Ramping up hiring efforts to meet demand? Follow these top five hiring tips to help protect your company from workers’ compensation claims.
1. Hire a Temp Worker
Do you have several projects, little time, and need a new-hire in a pinch? A temporary agency can send part-time, seasonal, full-time, or permanent workers who match your skill requirements—and even provide workers with basic safety equipment if needed.
The agency will cover all employer burdens, such as workers’ compensation (L&I), social security, Medicare, state and federal payroll taxes, and unemployment insurance. Additionally, your company will not be charged for a workers’ comp claim if the temporary employee is injured on the job.
2. Get an Application/Resume
One of the most valuable pre-hire things an employer can do is obtain a detailed employment application and resume. Now you can review a candidate’s work experience and work pattern and ensure their work history is correct.
Recently an employer whose diligent hiring practices and record keeping allowed them to prove to L&I that the employee had significant self-employment in the same field, which dropped their liability exposure for the occupational disease claim from 100% to zero. The employer assumed no liability and the attention to details provided a huge savings to both the employer and the retro group.
3. Verify References
Checking a candidate’s references can provide you with many advantages, including verifying skills and protecting you from potential legal liability. Checking references helps obtain the truth and avoid hiring undesirable candidates. Hiring and training a new employee involves time, effort, and money. It’s helpful to know the candidate’s strengths and weaknesses before hiring to ensure they will be a productive member of your team.
The benefits of E-Verify cannot be stressed enough. Workers are required to provide documentation to authorize their employee status. If they are unable to do so, they cannot be hired. E-Verify is a free electronic program designed to verify employment eligibility against U.S. government records. When used consistently, E-Verify allows responsible employers to screen all new hires, ensuring their workforce is legally eligible and potentially mitigating undocumented claim costs.
Employers who choose to participate in the use of E-Verify should treat all employees equally when hiring, terminating, and verifying employment eligibility. Employers must E-verify new employees on their first day.
5. Require a Fit-for-Duty Test & Drug Screening
How do you ensure you’ve hired a person who can meet the physical demands of a job and avoid those who have pre-existing conditions that may flare up? You can require your potential employee to pass a fit-for-duty test (aka pre-employment physical) as well as a drug test.
If that bum knee can’t handle the physical constraints as required in your company’s job description, you can refuse employment. The fit-for-duty test is an expense that pays for itself if it prevents even one workers’ comp claim from being filed.
Employers take a risk every time they hire someone. Give it careful thought and protect your bottom line, as workers’ compensation claims can result in an increased experience modification rate, a higher premium, and lower retro refunds for both your company and the retro group.
Lower your claims costs and keep workers safe with Approach. Learn more and enroll at approachms.com/getstarted