Month: March 2023

Strategies to combat work-related stress

Posted on by Patty Busse

Have you noticed your employees’ work stress levels rising recently? Are they eating at their desks to meet deadlines? Calling in sick? Snapping at co-workers?

Here’s how to recognize the signs of stress and tips on what you as an employer can do to prevent it from hurting your employees.

Research shows the harmful impacts of stress

Numerous studies have found that stress at work is a major cause for concern and leads to physical symptoms. In one survey conducted by the Harvard T.H. Chan School of Public Health, National Public Radio and the Robert Wood Johnson Foundation, 43 percent of workers said their job is bad for their stress – yikes!

In a 2021 APA Work and Well-being survey , more than 70 percent of workers say they typically feel tense or stressed out during their workday.

And the consequences: survey respondents reported that stress has an impact on their physical and mental health, results in overeating or skipping a meal, and nearly half say stress has caused them to lie awake at night in the past month. One in five respondents say they intend to seek employment outside of their company in the next year.

The most serious issue in the workplace for the development of illness that we in Total Worker Health need to solve is stress.

~ Dr. John Howard, NIOSH director

Persistent work-related stress can lead to lost productivity, health costs, burnout  and turnover.

NIOSH Director Dr. John Howard knows stress is bad for business and bad for workers. In a video for the Healthier Workforce Center of the Midwest , he says, “The most serious issue in the workplace for the development of illness that we in Total Worker Health need to solve is stress.”

Top five causes of work stress

Different aspects of work — some within employers’ control — cause this stress. The top five work stress factors in 2021, according to the APA, were:

1. Low salaries (56%)

2. Long hours (54%)

3. Lack of opportunity for grown or advancement (52%)

4. Too heavy of a work load (50%)

5. Lack of paid time off or sick leave (50%)

Do managers expect 24/7 communications? Research has found that employees feel “anticipatory stress” when they feel as if they need to respond to work email outside of work hours. Even if they haven’t received any work emails during their off hours, the anticipation that they’ll need to be ready to respond quickly brings work stress into the rest of their lives.

Strategies for employers to address work stress

Employers can take steps to prevent stress from interfering with employees’ productivity, health and well-being.

First of all, identify which work factors are causing the most stress for your employees. An anonymous employee survey can uncover stressors. Then, consider the overall work environment.

The Harvard Gazette’s report on the Workplace and Health study recommends that employers take a holistic approach:

“Experts say many of these health problems can be corrected if companies adopt a much more significant role creating a ‘culture of health’ in the workplace where workers feel empowered to pursue living a healthier life.”

Build stress-relieving activities such as mindfulness into your workplace wellness program, if you have one.

To keep work stress from carrying over into the rest of employees’ lives, management can set clear expectations – and set the example – of not responding to after-hours emails. Encourage employees to take breaks and use their vacation time.

For more on the causes, warning signs and ways to combat work-related stress, view the guide on stress in the workplace from Helpguide . They include advice for employers to alleviate some of the common causes of stress their employees face:

  • Clarify expectations
  • Consult your employees
  • Offer rewards and incentives

And, here are seven steps to help manage stress at work from the APA. Recommend these strategies for your employees, or follow them yourself if you feel stressed during the workday.

People think that stress is a natural by-product of work. You can’t have one without the other. But that doesn’t have to be the case. With these tips, you can prevent the negative health impacts of work stress.

2022 results: Consistent focus on customer service drives historic performance

Posted on by Sara Goese

SFM soared to new heights in 2022, and the company’s remarkable financial results are only part of the story. We continue hearing from our agents and policyholders that we’re delivering on our commitment to provide excellent customer service.

“With results this positive, it’s tempting to look back and talk about what a great year we’ve had,” said SFM Senior Vice President Steve Sandilla, “but we remain focused on delivering the highest level of service to our partners.”

Total Premium by Industry chart

In addition to the valuable feedback that SFM representatives receive directly from agents,

policyholders and injured workers, we also gain insights from survey data.

In a survey of agents conducted last August, more than 93% of respondents answered that they find it “easy” or “very easy” to work with SFM. The rating of “very easy” was the most common choice, coming in from nearly 60% of responding agents.

In November, SFM sought input from policyholders whose annual premium falls above $10,000. As with the agents, these customers were asked to rate how easy it is to do business with SFM. This time around, 91.5% of respondents said either “easy” or “very easy.” In fact, 62% of policyholders chose “very easy,” up from 57% the year before.

“We interpret these results as an important vote of confidence in SFM’s service-first approach,” Sandilla said. “We lead with the needs of our customers, knowing that positive results will naturally follow.”

Here are a few operational highlights from 2022:

  • SFM’s industry leading customer retention rate has long been a testament to strong relationships with partners. In 2022, SFM saw a new high-water mark, with a policyholder retention rate of 96.8%.
  • SFM brought in 6,600 policyholders, adding more than $28 million in new premium.
  • Total written premium for the year came in at approximately $250 million.
  • SFM’s combined ratio came in under 100% for the 11th year in a row.
  • The SFM Foundation announced 13 new scholarships for students whose parents were seriously injured or killed on the job. This brings the historical total to 216 scholarships, representing $3.2 million in funding.

SFM’s book of business has grown to over 30,000 policyholders, covering approximately 500,000 workers across a wide spectrum of workplaces. As a servicing carrier for the Minnesota Workers’ Compensation Assigned Risk Plan, SFM’s Superior Point division adds approximately 15,000 policyholders. SFM was also selected to serve up to 20% of the Wisconsin Worker’s Compensation Insurance Pool, accounting for 3,300 employers in that plan in 2022. In addition, SFM Risk Solutions provided third-party-administration service to 36 self-insured clients in 2022, including two large groups with over 1,600 individual member organizations.

SFM continues to grow its territory of operation, now stretching well beyond its original home in the upper Midwest. Having recently added Kansas and Indiana to its list of core states, the company is now in the process of appointing agents in Tennessee.

According to Sandilla, SFM’s independent agency partners are integral in the successes described above. SFM’s approach is to grow lasting relationships with both agents and policyholders that result in long-term mutual prosperity.

“Agents who bring their accounts to SFM can do so with confidence that their clients will receive the best customer service in the business,” Sandilla said. “Our top measure of success is and always has been delivering customer service that’s second to none.”

 

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Benefits of breaking out workers’ compensation from other lines of insurance

Posted on by Sara Goese

As an agent, you can rest easy when your customers choose SFM. Our focus on workers’ compensation insurance helps us provide the highest level of service and expertise when your clients need it most.

When you’re helping clients understand their options for workers’ compensation coverage, here are a few points you can share about the advantages of going monoline and choosing SFM:

  • Service
    First and foremost, SFM’s experienced and dedicated professionals are known for responsive and reliable customer service.
  • Claims expertise
    Our experienced claim representatives are skilled in helping injured workers get the best possible treatment outcomes and return-to-work results. With access to in-house doctors, nurses and attorneys, and a team-based approach, they have the resources to skillfully handle even the most challenging claims.
  • Easy injury reporting
    Easily report work injuries 24/7 by phone or online. Injured workers who want immediate healthcare advice can speak with a registered nurse when they report by phone.
  • Claim cost containment
    Provider networks and in-house medical bill review staff help keep claim costs under control, which helps limit premium increases. In-house fraud and subrogation specialists also produce recoveries for policyholders.
  • Loss prevention
    Our loss prevention staff and online resources help policyholders prevent injuries over time, keeping premiums in check.
  • Online resources
    Digital solutions make it easy for customers to access claim information, pay bills, and more.
  • Separation from package
    Having a separate carrier for workers’ compensation prevents losses from affecting the package coverage underwriting, and vice versa.

Keeping customers satisfied

SFM provides unrivaled service and expertise that’s trusted by thousands of employers, and our industry-leading retention rate of over 96% speaks for itself. For more information on the benefits we have to offer your customers, contact your SFM underwriter.

 

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Resource helps employers keep their newest employees safe

Posted on by Sara Goese

SFM’s new Safety Orientation Success Guide helps employers protect a group at high risk for work injuries: new employees.

According to SFM claim data, employees are at higher risk for injuries during their first six months on the job. Policyholders often tell us that training new employees to prevent injuries is challenging.

To provide additional resources for employers, the loss prevention team developed a step-by-step guide for policyholders.

A valuable tool to educate and help reduce job injuries

The Safety Orientation Success Guide offers valuable information that can be used in many industries. Here is a sample of what’s included:

  • Actions employers can take to lower new employee injury risk
  • Guidance about return on investment (ROI) of training
  • Assessing hazards
  • Training methods
  • Lifecycle of training – including initial general safety, job-specific safety, and ongoing training
  • Safety Training Checklist

SFM also has a library of helpful safety resources to use for training in multiple industries, and many of the industry-specific resources can be found in one place on the employee safety orientation page of sfmic.com.

Partners in safety

The Safety Orientation Success Guide is the second in a series of resources (see also the Safety Committee Success Guide) designed by SFM’s loss prevention team to help policyholders make their workplaces safer.

 

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SFM state expansion initiative hits new milestones

Posted on by Sara Goese

We’re coming up on three years since we entered the state of Kansas in September 2020. Over that time, our agency partners there have helped us write more than 500 policies for nearly $2 million in written premium. In reaction to this success, SFM is actively expanding our Kansas team.

“We are happy to bring new talent to the team in response to our growth in Kansas,” said Shawn Miner, SFM VP of Regional Business. “We pride ourselves on our unbeatable service, and we’re pleased to be able to provide it to more policyholders than ever there.”

In late 2022, we answered agents’ requests to write more business with us in Kansas by expanding our appetite to policies over $25,000 in premium. Shortly after, our team attended the 2023 KAIA Annual Convention where we once again received excellent feedback from agents about our ease of doing business and quick response times from our underwriters. Agent feedback is valuable to us as we continue to expand our services.

One year in Indiana

SFM exceeded our first-year goal on policies, premium and agency appointments in Indiana, and our forecast remains high for growth in the state in 2023.

Becoming a member of the Big I Indiana and PIA of Indiana, and attending both conventions over the past year, has allowed our team to network with agencies around the state. We’ve built some great relationships, and again, our Indiana team has heard from agents that they’re impressed with our broad appetite, easy online quoting, and quick turnaround times. These positive interactions have us eager to see what 2023 brings for SFM in the state.

Open for business in Tennessee

SFM has opened our doors for business in Tennessee. We set our sights on the state in 2022 and have begun appointing new agencies in 2023.

A recently established agency partnership in Tennessee is drawing interest to SFM in our newest state, and we look forward to making more connections around the state and meeting agents through our involvement in the “Big I” Insurors of Tennessee.

SFM is now licensed in 34 states. You can view a complete state coverage list on the account types and territory page of the SFM website.

“The expansion has been a fun initiative for SFM, as our teams enjoy getting to experience new states and learning how agency partners do business in these territories,” said Cody Allen, SFM Business Development Specialist. “The agencies we’ve connected with in recent years have really delivered for us and we appreciate the partnerships.”

 

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Audit noncompliance can lead to cancellation of current policy

Posted on by Sara Goese

You may be wondering why you received a notice of cancellation on a current policy indicating a reason of “audit noncompliance.” This notice means that the policyholder failed to complete the premium audit for the prior term.

SFM sends out two mailed notices instructing the policyholder to complete the required annual premium audit. Both the policyholder and the agent receive these communications. If the policyholder does not respond by completing the audit by the specified deadline, this is considered audit noncompliance.

Once a policy becomes noncompliant, SFM sends out a notice of cancellation to both to the policyholder and the agent, specifying the number of remaining days before the current term policy will be canceled. This timeline is determined by state rules (ranging from 30-60 days). To avoid final cancellation, the policyholder would then need to complete the prior term premium audit within the specified time range.

If the policyholder does not comply and complete the premium audit by the specified deadline, the current term policy will be final canceled, and both the policyholder and agent will receive a copy of this cancellation notice.

Contact the underwriter to reinstate a policy canceled for audit noncompliance

When a policy goes into cancellation, even if the insured completes the prior term audit, the policy may remain canceled unless the agent contacts the underwriter.

If the premium audit is completed within the first cancellation notice timeframe (30-60 days, depending on the state), the policy will be automatically reinstated. In these cases, no further action is required from the policyholder or agent.

However, if a policy final cancels due to audit noncompliance, the policyholder should complete the premium audit right away and the agent will need to contact the underwriter to consider reinstating the policy.

 

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SFM attending upcoming 2023 industry events

Posted on by Sara Goese

SFM is planning to attend several industry events over the next few months:

 

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MN Supreme Court decision clarifies the nature and extent of PTSD claims in the state

Posted on by Alyssa Rass

By Aaron Schmidt, Managing Counsel at SFM’s in-house law firm

The Minnesota Supreme Court issued the long-awaited opinion of Chrz v. Mower County and Minn. Counties Intergovernmental Trust on March 8, 2023.

Ryan Chrz was a Deputy Sheriff in Mower County, Minnesota, who had been diagnosed in 2019 with work-related PTSD, major depression and moderate to severe alcohol disorder, after witnessing several traumatic events at work. In May of 2020, he filed a claim petition requesting workers’ compensation benefits.

An independent medical exam of Chrz was requested in December 2020 by his employer and insurer, and that doctor opined that Chrz did not meet the criteria for PTSD under Minn. Stat. Section 176.66, subd. 1.

The following March, he was examined again by his treating doctor, who concluded that his condition had improved. As a result, Chrz’s treating doctor changed his diagnosis from PTSD to “other specified trauma and stress related disorder” caused by work.
The matter went to hearing in June 2021, and the compensation judge found that Chrz had sustained work-related PTSD and awarded him ongoing payment of wage loss. She further held that his treating doctor had diagnosed PTSD from April 2019 through March 2021, but that from March 2021 forward, Chrz no longer had PTSD. However, Chrz had argued that despite a diagnosis change, he remained disabled from a mental illness.

The employer and insurer appealed, and the Workers’ Compensation Court of Appeals (WCCA) reversed the compensation judge’s decision, stating that Chrz was no longer entitled to ongoing benefits because he no longer met the criteria for having a personal injury under Minnesota workers’ compensation law.

Chrz appealed to the Minnesota Supreme Court, which affirmed the WCCA, holding that an employee is not entitled to workers’ compensation benefits under Minn. Stat. Section 176.66, subd. 1, when the employee no longer has a diagnosis of PTSD by a licensed professional using the most recent edition of the Diagnostic and Statistical Manual of Mental Disorders as required by Statute.

This opinion provides clarity in defining the nature and extent of PTSD claims in Minnesota, and a definitive interpretation in limiting the narrow application of Minn. Stat. Section 176.011.

This is not intended to serve as legal advice for individual fact-specific legal cases or as a legal basis for your employment practices.

Expert tips to make your safety committee thrive

Posted on by Patty Busse

Your safety committee can be a powerful tool for injury prevention.

A group of dedicated employees from throughout your company focused on making your workplace safer can make a real difference.

Whether you have a safety committee already or are thinking of starting one, you can use these best practices and activity ideas as a guide.

How an empowered safety committee prevents injuries

For one SFM policyholder, a proactive safety committee member helped prevent what could have been a serious injury.

This committee had created safety check­lists in partnership with workers in different areas of the business. They walked through the checklists before each committee meeting.

On one walk-through, a safety committee member discovered a frayed cord on a welder. The employee immediately reported the defect and had the machine taken offline until it could be fixed. He didn’t wait until the meeting to report the issue, since a frayed cord could cause electrocution. The committee member was proactive and empowered to address safety concerns on the spot.

Safety committees are most effective when they can identify issues and have the power and resources to solve them. When a safety committee is working as it should, employees and managers work together to address safety concerns before they cause injuries.

Benefits of a safety committee

You may be required by state law to have a safety committee, but even if you’re not, it’s worth considering.

In Minnesota and Iowa, companies with more than 25 employees are required to have a safety committee that meets regu­larly. Some companies with fewer than 25 employees may also need a committee, depending on their safety record and industry. States under federal OSHA do not have a safety committee requirement. (If you’re not sure whether you need a safety committee, check with your regional OSHA office.)

Even if you’re not required to have a safety committee, it can help you:

  • Give employees an avenue to bring up safety concerns
  • Identify and correct hazards before they cause an injury
  • Involve management and employees in making safety part of your company culture
  • Educate employees about risks
  • Boost morale when employees feel heard and see their concerns addressed
  • Reduce the risk of OSHA citations or other state penalties

And of course, if the committee’s work can prevent even one worker injury, it’s time well spent.

Nine safety committee best practices

Even if your state doesn’t require it, having a committee with the goal of preventing injuries and accidents is worth the time and resources. To make your team the most effective it can be, follow these best practices:

1. Define the role and responsibilities of your committee

Develop a written mission statement. Clearly define the duties and responsibilities of the members. Identify and prioritize goals, and establish action plans to achieve each goal.

2. Conduct regularly scheduled meetings

Use the time to discuss accident prevention methods, safety promotion, hazards noted on inspections and other pertinent topics. Review incidents that resulted in injury as well as the “near misses” that didn’t.

3. Review accident investigation forms

Digging deep into the circumstances of accidents will help you prevent them in the future. SFM offers a downloadable accident analysis form . Have all of the supervisors use the same form to make it easier for the safety committee to review them.

4. Look for claim trends

Analyze patterns in your workers’ compensation claims. Consider three data points to start: body part, cause of injury and result of injury. Look for patterns by comparing with other data, like occupation and business location.

If you start by using a report of claim activity from your workers’ compensation insurer, you might want to consider expanding and tailoring your report to include internal information, such as department, shift and supervisor — whatever you think might help narrow the hunt on when, where and why certain injuries occur.

5. Conduct inspections

It’s worthwhile to develop a safety review and inspection process – like the walk-through checklist in the example above – to identify operational hazards and observe employee work methods. Periodic inspections allow you to gauge the effectiveness of your efforts.

During a safety review you should look for: workplace environmental hazards, workstation set-up, work activity, modified work tasks and employees’ awareness of conditions.

6. Eliminate hazards. Correct employees’ unsafe behaviors.

To be effective, your inspections need follow-through. Unsafe conditions must be eliminated. Unsafe behaviors need to be corrected. Document your inspections, including appropriate follow-up procedures. Determine whether past recommendations have been addressed and implemented.

7. Promote safety

Keeping safety in front of the employees will remind them of the importance and will increase their awareness of hazards. Several types of safety promotions can work in any type of organization. See below for a list of fun safety activities your committee can organize.

8. Take action

Following up and taking action are key. If someone is injured or nearly injured, take corrective action to prevent similar accidents from occurring again. Follow up to ensure these corrections are made quickly. This might require increased safety training, additional equipment or safer work methods.

9. Recommend safety training

The purpose of training is to influence employees’ behaviors. Safety orientation should be provided to all workers, especially new employees. It ensures that they are familiar with the hazards of the workplace and know how to complete their job duties safely.

It’s a good idea to provide training regularly for workers of all experience levels and to have a training calendar to support those efforts.

Safety committee

Safety committee responsibilities

Once your safety committee is established, you’ll want to define its scope and responsibilities.

It’s important for all safety committees to define a purpose beyond just complying with OSHA requirements. Identifying objectives gives the group a sense of purpose and provides a roadmap for accomplishing something significant.

To get committee members to engage, start by creating a roles and responsibility sheet. Let committee members choose which tasks they want to take on and write them down. This could include items like planning a safety talk or taking meeting notes.

You may decide to make your committee responsible for some or all of the following:

  • Reviewing your safety policies and practices
  • Doing regular safety walk-throughs of your facility and noting any concerns
  • Encouraging employees to report safety hazards to your group
  • Looking at past incidents and “near misses” for patterns and areas to focus on
  • Looking ahead to potential issues that could happen in the near-term

The committee provides a venue for front-line employees and managers to work together. It engages people at all levels of the organization and helps to build a cul­ture of safety.

Fun safety committee activity ideas

Are you looking for ideas to inspire your employees or to re-invigorate your safety committee?

Successful safety committees stay interesting, fresh and visible. They get outside of their comfort zones and get creative.

Popular activities that work for almost any type of business include safety contests, posters, special safety/health events, guest speakers and training programs, employee suggestion programs and safety recognition awards.

Get the committee out of the conference room and out into your facility with these ideas for hands-on activities:

  1. Schedule a series of Supervisor Initiated Trainings (SITs) on relevant topics
  2. Record a video about a safety issue
  3. Hang up safety posters from SFM around the facility
  4. Create an award for employees who are “caught” practicing safety
  5. Bring in an ergonomics specialist to evaluate workstation set-up
  6. If your organization holds a benefits fair, have a booth for your safety committee
  7. Involve committee members in choos­ing personal protective equipment
  8. Hold committee meetings outside during nice weather, or take a field trip for a team-building event

Other ideas include:

  • Write safety tips for your company newsletter or intranet
  • Create a schedule of supervisor-presented toolbox talks that include opportunities for feedback from employees (such as SFM’s Supervisor Initiated Trainings (SITs) series).
  • Facilitate a find it/fix it incentive program to encourage employees to report safety hazards and see that they are corrected.
  • Plan an informational campaign — with email messages, posters, maybe even a contest — around a key safety topic like winter slips and falls.
  • Create a display and promotional board about a safety topic, such as using traction footwear to prevent slips and falls.
  • Implement a “virtual safety store” (a page on your intranet with links to recommended vendors) where employees can learn about recommended home safety products such as carbon monoxide detectors and fire extinguishers.
  • Issue awards or plaques to recognize employees who point out safety hazards, for example, a plaque on a machine that states, “This machine made safer by Sarah Smith.”
  • Have fun at meetings by incorporating quizzes, team-building exercises, compelling videos, etc.
  • Encourage safety committee members to bring a guest to each meeting, who can be an employee at any level of the company. This helps increase safety awareness and sustainability of the committee.

When your safety committee is engaged and empowered, it can serve as a vital piece of your loss prevention program. With enthusiastic members and creative activities, the committee can spread a culture of safety to every employee.

Additional resources on safety committees:

This is not intended to serve as legal advice for individual fact-specific legal cases or as a legal basis for your employment practices.

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