The Cost of Safety and Employee Wellness Hart -Cost of Safety...Agenda Direct versus Indirect Safety...
Transcript of The Cost of Safety and Employee Wellness Hart -Cost of Safety...Agenda Direct versus Indirect Safety...
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The Cost of Safety and Employee Wellness
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Agenda
Direct versus Indirect Safety Expenses
Calculating Incident Costs
Budgeting for Safety
Average Cost of Safety
Employee Wellness Programs
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Why the Concern?
• Workers’ Comp Costs
• Medical Costs
• Absenteeism
• Presenteeism
• Employee Turnover
• Loss of Productivity
• Quality
• Schedule Delays
• Training
• Legal Fees
• Employee Morale
• Lost Contracts
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Executive Motivators
1. Workers’ compensation costs 59%
2. Right thing to do 51%
3. Increases profitability 33%
4. It’s the law 31%
5. Too many accidents 29%
6. Employee morale 26%
7. Productivity 23%
8. OSHA fines 20%
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Billion Dollar Question
Does safety improve a company’s bottom line?
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Direct Safety Costs
Workers’ Comp Costs
Medical Costs
Indemnity Payments
Salaries
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Indirect Safety Costs
• Absenteeism
• Presenteeism
• Employee Turnover
• Productivity Concerns
• Community Perception
• Quality
• Schedule Delays
• Employee Morale
• Lost Contracts
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Question
Is safety a fixed budget?
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3 Easy Steps for Calculating the Impact of a Loss
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Step 1: Calculating Direct Costs
Medical costs
+
Indemnity Payments
= Direct Cost
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Step 2: Calculating Indirect Costs
Direct Cost
X
Cost Multiplier
= Indirect Cost
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Cost Multipliers
If your direct cost is: Use this cost multiplier:
$0 – $2,999 4.5
$3,000 - $4,999 1.6
$5,000 - $9,999 1.2
10,000 or more 1.1
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Step 3: Calculating Total Cost
Direct Cost
+
Indirect Cost
= Total Cost
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https://www.osha.gov/dcsp/sm
allbusiness/safetypays/estimat
or.html
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Did you Know?
• Claims reported more than 3 days after injury can add: 16% to Medical Costs 38% to Indemnity Costs
• Claims reported more than 12 days after injury
can increase the likelihood of Attorney Representation by: 67% for Medical Claims 69% for Indemnity Claims
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Sales required to pay for an accident
100,000 50,000 33,000 25,000 20,000
500,000 250,000 167,000 125,000 100,000
1,000,000 500,000 333,000 250,000 200,000
2,500,000 1,250,000 833,000 625,000 500,000
1% 2% 3% 4% 5%
$1000
$5,000
$10,000
$25,000
Profit Margin
Accid
en
t
Co
st
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Safety Budgeting
• Planning and Preparing
• Strategic Plan for Safety
• Industrial Hygiene Sampling Strategy
• Internal and External Audits
• MOC
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Org Safety Budget
1019 Safety Wages
1200 Professional Dues
1201 Continuing Education
1202 Training - External
1510 Cellular Expenses
1542 Minor Safety Equipment
1543 Training - Employee Wages
1544 Safety Footwear
1545 Personal Protective Equipment
1546 Safety Uniform
1547 Training - Internal
1548 Contract Services
1549 Medical / Hygiene
1553 Office Supplies
1628 Mileage
1632 Subsistence
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Selling Loss Prevention – Step 1 Calculating Profit Margin
Total Profit
/
Total Sales
= Profit Margin
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Organizational Safety Budget
What’s the magic number?
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Selling Loss Prevention - Step 2: Calculating the Impact
Total Cost of the Incident
/
Profit Margin
= Additional Sales Needed to Pay for the Incident
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PPT-065-01 1
Wellness Programs Employee Wellness Programs
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PPT-065-01 2
• A comprehensive health program designed to maintain a high level of well being through proper diets, light exercises, stress management and illness prevention.* * According to Business Dictionary
Employee Wellness Programs
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PPT-065-01 3
Wellness Program Objectives
• Establish the significance of the wellness program • Educate management on the benefits of productivity and the costs of its loss due to illnesses • Establish steps necessary to implement and maintain a successful wellness program
Employee Wellness Programs
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PPT-065-01 4
• Establish a method of testing the success of the wellness program • Assess which wellness programs are best for various work environments
Employee Wellness Programs
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PPT-065-01 5
Reasons for a Wellness Program
• Increase in stress levels • Increase of workplace diversity • Expanding work hours • High health care costs • Illness prevention
Employee Wellness Programs
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PPT-065-01 6
Reasons for a Wellness Program
• The need for a healthier lifestyle • Aging Workforce • Disease and obesity
- Poor diet and physical inactivity are the -second leading cause of death behind smoking
Employee Wellness Programs
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PPT-065-01 7
Wellness Program
Unhealthy Lifestyle Costs • Can consume upwards of half the company profit • Cost employees and employers in lost productivity • Disease, disability and death
Employee Wellness Programs
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PPT-065-01 8
Primary Risk Areas
• Smoking • Lack of exercise • Unhealthy eating habits • Overweight/obesity • Alcohol and substance abuse • Stress
Employee Wellness Programs
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PPT-065-01 9
Benefits of a Wellness Program
• Many individuals in the workforce spend more time at work than home – leaving an opportunity to promote healthy habits and to lower business costs • Reduced workers’ compensation costs • Increased productivity • Reduced absenteeism • Reduced presenteeism
Employee Wellness Programs
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PPT-065-01 10
Benefits of a Wellness Program
• Lower turnover
- reduced costs recruiting and training new employees
• Reduction in the number of injuries • Weight reduction • Enhanced physical fitness
Employee Wellness Programs
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PPT-065-01
Benefits of a Wellness Program
• Improved employee awareness • Increased loyalty • Improved company morale
Employee Wellness Programs
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PPT-065-01
How to Establish a Wellness Program
1) Organize a planning committee
wellness champion
peers within your department
Human Resources
management
anyone else in your organization that supports a wellness program
Employee Wellness Programs
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PPT-065-01
How to Establish a Wellness Program
2) Utilize a wellness survey
Assess common issues such as stress, obesity and smoking,
An assessment survey is often available at no extra cost from your insurance company, or from an outside vendor at low cost
Be sure that you are following Health Insurance Portability and Accountability Act (HIPPA) and Genetic Information Nondiscrimination Act (GINA) regulations while conducting an assessment survey
Employee Wellness Programs
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PPT-065-01
How to Establish a Wellness Program
3) Develop goals, expectations, objectives and incentives based on the wellness needs from your survey
4) Obtain outside help contact organizations about sponsorships
programs and national corporate wellness plans
contact gyms – corporate membership rates, cash, time off or premium discounts
network with other businesses that have established wellness programs
Employee Wellness Programs
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PPT-065-01
How to Establish a Wellness Program
5) Develop a wellness proposal and budget stats from the wellness survey goals, mission statement, objectives and
incentives outside vendors/businesses – discounts
6) Market handout information weekly or monthly
to keep employees updated set dates for health assessments
regularly stay in contact with outside vendors,
sponsors, etc.
Employee Wellness Programs
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Questions?