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  • Employers Should Expect Productivity Lapses Post Super Bowl

    Employers Should Expect Productivity Lapses Post Super Bowl

    An estimated 16.1 million U.S. employees plan to miss work on the day after the Super Bowl game, according to the results of a survey sponsored by the UKG Workforce Institute. In addition, an estimated 6.4 million employees expect to be late for work; slightly less anticipate being reprimanded for unreported absences.

    This doesn’t account for Super Bowl fans who will be at work but not functioning at full capacity physically or mentally. (Being present but not fully functional due to illness, injury, fatigue, anxiety, depression and other conditions is referred to as presenteeism.) In addition, employees who don’t watch the Super Bowl or engage in related indulgences may be exposed to pressure to step up their game to cover for absent co-workers, increasing their risk for fatigue, errors and injury.

    Everyone knows there are costs associated with work absences. They may not be as aware of the hidden costs associated with presenteeism and poor health. Presenteeism is associated with billions of dollars in productivity lapses; mistakes, accidents and injuries; low morale; and the spread of contagious illnesses by people who come to work sick. In 2022, Kaiser Permanente reported that productivity losses linked to absenteeism and presenteeism from chronic illnesses and injuries cost U.S. employers $2,945 per employee per year. According to an Integrated Benefits Institute study, poor health cost U.S. employers $575 billion in lost productivity in a single year.

     

    More Super Bowl-Related Findings

    The UKG Workforce Institute has been tracking Super Bowl-related absenteeism for nearly two decades. The 2024 online survey was conducted for UKG by the Harris Poll from Jan. 10-12. There were 1,192 employed adult survey respondents – a sample size believed to accurately represent the U.S. adult working population within +/- 3.3 percentage points. The responses indicate that among U.S. employees over 18 years old:

    • 28 percent predict they will be less productive than usual at work on Monday.
    • 14 percent plan to miss at least some work on Monday, including one out of five staff managers.
    • 2 million employees are “not sure” whether they’ll miss work; 6.4 million employees will decide at the last minute what to do.
    • About 10 million employees have already requested the day off, which helps their managers and companies better prepare for game-related absences.
    • For those scheduled to work on Sunday, about 3.2 million employes plan to call in sick or just not show up for work so they can watch the game.

     

    Recommendations for Employers

    Jarik Conrad, vice president of human insights at the UKG Workforce Institute, said the findings suggest a need for organizations to close critical gaps in communication, transparency and trust between leaders, managers and front-line employees. “Trust is the new currency at work, and it pays dividends. We all have lives outside of the workplace, even managers. We need to focus on being more open with one another, communicating our distinct needs and wants, so we know how to best support our teammates and achieve our goals together,” he said in a related press release.

    WorkCare advises employers to be prepared to manage potential post-game emotional letdown and physical complaints such as headache, tiredness, dry eyes, dehydration and poor concentration. In some cases, it may be more productive to give employees freedom to debrief without repercussions rather than expecting them to pretend to be working while discussing game highlights. Reflecting on aspects such as memorable plays and favorite commercials can help shift perspectives in a positive direction for those whose team did not prevail or who lost a wager.

    Having fresh water, sports drinks to restore electrolytes and healthy snacks on hand at the workplace can help alleviate post-game complaints. It’s advisable to avoid caffeinated drinks because they have a dehydrating effect. Over-the-counter pain relievers taken at non-prescription strength may be recommended to relieve discomfort. All employees should be encouraged to take micro-breaks, stay hydrated, move around and stretch to stimulate their brain and relieve tension in their body.

    In general, employers are encouraged to support employees in their personal health journey by providing health education and wellness programs to help them effectively manage stress, control their weight, and prevent and manage chronic conditions such as hypertension and diabetes. It’s also important to remember to be sensitive to preferences. The Super Bowl is a big deal to many Americans, but that doesn’t mean everyone in a workplace is a football fan.

    Contact us at info@workcare.com to learn about WorkCare’s solutions for safe and healthy workplaces.

  • Black History Month: Focusing on the Significant Health Challenges of Black Americans

    Black History Month: Focusing on the Significant Health Challenges of Black Americans

    February is Black History Month and we recognize the struggles and honor the triumphs of Black Americans throughout history.

    Black Americans face a unique set of challenges, including a history of disadvantages in terms of their physical and mental well-being and equal access to health care. Significant underlying health challenges for Black Americans include a disproportionately high prevalence of diabetes, mental health disorders and cardiovascular disease in comparison to some other groups. These conditions are often interconnected and under-treated.

    Diabetes is a chronic condition that affects the way the body processes blood sugar. It is one of the leading causes of death among Black Americans, who are more likely to develop type 2 diabetes than people in other racial groups. According to the Centers for Disease Control and Prevention (CDC), 13.2 percent of Black Americans have diabetes compared to 7.5 percent of White Americans. This disparity is partly due to genetics. Some behaviors, such as eating a high-fat diet or being sedentary, may be attributed to lack of safe exercise options or limited access to affordable, healthy food choices in many Black American communities.

    Mental health is an important aspect of overall quality of life for everyone. A study by the National Institute on Minority Health and Health Disparities (NIH) found that Black Americans are 20 percent more likely to experience serious mental health problems than White Americans. This disparity is attributed to a range of factors, including discrimination and limited access to mental health services. As a result, there is a lower likelihood of receiving a diagnosis and treatment for mental health conditions such as depression, anxiety and post-traumatic stress disorder. Studies show that people with untreated mental health disorders are more likely to have relationship conflicts and use addictive substances to help relieve symptoms.

    Cardiovascular disease is a group of conditions that affect the heart and blood vessels. According to the U.S. Department of Health and Human Services Office of Minority Health, Black Americans are 40 percent more likely to have hypertension (high blood pressure) and less likely than White Americans to have their blood pressure under control. Again, this disparity is due to a range of factors, including genetics, lifestyle choices and lack of access to health care services.

    It’s important to acknowledge that while social determinants of health, such as income, educational level and race, contribute to health challenges, many Black Americans are able to enjoy long, healthy lives.

    To help address disparities affecting employees due to complex factors, WorkCare focuses on treating every encounter with an occupational health clinician as an opportunity to educate individuals and protect and promote workforce health.

    To learn more about WorkCare’s holistic health solutions, visit our Contact Page or email us at info@workcare.com.

    Charlette Washington is a Marketing & Communications Specialist at WorkCare.

  • Prioritizing Heart Health in the Workplace

    Prioritizing Heart Health in the Workplace

    February, recognized as American Heart Month, is an ideal time to raise awareness about heart health, especially in the workplace. The heart beats tirelessly every second and is vital for our overall health and well-being. Yet, in the hustle and bustle of daily work life, we often neglect this critical aspect of our health.

    Why Heart Health Matters in the Workplace
    Heart health is not just a personal issue; it’s a workplace concern, as well. Poor heart health can lead to decreased productivity, increased absenteeism and higher health care costs for employers. According to the American Heart Association, heart disease and stroke are two of the leading causes of death globally, and working-age people are not immune. Stressful work environments, sedentary jobs and unhealthy workday eating habits can significantly contribute to heart-related issues.

    Types of Heart Health Screenings

    Blood Pressure Screening
    High blood pressure, often referred to as a “silent killer,” can lead to severe heart complications if left unchecked. The Centers for Disease Control and Prevention (CDC) advises adults to get their blood pressure checked at least once every two years, if it’s within the normal range, and more frequently if it’s elevated. Regular monitoring can help in early detection and management.

    Cholesterol Check
    Cholesterol, a fat-like substance in the blood, can build up and clog arteries, leading to heart disease. The American Heart Association advises adults to get a cholesterol test every four to six years. This test assesses levels of low-density lipoprotein (LDL), high-density lipoprotein (HDL) and triglycerides, providing a comprehensive picture of heart health risks.

    Blood Sugar, BMI and Waist Circumference
    There’s a strong link between diabetes, weight and cardiovascular disease. The American Diabetes Association suggests routine screening for type 2 diabetes starting at age 45, especially for people who are obese or  overweight. Take the Type 2 Risk Test to test yourself for prediabetes and diabetes. Body mass index (BMI) and waist circumference are key indicators of obesity, a known risk factor for heart disease. These measurements, according to the National Heart, Lung and Blood Institute, should be part of regular health assessments.

    Electrocardiogram (ECG or EKG) and Stress Test
    An ECG, as recommended by the Mayo Clinic, is a simple test that measures the electrical activity of the heart and can detect heart rhythm abnormalities, a potential sign of underlying heart conditions.

    A stress test, often used alongside an ECG, assesses how the heart functions under physical stress. The American College of Cardiology notes this as particularly useful for diagnosing coronary heart disease.

    Implementing a Heart Health Program in Your Workplace
    Creating a culture that prioritizes heart health is beneficial for both employees and employers. Workplaces can incorporate regular screening programs, provide educational resources about heart health, and encourage lifestyle changes like healthy eating and exercise. WorkCare’s Onsite Services & Clinics, Industrial Athlete teams offer heart health and other resources for employers to create work environments that foster prevention – before disease develops. This includes biometric screening, immunizations and health education on topics such as nutrition, stress management, sleep hygiene and physical fitness.

    Contact WorkCare to learn about more resources available for employers to support their employee’s heart health and overall well-being.

  • Obesity and Diabetes Prevalence Delivers One-Two Punch

    Obesity and Diabetes Prevalence Delivers One-Two Punch

    Rates of obesity and diabetes, along with poor eating habits, are on an upward climb among U.S. adults. In a recent survey, Gallup found 39 percent of adults were obese in 2023, an increase of 6 percentage points compared to 2019 (pre-COVID-19 pandemic), and 13.6 percent had diabetes, up 1 percentage point since 2019. For its research, Gallup used survey respondents’ self-reported height and weight to calculate body mass index (BMI) rather than randomized clinical measurements that typically result in higher obesity estimates. The Centers for Disease Control and Prevention (CDC) estimates 42 percent of the U.S. population was obese and 31 percent was overweight in 2022. (A BMI above 30 is considered obese.)

    Obesity is a contributing factor in the development of diabetes. Genetics, eating and exercise habits are among factors that influence the probability of being obese or diagnosed with diabetes. In the Gallup survey, the percentage of adults who reported they ate “healthy foods” on the previous day dropped 5 percentage points, from 51.7 percent in 2019 to 46.7 percent in 2023. There were particularly notable declines in healthy eating among those aged 30 to 44 (down 9.2 percentage points).

    Cost of Obesity

    Employees who are overweight or obese are more likely to develop weight-related comorbidities such as type 2 diabetes, hypertension, sleep apnea, cardiovascular disease and cancer. According to an Eli Lilly & Company study of 719,483 employees reported by the Endocrine Society, employees who were overweight or obese had a higher likelihood for productivity loss when compared to their normal-weight peers.

    Eli Lilly researchers found average costs associated with absenteeism, short and long-term disability, and worker’s compensation cases were $891, $623, $41 and $112 higher per year, respectively, for people with obesity. Researchers recommended that employers focus on building tailored interventions to improve employee health outcomes. (The U.S. Food and Drug Administration approved Eli Lilly’s Zepbound injection for the treatment of obesity in November 2023.)

    Cost of Diabetes

    Type 2 diabetes prevalence is considered a national epidemic. An estimated 38.5 million Americans have type 2 diabetes; many more have prediabetes or undiagnosed diabetes. Diabetes is a chronic disease that occurs when the body cannot produce enough insulin, or it does not use it effectively. Insulin is a hormone that lets glucose in consumed food pass from the blood stream into cells to produce energy.

    Diabetes causes fluctuations in blood-sugar levels that need to be monitored and managed. It can

    affect vision, the liver, kidneys, and circulatory and cardiovascular systems, and it is associated with increased risk for depression, anxiety and eating disorders. Symptoms of high blood sugar include fatigue, thirst, blurry vision and frequent urination. Low blood sugar symptoms include shaking, sweating, nervousness, anxiety, irritability, confusion, dizziness and hunger. These symptoms can affect cognitive and physical function and impact personal and workplace safety.

    According to the CDC, diabetes costs in 2022 included $5.4 billion in absenteeism and $35.8 billion in reduced workforce productivity. An American Diabetes Association report on the Economic Costs of Diabetes in 2022 found:

    • Total cost of diabetes in the U.S. was $12 billion, including $306 billion in direct medical costs and $106 billion in indirect costs.
    • The $106 billion cost is attributed to lost productivity at work, unemployment from chronic disability and premature mortality.
    • Presenteeism, or reduced work productivity, accounted for $35.8 billion in annual indirect costs.
    • Absenteeism, or missed workdays, accounted for $5.4 billion in annual indirect costs.

    It is estimated that the U.S. workforce could increase in size by about 2 million employees if people with diabetes between the ages of 18 and 65 who are not working were employed alongside peers without diabetes.

    What Can You Do?

    Employers have much to gain by providing resources to help employees make healthy choices about food, exercise, weight management, preventive medical checkups and mental health interventions. At WorkCare, our industrial athlete, wellness and onsite services teams are available to provide biometric screening, nutritional and fitness counseling, chronic disease education, personalized coaching and referrals, as needed, for community-based services.

    Here are some additional resources:

    Overweight and Obesity

    Type 2 Diabetes

    Contact us at info@workcare.com to learn more about our occupational health, wellness and absence management solutions and follow us on social media to stay informed.

  • Insights for a Healthy, Safe and Prosperous New Year

    Insights for a Healthy, Safe and Prosperous New Year

    Along with unpredictable weather forecasts comes business trend projections for 2024. We did some research and offer this collection of insights as you adapt your workplace environment, occupational health and safety programs to address emerging trends in the new year. (Each insight includes a weblink to access more information.)

    Economic Outlook

    “A smaller workforce will define the economy in 2024. In fact, it will be the key economic challenge we face for the foreseeable future.” (U.S. Chamber of Commerce)

    • U.S. economic growth will return to pre-pandemic rates, inflation will hover around 2 percent and the Fed will lower interest rates. (The Conference Board)
    • Approximately 4.7 million new jobs will be created through 2032 at an annual growth rate of 0.3 percent. (U.S. Bureau of Labor Statistics)
    • Business growth will continue to pick up into 2025; inflation will continue to gradually decline. (Congressional Budget Office)
    • Projected risks include declines in consumer spending, cash in short supply, and reductions in certain federal spending and infrastructure programs. (Morgan Stanley)
    • Eight factors are projected to drive up the total cost of risk: energy transition, severe weather, inflation, aging infrastructure, workplace injuries, legal system abuse, cyber events and political unrest. (Risk & Insurance)

     Sustainability and ESG

     “Compliance will become a key concern for environment, social and governance (ESG) teams, which will need to work closely with communications and marketing teams to ensure environmental messages adhere to jurisdictional requirements.” (FiscalNote)

    • Renewable energy deployment is projected to grow by 17 percent to 42 gigawatts in 2024 and account for almost a quarter of electricity generation. (Energy Information Administration)
    • Customers increasingly prefer to buy from companies that demonstrate authentic commitment to sustainable practices, including climate risk modeling, clean energy and supply chain management. (PWC)
    • Sustainability is one of the top 10 strategic technology trends that provides a framework for digital solutions driving ESG outcomes; by 2027, 25 percent of a chief investment officer’s compensation will be linked to sustainable technology impacts. (Gartner)
    • In 2024, almost 50,000 companies will be subject to the European Union Corporate Sustainability Reporting Directive, including non-EU companies with subsidiaries operating within the EU or listed on EU-regulated markets. (European Commission)

     Generative Artificial Intelligence (AI)

     “To be an industry leader in five years you need a clear and compelling generative AI strategy today.” (Boston Consulting Group)

    • AI will allow companies to enhance customer experiences and streamline internal operations through automation. (Linked In and Forbes)
    • In a U.S survey, 53 percent of responding employees said they don’t feel prepared to work with AI, robotics or other advanced technologies. Employers will need to provide AI skills training and development to avoid blindsiding employees. (Gallup Workplace)
    • The proliferation of generative AI will make it easier to access information, increase productivity for some workers and require employers to demonstrate the value of peer-to-peer interaction. (Glassdoor)

     Workforce and Workplace

     “With the evolution of digital tools and changing work norms, remote work is no longer a niche concept but a growing trend spanning various fields.” (Forbes Advisor)

    • To counteract automation, organizations are hiring people with demonstrated “soft skills” and investing in training on interpersonal communication. Experts say technical proficiency may get workers in the door, but soft skills will help keep them there. (HR Magazine and SHRM)
    • Gen Z employees will comprise a larger percentage of the workforce than Boomers as the older generation ages out of the workforce; middle managers will feel the squeeze as workforce demographics, responsibilities and expectations shift. (Glassdoor and Gallup Workplace)
    • Workplace vs. anyplace will continue as a post-COVID-19 pandemic trend. In 2023, an estimated 13 percent of full-time U.S. employees worked from home; 28 percent had hybrid or flexible schedules. By 2025, it is estimated 22 percent will work remotely, while the majority of employees will continue to present in a workplace or doing a job in the field at least part of the time. (WFH Research and Upwork)

     Mental Health

     “In 2023, 77 percent of employers reported an increase in workforce mental health needs. In 2024, and for the near future, employers will be acutely focused on addressing employees’ mental health needs while ensuring access and lowering cost barriers.” (2024 Large Employer Health Care Strategy Survey, Business Group on Health)

    • In a survey, 64 percent of responding employers said they plan to enhance mental health and well-being offerings in 2024. (Mercer Health and Benefits Strategies for 2024)
    • It is estimated that one in five U.S. adults has a mental illness. As the stigma associated with mental illnesses decreases, an increasing number of employees are expected to seek mental health care. (National Institute of Mental Health)
    • In a survey, 92 percent of workers said it is important to work for an organization that provides support for employee mental health; 43 percent reported that their employer offers health insurance coverage for mental health and substance use disorders. (American Psychological Association)

     Diversity, Equity and Inclusion

    “Companies should be prepared to receive shareholder proposals for the 2024 proxy season relating to racial equity and civil rights audits.” (The Conference Board)

    • Research shows successful DEI programs improve an organization’s adaptability, in turn producing better financial performance, stronger culture/leadership and more engaged employees. (Harvard Business Review)
    • The U.S. workforce is becoming more diverse as a whole, but diversity within industries is not keeping pace. For example, Black and Hispanic people are underrepresented in science, technology, engineering and math (STEM) professions. (U.S. Chamber of Commerce)
    • In a 2023 survey, 51 percent of companies had trained leaders on ways to create inclusive team environments, indicating that many employers need to provide effective DEI training programs with an emphasis on inclusion for leadership teams, and in particular, human resource professionals. (Paradigm)

    Happy New Year from all of us at WorkCare! To learn more about ways our comprehensive occupational health, wellness and absence management solutions can help you and your company stay ahead of the curve in 2024, please contact us at info@workcare.com.

  • Electronic Submission of OSHA Logs Will Increase Transparency

    Electronic Submission of OSHA Logs Will Increase Transparency

    Beginning Jan. 1, covered employers in high-hazard industries will be required to electronically submit injury and illness data to the Occupational Safety and Health Administration (OSHA) on an annual basis. Under 29 CFR Part 1904, covered establishments with 100 or more employees must submit forms 300 and 301 in addition to form 300-A to OSHA using an online portal by March 2, 2024.

    Required information includes:

    • The company’s name
    • The date, physical location and severity of an injury or illness
    • Information about the affected worker
    • Details about how the injury or illness occurred

    Establishments with 20 to 249 employees in certain industries and all establishments with 250 or more employees that are required to record injury and illness records on Form 300A will continue to electronically submit information to OSHA every year. The 300 form is the Log of Work-Related Injuries and Illnesses, the 301 form is the Injury and Illness Incident Report, and the 300-A form is the Summary of Work-Related Injuries and Illnesses.

    The new electronic recordkeeping regulation is actually not new. It was first introduced during the Obama administration and then rolled back by the Trump administration. OSHA’s regulatory agents typically check logs and reports during onsite inspections or in response to a specific written request. Now the agency will be systematically reviewing and analyzing data that is electronically submitted data from employers who were not previously required to do so.

    High-hazard establishments are listed by NAICS code in Appendix B, Subpart F of the final rule, Improve Tracking of Workplace Injuries and Illnesses, which was published in the Federal Register. Criteria used to select covered employers include total recordable cases; days away, restricted or transferred (DART) rates; and fatalities. (Industries that are required to submit form 300-A are listed by NAICS code in Appendix A.)

    Electronic Recordkeeping Benefits

    OSHA officials say expanded electronic data collection will make site- and case-specific data at identified workplaces more transparent and available to employees, job applicants, customers and other interested parties so they can make informed decisions based on the findings. Submitters may be found by company name using a searchable online database.

    OSHA plans to use the data to identify establishments with specific exposure hazards and interact directly with them through enforcement and/or outreach activities to reduce exposure risk, prevent injuries, and improve worker safety and health. OSHA believes electronic recordkeeping will ultimately help prevent occupational injuries and illnesses.

    OSHA estimates the rule will cost $7.7 million per year to implement, including $7.1 million per year in the private sector, with average costs of $136 per year for affected establishments annualized over 10 years. The agency projects that related benefits, while unquantified, will significantly exceed costs.

    Submitting Data

    Forms must be electronically submitted through OSHA’s Injury Tracking Application (ITA) in one of three ways:

    • Webform on the ITA
    • Submission of a comma-separated values (CSV) file to the ITA
    • Use of an application programming interface (API) feed

    The ITA will begin accepting 2023 injury and illness data on Jan. 2. Since the ITA login procedure was recently transitioned to Login.gov, all current and new account holders must connect their ITA account to a Login.gov account with the same email address to access the application. OSHA has stated it will not collect employee names or addresses, names of health care professionals, or names and addresses of offsite facilities where medical treatment was provided.

    OSHA said it intends to post some of the data from the annual electronic submissions on a public website after identifying and removing information that could reasonably be expected to identify individuals directly, such as their names and contact information.

    Legal Implications

    Digital recordkeeping and disclosure is expected to face court challenges, but for the time being, the law will go into effect in less than a month.

    According to employment law attorneys with Morgan Lewis, concerns for employers include less flexibility with regard to allowed revisions of injury and illness data when new information becomes available after initial data has been released in the public domain. In addition, there is a risk that records could contain proprietary information or mistakenly retain personally identifiable health information.

    In public comments written in response to the agency’s proposed rule, the U.S. Chamber of Commerce, said data could be used by competitors to gain insights on employers’ “efficiencies and productivity rates” or to mischaracterize an employer’s safety record.

    Compliance costs are also expected to be a burden for some companies. In public comments, the Motor & Equipment Manufacturers Association suggested that some covered establishments would need to spend significant time and resources to ensure that personally identifiable information is stripped from data submitted to OSHA. The maximum OSHA penalty for serious or other-than serious posting requirements or failure to abate a hazard is $15,625 per violation.

    Contact WorkCare to learn more about the ways we help employers comply with applicable OSHA regulations and keep employees healthy, safe and on the job: info@workcare.com.

  • Reducing Temporary Disability Costs with Early Intervention

    Reducing Temporary Disability Costs with Early Intervention

    There’s a high probability that an employee with an injury that results in a lost-time workers’ compensation claim will receive partial, total or temporary disability benefits.

    In an analysis of claims with a 12-month maturity period, the National Council on Compensation Insurance (NCCI) found that the average temporary disability (TD) duration was 94 days and median duration was 54 days. At the 25th percentile, one out of four claims had a duration of 18 days or less; at the 75th percentile, three in out of four claims had durations of 133 days or less.

    Among other key findings, the NCCI reports:

    • Average TD duration increased with age, but the rate of increase declined after age 40
    • Construction and utility industry sectors had the longest average TD durations
    • At 123 days, shoulder injuries had the longest average TD duration among all injury types; refer to WorkCare’s fact sheet on
    • TD durations are subject to state statutes and ranged from an average of 71 days in Iowa to 149 days in Louisiana

    For the study, duration was defined as the number of days TD benefits are paid. For example, a worker with a compensable injury could receive $50 per day for 100 days and $45 per day for 20 days, with a 20-day gap in between. In this illustration, the claim was active for 140 days, but the claimant received 120 days of TD benefits.

    Workers’ compensation benefits typically cover medical expenses, rehabilitation costs and wages to replace lost income within prescribed parameters. Temporary disability benefit payments also help compensate for lost wages while an employee is recovering from an injury or illness. Total related costs partially depend on how an employer manages an absence, such as paying overtime to other employees, hiring a temporary replacement or accounting for a decline in productivity.

    Reducing Temporary Disability Costs

    Many work-related injuries are prevented or limited in severity with mindful occupational health and safety practices. However, given the range of exposure hazards that exist in all types of industries and the nature of human behavior, injuries still inevitably occur – some of them tragically resulting in permanent disabilities and fatalities.

    At WorkCare, we believe that all employees should receive the best possible care. While some injury cases are severe, our experience shows that a significant percentage of non-emergency incidents can be safely managed at onset. An employee who reports an injury, receives immediate care guidance and voluntarily agrees to use first-aid remedies as recommended for the condition, usually does so before leaving work to visit a clinic.

    Our 24/7 Incident Intervention telehealth triage team evaluates symptoms and provides care guidance based on best medical practices to ensure that injured workers receive the right care, at the right time, in the right setting and that their supervisors understand how to help facilitate recovery without crossing personal health boundaries. We use a similar approach at locations where we have clinicians such as occupational nurses, physicians and athletic trainers onsite.

    When an Incident Intervention clinician refers an employee to a qualified local medical provider for further diagnosis and possible treatment, a WorkCare physician will follow-up to provide insights on contributing factors and suggestions for safe return to work that may be taken into consideration by the treating provider who is managing the case.

    When an injured employee applies for and qualifies for a job-protected leave of absence for any reason, including a work-related injury or illness, WorkCare’s Absence Management Solutions team helps the employee, employer and other involved parties navigate the entire leave and absence management process. We have developed a dedicated information management system that supports seamless communication.

    Contact us to learn more about the ways WorkCare’s injury prevention, early intervention, and absence management programs help improve employee health and business outcomes: info@workcare.com.

  • Prevention Measures For Health and Safety During the Thanksgiving Holiday

    Prevention Measures For Health and Safety During the Thanksgiving Holiday

    It’s important to take precautions to help prevent the spread of infectious diseases and foodborne illnesses and to avoid injuries. Simple preventive measures are particularly important when serving customers, in crowds, while traveling, near people who are vulnerable to serious illness, and even at small gatherings with friends and family members.

    Airports and roads are crowded with travelers who are making up for togetherness time lost during the pandemic. It’s not a good time to be complacent. Respiratory viruses that can cause life-threatening illnesses, including COVID-19 variants, influenza and RSV, are currently in circulation.

    According to the Centers for Disease Control and Prevention (CDC) COVID Data Tracker, COVID-19 related death rates increased in eight states earlier this month: Colorado, Illinois, Maine, Maryland, Missouri, Michigan, North Carolina and Tennessee. Hospitalizations due to COVID rose by 8.6 percent nationwide. Meanwhile, the number of flu cases reported by the CDC is increasing, particularly in South Central, Southeast and West Coast regions.

    Prevention Measures

    While these prevention measures are familiar, it never hurts to be reminded:

    • Frequently wash hands with warm water and soap for 20 seconds or use hand sanitizer.
    • Wear a mask when in crowds and near vulnerable people with high exposure risk.
    • Cover coughs and sneezes and dispose tissue in a covered receptacle.
    • Get vaccinated for seasonal flu, COVID and, for children and older adults, RSV.
    • Stay home if you feel ill or have a known exposure to a contagious illness.

    When preparing food, follow these four steps:

    1. Clean: Wash hands, surfaces and utensils in warm soapy water and rinse thoroughly, especially after handling raw meat, seafood or eggs. Rinse produce in fresh, running water.
    2. Separate: Store and handle raw meat, fish and seafood separately from other ingredients. Use different storage containers, cutting boards and platters.
    3. Cook: Follow recommended cooking directions. Use a food thermometer to ensure meat, fish and casseroles reach a safe internal temperature.
    4. Chill: Bacteria that cause illnesses multiply rapidly when food is kept too long at room temperature or in the “danger zone” of 40-140° Perishable foods should be refrigerated after no more than two hours at room temperature.

    It’s also advisable to keep a first-aid kit and working flashlight in vehicles, allow plenty of time for travel, check the weather before leaving work or home, and dress appropriately for outdoor conditions. Remember to get plenty of sleep, keep up your exercise routine, drink water and be mindful about alcohol consumption.

    While it may be tempting to skip these preventive steps, getting sick or injured is much more inconvenient. The WorkCare team will be celebrating Thanksgiving with friends and family and wishes you all a healthy and safe holiday.

    Contact WorkCare to learn more about the ways we help employers protect and promote employee health.

  • WorkCare Offers Guidance to Comply with Minnesota Ergonomics Rule

    WorkCare Offers Guidance to Comply with Minnesota Ergonomics Rule

    The Jan. 1, 2024, deadline for compliance with a new Minnesota ergonomics rule that takes aim at high rates of musculoskeletal disorders (MSDs) occurring in warehouse distribution centers, meatpacking and poultry processing plants, and health care facilities, is looming for covered employers.

    Minnesota Statutes § 182.677, Ergonomics passed earlier this year by the state legislature applies to:

    • Warehouse distribution centers defined as an employer with 100 or more employees in Minnesota with a North American Industrial Classification System (NAICS) code of 493110, 423110 to 423990, 424110 to 454110 or 492110.
    • Meatpacking worksites defined as an employer with 100 or more employees in Minnesota with a NAICS code of 311611, 311612, 311614 or 311615.
    • Health care facilities defined as a hospital with a NAICS code of 622110, 622210 or 622310; an outpatient surgical center with a NAICS code of 621493; or a nursing home with a NAICS code of 623110.

    The Minnesota Occupational Safety and Health Administration (MNOSHA) will enforce the statutes. Covered employers will be required to develop and implement an ergonomics program that includes:

    • Annual evaluations
    • Employee training
    • Employee representation on workplace safety committees
    • Identification of potential ergonomic risks
    • Early reporting of MSD signs and symptoms

    Employers in the targeted industries must maintain specific, related records as defined in the law and reference their ergonomics program under the state’s A Workplace Accident and Injury Reduction (AWAIR) Act, which mandates the use of a safety and health program.

    Two sections of the ergonomics statute are already in effect: encouraging reporting of MSDs, exposure hazards, and safety and health standard violations, and access to safety grants to help qualified employers invest in ergonomic improvements.

    Costly Injuries

    MSDs are one of the most commonly reported and potentially costly work-related complaints. When muscles, nerves, tendons, ligaments and blood vessels are affected, it can cause pain, stiffness, loss of mobility and fatigue. Most MSDs are preventable or could be managed at onset to promote healing before symptoms get worse.

    In the U.S. Bureau of Labor Statistics’ newly released annual private industry injury and illness report for 2021-22, overexertion and bodily reaction are identified as the leading cause of days away from work, activity restrictions or job transfer (DART rate). Among transportation and material moving occupations, for example, half of reported cases (165,690) resulted in one or more days away from work, with a median of 21 lost workdays.

    MNOSHA projects that compliance with its new ergonomics standard will save employers $12.6 million in workers’ compensation costs alone. This amount does not include savings associated with the avoidance of persistent aches and pain that diminish productivity and overall quality of life.

    WorkCare Can Help

    MNOSHA defines ergonomics as “the science of fitting work conditions and job demands to the capabilities of the work population.”

    At WorkCare, we understand that ergonomics is not a one-size-fits-all proposition. Ergonomic risks are present in all types of workplaces where employees encounter physical and mental demands. MSDs linked to overexertion, repetitive motion, awkward postures, pushing, pulling, lifting and even sitting are often associated with ergonomics.

    An ergonomics program involves planning, observation and adjustments in work practices, workstations, tools and equipment to reduce or eliminate exposure risks. It’s also about the people. That’s why WorkCare’s Industrial Athlete Program deploys industrial injury prevention specialists to engage one-on-one with employees and build trust on a personal level.

    Our specialists are trained in sports medicine, injury prevention and relief of discomfort, safety, first aid and wellness. They are available onsite and virtually to help employees combat fatigue, repetition, overexertion and other factors that contribute to the development of avoidable MSDs.

    At the onset of aches and pains, employees at companies that are enrolled in our 24/7 Incident Intervention telehealth triage program also can get immediate self-care/first-aid guidance from an occupational health nurse and physician, and be referred to an injury prevention specialist for follow-up, as appropriate. The earlier symptoms of an MSD are reported, the sooner an employee can take steps toward full recovery.

    Our Industrial Athlete team also performs ergonomic consultations in the field, industrial settings, warehouses, health care facilities, offices and other workplaces. We identify workplace ergonomic exposure risks and provide recommendations to reduce those risks. Our experience shows that  prevention and early intervention save employers thousands of dollars a year while protecting and promoting the health and safety of employees.

    Federal OSHA has not enacted an ergonomics standard. Instead, it cites employers for ergonomic hazards under its general duty clause. Minnesota is one of 29 and U.S. territories that operate their own federal OSHA-approved occupational health and safety programs. Two other states, California and Washington, have also adopted ergonomic standards.

    For help with federal and state OSHA compliance and your company’s ergonomic and employee health management programs, contact WorkCare at info@workcare.com to learn more.

  • Health & Productivity Decline When Employees Delay Medical Care

    Health & Productivity Decline When Employees Delay Medical Care

    What should an employer do when employees are not getting regular preventive and work-related medical checkups or recommended care because it costs too much, even when they have health insurance coverage?

    A newly released Commonwealth Fund 2023 Health Care Affordability Survey confirms previous studies that show Americans are delaying or declining recommended medical and dental care. In the survey, a significant percentage of working-age people enrolled in employer, marketplace and individual-market plans reported it was “very” or “somewhat difficult” to afford health care. They also said that they or a family member had delayed or skipped care and/or use of prescription medications due to cost, and that their health had gotten worse as a result.

    In addition, medical and insurance benefit costs have been found to be disproportionately higher among employees with health risks such as obesity, diabetes, high blood pressure or heart disease in comparison to lower-risk colleagues. Employees with multiple health risks also have higher-than-average risk for work-related accidents and injuries and prolonged absences when compared to healthier colleagues. These types of health risks are often associated with behavioral factors such as smoking, drinking alcohol, poor nutrition and lack of exercise.

    Along with insured employees, low-income, underserved and uninsured employees with limited access to care comprise another vulnerable segment of the working population with specific, potentially costly health risks and consequences.

    Costs Add Up

    According to the U.S. Centers for Disease Control and Prevention (CDC), 90 percent of the nation’s $4.1 trillion in annual health care expenditures are for people with chronic diseases and mental health conditions. Most of these conditions could either be prevented or detected earlier and treated to produce better health and economic results – as long as needed care is sought.

    The RAND Corporation reported in August 2023 that spending on mental health services rose by 53 percent from March 2020 to August 2022 among people covered by employer-provided insurance plans; utilization increased by 39 percent. Mental health conditions identified among 7 million covered adults in the RAND study included anxiety disorders, major depressive disorder, bipolar disorder, schizophrenia and post-traumatic stress disorder.

    One thing can lead to another. For example, it is estimated that 48 to 64 percent of lifetime medical costs for a person with diabetes are attributed to related complications such as heart disease and stroke. Studies also show that employees with physical and mental health risks tend to be more susceptible to illness and injury.

    Health risks include exposure to extreme temperatures, infectious particles, noise or toxic materials, rapid pace, repetitive or strenuous physical tasks, and emotionally stressful environments. Exposure risks that are not managed well with personal protective equipment, ergonomic adjustments, industrial athlete coaching or safety training can have a cascade of ill effects on workforce health.

    What Can Be Done?

    To help close care gaps and encourage employee engagement in their own health, safety and well-being, WorkCare provides occupational health services onsite and through secure virtual connections. With expertise that spans the care continuum, employees’ work-related physical and mental health care needs are never overlooked. For personal care, WorkCare clinicians refer employees to qualified local providers.

    Our occupational health practitioners are well-versed in the delivery of preventive interventions, self-care recommendations and health education based on personal health risks as well as risk of exposure to hazardous workplace conditions. WorkCare provides first aid and care guidance for minor injuries, vaccinations to help prevent the spread of contagious diseases, work-related medical exams, industrial athlete interventions, biometric screening to detect health risks and other services to help keep employees healthy, safe and on the job.

    The availability of occupational health expertise increases the likelihood that employees will be receptive to receiving work-related medical services as an alternative to skipping care because of out-of-pocket costs. This approach is cost-effective for employers. Prevention and early intervention are repeatedly shown to lower workers’ compensation case rates, and reduce absence and disability days, and limit legal costs while demonstrating to employees that their employer believes they are worth the investment.

    Here’s a related blog post on the critical role of occupational medicine physicians.