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A Tip on Sales: Your Best 30 Seconds

<p>Research shows that&nbsp;agents and brokers can use these ideas to maximize their influence in initial meetings with potential clients.</p>

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In this video, Tom Searcy — an expert in large-account sales and the founder of Big Hunt Sales — shares with agents and brokers three keys to maximizing their influence when first meeting with potential clients. Recent research has revealed these three baseline concepts:
  1. Information = confidence. At your first meeting, your level of confidence will rise with the amount of information you have about the people with whom you are meeting. Do your research before the meeting (through LinkedIn, Google, their website, etc.). Knowing background information on your potential client's representatives will give you something to talk or ask about.
  2. Body language. Eye contact, smiling and the handshake are common elements of the first meeting. But do you know which of the three should last the longest?
  3. Say something specific. Use your research to introduce a question or comment that will help you frame future conversations.

Tom Searcy

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Tom Searcy

Tom Searcy is a nationally recognized author, speaker, and the foremost expert in large account sales. His methods of unlocking explosive growth were developed through years of real-world success. By the age of 40, Searcy had led four corporations, transforming annual revenues of less than $15 million to more than $100 million in each case.

A Blueprint for Preventing Suicides

<p>Suicide rates are soaring even though 90% of those who kill themselves have been diagnosed with a mental illness.</p>

According to the National Institute on Mental Health, more than one in four Americans ages 18 and older suffer from a diagnosable mental disorder in a given year -- and less than one-third of them receive mental health services. For employers, low treatment rates translate into higher costs and lower productivity. Employees with mental health problems have overall health care costs that are more than twice as high per year as individuals without these disorders. More days of missed work and work impairment are caused by mental illness than by other chronic health conditions like diabetes and arthritis, according to the American Medical Association. It is estimated that untreated mental illness contributes to $50 billion a year in lost productivity and an average of 321 million lost work days. Although more difficult to measure, the loss in productivity because of presenteeism -- attending work while sick -- is almost 7.5 times greater than that lost to absenteeism. Furthermore, more than 90% of those who die by suicide have been diagnosed with a mental illness. In the past decade, suicide rates among middle-aged Americans have increased sharply. According to the Centers for Disease Control and Prevention (CDC), from 1999 to 2010, the suicide rate among Americans ages 35 to 64 rose nearly 30%. Among men in their 50s, rates jumped nearly 50%. Something needs to be done. But what? The good news for employers and employees is that mental illness is treatable. In fact, 60% to 80% of people with mental health problems will improve with proper diagnosis, treatment and follow-up. Early intervention is key, so employers can help employees receive the assistance they may need. Worksite wellness initiatives can take on many different forms and can vary in depth. Anonymous online screenings are an effective way to reach employees who underestimate the effects of their own condition and are unaware of helpful resources. Quality programs can raise employees' awareness and help organizations effectively and compassionately address mental health in the workplace. One group that is actively working to make a difference in how mental health is viewed on the job is the Workplace Task Force. A component of the National Action Alliance for Suicide Prevention, the Workplace Task Force is composed of thought leaders striving to deliver a compelling business case that offers solutions, provides support for employers and motivates them to implement a comprehensive, public health approach. For instance, the task force developed the Comprehensive Blueprint for Suicide Prevention in the Workplace. This blueprint offers employers a guideline to best practices in addressing mental health and wellness. Brief mental health screenings are just one piece of the puzzle when building out your plan. Workplace mental health programs can prevent progress toward a full-blown disease, controlling symptoms and improving treatment. Investing in employee mental health now means savings later for both a company and potentially an individual’s life.

Michelle Holmberg

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Michelle Holmberg

Michelle Holmberg is the Director of Programs for Screening for Mental Health, Inc., providing strategic direction, planning, development and implementation across programming. She has her master’s degree in Community Psychology from the University of Massachusetts Lowell. Michelle’s background includes organizational training around LGBTQ cultural competency and how community health centers recruit and retain a diverse workforce.

11,000 Producers Can’t All Be Wrong. . . or Can They?

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Just when you’d think that wellness vendor claims can’t get any wackier, here comes Wellsteps’ ROI Calculator, which claims that companies can reduce healthcare costs to a level below zero (meaning, by the way, that you would have pay commissions to your clients). Even crazier -- if that's possible -- look at the left-hand part of the calculation under “Enter Target Data.” Wellsteps' calculator claims this impossible reduction can be produced by getting all your employees to gain weight and smoke. In all fairness to Wellsteps, when this problem with the calculator was recently highlighted simultaneously both on The Health Care Blog and in the hard copy of Surviving Workplace Wellness, Wellsteps immediately apologized and changed its model to be more realistic. Not! Hello? This is the wellness industry, where neither rules of math nor rules of epidemiology nor rules of ethics apply. So, Wellsteps kept the model the same. The company has known its model is wrong since at least October (that’s when I pointed out the problem to the company -- which, I presume, already knew.) The company has updated the model for other reasons but never bothered to take out the impossible claims. Instead, the company has elected to continue to attempt to mislead your and your colleagues. Shocked yet? As an aside, my college assigned me a freshman roommate from Park Avenue who was like the bad seed in the Richie Rich comics. This guy would have a snifter of cognac before bed. At one point, I accused him of being decadent. “Decadent, Al?” he snapped back. “Let me tell you about decadent. I spent last summer at a summer camp – everyone was there, Caroline Kennedy, everyone – where we played tennis on the Riviera for a month and then went skiing in the Alps.” I had to admit he had a point. “Boy, Lance, you’re right. That really is decadent.” “Al,” he replied, “I haven’t even gotten to the decadent part yet.” Likewise, I haven’t even gotten to the shocking part yet. Wellsteps’ response to being exposed was to double down on dishonesty and to blast out the following email, which several of you forwarded to me (thank you): **** From: Dr. Steven Aldana [mailto:steve@wellsteps.com] Sent: Thursday, May 1, 2014 10:34 AM To: Frank Subject: 11,000 Producers Can’t Be Wrong Frank, So far this year 11,000 brokers and consultants have used the FREE worksite wellness ROI calculator to show clients the financial impact wellness can have on health care costs, presenteeism and absenteeism. This calculator is based on every wellness ROI study ever published. The output gives brokers client-specific reports on the financial impact of wellness. We built the WellSteps ROI calculator and provide it free to help professionals like you make a business case for wellness. We invite you to try the calculator for yourself. See how you can:

· Estimate the impact of wellness on health care costs, absenteeism and presenteeism

· Produce client-specific reports that show wellness impact &

· Help your clients implement effective wellness programs

With WellSteps and our free worksite wellness tools, you’ll gain client loyalty and new business. Try the calculator. Sincerely, Steven Aldana, Ph.D. CEO WellSteps (801) 864-7625 email:steve@wellsteps.com **** Wellsteps astounding conclusion is that “11,000 producers can’t be wrong,” meaning popularity matters more than possibility. And how do they even know how many of the 11,000 hits to their site were from “producers”? You can use the calculator anonymously. Besides, how could not one of the 11,000 producers who looked at this model have noticed that the results are blatantly impossible? Just linking to this model doesn’t mean you agree with it. I’ve already used “shocking” and “astounding,” so I am running out of adjectives here, leaving only one left to do justice to the claim in this email that the Wellsteps calculator is “based on every wellness ROI study ever published.” That adjectives is: "sociopathic." But wait -- there’s more… First, while I couldn’t fit the claim into the screenshot, the website says “Wellsteps’ ROI is guaranteed.” Because a mathematically impossible result can’t be achieved let alone guaranteed, I would urge people to contact Wellsteps to take the company up on this offer. It will end up owing your clients lots of money. Second, Mr. Aldana, together with a colleague, Ron Goetzel of Truven Health Analytics, presented a webinar where they accused me of lying “like a tobacco industry executive before Congress.” Well, it’s doubtful that even tobacco industry executives would agree with Wellsteps’ rosy assessment that smoking will reduce healthcare spending. Finally, there is something in this model that we heartily concur with. Review the last sentence in the upper right corner of the screenshot. It says: “You can email a colleague about this tool.” We concur: Email everyone you know and tell them what a tool this is. The cavalry is coming soon: After years of exposing the shock-and-awe of wellness vendor math and outcomes, this column will be announcing a new, foolproof way to distinguish the legitimate vendors from the, uh, tools…completely free. The annoucement will be June 26, but anyone who would like an advance peek can write to me and sign a non-disclosure agreement, and I’ll spill the beans.

Objective Evidence for Determining AOECOE

This case study shows how to settle "course of employment" questions on injuries once and for all. 

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Recent state and federal legal changes and initiatives necessitate only that injuries that arise out of the course and scope of employment (AOECOE) be accepted as compensable. While this sounds good in theory, this concept is often difficult to implement, especially in cases involving musculoskeletal disorders or spinal conditions. These cases are often subjective or rely on imaging studies such as MRI scans. While an MRI scan is beneficial for evaluating structural anatomy, MRI scans are so sensitive that they produce false positives in more than 60% of workers' comp cases. A clinician must evaluate the radiological findings and determine if the injury caused the symptoms. Typically, a game of dueling experts develops. The clinicians must rely on the patient to provide an accurate history and give honest effort for range-of-motion and other testing during the physical examination. To establish causation and the reasonableness and necessity of medical treatment, it is crucial to have a well-constructed independent medical exam (IME) that is combined with an Electrodiagnostic Functional Assessment. The EFA objectively evaluates injuries to muscles including the spine by incorporating electromyography to measure myoelectric signals of muscle groups recorded while simultaneously assessing functional capacity at rest and with range of motion and exertion. The EFA can determine the nature, age, acuity and extent of the injury, the precise location of injury and source of referred pain and the significance of disk pathology. The EFA can allow site-specific treatments to be recommended. The following is a case study where the EFA was instrumental in helping establish causation and an accurate diagnosis and thus help to prevent an unnecessary surgery and long-term compensation: Mr. B is a 50-year-old nightshift supervisor in a steel shop in Tulsa, Okla. He is 5 feet 11 inches tall and weighs 299 pounds. On July 31, 2013, while working, he fell five to six feet from a ladder and landed on his right hip and back. He presented himself to an occupational medicine provider shortly after this injury, and the initial diagnosis made by that physician was right hip contusion and lumbar strain. This diagnosis was made even though, as documented on this doctor's examination, there was no visible contusion of the hip at the time the examination was performed. Mr. B's medical history was extensive and complicated. He had documented chronic back pain since a work-related injury that occurred in 1996 while he was employed by a different company. The injury occurred when he was carrying heavy pipe, slipped on a rock and twisted his back. He was diagnosed by an orthopedic surgeon in Tulsa to have degenerative, herniated disks at L4-5 and L5-S1. This surgeon performed a decompression from L4 to the sacrum and instrumented fusion for these degenerative, herniated disks in 1996. Mr. B underwent a second operation in 1997 for hardware removal and fusion exploration by the same orthopedist. Since that time, up until the present, Mr. B had complained of on and off back pain to several different doctors. In 1999, he was seen by another orthopedist in Tulsa because he was complaining of back and right hip and leg pain. He had an MRI scan done at that time that showed a bulging disk at L3-4 with degenerative changes of his facets at that level. Later in 1999, under the direction of this new orthopedist, he had a myelogram/CT scan that showed a solid fusion from L4 to the sacrum and again showed minor degenerative changes with bulging disks and facet hypertrophy at L3-4. The new doctor did not recommend any surgical intervention; however, Mr. B continued to complain of back and leg pain from July 2004 until June 2012. During that period, he saw a primary care physician and a pain specialist and received numerous different pain medications to help control his back pain; these included MS Contin, Lidoderm patches, Lyrica, Soma and oxycodone. Between April and June of 2013, just before his alleged injury at the steel shop on July 31, Mr. B saw yet another physician who prescribed him Kadian 40 mg twice a day and Lortab 5 mg p.r.n. for breakthrough pain. Again, these medications were prescribed for a primary diagnosis of back pain. Nevertheless, Mr. B's history said his new back pain was a result of a single-event injury that occurred on July 31 as opposed to an exacerbation of a pre-existing condition. He saw yet another orthopedic surgeon. This orthopedist recommended physical therapy and epidural steroid injections. The patient failed to improve, and an MRI scan of the lumbosacral spine was ordered. The scan showed the patient to have a bulging disk at L3-4 and significant hypertrophy of the facets with osteophytes at L3-4. As a result, the orthopedic surgeon diagnosed a degenerative, herniated disk, facet hypertrophy, and instability at L3-4 above the patient's old fusion from L4 to the sacrum. The orthopedist felt that the major cause of this new injury to the patient's back was the fall that occurred on July 31, 2013. As a result, this doctor recommended an L3-4 decompression and instrumented fusion as a medically necessary treatment. Mr. B was then sent to a neurosurgeon for an IME and an EFA on March 12, 2014. Again, at that time, Mr. B complained of bilateral low back pain radiating into the right hip and to the calf. He also complained of pain in his bilateral quadriceps, lateral aspect of his leg with numbness that radiated down the right leg posterolaterally into the back of the foot in a sciatic nerve distribution. The patient filled out a visual analog scale pain diagram and rated his pain at 10/10. stating that he was unable to work and also was unable to do several of the maneuvers during the physical examination performed by the neurosurgeon. On the same day as his IME examination, he had an EFA. The patient stated he was unable to complete the lifting portion of the EFA because of his severe pain. The EFA revealed appropriate rest-sitting readings and minimal positional changes that decreased with movement, indicating that they were not clinically significant and that the patient was exaggerating the pain. The EFA revealed chronic bilateral pathology that was not consistent with the date or mechanism of injury or Mr. B's present subjective complaints. During the functional capacity portion of the EFA, Mr. B refused to lift the bar or do the full range-of-motion testing. He also was noncompliant during the IME physician's physical examination. He displayed several Waddell signs and did not give full effort for different parts of the examination, such as range-of-motion testing of his back. Therefore, both the EFA findings and the IME findings were consistent, demonstrating patient's lack of effort, noncompliance and exaggeration of symptoms and pain. The EFA was able to provide objective evidence that helped to quantify the age of the injury and the patient's compliance. The EFA, along with an MRI scan of the lumbar spine, the IME physician's examination and review of all reports and records on Mr. B allowed the IME physician to conclude that the patient had not suffered any new injury related to the fall that occurred on July 31, 2013. It was the IME physician's opinion that Mr. B had a chronic back problem. In addition, the EFA helped the IME physician to conclude that another surgery on Mr. B involving an L3-4 decompression and fusion was not reasonable, nor was it a medically necessary treatment. The EFA significantly helped the IME physician to establish that the major cause of this patient's symptoms was chronic, not acute, and to make accurate treatment recommendations. Even after the objective IME and EFA evaluations, Mr. B's treating orthopedic surgeon insisted on performing an L3-4 decompression and instrumented fusion. Mr. B's treating orthopedic surgeon felt that he had an L4 radiculopathy caused by the fall on July 31, 2013, even though this patient filled out a visual analog scale pain diagram for the IME neurosurgeon that showed the pain to be near the tailbone and radiating down the leg in an S1 distribution that did not coincide with an L4 radiculopathy. Also, there were no findings on the EFA examination to suggest this patient had an L4 radiculopathy. Because there was a difference of opinion between the treating orthopedic surgeon and the IME neurosurgeon, legal proceedings ensued. The IME/EFA proved substantive evidence in court. The Workers' Compensation Court of Oklahoma found that additional surgery and medical care for Mr. B was denied. His complaints were felt to be because of a longstanding condition and not the result of the single-event injury that occurred on July 31, 2013. This case demonstrates that the EFA is considered a valid test by the workers' compensation court system. This case demonstrates that, in workers' compensation cases where there are conflicting opinions, there is a need for valid, specific and objective medical evidence that can be provided by the EFA so that AOECOE issues can be adequately addressed and resolved. In addition, the EFA can be instrumental to make site-specific diagnoses and treatment recommendations so that inappropriate treatments and unnecessary surgery are avoided. The author invites you to join him at the NexGen Workers' Compensation Summit 2015, to be held Jan. 13 in Carlsbad, CA. The conference, hosted by Emerge Diagnostics, is dedicated to past lessons from, the current status of and the future for workers' compensation. The conference is an opportunity for companies to network and learn, as well as contribute personal experience to the general knowledge base for workers' compensation. Six CEU credits are offered. For more information, click here.


Frank Tomecek

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Frank Tomecek

Frank J. Tomecek, MD, is a clinical associate professor of the Department of Neurosurgery for the University of Oklahoma College of Medicine-Tulsa. Dr. Tomecek is a graduate of DePauw University in chemistry and received his medical degree from Indiana University. His surgical internship and neurological spine residency were completed at Henry Ford Hospital.

Driverless Cars (Part 2): the Ripple Effects

Auto insurance premiums will plunge, health insurance will take a hit -- and the whole insurance industry will be wide open for innovations.

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While Part 1 of this series laid out the significant benefits in safety and savings that could come from a driverless car, there is an old saying: One man’s savings are another man’s lost revenue. At the same time, the driverless car will create enormously lucrative business opportunities to serve new customer needs. I’ll turn first to the revenue that is in peril and then examine the opportunities. (I invite you to offer your own ideas on potential business threats and opportunities. Please share them in the comments section below.) While car sales might initially boom, as the fleet shifted to driverless cars, sales would then fall off a cliff -- and new and used car sales add up to a $600 billion-a-year business in the U.S. Any drop in sales would also affect auto finance companies, which write loans for almost 70% of new car purchases and half of used car purchases. Many parts would disappear from cars: Who needs airbags if you aren’t going to crash, or backup assistance when the car parks itself? The amount of steel used in cars would drop, because cars wouldn’t need to be as massive and sturdy. Body shops would mostly disappear for lack of business. Auto insurers, which collect more than $200 billion in personal auto premiums each year in the U.S, would initially see profits rise as accidents declined and payments to customers dropped. They would, however, eventually see something like 90% of premiums disappear. In fact, the U.S. model of mandatory personal auto insurance might become archaic. Emergency Room by French-Danish artist Thierry Geoffroy (Photo credit: Wikipedia) Emergency rooms would lose millions of patients a year, and hospitals would have hundreds of thousands fewer people who needed to stay overnight. Health insurers would have to give up revenue as car-related injuries plummeted. Personal-injury lawyers would see car-related cases all but disappear. In fact, the trend is already moving in that direction because the spread of cameras and sensors in cars makes it much easier to document who is to blame in an accident and removes the gray areas where lawyers may get involved. If cars are in nearly constant use and can come when called, the need for parking almost vanishes. One MIT study claims that, in some U.S. cities, parking lots cover more than a third of the land area. Other estimates are that there are as many as 2 billion parking spaces in the U.S., about the size of Connecticut and Vermont combined. Much of this valuable real estate could be reclaimed for more beneficial social and economic purposes. At the same time, property values, especially in cities, would decline as additional supply becomes available. Governments would lose fines, because cars would all obey traffic laws. At the same time, though, governments would save by not having to pay police officers to write tickets. They would also save by not having to set up traffic lights or to light streets—the Google car can see in the dark. Governments could spend less on prisons, because there would be no such thing as a drunk driver. Any new roads could be narrower, and thus less expensive, than current roads, because driverless cars don’t need nearly as much spacing between vehicles as those with sometimes careless drivers do. Governments could also cut way back on widening and expanding roads to reduce congestion, because the switch to driverless cars would make such a huge difference. At the moment, a freeway operating at maximum efficiency is about 5% covered with cars, but driverless cars can be packed together in platoons, with just inches between the bumpers -- if the lead car has to slow down, it can simultaneously activate the brakes of all the cars behind it. The federal government spent $6 billion in 2009 on road widening and expansion, and state agencies spend more than $22 billion annually, so the savings on road work would be huge. As government saves, though, utilities will lose as those traffic and street lights go away. Construction companies will lose as roadwork dives. Producers of cement and asphalt will likewise see business plunge. Gasoline sales would tumble not only because of fewer cars but because they would operate more efficiently. Drafting behind another car can save more than 25% in fuel consumption. Add up all the pieces -- $450 billion related to crashes, $600 billion of car sales, $200 billion in auto-insurance premiums, the hundreds of billions of dollars of health insurance that plausibly relate to car accidents and so on -- and you pretty easily get to about $2 trillion in revenue associated with cars each year in the U.S. Just about all of that revenue could be thrown up for grabs -- the result might turn out to be true cost savings or, at the least, a major shuffle among competitors. On the opportunity side, driverless vehicles will allow for the reconceptualization of cars, car-related business models and competitive dynamics. Expect styling to come to the fore, as vehicle design is less influenced by safety considerations like visibility, window placement, strength and stiffness of materials, bumpers, crumple zones, collapsible steering columns, air bags, seat belts and padding. In the short term, driverless cars will look much like today’s cars. Over time, as driverless cars dramatically reduce human error (which is the No. 1 cause of accidents) and more people accept the concept of shared cars, the possible car designs will explode. Without having to worry about distracted driving, electronics companies and app makers could outfit cars with all the distracting entertainment they wished and earn billions off the now-free time in self-driving cars. Lots of opportunities to coordinate use of cars would also appear. Companies could provide services to organize those platoons on highways or to share cars as part of a fleet -- all while charging hefty fees. One study found, for example, that an average two-mile taxi trip in New York City costs $8 to $13, depending on traffic conditions. It estimated that a fleet of 9,000 driverless cars could replace the city’s fleet of Yellow Cabs and operate for an average of 80 cents for a 2-mile trip. A more than 10-fold difference leaves a lot of room for profit! New financing opportunities will arise. For instance, some company might offer a shared car for free in return for a multiyear contract to have that company operate the car -- an analogue to what mobile phone operators do now when they subsidize the purchase of phones. New insurance models would arise, as insurers get smart about how to underwrite and distribute insurance in this new world. Imagine a day when a “driver” taps out his destination using Google Maps, and the system holds a real time auction for that trip. Insurers could, in real time, make their bids based not only on the driver’s risk parameters but also other significant factors including time of day, choice of route, weather conditions and who else is on the road. At some point, the liability model will flip -- with insurance becoming more of a manufacturer responsibility than the car owner’s -- because liability will be more dependent on the driving skills of the car than the owner. In general, cars could be seen as a platform rather than as individual vehicles. Cars make for great antennas, and they have all the battery power they need for communication, so it would be easy to integrate them with each other. Car makers have long complained that they’re left selling the metal, while all the profits have migrated downstream to the people who provide the service, the repairs, the insurance and so on. If the car makers can position themselves as the fleet manager, they could recapture the profits because they would have control over the service, the repairs and everything else. Car makers may also open their cars up in the same way that makers of smartphones have, so that lots of bright people could write apps that would make the use of a car more productive or enjoyable. A friend who works for a major car maker and who has access to its APIs has written an app that texts his wife and lets her know when he’s 10 minutes from home and is considering writing an app that will tell him when his wife’s gas tank is down to one-quarter full, so he can fill it for her. He has also written an app that texts his teenaged daughter and lets her know when she is 10 minutes away from having to leave wherever she is if she is to make it home before her curfew. (He says she appreciates the reminder.) Thinking about cars as a platform raises the prospect that someone could produce a sort of operating system for that platform and capture a huge share of the value, as Apple did with its iPod and iPhone and as Microsoft did with personal computers. It also opens up vast potential for new products and services that ride on top of that operating platform -- an opportunity that is, no doubt, not lost on Google. These thoughts are just the start of the changes that will come with driverless cars. The bottom line: Driverless cars provide an opportunity to either make or lose an awful lot of money. The companies that understand and best prepare for this new world will win over those that don’t.

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 is executive director, risk management and education for the Big "I." 

Drawing on almost three decades of insurance experience, 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.