Does reading this
headline make your blood pressure increase a little and cause your head to
start building pressure from an oncoming stress headache? Especially when this
article from lawyers.com states that claims for the
average back injury cost a business $23,600? It also goes on to mention that
the average claim for workers’ compensation is $21,800. These are financially
burdensome checks to write as a business owner of any size business. There is a
better way; one that costs a lot less and can produce a positive ROI.
Pre-placement or
post-offer testing is one of the most revolutionary, yet practical protocols a
business can put into practice when it comes to hiring the right person for the
job. You never know if the person you are hiring injured their right shoulder
playing softball and never disclosed the injury. What if you did not test the
employee before hiring, and he or she re-injures this same shoulder on the job?
You are likely not only to pay for the injury sustained on the clock but also
any unreported damage sustained before the employee accepted your employment
offer. This same scenario could occur for a person who has injured his or her
back at a prior job and received workers' compensation payment for that injury
in the past. What recourse would you have to prove you are not liable to pay
for the previous injuries if you haven't had them adequately tested?
The Physical Capacity
Profile (PCP) tests your applicants through valid measures. Each test is rated
by a computer system that details the applicant's physical strengths and
weaknesses. No part of the testing process is assessed by a human being other
than the ability for the person to do sit-ups, which is solely a yes (and how many)
or a no. Other systems across the country rely on subjective administrators to
determine how a person performs a task. The test facilitator observes and
presents pass or fail marks for the candidate’s movements. There are no numbers
to compare. There is no validity or standards to which to compare results. Are
the test results based on data or personal opinion? You decide which one you
want backing you if a claim occurs.
When your applicant
has finished PCP testing, he or she will be given an overall score that you can
then compare to the Department of Labor Dictionary Titles
allowing you to determine if this potential employee is fit for the job to
which he or she has applied. Simply put, secure placement produces more
productive and safe employees.
Once hired, if an
employee does get injured, you have post-offer test results that comply with
ADA and EEOC regulations to compare their prior abilities to their
post-rehabilitation abilities. This safeguard makes rehabilitation time and
workers’ compensation payouts fair for both the employer and employee.
If one of your
largest line items for expenses is for workers’ compensations claims, you can
do something about it. Click here to learn how to avoid a $100,000 hiring
mistake
or visit our website
for more information
about our cost-saving solutions.
If you're ready to start
reducing your workers' compensation costs,
contact
us
today to speak to one of our experts. We will take the time to
listen to your needs, hear what your expectations are, and help you build a
solution that will protect your bottom line. Reduction of injuries and total
claim dollars spent are how we measure mutual success. We look forward to
helping your business achieve higher levels of financial rewards.
