Tag Archives: HR and Workers Comp
Workers’ Comp Injuries are a Symptom of Leadership Failures – Predictive Analytics Won’t Fix That
The injury that happened yesterday is never the cause of your organizations problems, it is the symptom of an internal leadership crisis.
The ongoing buzz in the workers comp arena is Predictive Analytics – in fact you can’t go anywhere...
OSHA Orders Company to Pay $800,000 for Terminating Employees Who Filed Workers Comp
The U.S. Department of Labor’s Occupational Safety and Health Administration has found that Norfolk Southern Railway Co. violated the whistleblower protection provisions of the Federal Railroad Safety Act and consequently has ordered the...
The Essential Tools that HR Must Have to Manage Injuries
What are the Essential Components of a Successful Return-to-Work Program?
Return-to-work programs are only effective if they are implemented with the support of upper, middle and lower management. Do not exclude your employees from the process....
Does HR Have a Retention Strategy for Injured Employees?
Employee retention, employee engagement and talent management are the buzz words in the Human Resource Community. Every major publication predicts some level of talent shortage, yet every year employers allow trained talent to walk out their...
WorkComp Question of the Day: Should HR Understand the Workers Comp Process?
The question today is should HR understand how to manage workers comp claims or should that be left up to the Risk Management Department?
My answer simply is – if not HR then who? Let’s evaluate what workers compensation really is – it...
Employer Uses Post Offer Physical Exam to Rescind Job to Disabled Applicant
Are applicant for employment afforded protection under the ADA? Can an employer offer a job then use the information from a post offer physical exam to rescind the job offer? That depends! This case highlights the problems that post offer physical...
Is $1.2 Million Verdict Enough to Stop Sexual Harassment
In 2011, we are still hearing about employers who fail to understand that sexual harassment has no place in the workplace. Do you think that $1, 260, 080 will cause other employers to implement proactive zero tolerance sexual harassment policies?
EEOC.gov...
Dear Injured Employee: We Would Like You To Come Back to Work Tomorrow
Employee retention, employee engagement and talent management are the buzz words in the Human Resource Community. Yet every year employers allow trained talent to walk out their door after an occupational injury.
Historically, the workers’...
