG finally -- you will see automation in these low-end jobs like you’ve never witnessed before.
That, in the end, is what these workers are really fighting for. They are fighting to be replaced by machines. It is Economics 101. Automation is not feasible at $7.25 an hour. It is at $15 an hour. A visit to a McDonald’s of the very near future may find self-service kiosks similar to those in some retail stores or airports. Customers could place their orders and pay on their own. Some of the food may be produced by automation, as well. A large machine, half freezer and half deep fryer, might cook and dispense the French fries based on what the kiosk systems tell it to do. Fast food restaurants already have self-serve soda machines based on the same principle; the fast food industry merely will expand the use of automation to other jobs within the facility. I should not need to add that machines don't complain, don't have personal issues, don't call in sick, don't require benefits and never file grievances or workers' compensation claims. This automation, of course, will not be limited to the fast food industry. This will happen throughout the service and retail sector. If the fight for a $15-an-hour minimum wage succeeds, that will make some people quite happy. The unions will be ecstatic. The robotics industry will be elated.

What Coverage Does a Consultancy Need?

Many small firms operate on tight budgets but must protect themselves with at least two types of coverage.

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Insuring a consulting firm can pose a challenge. Many professionals start a firm today out of necessity -- creating their own employment. You take years of expertise and open a consultancy, often out of your home or in an office suite. This means a tight budget. Insurance is one of the areas where entrepreneurs may try to cut costs, but, to protect your business, you need to have your insurance agent evaluate all the exposures you face and offer solid coverage solutions. What does the professional liability policy cover? The consultant and its employees provide a service or offer advice, but what if it is faulty? Any professional consultant needs professional liability coverage, also called errors and omissions. The professional liability policy may be worded as follows: "The company will pay on behalf of the insured any loss excess of the deductible not exceeding the limit of liability to which this coverage applies that the insured becomes legally obligated to pay because of claims made against the insured during the policy period for wrongful acts of an insured or because of personal injury arising out of wrongful acts of an insured." In addition, the policy may say, "Coverage for allegations of bodily injury, sickness, disease, or death of any person, or damage to or destruction of any tangible property, including the loss of use...."' This wording shows the limited scope of the professional liability policy. The intent is to cover only negligent professional or “wrongful” acts. The policy also provides limited protection for personal injury, such as libel or slander, committed by the insured against a third party. What does the commercial general liability (CGL) policy cover? The CGL covers bodily injury to a person or damage to the property of others caused by a firm's negligence. As courts have ruled repeatedly, the CGL policy is not a performance bond. A CGL policy is not intended to cover the quality of a company's advice or service. This helps constrain the contractor from low-bidding a job, performing poorly and then relying on the insurance carrier to cover that risk. Look first at CGL policy language under the insuring agreement, the heart of the policy: "We will pay those sums that the insured becomes legally obligated to pay as compensatory damages because of 'bodily injury' or 'property damage' to which this insurance applies." Here are a few of the exposures covered under the CGL:
  • Premises and operations liability for persons injured or items damaged while on your business premises or because of your business operations.
  • Additional insured coverage when you sign certain written contracts or agreements such as leases.
  • Tenant's liability in the event the business operations, for example, accidentally start a fire in rented premises.
  • Host liquor liability if you are not in the liquor business.
  • Defense for covered claims.
  • Bonds and court courts associated with a claim.
  • Limited financial remuneration when assisting your carrier in the defense of a claim.
In addition to bodily injury and property damage, the CGL covers personal injury liability, including libel and slander, as well as advertising injury. The CGL offers consultancies broad coverage and peace of mind. You can run your business knowing that help is available in the event of a broad range of losses. Althought there is a great deal of uniformity between professional liability forms and commercial general liability forms, all carriers use a variety of forms. Coverage can vary widely from one insurance carrier to another, so an agent should be able to help you determine the coverage differences and help you make a strong choice to protect your growing consultancy. What are some CGL exclusions? There are many exclusions under the CGL, and to understand each one is tricky. Forms differ and jurisdictions that hear lawsuits vary greatly. However, here are some general exclusions:
  • Intentional injury -- When a business owner acts in self-defense, there is generally coverage. For example, suppose a robber breaks into the darkened firm and brandishes a knife at the owner, who is catnapping. He heaves a computer monitor at the burglar and injures the burglar. Carriers should defend the case unless it appears the insured intended to inflict malicious injury.
  • Care, custody and control of property owned by others -- For the consultancy that repairs computers or other equipment, bailee coverage may be necessary.
  • Faulty workmanship.
  • Liability arising from an aircraft, auto or watercraft -- If you use any of those conveyances in your business, you’ll require specific coverage to protect your assets. However, if you provide an automobile to an employee who gets in an accident, you may have coverage, depending on the coverage form and the jurisdiction.
While the CGL policy offers the majority of consultancies broad coverage, your agent must evaluate each risk carefully to ensure the CGL adequately protects the consultancy's unique exposures. The CGL may still lack scope As your consultancy grows, the CGL is only part of your coverage solution. The CGL will not cover every exposure you face, especially once you hire employees. In most states, after you hire either one or a small number of employees, the state mandates workers' compensation coverage. In addition, employment practices coverage is important in today's complicated employment arena. There is no coverage under the CGL for most employment exposures like a wrongful termination or a discrimination claim. Your consultancy may start with only one computer and a printer, but as your firm grows so does its personal property. Don’t forget to insure your personal property, as well. For firms with even the most trusted employees, crime policies are vital. For example, suppose you hire a bookkeeper to assist with accounting and administrative tasks. Unbeknownst to you, she likes to gamble. Over time, she begins to embezzle funds, and, before you know it, you are short thousands of dollars. Crime coverage is designed to defend and pay these types losses. The Association of Certified Fraud Examiners found that firms with fewer than 100 employees were frequently hit by fraud, accounting for 32% of the incidents they surveyed. Clearly, the CGL offers broad coverage and peace of mind for any consulting firm, but there are many other risks your business faces that may require specialized coverages. An independent agent can help you sort out the risks. One easy approach to coverage If you own a consultancy, you may be confused about your unique coverage needs. The way many agents approach your coverage is to tell every new business owner he or she needs general liability coverage. Then they review the consultancy’s business operations to determine what additional coverage, such as professional liability, employment practices or workers' compensation are required. Because most consultants have auto insurance, to some extent you understand liability coverage. The CGL is more complicated, but the general principles of coverage for bodily injury and property damage are similar to the auto policy. For the new consultant, this comparison may be a good starting point to help you understand your company's need for general liability coverage. In today's complex business environment, no consultancy should go without two types of coverage -- professional and general liability -- at a minimum. An experienced independent agent can help you ensure your business thrives and prospers in the coming years.  

Nancy Germond

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Nancy Germond

Nancy Germond’s almost three decades of insurance experience give her unique insights and abilities as a consultant and copywriter. An accomplished risk and claims manager, Germond has written scores of risk-management related articles and white papers and has presented for organizations like the Public Risk Management Association (PRIMA) and the Society for Human Resources.

Responding to Needs of the Aging Workforce

Over the past decade the workforce has aged to a 44% margin for those over the age of 45. Are employers ready to address the inevitable increase in workers' compensation claims?

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Understanding the Issue According to the U.S. Department of Labor, over the past decade, workers in the 45 year-old and over category have increased 49% and now make up 44% of the workforce. The age group over 55 has grown to 21% of the workforce. As a glimpse into the future, a 2013 Gallup poll revealed that 37% of working age respondents indicated they expect to work beyond age 65. Gallup reported that only 22% responded the same way in 2003 and only 16% in 1995. Given this projected “aging” of America’s workforce, are America’s employers prepared to effectively address the associated increase workers compensation claims? As the population pyramids below illustrate, the aging of America is not a short-term issue. Note the diminishing dependency ratio of young to old, from 1980 to 2030 as shown in Figure 1. Screen Shot 2016-01-16 at 11.37.02 AM The Future is Now The time to discuss these trends as a “having potential impact in the future” has actually passed. We need to re-orient our thinking of the aging workforce as a new constant and as “today’s reality”. The medium age of some industries is as high as 55 (agriculture) indicating a need to act. Screen Shot 2016-01-16 at 11.37.39 AM Table 1: Percent of workforce over 45 years of age, by industry.
At Aon, we have been studying and quantifying the impact of the aging of America on our clients. Based on our market insight, we have developed prescriptive solutions to support our clients’ needs. As you can see from the table below, the age of the workforce and population within each age band varies significantly and is in part why all employers may not experience a direct impact of this issue. Based on our client research, we believe it is imperative to quantify the impact of this issue, which in turn provides key input and metrics for helping mitigate the problem. As one client put it when shown the injury trend related to an age band of workers and type of injury driving a considerable portion of their loss time injuries, “Are you saying that by prioritizing the identification and potential for shoulder injuries I could get more return on investment from my ergonomics efforts?” The response was a simple but definitive, “yes”. The Impact on Work-Related Injuries Over the past three years, Aon casualty specialists have been monitoring the impact of work-related injuries to aging workers by examining workers compensation claim costs of our clients. From this research, we have identified some rather compelling trends.
One of the most concerning trends is the “current” impact on the cost of workers’ compensation. We studied $2.5 billion in workers’ compensation claims from 2007 through 2012 and found a consistently higher average cost for workers' compensation claims for older claimants across all industry groups. For example, the 45- to 55-year-old claimants in the manufacturing industry group’s average claim cost was 52% higher than 25- to 35-year-old claimants. This trend varied in degree by industry, but only by the pitch of the slope, leaving us to look deeper into the issue and attempt to identify what was driving this cost. This issue has been under study for quite some time. Heather Grob, Ph.D. and senior economist with Washington State Department of Labor and Industries, published materials on the concern in 2005, stating “that a random sample of Washington workers' compensation claims from 1987-89 found that workers over age 45 were at risk of longer term disability” (Cheadle et al 1994). The study concluded that older age is the most important and consistent influence on duration of disability. While we are not breaking new ground on identifying the issue, what seems to be missing is the socialization and acceptance of the impact as well as an understanding of what we should be doing about it. Screen Shot 2016-01-16 at 11.38.11 AM The Birth of Ageonomics in Workers' Compensation In 2011, we at Aon coined the term Ageonomics to address the phenomenon of the aging workforce and the strategies that can help address increased costs and worker safety. Vicki Missar, Aon board-certified ergonomist, defines Ageonomics as the scientific discipline concerned with the interaction among aging humans and other elements of the system within which they work. Ultimately, Ageonomics is Aon’s professional service that applies theoretical principles to designing age-specific systems to optimize the wellbeing of the aging worker while improving overall system performance. Aon’s Ageonomics practice leverages the differentiated expertise of professionals spanning such disciplines as ergonomics, wellness, benefits and safety to deliver comprehensive and very powerful solutions to the aging workforce challenges most employers are facing. Ageonomics calibrates the absenteeism trends for the aging workforce, regardless of the bucket within which they fall. Aon analyzes the trends, from short-term disability (STD), long-term disability (LTD), workers' compensation (WC), casual absences (CA) and Family Medical Leave Act (FMLA) absences to understand claim volume, average claim duration, average cost per lost day, average cost per claim, total costs and the ultimate cost projections. In addition to the financial output, Aon calibrates the leading absence causes by program type to understand what is driving the aging employee absenteeism. This insight provides clearer diagnosis on which programs are affecting the organization the greatest and which absenteeism causes are being reported with the most frequency. Aon also reviews the internal programs to understand how the framework is aligned with the organization’s aging worker initiatives. Organizations can then develop a targeted, age-specific strategy to help not only prevent or reduce the duration associated with the respective absences, but implement preemptive programs to help keep aging workers healthy and optimize their individual productivity. Screen Shot 2016-01-16 at 11.38.51 AM Changes Associated with Aging The physiological changes associated with aging occur from the moment we are born. Fast forward to age 45 and older, and the body begins to change more significantly. Depending on primary factors such as health, fitness and genetics, all of us age differently. Researchers in Finland (Ilmarinen, et. al. 1997) found a decline in what they called "workability," with 51 years of age being the most critical point at which workability started to decrease. In addition, researchers noted that workability was shown to have a high predictive value for work disability (e.g. lower workability equals higher disability days). This means that we must now focus on the individual to understand age-related risk factors, modifiable and non-modifiable, to really address the challenges facing the aging workforce. Physiological Changes That Can Affect Work Performance With age comes decreased muscle strength, lower dexterity, reduced fitness level and aerobic capacity, poorer visual and auditory acuity and slower cognitive speed and function, to name a few. All of these changes can have a dramatic impact on the aging worker. For example, aging is related to the loss of muscle mass beginning at the age of 50 but becomes more dramatic at the age of 60 (Deschenes 2004). In addition to physical changes, older workers are at increased risk of disease and other ailments. These include the increased risk of obesity associated with aging, diabetes, heart disease, cancer and reduced fitness level, among others. Thus, prevention initiatives are needed to support the aging worker so that an effective, comprehensive strategy is developed. For example, if we know that muscle strength declines with age, organizations need to consider implementing safety, ergonomics and wellness programs to help build individual strength while working to reduce manual lifting, which could potentially result in injury or absence. In the course of Aon’s Ageonomics diagnostic research, the two leading loss causes of injuries to knees and shoulders stem from strain/sprains and slip/trip/falls that can directly be attributed to reduced mobility and reduced strength, both of which can be related to an older physiology. By understanding the physical changes of an aging human and linking these changes to loss-producing trends in the data, we can develop a thoughtful strategy for increasing workability and reducing age-specific exposures in the workplace. Screen Shot 2016-01-16 at 11.39.57 AM Rethinking the Work Environment After some research and discussions with other benchmarking groups (NCCI and IBI), we can begin to make some educated assumptions surrounding drivers of these increased costs. What is of interest to Aon’s Ageonomics practice is how physical changes can influence solutions to reduce injury risk and prevent absenteeism. With onset of saropenia -- loss of muscle mass -- comes decreased strength. Many physically demanding jobs do not factor this into the equation when developing production standards or production demands for the workforce. By age-adjusting the demands by a specified factor, for example, we can not only reduce the risk of injury but improve the long-term workability and productivity of the workforce in general. As part of Aon’s Ageonomics methodology, each safety, ergonomics, benefits, wellness, human-resource program aligns strategies and their resulting activities around the needs of the aging worker. The ultimate objective is to develop strategies geared toward optimizing the performance of the aging worker. This can only be done when each program is assessed and refined for the aging workforce (Table 2). For example, a recent study (Ruahala, et. al. 2007) found a linear trend between increasing workload and increasing sick time among nurses. First, we know that in health care and social assistance, musculoskeletal disorders (MSDs) make up 42% of cases and have a rate of 55 cases per 10,000 full-time workers. According to the Bureau of Labor Statistics, this rate was 56% higher than the rate for all private industries and second only to the transportation and warehousing industry. Second, given that 55% of the USA nursing workforce is age 50 or older (NCSBN &The Forum of State Nursing Workforce), conducting an Ageonomics assessment may be an important part of a strategic program to reduce sick leave, workers' compensation injuries and overall absenteeism. Third, solutions cannot be one-dimensional, i.e., simply purchasing patient-handling equipment and hoping that will remedy the situation. Strategies must encompass the total health and wellbeing of the worker for optimal success, including a thorough review of the programs outlined in Table 2. Screen Shot 2016-01-16 at 11.40.39 AM last   Rethinking Wellness As the U.S. workplace continues to age, it is critical to rethink wellness programs. Berry et. al. (2010)5 state in the Harvard Business Review:

“Wellness programs have often been viewed as a nice extra, not a strategic imperative. Newer evidence tells a different story. With tax incentives and grants available under recent federal health care legislation, U.S. companies can use wellness programs to chip away at their enormous health care costs, which are only rising with an aging workforce.”

The article points out six pillars of an effective wellness program that can help significantly lower healthcare costs. As part of Aon’s Ageonomics practice, we analyze these pillars, including leadership, program quality, accessibility and communication of not only wellness but safety, ergonomics and other programs, to understand gaps for aging workers. By reviewing age-specific data and wellness program statistics, we can probe deeper and ultimately develop strategies to better align these programs for the aging worker. Researchers at Harvard found that participants in wellness programs are absent less often and perform better at work than their nonparticipant counterparts. Thus, structuring a wellness program around aging workers can become a way for organizations to not only retain aging workers but ensure their workability does not decline to levels that result in disabilities and workers' compensation claims. Conclusions As with any workplace program, measuring success includes not only healthcare costs, but workers' compensation costs, safety program incident rates, absenteeism and turnover rates, among other indicators. It becomes essential to align traditional silo programs and produce a synergistic, thoughtful approach to optimize any program touching an aging worker. For a copy of the full Aon white paper on which this article is based, click here.

Joe Galusha

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Joe Galusha

Joe currently leads Aon’s U.S. Casualty Risk Consulting organization. His responsibilities include leading the more than 100 Aon consultants who focus on the development and delivery of casualty-related pre- and post-loss mitigation strategies for U.S. clients. Joe also serves on the Aon Global Risk Consulting America’s Board.

How to Be Visionary on Mental Health

People experiencing challenges crave role models who have walked the walk of despair and are now thriving.|

Once upon a time, there was a national leader who said, “To remain as I am is impossible. I must die, or get better.” Fearing that he might take his life by suicide, his friends confiscated his knives, guns, and razors -- anything he could use to harm himself. This leader? None other than Abraham Lincoln. Lincoln called his mental health challenge “melancholy”; today, we would call it a life-threatening depression. Because of his strength, Lincoln was able to disclose his despondency and received the support he needed from friends and colleagues. If he were alive today, he’d likely be letting others know they are not alone and that getting to the other side of one’s darkest despair is a journey worth taking. As someone heavily involved in the suicide-prevention movement, I can think of no more compelling call to action to our leaders than to lead boldly about their lived experience with overcoming mental health challenges. Stories of hope and recovery are unparalleled in their ability to shift culture and eliminate the stigma that prevents so many from getting the help that can save lives. One in four people – at any given time – are experiencing a mental health condition like depression, bipolar illness, post-traumatic stress disorder, anxiety or substance abuse, and many leaders have experienced these challenges, either firsthand or by supporting someone they love. Yet most leaders remain closeted about these experiences, succumbing to the stigma that keeps us all stuck in isolation and suffering. This needs to change. When leaders are able to be vocal, visible and visionary in sharing stories of their own recovery or experiences supporting others, magic happens. When they fight for the mental wellness of people who follow them, leaders can spark the hope that others need. Yes, there is risk, but the reward of leading the way through this particular darkness is so great. I know. I speak from experience. I am a clinical psychologist and hold multiple leadership positions in suicide prevention. Yet, after a perfect storm of life stressors, I experienced an episode of major depression in the spring of 2012. It crippled me. I couldn’t eat. I couldn’t sleep. I had daily panic attacks that left me heaving. As I was going through this, I had a parallel process. On one hand, I worried about how bad it would get. After watching my brother Carson spiral down in his ultimately fatal depression, I was scared about my own suicide risk. I was also worried about how my vulnerable state would reflect on my ability to maintain my responsibilities. On the other hand, I believed that not only would I get through the depression eventually but that, when I did, I would publicly share my experience. Four months after I pulled through, I wrote a piece that connected my recovery to running a marathon -- persisting through the pain until hope of a new reality emerges. I remember watching my finger hover over the button as I made the final decision to publish it, still worrying about how others would respond. Within minutes, I received support from around the world. People let me know how my transparent testimony gave them hope for their own recovery. I felt for the first time a new level of credibility that comes with vulnerability. Look at those in major leadership roles who have taken the same risk with the same reward. Just to name a few…
  • Former Norwegian Prime Minister Kjell Magne Bondevik spoke candidly about his depression and how ultimately it changed him for the better both as a human being and as a politician. He was elected for a second term.
  • Mental health challenges touched icons like Mahatma Gandhi and Martin Luther King Jr., both of whom attempted suicide as teens or young adults and also experienced depression in adulthood. Many credit their angst as the fuel behind the movements they led.
  • Former congressman Patrick Kennedy tells his story of bipolar disorder and drug addiction and advocates for legislation to eliminate mental health disparities.
Nassir Ghaemi says in A First-Rate Madness: Uncovering the Links Between Leadership and Mental Illness that “the sanest of CEOs may be just right during prosperous times, allowing the past to predict the future. But during a period of change, a different kind of leader -- quirky, odd, even mentally ill -- is more likely to see business opportunities that others cannot imagine.” When establishing cultural norms, all eyes are on leadership. If leaders say one thing and yet behave differently, the message is loud and clear. What people experiencing mental health challenges crave are role models who have walked the walk of despair and are now thriving. They want to know there is not only hope of getting to the other side of the long dark night of the soul, but that the struggle will be worth the fight. That perhaps their new insights to recovery, persistence and empowerment will help them achieve their dreams. Rather than live in fear, leaders can boldly advocate for dignity for people who are experiencing mental health challenges. Leaders’ voices of compassion and courage will help accelerate the tipping of the scale of change and help to save the lives of millions suffering in silence. It takes great courage to be vulnerable. Everyone is touched by mental health challenges; we just don’t know this about each other. When leaders are able to acknowledge this, compassionately relate their own experiences and call for change, transformation happens. Be bold.

Look Up, Look Out, Think New!

In the past, 80% of change was cyclical and 20% transformational. In the future, 80% will be transformational and only 20% incremental.|

"The stalking weasel has its nose to the ground. It never hears the descent of the hawk.       Until. . . "   -Andrew Vachss, author Are you like the weasel? Are you so focused on what you’re doing that you don’t hear the hawk that will soon take you out of the marketplace? You may very well be staring at your hawk as you read this article! You see, one of the “hawks” in today’s world is technology -- iPhones, iPads, other mobile devices, the Internet, social media, Siri, artificial intelligence, big data, 3-D printing, etc. These “hawks,” along with a global economy, shifting demographics and new power players, have made the world a very dangerous place for “weasels” like you and me. From Mohan Nair’s book, Strategic Business Transformation, we learn that the following companies were all profitable in 2007 and by 2010 were dead:
American Home Mortgage
Bombay Company
Comp USA
Circuit City
Lehman Brothers
Levitz Furniture
Linens and Things
Mervyn’s
Sharper Image
Wachovia
Ziff Davis
Bearing Point
Charter Communications
KB Toys
Monaco Coach
R.H. Donnelley
Silicon Graphics
Hollywood Video
From this same source, we also learn that in yesterday’s world 80% of change was cyclical and 20% was structural or transformational. Tomorrow, the opposite will be true – 80% will be structural and only 20% incremental. Time, place and pace have changed. Today we live in a 24/7/365 world without borders and with an expectation of instant gratification. We want what we want, and we want it now! Don’t believe me? Google it! In the days of Ozzie and Harriet, big threes dictated to a mass market. The auto industry was defined by GM, Ford and Chrysler. Broadcast television was owned by CBS, NBC and ABC. The magazine industry was controlled by Time, Life and Look. Fast forward two or three decades, and power has fragmented. Today, more than 40 automobile manufacturers sell hundreds of models of cars in the U.S. Visit any newsstand in your town or the equivalent on your computer, and you can find magazines specializing in everything from fly-fishing to quilting to cigars to Sudoku. You can view hundreds of broadcast, cable or other channels -- and from any screen you own, not just from a TV. We are no longer a mass market but rather are a series of niches being served by specialty manufacturers and distributers using mass customization to meet the demands of each niche. In fact, as we walk toward the horizon of unlimited possibilities that is tomorrow, we see where each of us is a niche of one whose needs will be served uniquely. Big data allows manufacturers and distributors (and others) to know our wants and needs before we even express them. (Yes, we are sacrificing privacy for convenience.) Innovation is now at the point where 3-D printers can manufacture body parts for us. The market has switched from selling to facilitating buying: A Wall Street Journal headline in July 2012 read, "The Customer as a God.” The Baby Boomers (a.k.a. hippies) are finally on the “center stage” of life but are being told to exit stage left so Gen Xers can have their turn. Waiting behind the curtain with the Gen Xers are the Millennials and the Gen C -- and they will not be as patient as the Gen Xers have been. The Millennials and Gen C are the new world. They don’t want to intern under us. They want to do their own thing. Now. The boomers and their world of analog are about yesterday. Selling products, developing relationships, drinks at the City Club, civic and church groups, letters, prospecting and cold calls: These are not tomorrow’s world. As Scott Walchek wrote on this site, “The Last Analog Generation -- let’s call them LAGards -- are departing, and in their wake a fascinating new world is emerging.” Gen C -- the newest generation and the only digital natives currently on the planet -- were born into tomorrow and don’t give a damn how we did it back in the day. As a Booz & Co. study says, “They are Generation C (born after 1990) -- connected, communicating, content-centric, computerized, community-oriented, always clicking. By 2020, they will make up 40% of the population in the U.S., Europe and the BRIC countries, and 10% of the rest of the world, and by then they will constitute the largest group of consumers worldwide.” Their biggest impact is that as teenagers they are not learning from us (their parents and grandparents) how to be good consumers. They are teaching us: how to use the power of technology and social media to be great consumers. They are teaching us how to buy in a digital and nonverbal world. As a result, every manufacturer, distributor and salesperson will be changed sooner rather than later and much more deeply than they would change if left to their own devices. Today is/was a world driven by products and services and product and service sellers. Tomorrow is about being defined and driven by clients. Siri will know more about products and services (even those you offer) than you do. Product knowledge will not be as important as understanding a client -- a finger on their pulse. Tomorrow, you must be an expert in your client and their industry. You must build intimacy with each client and affinity with his or her world. Within this focus and framework, they will choose to buy from you -- you won’t sell to them. Each of us is who, what and where we are today because of the way we think. If we want to change, survive, prosper and enjoy longevity, we must think new! We must innovate or evaporate.

Mike Manes

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Mike Manes

Mike Manes was branded by Jack Burke as a “Cajun Philosopher.” He self-defines as a storyteller – “a guy with some brain tissue and much more scar tissue.” His organizational and life mantra is Carpe Mañana.

Fire Up Your Firm Through Storytelling

In the midst of the sort of disruption facing the insurance industry, leaders must inspire employees with authentic stories.|

“Symbols, dramas, stories, vision and love--these are the stuff of effective leadership, much more so than formal processes or structures. When you involve people, they feel ownership and perform up to 1,000% better.”

Tom Peters, A Passion for Excellence

The speed of change in today’s world is so disorienting that people are struggling to maintain their equilibrium and sense of wellbeing. In times of chaos, and especially when basic needs are threatened, strong leadership is more important than ever. Because people are looking to the workplace now for all their needs -- professional development, social activities, onsite health care and child care services -- strong leadership is especially critical. Business leaders need to reassure employees that they will continue to receive the support they need, even as the organization continually adapts to the chaotic marketplace so that customers’ rapidly changing expectations can be met. Communication is the key to accomplishing this goal, and the most effective approach is to develop an authentic story -- and tell it effectively. A company needs to develop a story so bright and so right that its target audiences (employees, customers, stockholders, affiliates, suppliers, etc.) are drawn to the flame. This story needs to be told -- and retold with new twists -- at every opportunity. By reminding everyone affiliated with your organization of where you’re going and how you plan to get there -- and most importantly, how each person can contribute -- you will strengthen the culture and boost morale. Stories have been the glue connecting people with their cultures and with one another throughout human history. In ancient cultures, and even relatively modern tribes, the oral tradition was the vehicle for passing tribal practices and history down through the generations. The designated tribal storyteller was responsible for ensuring that each member of the group understood the importance of his role in continuing the traditions upon which the very survival of the tribe depended. The storyteller also served as an entertainer, retelling familiar tales around the campfire and engaging the imaginations of all those in the circle. Why have stories always been so central to human interactions? Because stories reach people at a deeper level than a litany of facts and figures, and stay with people longer. As the high-tech elements continually become more dominant, people hunger for high-touch interactions. Stories in Corporate Cultures Corporate cultures are no different from ethnic cultures or any other special-interest group in their need for, and dependence on, stories about themselves, which help to create a culture as well as keep it alive. While in our modern culture we often think of a story or myth as a fabrication, storytelling is, in fact, the primary tool we all use to communicate. “How’s your day going?” “What’s the status of your project?” “What’s the latest news on the company’s new product?” Each of these commonly posed questions is answered in story form, whether or not the speaker is aware of being a “storyteller.” Awareness, however, is essential to the process of identifying an organization’s core story.

“All you can do is relate the successful experiences you’ve had within the company. What else have we got besides stories? That’s what really hits home with people; it’s what brings meaning to the work we do…. A picture is worth a thousand words, and a story told appropriately is priceless. Telling one of our stories speaks volumes about our philosophy and our values.”

Jim Sinegal, co-founder and CEO, Costco Wholesale

From Around the Corporate Campfire: How Great Leaders Use Stories to Inspire Success, C&C Publishing, 2004

To reach key audiences, an organization’s story must be authentic; it must be based on corporate values and guiding principles. An authentic story reveals the true personality of the company. It reflects, in essence, the heart and soul of the organization. As such, the core story must be told by people in leadership roles in a consistent manner and on a regular basis to ensure that they control it. When a leader articulates the core story effectively and consistently, people at all levels of the organization are captivated by the vision and begin “singing from the same page.” This level of company-wide consistency and commitment enables an organization to cut through the clutter of the marketplace to reach its targeted audiences and draw them into the inner circle. Team-Building Through Personal Stories The storytelling approach also has proven to be a highly effective teambuilding system, which is especially fitting for a retreat. Work teams often choose to apply the process in telling their own personal stories before beginning the joint work of developing the organization’s story. In doing so, they experience two key aspects of working together:
  • Self-discovery is exciting.
  • Self-disclosure leads to trust.
Their excitement is contagious! As participants discover shared personal values, they begin building ties with co-workers with whom they formerly believed they had nothing in common.

"If I wanted to predict behavior, I could still predict it better with the stories told around the company than I could with any mission statement or five-year plan.”

Robert Shapiro, former chairman and CEO Monsanto Corp. and Nutrasweet Group

In one memorable case some years ago, the storytelling process overcame what had seemed insurmountable barriers between an entrenched manager in a small municipal outpost and the new, sophisticated urban manager who had been brought in to replace him. The atmosphere, understandably, was tense as the first day of a two-day planning retreat began. Following a relaxing and playful creative exercise and the sharing of the team’s personal stories, however, the tension eased considerably. The two men warmed up to one another and continued their discussion over lunch. The rest of the retreat was extremely productive, with the outcomes far surpassing the expectations of everyone involved. This experience demonstrates that the sharing of common values and a common mission helps people to
  • work together,
  • support one another and
  • serve the customer more effectively.
By incorporating storytelling as a part of your business practices and regularly including relevant stories on the agenda for meetings and retreats, you will propel your organization toward its goals. Red-hot stories will keep everyone fired up and eager to pass them along to everyone they encounter.

"Storytelling is the single most powerful tool in a leader’s toolkit.”

Howard Gardner, author and professor, Harvard University Graduate School of Education

Key Takeaways
  1. During times of rapid change and economic uncertainty, such as is present in the insurance industry, strong leadership is more important than ever. Business leaders need to reassure employees that they will have the support they need to navigate the shifting landscape, and the most effective way to do that is to communicate often.
  2. The most effective communication tool is storytelling. By reminding employees of the organization’s values and demonstrating through story how those values are best enacted, leaders can help employees understand how they can succeed, even in trying times.
  3. Stories have always been the glue that helps people stick together, whether they are part of a tribe, a family, a professional association, a circle of friends—or a corporate “tribe.”
  4. A rapidly growing number of leading companies have discovered the power of story as a communication tool. When stories are told consistently and systematically, everyone in the organization works together better, stays focused on the mission and remains productive, ensuring continued success in the midst of change.

Evelyn Clark

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Evelyn Clark

Evelyn Clark’s storytelling career began in the 8th grade with an English class essay. Titled “Cautious Clara,” it described her mother’s style of driving. The essay earned an “A,” amused her father and led him to recommend a news writing career. That idea inspired Evelyn to edit the high school newspaper, earn a journalism scholarship and complete a degree in communications.

The App That Keeps Your Goals on Track

Life Tick provides a comprehensive, friendly way to track and organize goals, as a jumping-off point for achievement.

In Summit: Reach Your Peak and Elevate Your Customers’ Experience, I explain why it's important to set goals that are SMART: Specific, Measurable, Achievable, Realistic, Time-bound. Integrating technology into the tracking and organizing of your goals may be just the thing you need to stay on track, so I found a comprehensive, user-friendly website called Life Tick that uses SMART goals as the jumping-off point to achievement. Once you’ve assigned your core values and SMART goals, the software provides an assortment of graphics and tools to keep you on track and motivated:
  • Charts and reports: This feature is excellent for the visually inspired goal setter. See your progress charted in a variety of ways based on criteria you set.
  • Tracking: You choose what gets tracked and how it gets tracked, whether it be how many times you worked out during the week, how many times you closed new business this month or how much money you saved this year.
  • Teams and groups: The software easily integrates goals for groups such as teams at work or family members at home.
  • Cheerleaders: You can invite loved ones or friends to view your progress. They will be allowed to send you messages to cheer you on the path to success.
  • Dreams: If you have a long-term dream that you are not quite ready to set as a SMART goal, you can jot it down, and the software will remind you about it later. You can convert the dream to an actual goal when you are ready.
  • Easy access: You can interact with the software from anywhere, anytime, as long as you have Internet access.
If you want to try it out free of charge or jump right in with their very reasonable subscription-based service, click here and give it a go.  

Tread Carefully on Taxes for Severance and Deferred Comp

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Summary:

Two recent court cases show the dangers that lurk for employers. Employers would be wise to note the words of the 19th century English jurist Lord Bramwell: "Like mothers, taxes are often misunderstood, but seldom forgotten.'' Two recent federal court cases dealing with Social Security and Medicare taxes underscore that point -- and why it’s important for employers to tread carefully when it comes to severance plans and deferred compensation plans. Both must be designed -- and administered -- prudently. Otherwise, employers risk running afoul of the Internal Revenue Service or getting dragged into court by a disgruntled former employee. In particular, employers offering severance plans need to recognize that these plans are subject to Social Security and Medicare, or FICA, taxes -- unless the plans are tied to state unemployment benefits. Employers also should analyze the effect that severance pay will have on state benefits. When operating deferred compensation plans for executives, employers also need to account for FICA correctly under the so-called “special timing rule” -- or risk inciting the legal wrath of former employees. Supreme Court clarifies that severance pay is subject to FICA In March, the U.S. Supreme Court ruled that severance payments to laid-off employees -- that aren’t tied to state unemployment benefits -- are taxable wages subject to FICA taxes. The case, United States v. Quality Stores Inc., resolved two conflicting sets of lower court rulings:
  • The U.S. Court of Appeals for the 6th Circuit ruled that severance pay wasn’t subject to FICA.
  • The U.S. Court of Appeals for the 3rd, 8th, and Federal Circuits held severance pay was subject to FICA.
The Supreme Court said the plain meaning of the statute providing that wages are remuneration for employment means that severance payments are indeed wages. Additionally, the history of Internal Revenue Service Code section 3102(o) demonstrated that the statute was meant to require income tax withholding on severance payments that were tied to state unemployment benefits, even though the IRS had ruled they were not wages -- the reason for the ruling was to let recipients be eligible for the benefits in states that would not pay such benefits if the taxpayer was still receiving “wages” from a former employer. Code section 3102(o) requires income tax withholding on state unemployment benefits so former employees won’t get hit with a large year-end income tax bill. The high court noted that the IRS rulings exempting severance payments tied to state unemployment benefits weren’t at issue, so it didn’t address whether those rulings were consistent with the definition of wages under federal tax law. The decision resolved thousands of FICA refund cases pending before the IRS. Some experts speculate the agency may now revisit its past rulings on severance tied to state unemployment benefits. District Court case underscores risk of improper FICA withholding on deferred compensation Last July, a U.S. District Court in Michigan refused to dismiss a case filed by an executive that alleged his former employer mishandled the FICA tax on deferred compensation in a supplemental retirement plan. The case, Davidson v. Henkel Corp., highlights the risk for employers as well as executives if the FICA tax treatment of nonqualified deferred compensation plans isn’t applied correctly. The case involved the “special timing rule” and the so-called “non-duplication rule” for FICA taxes on vested deferred compensation. Typically with FICA taxes, compensation is taken into account when it’s actually or constructively paid under the general timing rule. The special timing rule provides that deferred compensation is subject to FICA taxes on the later of the date the compensated services were performed -- or the date on which the right to the deferred compensation was no longer subject to a substantial risk of forfeiture (vested). The non-duplication rule provides that once an amount of deferred compensation is accounted for under the special timing rule, neither that amount nor any earnings tied to that amount should be treated as wages for FICA tax purposes any longer. Conversely, if deferred compensation isn’t accounted for under the special timing rule, payments of the deferred compensation and related earnings should be considered wages under the general timing rule for FICA. Davidson involved an executive who participated in a nonqualified supplemental retirement plan designed to permit participants to defer a portion of their salary and bonus compensation that exceeded the amount of compensation that could be considered under the employer’s qualified pension plan. The benefits under the supplemental plan were paid at retirement and not vested until then. The executive retired in 2003 and began receiving annuity payments from the nonqualified plan. The employer failed to take into account the executive’s deferred compensation under the supplemental plan when the money vested at his retirement in 2003 under the special timing rule. Under tax regulations, the employer should have taken into account the present value of the benefits in that year, under the special timing rule. Had the employer taken the present value of the benefits into account in 2003, a substantial amount of the deferred compensation would have escaped taxation. In 2011, the employer realized the error following an internal investigation and notified the executive that, beginning in 2012, all payments from the supplemental plan would be subject to FICA withholding (under the general timing rule). In addition, the employer paid the IRS the employer and employee portion of all past FICA taxes due from 2003-2011. Beginning in 2012, the employer also began reimbursing itself for the employee portion of the FICA tax by reducing the executive’s benefit payments. The executive sued his former employer under the Employee Retirement Income Security Act (ERISA) and state law, arguing that because of the employer’s failure to properly account for the deferred compensation under the special timing rule the executive lost the benefit of the non-duplication rule. The executive also argued that instead of his entire benefit being subject to FICA in one year, payments were now subject to FICA tax each year, reducing his benefits. In addition, the executive maintained, the employer violated its fiduciary duties under ERISA by acting in its own self-interest when it reached a settlement with the IRS and reduced his benefits to reimburse itself. The employer tried to get the case dismissed, claiming the court lacked jurisdiction because the lawsuit dealt with a tax refund. The court rejected those arguments, saying that the executive was not claiming that his benefit was erroneously subject to FICA tax -- rather that the employer’s failure to account correctly for the benefits for FICA tax purposes caused his benefit to be reduced. The court did hold that ERISA preempted the executive’s state law claims, but it refused to dismiss the executive’s case to enforce his promised benefit. Therefore, the case is proceeding to trial. Read more: Tread Carefully on Taxes for Severance and Deferred Comp | Insurance Thought Leadership

Scott Galbreath

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Scott Galbreath

Scott E. Galbreath is the head of employee benefits and executive compensation services at the Burton law firm and has more than 25 years of experience in ERISA, employee benefits and executive compensation. His practice areas include counseling for-profit, tax-exempt and governmental clients on all aspects of employee benefits.