INVESTING FOR THE LONG HAUL

Financial market ups and downs are challenging, to say the least, for many investors. Saving for retirement makes you a long-term investor, but it is important that you shape your investment strategy by revisiting a few fundamental investment concepts every 6 to 18 months, regardless of market conditions.

Revisit Your Risk Tolerance

What level of investment risk is suitable for you? Are you still an aggressive investor, or has your personal situation changed since the last time you evaluated your risk tolerance? Are you still a long-term investor, or are you getting close to retirement and therefore need to be more conservative? If your needs have not changed and you still are investing for the long term, this may not be the time to change your investment mix. 

Don't Chase Returns

How many people do you know that bought into the “hot stock” they read about, without evaluating the risk involved? This is a risky strategy, as such stocks may be overvalued and end up losing money instead of making it.

Diversify

Every asset class (investment category) has its ups and downs. If your portfolio is well diversified, you will be in good position to benefit when an asset class excels—as opposed to chasing returns after the fact. For example, when growth stock funds were excelling, value funds were not; when stock funds declined, bond funds did well. Over the course of time, a well-diversified portfolio can provide increased performance while decreasing risk. In addition, diversification is a disciplined approach to investing, rather than relying on emotions or impulse.

Keep Investing Through Payroll Deduction

When the market is down, you are buying more shares or units for your dollars. Investors should actually feel good about buying in when the market is low; ideally, when you reach retirement, those shares will be worth more.

Invest for the Long Haul

Remember your long-term goals and invest for the long haul, rather than for short-term market swings. Statistics show that staying the course, rather than switching in and out of funds, is typically the wiser choice. Often, investors make the mistake of selling when the market is declining, and buying back when it is going back up. This is the opposite of what they should be doing to maximize returns.

What About Current Events?

The uncertainty surrounding current events poses significant challenges for investors. One thing we do know: the stock market hates uncertainty. Thus, having diversification of investments is key! A mix of investments—cash, bonds, stocks—will help minimize the risk of a large loss.

Though a large event may cause a serious market reaction in the short term, often the market balances out after the event has passed. The secret to weathering all types of market swings is to resist the temptation to panic or overreact. Stay disciplined, keep a long-term approach and maintain a diversified portfolio balanced appropriately for your particular risk tolerance. These basics of long-term investing can be your blueprint for not just surviving, but succeeding in the market. 

Contact Witkemper Insurance Group and Financial Services for your insurance and investment needs.

 

FAQs about workplace wellness programs

When you are considering implementing a workplace wellness program, you may have a lot of questions. Below are some answers to frequently asked questions about wellness initiatives. 

We can’t do a comprehensive program right now, but is it still worth doing something?

Absolutely—even a small activity can plant the seeds of success for your program to grow. Engage in some low-cost activities, like providing a health and wellness bulletin board or newsletter. You can also coordinate walking groups or encourage managers to hold walking meetings when it is nice outside. These small steps can promote a healthier workplace.

There is so much we could do in our program. Where do we start?

After you have secured management support, researching the health needs of your employees is the best way to identify which activities will resonate most with your employees. Make sure the first programs you develop are fun and interactive, because they will be the first impression that employees get of your wellness program. Start with programs that have broad appeal instead of those that might only be of interest to a smaller, more targeted group. In addition, because there are many regulations governing workplace wellness programs, make sure to review legal considerations or consult with legal counsel before implementing a wellness program. 

We have tried health and lifestyle programs but participation is small. What can we do?

Keep trying, and be patient. It will take some time for your program to get going. Remember that, ultimately, you are trying to change workplace culture, and change is a process that happens slowly over time. One approach that has proven successful for employers, though, is to offer incentives for participation or attendance. For instance, you could offer free healthy snacks if employees attend a wellness meeting. Another approach is to invite people in the organization who are well-liked and respected to participate in your program in the hopes that it will encourage other employees to join as well.

We have a lot of work to do in the area of nutrition. How can we avoid getting the reputation of being the “food police”?

In educational sessions, talk about the health issues around fats, added sugars and portion sizes, but avoid demonizing unhealthy foods. If people feel like they are being attacked for their lifestyle habits, they may be reluctant to participate in future wellness initiatives.

Instead, empower employees by teaching them the benefits of healthy eating and the positive impact it can have on their life (more energy, better sleep, etc.). Encourage employees to add more healthy foods to their diets and make healthy foods available at work to encourage employees to grab an apple rather than buy a candy bar out of the vending machine. As employees begin to eat healthier, they will notice how unhealthy foods make them feel sluggish, and they will begin to avoid them on their own.

CEO and leadership support is important, but they will probably never come to lunch-and-learns or walking groups. How can we show their support to employees? 

Some of the best support management can provide is HR and financial resources for the program. Endorsing a policy change that supports wellness is another important type of high level support. In addition, you can plan a program kick-off and have leadership visibly present and participating. Get the event on their calendars early, or ask leadership to write a short email or intranet post that demonstrates their excitement about the wellness initiative.

Some employees are suspicious about the motives of the program. What can we do about it? 

Employees may be hesitant to share their health information and participate in wellness activities because they may feel like employers shouldn’t be monitoring their health. Wellness programs may also cause unhealthy employees to become nervous about their job security, especially if your company has recently gone through downsizing. 

The most important thing you can do to curtail suspicion is to encourage honest, open communication. Tell your employees not only what you are planning, but also why you are doing it. Discuss the benefits of wellness programs for the company and for the employees. You can mention the high cost of health care as an incentive for creating the program, but also talk about how you value your employees’ well-being and want to equip them with the resources to live healthy lives. Reassure them that their personal health information will be protected and only used for wellness purposes.

Source: Wisconsin Worksite Wellness Resource Kit

Need more advice about adding wellness programs to your benefits package? Contact Witkemper Insurance Group about employee benefits for your company.

How AMA’s New Obesity Classification Could Impact Your Bottom Line

The American Medical Association (AMA) recently reclassified obesity as a treatable disease. This new classification has the potential to increase your workers’ compensation costs because doctors may need to treat a worker for obesity, as well as an on-the-job injury.

The Centers for Disease Control and Prevention (CDC) defines obesity as a person’s body mass index (BMI) being 30 or higher. A person’s BMI is determined by height and weight and is a reliable measurement of a person’s body fat. According to the AMA, one-third of Americans are considered obese.

Increase in Costs

Historically in workers’ compensation, obesity has been classified as a comorbidity, meaning it’s a condition that occurs at the same time as, but is independent of, an injury or illness. The new classification of obesity may cause doctors to feel a greater responsibility to advise patients about their obesity if the doctors will be reimbursed for the treatment.

Usually, doctors and other medical providers only document the medical issues they intend to treat and for which they seek reimbursement. 

But, for example, if a doctor is treating an obese patient for a sprained ankle, the patient’s weight may play a factor in his or her recovery. For this reason, the doctor could feel obligated to discuss the weight problem with the patient. Therefore, the doctor could claim treatment for two things: the injured ankle and obesity—and subsequently increase the cost of the workers’ compensation claim.

In one case, the Indiana Workers’ Compensation Board determined that an injured worker was entitled to weight-loss surgery following an on-the-job back injury and that the worker was entitled to disability benefits as he prepared for, underwent and recovered from the surgery. This was based on his doctor’s opinion that the worker would continue to suffer back pain from the work injury if he did not lose weight. Therefore, the worker’s employer had to pay for the back injury as well as the weight-loss surgery, which significantly increased the costs for the employer.

Obesity can also become a secondary claim and increase costs. If an injured worker’s BMI exceeds 30 as a result of a medication they are prescribed or because they cannot exercise due to the injury, they are considered obese and can receive treatment.

Changes in Treatment

Obesity may require medical attention before treatment of most work-related injuries and illnesses, according to research done by the California Workers’ Compensation Institute. Treating obesity first can extend the patient’s time away from work, causing the employer to pay more in compensation.

A study conducted by Duke University, RTI International and the CDC states that obesity complicates surgery and increases the healing time of fractures, strains and sprains, which are common workplace injuries. The study also discovered the following:

We’re Here to Help

In order to avoid increased costs on your workers’ compensation claims, consider job modification or accommodation to ensure that the workplace is safe for obese workers. Instituting a wellness program can help keep your workers healthy and safe, as well, and may become a standard risk management practice for employers. 

For more information on workers’ compensation and overall workplace health and safety, contact Witkemper Insurance Group.

Know your benefits: Five Tips for Maximizing Your HSA

Health savings accounts (HSAs) are a great tool for helping manage your out-of-pocket health care expenses. Follow these five strategies below to make sure you are getting the most out of your HSA account. 

  1. Contribute as much as you can. HSAs are designed to offer triple tax benefits—meaning you put your money in tax-free, it gains interest tax-free and you can withdraw it tax-free for qualified medical expenses. In addition, many employers will contribute to an employee’s HSA account. To boost your savings for future medical expenses, contribute as much as you can up to the HSA combined employer and employee contribution limit. In 2021, the individual limit is $3,600 while the family limit is $7,200. The limits will increase in 2022 to $3,650 and $7,300, respectively.
  2. Use over-the-counter (OTC) drugs if at all feasible. Some medications that were once only available by prescription can now be found on store shelves. Choosing a generic drug over a brand name OTC drug can also help generate greater cost savings.
  3. Only visit the emergency room in an emergency situation, and understand your network. Remember that your doctor’s office and the urgent care center are more appropriate places to treat conditions that are not life-threatening—and they are a lot more cost-effective. When seeking care, it is also important to know what physicians are in your plan’s network, since out-of-network care will typically result in higher out-of-pocket costs.

However, if your condition is life-threatening (for example, if you’re experiencing chest pain, uncontrollable bleeding or severe abdominal pain following an injury) do not hesitate to go to the emergency room, as this is best place to receive the life-saving care you need.

Have questions about investments? Contact Witkemper Insurance Group and Financial Services.

Coronavirus and managing remote work cyber risks

Given the implications of the coronavirus (COVID-19) outbreak, countless employees across a variety of industries are working remotely. While this allows businesses to remain operational, it can create a number of risks, particularly for those who fail to take the proper precautions.

Above all, information security is one the greatest challenges for companies allowing remote work during the COVID-19 outbreak. When an employee is at the office, their work is protected by safety standards that keep your company’s network and data secure. However, an employee working from home may not have the same safety measures in place to protect your organization’s devices and information. 

In order to safeguard your business and employees from data breaches, cyber scams and viruses, consider the following strategies:

For more cybersecurity guidance, contact Witkemper Insurance Group.

What to consider when choosing a medical provider for workers' compensation injuries

Workers’ compensation covers benefits for your employees if and when they are injured on the job. It can provide flexible compensation for things like doctors’ appointments, surgeries, physical therapy, medications and other treatment.

When it comes to treating work-related injuries, selecting the right doctor is paramount and can make all the difference when it comes to helping an employee return to work quickly. However, there are a number of considerations and specific guidance when it comes to selecting a medical provider for workers’ compensation injuries.

Selecting the Treating Doctor in a Workers’ Compensation Claim

When it comes to connecting an injured employee to the care they need following a covered injury, it’s important to remember that every state is different and has unique rules. Failing to follow these rules can lead to an insurance company’s refusal to pay for treatment.

When it comes to injuries covered by workers’ compensation, all states allow employees to receive emergency care from the nearest facilities when needed. 

Outside of that, rules related to choosing a medical provider vary by state and generally fall under one of three options:

  1. The employer chooses the treating doctor on behalf of the employee—In some cases, employees must use an employer-selected treating doctor for work-related injuries. This can help employers reduce costs and better manage workers’ compensation claims. 
  2. The employee chooses a doctor from a list or medical network provided by their employer—Some states allow employers to go through a preferred provider plan, network or managed care organization to treat an employee’s work-related injuries. Through this method, employees must select a treating doctor who is within the specified network. 
  3. The employee chooses any authorized doctor—Some states allow employees to choose their own treating doctor, particularly if an employer doesn’t have a preexisting provider plan or partnership with a managed care organization. Other states do not dictate who the employee sees for treatment at all. Also, employees typically aren’t allowed to use holistic or alternative medicine providers. Furthermore, there may be specific requirements employees must follow in order to receive care. For instance, an employee may be allowed to use their own primary care physician for a work-related injury, but only if they first give their employer written notice. 

Each of these options has its own set of unique benefits and drawbacks. Employer-selected treating doctors can save organizations money and simplify the workers’ compensation claims process. However, when an employer limits or chooses what doctor an employee is allowed to use for work-related injuries, employees may feel as if there is a conflict of interest at play. It’s not uncommon for injured employees to worry that employer-selected treating doctors—whether they are chosen directly by an employer or by the employee via an approved list—don’t have their best interests in mind. In other words—whether justified or not—an employee may be concerned that an employer-selected doctor is more focused on saving the employer money and not on treating their injury.

For employee-selected treating doctors, conflicts of interest are no longer a concern. However, the employee-selected doctor may not be familiar with the workers’ compensation process, which can complicate treatment and extend the return-to-work process.

Finding the Right Treating Doctor

Regardless of whether or not treating doctors are chosen by employers or employees, selecting the right care provider is crucial. The following are some considerations employees and employers should keep in mind:

Again, rules related to choosing a medical provider for workers’ compensation injuries are complicated and vary from state to state. To navigate these requirements effectively, be sure to work alongside qualified insurance and legal professionals.

Witkemper Insurance Group and Financial Services provides choice, flexibility, expertise, superior protection. Contact us for a quote or guidance for your business.

Get to know Witkemper

Since 1984, Witkemper Insurance Group and Financial Services has served Indiana businesses and families with the highest level of expertise. Kyle Nichols, owner and president of Witkemper, talks about the company's values and goals. View the video or read the transcript below.

Announcer: I'm here with Kyle Nichols, owner of Witkemper Insurance Group in Indiana, and Kyle, tell us about Witkemper's role as an agency here in Indiana?

Kyle: Yeah, great question. I think our number one role as an agency is really to be that trusted partner to our clients. We are here to protect all the hard work they put into their business. And our job is really to form a partnership to develop a long and short-term strategy to not only help control their costs but also to protect their most valuable asset, which is certainly their business and their employees.

Announcer: Thanks for sharing that. With so many insurance agencies in the state, what makes Witkemper different?

Kyle: Sure, another great question. I think, without a doubt, our number one difference maker among our peers is our staff. Clients can buy the same products we sell from so many different agents across the state of Indiana. However, the longevity, our years of experience, the honesty, integrity, and overall character of our team is really the true difference-maker that blesses us with outstanding client retention. Furthermore, relationships do begin and are formed with our sales team. Putting the boots on the ground on a daily basis, forming these relationships, and turning prospects into long-term, customers with both of our sides working together and achieving the same goals, our clients truly are the ones that reap the benefits of this.

Announcer: Tell us why you think customers choose Witkemper Insurance Group.

Kyle: I think if you if you go back to the first couple of points we discussed as far as our role as an agency and what makes Witkemper different, you know, it goes back to being that trusted advisor, right? In recognizing the importance of developing trust as one of our customers' key business advisors. That's why they hire us to manage their risks, to protect their business, and certainly help control their costs. Along with those key different factors we discussed being our staff, providing the best possible service with hard work, honesty, and integrity. I think all this adds up to why our customers at the end of the day decide to choose Witkemper Insurance Group as their partnership.

Get an insurance quote or learn more about services offered by Witkemper Insurance Group.

Common Employment Practices Claims Arising Out of COVID-19

As COVID-19 continues to spread throughout the United States, there has been a massive upheaval of the American workplace. Employers have found themselves drafting and implementing policies and procedures addressing a wide array of issues including remote work, layoffs, furloughs, pay cuts, workplace conditions and many more. Not surprisingly, the uncertainty wrought by COVID-19 has left employers at an increased risk of exposure to employment-related claims alleging wrongful termination, discrimination, retaliation and many others.

This Risk Insights piece will serve as a guide to the most common potential causes of action related to COVID-19 that may lead to employment-related litigation. As is the case with all inherently legal issues, employers are strongly recommended to seek the guidance of legal counsel when faced with any of the claims discussed herein.

Workplace Health and Safety

There have already been a multitude of safety violation claims filed under the Occupational Safety and Health Act (OSHA) and state equivalents. These safety violations typically allege that an unsafe workplace has caused sickness and/or death due to COVID-19, or that an employer failed to take appropriate measures to reduce COVID-19 exposure and spread within the workplace. Such “appropriate measures” might include failure to provide hand-washing stations, sanitizers, masks or adequate protective gear on location. Other claims have alleged that employees have been unable to practice social distancing due to the nature of their jobs.

Leave Claims (FMLA and FFCRA)

In addition to traditional paid and sick leave, COVID-19 spurred the passing of the Families First Coronavirus Response Act (FFCRA), which includes the Emergency Family and Medical Leave Expansion Act and the Emergency Paid Sick Leave Act. The FFCRA requires employers with 500 or fewer employees to give employees expanded paid family and medical leave, and emergency paid sick leave. Without analyzing the unique provisions of the FFCRA, it must be noted that the Act expressly incorporates existing Family and Medical Leave Act (FMLA) and Fair Labor Standards Act (FLSA) remedies provisions. This means that an employee who is wrongfully denied expanded leave or not paid during the leave will have a cause of action to recover damages (lost wages, salary, benefits and other compensation) or actual monetary losses resulting from the denial of leave (e.g., the costs of child care), with interest. Likewise, employers that fail to comply with the Expanded Paid Sick Leave Act will be made liable to remedy provisions under the FLSA. 

Given the extensive exposure, employers should consider speaking with legal counsel in order to update and implement leave-related policies. Employers might also consider training their managers and supervisors on updates to the policies and laws, as they will be on the front lines when dealing with leave-related issues.

Wage and Hour Claims

With employees being asked to work from home, and employers restructuring their workforce (including salaries and compensation) to fit their current needs, it’s vital to remember that this reshuffling can give rise to claims under the FLSA and applicable state laws related to salary and hours reductions. Altering work arrangements and compensation structure may be necessary to keep some organizations afloat, but such changes may inadvertently alter the classification status of their workers. Such classification issues may lead directly to an FLSA claim.

Discrimination Claims

Numerous federal and state laws protect employees from discrimination based on protected class characteristics. Laid-off or furloughed employees may bring claims under federal and state anti-discrimination laws, challenging the purported reason they were selected for an adverse employment action. Employers should be careful to use objective means when deciding which employees to lay off or furlough. They will also want to retain records of the criteria used, and, in certain instances, evaluate whether any disparate impact may result from the decision.

Employees might also bring a claim based on an employer’s failure to reasonably accommodate employees with a bona fide disability related to COVID-19. Such claims might even be based on a denial of a request to allow an employee to work from home. 

Retaliation Claims

Most state and federal laws contain provisions that make it unlawful for employers to retaliate against employees who exercise their protected legal rights or oppose unlawful employer actions. For instance, there have already been numerous claims that allege retaliation for objecting to unsafe working conditions and exposure to individuals with COVID-19 symptoms in the workplace. Other retaliation claims may arise out of an employee complaint that the employer wrongfully denied a request for leave. 

The most important practice in insulating your business from a retaliation claim is documentation. Extensively documenting the employer’s reasoning behind their employment decisions can be the difference between a successful retaliation defense and a costly judgment.

Wrongful Termination Claims

With the major increase in employee furloughs and layoffs, it is no surprise that there has been an increase in wrongful termination claims. Wrongful termination claims can arise out of a multitude of COVID-19-related issues. One example is a claim that the employee was terminated for complaining about a lack of personal protective equipment. Another example would be a claim that the employee was terminated for lodging a complaint about co-workers with COVID-19 symptoms reporting to work.

To mitigate the potential for a wrongful termination claim, employers should proceed carefully upon receiving employee complaints. Employers should also maintain meticulous records of complaints, the investigation process and the ultimate reasoning behind the termination.

Disclosure of Confidential Information Claims

Because the Centers for Disease Control and Prevention (CDC) and state/local health authorities have acknowledged community spreading of COVID-19 and issued precautions, employers have been allowed to measure employees' body temperature. However, this newly expanded testing capability exposes the employer to an array of privacy-related issues.

In order to maintain the privacy of COVID-19-related medical documents, the ADA requires that all medical information about a particular employee be stored separately from the employee's personnel file. An employer may store all medical information related to COVID-19 in existing medical files. This includes an employee's statement that they have the disease or suspect they have the disease, or the employer's notes or other documentation from questioning an employee about symptoms.

Conclusion

These are just a few examples of the most common types of claims that may arise as a result of COVID-19. It is imperative that employers are aware of these potential issues and proceed accordingly. Moving forward, employers should consider the following:

  1. Develop a return-to-work plan that contemplates federal and local safety guidance (e.g., CDC, OSHA, and state health authorities) on personal protective equipment, workspace hygiene, social distancing measures, and many others.
  2. Consult with legal counsel when implementing (or updating) policies and procedures to ensure compliance. Ensure counsel is also present when undergoing recall, rehire, and job offers, as this stage is the epicenter for multiple employment-related claims.
  3. Ensure that those policies and procedures are implemented in a fair and equal manner. 
  4. Ensure proper communication to all employees, particularly the line managers who will be responsible for implementation.
  5. Maintain the confidentiality of all medical-related information provided by employees in compliance with federal and state guidance.
  6. Train managers and supervisors on new policies and procedures drafted in the wake of COVID-19. 
  7. Regularly monitor new federal, state, and local guidance, as well as legislative enactments. 

Contact Witkemper Insurance Group today for more risk management guidance.

Communicating Terminations Effectively

Losing a job is a traumatic event for most and may trigger anger, humiliation and sadness. Some employees who are otherwise calm, rational individuals may react negatively to termination or challenge the decision. Yet, if terminations are handled appropriately and with respect for all parties involved, the process should be smooth. In addition, the employees who remain employed at the company will not feel threatened or have negative emotions towards the employer.

Communication Strategies

The following are strategies employers can use to communicate terminations effectively:

Avoiding Lawsuits

At times, employers can be faced with legal headaches as a result of statements allegedly made during terminations. To avoid these lawsuits and protect your organization, always have two staff members present when terminating an employee. That way, one of the employees will serve as a witness to what occurred during the confidential meeting. It is also wise to avoid extensive conversation with the terminated employee, as most suits arise as a result of the statements made during the actual termination and the reasons for which the person was let go. Though minimal discussion about the reason for termination is unavoidable, keep this conversation short. 

Communicating terminations is one of the least enjoyable responsibilities that many individuals hold. Management-level employees must make protecting the organization a primary priority while also trying to respect the employee being terminated. Balancing both of these responsibilities will yield the best results, both for the organization and the employee.

Contact an insurance specialist at Witkemper Insurance Group and Financial Services today to answer any questions about employee relation or employee benefits.

The Importance of Communicating With Employees During Workers’ Compensation Claims

Employees who face work-related injuries and illnesses commonly have subsequent stress and anxiety. Oftentimes, this stress is made worse should employers stop communicating with the employee while they’re unable to work.  

It is important for employers to make their employees feel appreciated and to invest in their well-being. This rapport helps employees feel welcomed, valued and trusted. As a result, if employees are injured at work, they are much more likely to report accidents and injuries. 

Furthermore, lack of communication with employees can increase their workers’ compensation claim costs. Injured employees are more likely to hire attorneys if they have a poor understanding of the workers’ compensation claims process and a nonexistent relationship with their employer. Employers can avoid this by forming trusted relationships with their workers and creating an environment where the lines of communication are open. It is important that employees feel supported, particularly following workplace injuries. This shows employees they are valued and, at the same time, reduces their workers’ compensation costs.

When Should the Communication Begin?

As a part of the onboarding process, employees should be trained on what to do in the event they experience a work-related injury or illness, including what the organization’s workers’ compensation protocols entail. 

Employers should discuss how to report an injury and inform employees that communications will continue throughout the course of treatment of that injury. By setting expectations upfront, employers can facilitate ongoing communication, which helps foster these important relationships. 

From the moment a workplace injury occurs until the injured employee returns to work, employers and employees should be able to communicate with each other. In general, following an injury, communication begins with employers, and they should:

Follow-up Communications

At least every other week, employers should reach out to injured employees to check in on them. Key times to touch base include after surgery and scheduled treatments. It’s important to reassure injured employees that you are looking forward to their return.

Employers should also reiterate to employees that they’re there for them if they need help. By regularly following up with the employee, employers can determine how far along their employees are in their recovery process.

Employers will want to provide updates, if they receive them from the employee, to the claims adjuster. This helps keep the claims adjuster in the loop of the employee’s treatment. 

Return-to-Work Assignments

When it comes to returning to work, it’s important for employers to let their injured employees know if they’ll be able to provide light-duty work and to make the necessary accommodations so the employee can return to work as soon as medically possible. Letting injured employees know that their employers are committed to bringing them back to work can help ease any of their anxiety or uncertainty. When employees return to work, employers should check in daily to make sure the transition is going smoothly. Employers should also ensure job tasks aren’t causing the employee any pain, aggravating injuries, or creating new injuries. 

Back to Work Restriction-free

As injured employees return to work and continue to heal, employers can adjust the number of check-ins they have with the employee. Initially, employers should communicate frequently to ensure employees are comfortable and the work isn’t creating any further issues. However, as employees settle in, employers can occasionally check in, making sure injured workers are continuing to improve and able to confidently perform their jobs.

It is important to remember that employers often overlook the simplest way to mitigate claim costs—employee communication. Happy employees are ones who feel valued, and communication is essential to gaining their trust and controlling workers’ comp costs.

Contact an insurance specialist at Witkemper Insurance Group and Financial Services today to answer any questions about Workers' Compensation Insurance or for a free review and insurance quote for Workers' Compensation Insurance.