Screening for Predators

the need for risk management

Staffing firms assume risk at the time a hiring decision is made and a job order is filled

Typically 2nd greatest expense

Cost containment becoming more critical

How much do claims really cost?

÷

÷

÷

Back Claim

Net Profit Margin

Sales Needed

Bill Rate

Hours to Fill

Hours per Week

Weeks

Weeks per Year

Temporary Workers Per day for One Year

cost of workers comp claims

$50,000

5%

$1,000,000

$12

83,333

40

2,083

52

40

Risk Management is not just about saving money… It’s about sending employees home

at the end of the day safe and free from accidents and injuries.

risk management takes a team approach

Recruiters

Receptionists

Branch Managers

Interviewers

Salespeople

Back Office

Risk Managers

Owners

natural predators

These guys are predators by nature.

Are there those who are predators by choice?

potential predators

Applicants/Employees

Attorneys

Doctors

Customers

Insurance Carriers/TPA’s

Staffing Company

predator applicants/employees

Conscious

Semi-conscious

Unconscious

which one is this?

“Sometimes you have to

wreck the truck, to collect

the insurance, to get the

money for the truck

payment.”

The number one converterof claimant to predator. . . .

“When you make an

applicant eligible for

assignment,

you extend your

insurance coverage

to them.”

fraudulent/suspect claims –who files them?

Drug related individuals…………….70%

Criminals/Ex-cons…………………...60%

People earning close to minimum wage…………………………………….90%

prescreen - telephone inquiries

Previous criminal history and drug use = High probability for predator

Start screening as early as the initial phone conversation

prescreen - facility visuals

Convey strong risk management culture

Visuals should address:

– Safety issues

– Fraudulent behavior

– Workers comp guidelines and philosophy

– State regulations

– Substance abuse

summary of possible red flags in prescreen phase

Unwilling to comply with substance abuse policy

Unwilling to release background history

Inquiries concerning drugs tested for

Inquiries about how far back criminal history will be checked

Inquiries about workers comp benefits including modified duty

application - automated electronic application process

Abort process if applicant does not complete or is unwilling to comply with policies/ procedures

All electronic/automated files should be maintained according to Federal/State laws

The application is the “auto biography” of the employee

which was better?

or

summary of possible red flags in application phase

Gaps in work history

Many jobs in a short period of time (job hopping)

No work history

No references

Refusal to sign forms

Incomplete application

Red Flags are not Red Lights!

the interview process

Continue gathering relevant information

Opportunity to learn more about applicant

Ask probing questions, avoiding any medical/health-related questions

Don’t do all the talking

– listen… listen… listen

summary of possible red flags in the interview phase

Eye contact

Information gathered in the interview does not match the information on the application

Gaps in employment are not adequately explained

Employee has attitude problems (aggressive, apathetic, lack of motivation, malaise, etc.)

Appearance (not dressed appropriately, posture, etc.)

The interview is the animated representation of the employee (“the movie”). Was “the book” better than “the movie”?

interview

At the end of the interview, you have a decision to make.

“When you make an

applicant eligible for

assignment,

you extend your

insurance coverage

to them.”

some additional predator weapons

Documented, signed orientation and training

Prescribed Accident/Injury protocols

– Transportation to treatment

– Attendance with claimant at treatment facility

– Drug Testing

Signed employee report of accident

– Completed ASAP after accident is reported

Accident Investigation and Follow-Up

Maintain contact with Physician, Adjuster, and Claimant

MODIFIED DUTY

modified duty

Modified duty keeps YOU in as much control as possible

Thwarts all 3 classes of employee predators and most classes of other predators– Conscious

– Semi-Conscious

– Unconscious

Proven to be of benefit to claimant, also– Mentally, psychologically

– Physically

summary

WC cost is 2nd highest expense, but it is controllable

3 types of predators

Deterrents begin as early as initial phone call

Modified Duty