2017 Podcast Archives
PRIMA's 2017 podcasts are available to PRIMA members to listen.
-
January 2017: MANAGING RISK IN WORKERS’ COMP: THE VALUE OF PREDICTIVE ANALYTICS
January 2017: DIABETES: AVOIDING & MANAGING ITS ADVERSE IMPACT ON CLAIMANT RECOVERY
January 2017: THE DEBATE CONTINUES: MEDICAL MARIJUANA IN WORKERS’ COMPENSATION
February 2017: THE TRANSFORMATION OF WORKERS’ COMP TRANSPORTATION
February 2017: BUDGETING YOUR TIME FOR MAXIMUM PRODUCTIVITY
March 2017: MANAGING <1 (ON AVERAGE) CAREER ARREST-RELATED DEATH RISKS
April 2017: RESILIENCY AS A RISK MANAGEMENT PRIORITY
May 2017: SAVE YOUR EMPLOYEES: PUTTING AN END TO DRIVER DISTRACTIONS
May 2017: PRIMA INSTITUTE 2017
June 2017: CYBERSECURITY: TRENDS & THREATS
July 2017: THE SPHERE OF INFLUENCE IN CLAIM SETTLEMENT
July 2017: INJURY EXAGGERATION AMONG PUBLIC ENTITY EMPLOYEES
August 2017: FUNDAMENTALS OF STRATEGIC PHYSICAL SECURITY PLANNING
August 2017: APPLYING ETHICAL & SUSTAINABLE DESIGN TO PUBLIC RISK MANAGEMENT
September 2017: THE KEYS TO MANAGING WATER LOSS
October 2017: LEVERAGING THE SCHOOL-POLICE PARTNERSHIP
October 2017: WORKERS’ COMPENSATION FRAUD TRENDS
November 2017: MANAGING LIABILITIES CREATED BY THIRD PARTIES
December 2017: THE INS AND OUTS OF WRONGFUL PROSECUTION LAWSUITS
December 2017: SCHOOL LABORATORY SAFETY
You Might Also Be Interested In
2018 Podcast Archives
PRIMA's 2018 podcasts are available to PRIMA members to listen.
-
January 2018: USING DATA TO MITIGATE RISKS IN SCHOOLS
January 2018: NEXT LEVEL CLAIMS STRATEGIES
February 2018: MILLENNIAL'S IN THE INSURANCE INDUSTRY
February 2018: HOW DISRUPTIVE TECHNOLOGY CAN CHANGE CLAIMS MANAGEMENT
March 2018: ACTIVE SHOOTER / WORKPLACE VIOLENCE INSURANCE AND RISK PROTECTION
April 2018: CREATING AN ATMOSPHERE OF ACCOUNTABILITY
April 2018: TALENT RISK: THE MISSING ERM LINK
May 2018: MANAGING COMORBID CONDITIONS
May 2018: CHRONIC PAIN IN AN AGING WORKFORCE
June 2018: PRIMA INSTITUTE 2018
September 2018: BEHAVIOR-BASED FLEET SAFETY AND RISK MANAGEMENT
November 2018: ELECTION SECURITY
December 2018: MENTAL WELLBEING IN THE WORKPLACE
December 2018: DRUG FORMULARIES: A GROWING TREND IN WORKERS’ COMPENSATION
You Might Also Be Interested In
2019 Podcast Archives
PRIMA's 2019 podcasts are available to PRIMA members to listen.
-
January 2019: What to Know About V2V and V2I Technologies
February 2019: Acquisition Cost Index Pricing for Medications
February 2019: Cyberbullying Prevention
March 2019: What to Know When Establishing an On-Site Health Center
April 2019: Sober Living Homes
April 2019: Key Considerations in High Profile Critical Incidents
May 2019: Cross-Generational Workforces
May 2019: Disaster Recovery in Workers' Compensation
June 2019: Developing Your ADA Self-Evaluation & Transition Plan
July 2019: Service Animals in the Workplace
August 2019: eSharing Mobility
September 2019: Is Self-Funding Right for Your Organization
November 2019: Liability for Police Encounters
December 2019: Developing Excellence in Cybersecurity Management
2019 Annual Conference Student Scholar Reflection
PRIMA Institute 2019
You Might Also Be Interested In
Cross-Generational Workforces
Sharon Harris
Senior Consultant, Human Resources & Organizational Development, Citycounty Insurance Services
Cross-generational workforces are comprised of groups of employees that are currently working together who were born and raised during different generations.
We know that there are strong societal trends and patterns that impact the way each generation views work ethics, politics, cultural norms and other day-to-day values and expectations. It is crucial to understand how our perspectives may have been influenced by the generation that influenced us in order for our workplace culture to thrive.
Differentiating the Generations
Baby Boomers (Born between 1946 and 1964): They are known for being idealists and very optimistic. They are also known to be hard workers who were encouraged to work long hours, often staying until the job is finished. Baby boomers revere the hierarchy of the organization, which is emphasized by their willingness to work more than the traditional 40 hours a week. Additionally, they believe that there is a clear line between personal and professional time.
Generation X (Born between 1965 and 1979): This group believes in a work-life balance. They are not as influenced by the organizational hierarchy and are more inclined to champion innovation. They can be credited with coining the phrase "change management" and are responsible for introducing conversation regarding work teams, which involves employees collaborating to help solve problems. This group is comprised of critical thinkers who are not afraid to ask questions. They expect transparency as well as frequent and direct communication.
Millennials (Born between 1980 and 1995): Millennials are known as multitaskers in that they can focus and work while their smartphone is within reach, which they will check periodically. As a result, they are granted simultaneous access to their work and personal lives. Many millennials have entered the workforce with multiple degrees. Although this indicates that they are a very book smart generation, they do not have much hands-on practical experience in the workforce. This trait could be indicative of the shortage of after-school and summer job opportunities that previous generations were afforded.
Obstacles Employees Are Experiencing with a Cross-Generational Workforce
Policies and procedures established in one generation may not be suitable for generations that follow. For example, policies that were created by baby boomer managers most likely will not fit a millennial employee's more flexible workplace expectations.
A way to mitigate these restrictions or frustrations with the way different generations work and function amongst each other is to examine how to turn these potential obstacles into opportunities for current and future employees. One simple step is to encourage the organization to be open to employee ideas. Make sure to communicate expectations, procedures and policies in a manner that can be understood by all. Confirm that necessary adjustments are made for the current staff and the incoming Generation Z.
By: Sharon Harris
Senior Consultant, Human Resources & Organizational Development, Citycounty Insurance Services
Summary of Qualifications
Sharon is currently the HR and employment risk consultant and trainer for Citycounty Insurance Services (CIS). She trains on various employment liability topics for all audience levels including elected officials, senior managers and general staff. Previous to joining CIS, Sharon was with the City of Redmond, OR for 14 years holding positions of human resources/risk management director, assistant city manager/HR director and interim city manager. Her previous role with the city included risk management responsibilities and she is very active in OR-PRIMA serving as its president from 2012-14. She also has an expansive human resources background including private sector work with AIG Claims Services and Benova, a third-party benefits administrator.
Responsibilities
Sharon provides human resource consultation and guidance to CIS members throughout the state, particularly to elected officials and chief city and county administrators. She supports members with human resource training and guidance related to employment decisions, disciplinary actions, compliance, audits, documentation, etc. She participates in the ongoing development of CIS’ HR risk management services.
ERM Experience
Sharon attended PRIMA's Enterprise Risk Management Training in November 2017.
You Might Also Be Interested In
Avoiding The Wheel Of Misfortune: Using Advanced Analytics To Achieve Better Claim Outcomes
Brian Billings
Vice President, Predictive Analytics, Midwest Employers Casualty
Workers’ compensation is a data rich business, so turning data into actionable insights should be a top priority. Data is a valuable source of information for managing workers compensation claims. Explore how to utilize workers compensation data to generate better claim outcomes.
Brian Billings
Vice President, Predictive Analytics, Midwest Employers Casualty
Brian Billings is the vice president of predictive analytics at Midwest Employers Casualty (MEC) where he leads a team of data scientists and data analysts. He has more than 25 years of technology experience in industries including banking, investment services, insurance services and healthcare. Brian has a Bachelor of Science degree in management information systems and a Juris Doctor degree from Saint Louis University.
You Might Also Be Interested In
How Risk Managers Can Shape a Connected Future
Jose Peralta, ARM-P
Director - Public Sector, Aon
Mobility corridors, smart lighting and connected infrastructure are just some of the projects our communities are embarking on today. Many state and local governments already have published smart city visions and are working to fund massive system upgrades. This session will detail a framework for how risk management principles can be implemented to assess the risks of these new technologies, shepherd successful partnerships with vendors, and even help secure financing.
Jose Peralta, ARM-P
Director - Public Sector, Aon
Jose Peralta is the Director for Aon's Public Sector Practice in the US and member of the Aon Weather & Climate Risk Innovation Group. He leads multi-disciplinary teams focused on addressing the financial challenges faced by supranational, Federal, state, local and quasi-governmental entities. Jose specializes in complex placements connecting clients with insurance, reinsurance, and capital market solutions that empower governments to more sustainably serve their constituents. Jose is a frequent speaker on issues of technological innovation in the public sector and climate resilience. Jose has presented on related topics at events organized by the United Nation's Environmental Programme, Berkeley Law, and many insurance industry groups. Aon is a global leader in commercial risk, reinsurance, retirement, health, and data & analytic services.
You Might Also Be Interested In
Your Employee Has Blown the Whistle: Now What?
Sarah Schmitz, Esq.
Claim Manager, OneBeacon Government Risks
The rise in whistleblower/retaliation claims is occurring under both federal and state laws. Review the current whistleblower/retaliation laws, focus on proper policies and procedures, identify potential whistleblower/retaliation problems in the workplace, and discuss potential pitfalls in dealing with these issues.
Sarah Schmitz, Esq.
Claim Manager, OneBeacon Government Risks
Sarah Schmitz is a claims manager at OneBeacon Government Risks at its headquarters in Minnetonka, Minnesota. She currently handles a wide range of claims brought against municipal entities, public officials and law enforcement. In her ten years with OneBeacon, Schmitz has also handled claims legal malpractice, real estate errors and omissions, employment and directors and officer's claims. Additionally, Schmitz is a past panelist and presenter at Claims Litigation Management National Conference (CLM), Professional Liability Research Bureau (PLRB) Regional Conferences, and the American Conference Institute National EPL Seminar. Schmitz has also co-authored portions of the Minnesota Insurance Law Deskbook and authored articles in Claims Magazine and the Hennepin County Lawyer.
You Might Also Be Interested In
Machine Vision and Artificial Intelligence for Risk Management
Rob Donahue
Senior Director, Government, Lytx, Inc
Risk is everywhere—at home, on the road, and at work. Risk on the road is responsible for thousands of deaths each year and it has a lot to do with distraction. Technologies like smart phones, blue tooth devices and LCD displays in vehicles are contributing factors to the distractions that lead to collisions. However, technologies like machine vision and artificial intelligence are working against distractions—to detect risky driving behavior and distraction before they lead to a collision. In this podcast, learn about machine vision and artificial intelligence —what it is, what it does, how it can help reduce risk in fleets and how it can help prevent distracted driving fatalities from becoming a yearly stat.
Rob Donahue
Senior Director, Government, Lytx, Inc.
Rob Donahue is responsible for providing Lytx federal, state and local government customers with video-based driver risk management solutions that use analytical data to help organizations identify and reduce risk. He has worked with Federal, State, and Local organizations such as The City of Denver, City of Atlanta, Fairfax County, Va., City of Baltimore, Md., U.S. Marine Corps and the U.S. State Department. With these organizations the Lytx DriveCam solution has proven to reduce risk, protect the reputation of these organizations and their employees, reduce costs and most importantly save lives. With more than 11 years of experience in the fleet management market segment, Rob has held various leadership roles with TomTom, Networkfleet, Inthinc prior to joining Lytx. He also has experience as a fleet driver having spent 6 years as an EMT in the Greater Boston area.
You Might Also Be Interested In
The Power and Potential of Becoming a Change Agent
Margaret Spence, RMPE
CEO, C. Douglas & Associates, Inc.
Almost everyone is trying very hard to fix something or change someone or improve somehow, but few people embrace change as a core competency. Change is hard, change tests your resilience, but change can be the most powerful tool deployed by leaders. Image for a moment the impact you could have as a risk manager if your organization embraced change as a core competency. What would you want to change? How would you identify the power and impact of change? What would you do to become an effective agent for change? This session answers all of these questions and more.
Margaret Spence, RMPE
CEO, C. Douglas & Associates, Inc.
A transformational keynote speaker, author, coach, business strategist, and visionary. For the last 30 years, Margaret has inspired organizations to value talent. The central tenets of her work, engaging employees in a shared vision, creating inclusive initiatives, and fostering collaboration across silos. Determined to create a glide path for diversity and inclusion in executive leadership, Margaret launched The Employee to CEO Project, a global initiative aimed at increasing the representation of women, with specific emphasis on minority women, in C-Level leadership roles.
Margaret's journey to the executive suite was nontraditional. She began her career managing workplace injuries and consequently, observed injured employees being discarded from the workforce. From a catapulting question written on a napkin in 1999, her company, C. Douglas & Associates, currently manages human resources oversight functions, workplace injury compliance, and a claims loss portfolio valued at over $109 Million for its multinational client base.
You Might Also Be Interested In
Contract Review: Understanding Hidden Costs in Healthcare
Belva Hale
Vice President, Business Development, Sherrill Morgan
A contract or administrative services agreement is a necessity for every employer, but these documents can range from a hundred to a few hundred pages. Are you, as an employer, reading every word? Are you asking the right questions when in negotiations? Are there hidden costs in these contracts that you might not be familiar with? This session will explain what questions to ask when receiving contracts, which fees are being paid, and what might be hidden costs in these contracts.
Belva Hale
Vice President, Business Development, Sherrill Morgan
Belva has worked in various roles and departments during her 23-year career with local governments. Most recently as Director of Administration for the City of Bristol, Tennessee, she was responsible for the divisions of human resources, risk management, purchasing and information technology where she implemented a change in retiree health benefits, was instrumental in implementing a hybrid retirement plan, completed the purchase of a city wide ERP system and established a new comprehensive wellness program. Overseeing self-funded health insurance plans, health reimbursement arrangements, retiree health reimbursement arrangements and flexible spending accounts were also a key part of her responsibilities. Belva holds a B. B. A. from East Tennessee State University in business with a concentration in human resources management and completed the senior executive program at the University of Virginia's Darden School of Business.
With 5 years of working with Sherrill Morgan, Belva assists employers in implementing self-funded health insurance plans which includes direct contracting with hospitals, Acquisition Cost Index and Own Rx for pharmacy, onsite health centers as well as ancillary benefits that work for the employer and provide the best benefit package for employees. With her varied experience, Belva is requested to speak at conferences for both human resources and risk management associates.