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From Worst to First?Best Practices
In Safety and Worker’s Compensation
Kent Carter & Hal WilliamsMarvin Windows and Doors
May 15, 2012
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Mid 90’s: The Journey Begins…with Safety
• Safety - Little importance.• No or little Line Mgt involvement.
“An afterthought”• Unclear or non-existing goals.• No incentives. • No communication of performance.• Poor follow-up with People after
they were hurt. (Care & concern)• Poor follow-up on accident
investigation, no root cause work.
Baby Steps…then Teen-age steps…• Set up a formal Communication Plan• Focus on getting people educated and
involved, generating understanding.• Focus on accidents, introduction of safety
incentives, defined Safety responsibilities.• Re-invigorated teamwork & involvement.• Began focusing on Near Misses, close calls,
hazards, root-cause problem-solving.• Sharing best practices.• Added the concept of Safety away from
work “For Job and Family”• With success asked, “Do we want to
achieve Excellence?”
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Safety and Worker’s Compensation Philosophy
• “We are committed to providing for the Safety and Health of our Associates, protecting our environment, and conserving natural resources.”
• And, “We voluntarily participate in industry-recognized safety and environmental programs.”
When someone is hurt our goal is to take care of them.
Marvin Windows and Doors of Tennessee, Inc.
People Guiding PrinciplesAll Associates shall be guided by:
1. Trust and Respect2. Positive Relationships3. Lead by Example4. Help each other Succeed5. Hold ourselves and each other Accountable6. Clear, Open Communications & Expectations7. Involvement of People8. Continuous Personal Development9. Honor our Commitments
Marvin Windows and Doors of TNOperating Guiding Principles
Customer success through involvement, team effectiveness, & sharing best practices:
Workplace safety, health, security and ergonomics Immediate action to insure proper Safety, Quality,
Delivery, and Service 5-S workplace management Defect free products, on-time delivery and value-added A Team-based continuous improvement environment
focused on Performance Excellence A Culture of Learning A bias for action & honoring commitments, ethically &
professionallyDate: 04/30/08 Revision Level: 12 KC
People Philosophy
• Associates at Marvin are a family. • We act as One Team to achieve goals and
success. We share in profit sharing together. There should not be “us” and “them”, but only “we”. Each Associate should look upon themselves as a “business partner”.
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32.929.11
21.77
16.43
11.359.35
5.394.76 3.67
0
5
10
15
20
25
30
35Incident Rate '95 - '03
Incident Rate
TOSHA Full Site AuditNovember 2001
TOSHA Application Pick Up August 2001
Corporate Safety Audit
July 2001
TOSHA VisitJuly 13, 2001
Marvin STAR Team Audit
June 25, 2001 Implementation of
STAR Associate Team
TOSHA 90 – Day Response items
TOSHA STAR CERTIFICATIO
N!
Implementation of STAR
Project Team
Letter of Intent 1999 – Focus Safety
towards STAR
The Road to our first
“Excellence Certification
”
TOSHA VOLUNTEER STAR
“Safety Through Accountability and
Recognition.”
WELCOA Gold Award: 2008!
• “Lauderdale County, TN Company receives Wellness Excellence Recognition”
The Wellness Team Presents the Gold Award to Greg York at the March
2008 All Associates Mtg.
Benefit Design Early Detection
Early TreatmentHealthy
Lifestyle Choices
Long Term Medical Cost Control Strategy
On-site Health & Wellness Center 12
Healthy Lifestyle Initiatives Choices for Healthier Living
• Reimburse 50% of the cost for approved fitness and weight loss programs, to a maximum of $240/year (per person)– Health Clubs, Fitness Centers, Swimming Pool Passes– Weight Watchers, Jenny Craig, etc.
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Healthy Lifestyle Choices
Safety: The Foundation
1. Safety Excellence (Prevention)2. People Culture (Trust & Respect)3. Wellness promotion (A healthy workforce)
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The “Nuts & Bolts” of Discussing WC
Discussing WC: Who & Why• Who?
– The injured worker.– Family members.
• Why?– Equip the injured worker with knowledge.
• What the statue says.• What to expect.
– To develop a relationship.– To build trust.
Know your People• What is their history?
– Veteran• Multiple Claims
– Rookie• First Time
• Who do they “hang” with? – Internal
• Co-workers
– External• Friends or Family
The WC Discussion• When do you have it?
– Sooner or Later• Severity of the Injury
– Amputation– Dismemberment
• Gut Feeling– Butterflies
• They Ask Questions• Hear say
– Have an “Open Door”
The WC Discussion• Where to discuss?
– Your Office– Conference Room– Break Room– Shop Floor– Rest Room
• Location is Dependant.– Depth of the discussion.– Who is around.
The WC Discussion• What to Discuss?
– Beginning:• First Report of Injury• Panel of Physicians• Case Management• Expected Treatment• Return to Work Policy• Mileage Reimbursement• Temporary Total Disability• Wage Statement• Insurance Carrier
The WC Discussion• What to Discuss?
– Near the End:• What’s Next
– Maximum Medical Improvement (MMI)– Permanent Partial Impairment (PPI)
• A Guide to Workers’ Compensation – TNDOLWC Brochure
• Benefit Review Process (BRC)• Legal Involvement
– Pros and Cons– Rights
The WC Discussion
• What to Discuss?– At MMI and have a PPI:
• MD Note with MMI date.• MD Note with PPI.• If applicable: discuss the award.• Review previous items discussed.
– FROI– Wage Statement– A Guide to WC Brochure– Benefit Review Conference– Legal Involvement
What is Next?
• 2 Scenarios– Work with Injured Employee to reach a settlement.
• One on one• DOL Mediation• DOL Approval
– Legal Involvement• BRC Process• MIR Process• Trial
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Summary
• Build Relationships and Trust• Answer Questions• Open Door Policy• Minimize Costs• Timely settlements• Learn each time!
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Continuous Improvement Model:
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1. Plan2. Do3. Check4. Act
Plan
Act Check
DO
Learning: Benchmarking Best Practices
• Actually apply what you learn in seminars (You’ve got 3 days to plan it, 14 days to implement it, OR you WILL NOT do it!)
• Go to site visits in your area• Talk to others, develop your network• Request Benchmarking / sharing visits with
organizations known for their excellence• Develop a “Best Practices” culture at your
organization!26
Questions or Comments?
What is a best practice at your organization?
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