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The ultimate goal in explaining this is to ease any possible post-injury concern your employee could face.

In a risk pool, public entities combine their buying power to purchase coverage. Because a pool spreads risk among its members, it’s important to pay close attention to the pool limits, terms, conditions and financial strength as well as determine if the coverage is adequate for your overall exposure.

This third and final blog in the series will cover the final topic:
REASON # 3: IT IS TREATED AS A “SHINY OBJECT” PROGRAM RATHER THAN A BEHAVIOR CHANGE.

Risk is about the ebb and flow of partnerships. Its achievement is often hard won and bittersweet, but extremely rewarding when all the planets align.

REASON # 2: PROGRAMS MAY NOT CREATE REWARDS AND INCENTIVES FOR THE PEOPLE MOST RESPONSIBLE FOR ITS SUCCESS.

Some influences that can alter the safety mindset of your team are changes in management or even changes in your superiors. “TIME” is also a huge factor in the stabilization of your organization’s safety culture. Safety improvements will only last so long until the unforeseen hazards reveal themselves.

REASON # 1: THE LEADERS WHO CAN MAKE IT HAPPEN ARE NOT WILLING TO LEAD

Rising claims and rising costs are the curse of school administrators who continually look for ways to reduce the probability of injuries happening on their campuses, and it’s also why risk managers embrace the saying – “the best Workers’ Comp claims are the ones that never happen.”

For the employer, states offer financial incentives to facilitate transitional duty by reimbursing part of the employee’s salary. For the employee, SAW programs enhance self-esteem and promote healing.