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SAFETY * TRAINING * COMPLIANCE

SAFETY * TRAINING * COMPLIANCE. INDUSTRIAL HYGIENE * HAZCOM * CONFINED SPACE * RESPIRATORY PROTECTION * OSHA TRAINING * HAZWOPER * LOCK OUT/TAGOUT * HEARING CONSERVATION * FALL PROTECTION * BLOODBORNE PATHOGENS * PPE * EMERGENCY ACTION PLANS * WORKSITE HAZARD ASSESSMENTS * PROGRAM DEVELOPMENT.

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SAFETY * TRAINING * COMPLIANCE

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  1. SAFETY * TRAINING * COMPLIANCE INDUSTRIAL HYGIENE * HAZCOM * CONFINED SPACE * RESPIRATORY PROTECTION * OSHA TRAINING * HAZWOPER * LOCK OUT/TAGOUT * HEARING CONSERVATION * FALL PROTECTION * BLOODBORNE PATHOGENS * PPE * EMERGENCY ACTION PLANS * WORKSITE HAZARD ASSESSMENTS * PROGRAM DEVELOPMENT WWW.ACCESSSOLUTIONS.COM 1-800-732-8004

  2. The Aging Workforce:Is Your Company Prepared ? The American workforce is getting older. According to the Bureau of Labor Statistics, workers over the age of 55 will represent 25.6% of the civilian workforce by 2022

  3. Life Expectancy at Birth

  4. The Aging Workforce:Why It’s Happening • Shortage of qualified labor • Older Workers can’t afford to retire. • People are living longer and in many cases continue wanting to participate in the work force. • Social Security isn’t enough and many have been adversely impacted due to economic stresses on nest egg.

  5. Skill Mismatch Ahead in the U.S. • Over the next decade, only 30% of US 20 year/olds will obtain a college degree, but 2/3’s of new jobs will require a college degree • Key skill sets will be in critically short supply: • Although we have seen improvement in the numbers of students who declare their major in computer science, it is not enough to meet demand • Other shortages: engineering, physical & biological sciences • The high school drop out rate is still to high. • Fewer high school graduates with vocational training

  6. Drop Out Rate – Break Down National Center for Educational Statistics

  7. SKILLED WORKERS IN SHORT SUPPLY (MANUFACTURING)

  8. SKILL SETS IN HIGH DEMAND

  9. Dramatically Different Patterns of Growth by Age Percent Growth in U.S. Population by Age: 2000-2010 3. Rapid growth in the over-55 workforce 2. Few younger workers entering Age of Workers 1. Declining number of mid-career workers Source: U.S. Census Bureau

  10. Growing Shortage of U.S. Workers Expected Labor Force and Labor Force Demand Millions of People Source: Employment Policy Foundation analysis and projections of Census/BLS and BEA data.

  11. Potential Labor Shortage? Baby Boomers Reaching Retirement National Supply and Demand Projections for RNs Projected RN Demand Projected shortage of over 1,000,000 nurses in 2020 FTE’s (Thousands) Projected RN Supply Year What Is Behind HRSA’s Projected Supply, Demand, and Shortage of Registered Nurses? National Center For Health Workforce Analysis, Bureau of Health Professions Health Resources and Services Administration. (2004).

  12. Older Workers Need to Work:Insufficient Savings Percentage of Workers Designing the Age Friendly Workplace Source: U.S. Bureau of Labor Statistics

  13. Older Workers Need to Work:Average Out of Pocket Costs for Health Care Designing the Age Friendly Workplace US

  14. WOW HAVE THINGS CHANGED

  15. Older Workers Want to WorkTop Three Reasons for Working During Retirement • Need the money (61%) • A desire to stay mentally active (54%) • The need for health benefits (52%)

  16. SOCIAL SECURITY NEEDS HELP !!! By 2030 projections 2.0

  17. 5% to 12.4% Under 5% 12.5% to 20% Above 20% In 2000, A Fairly “Young” World . . . Percent of Population Age 60+ in 2000 Source: U.S. Census Bureau

  18. 5% to 12.4% Under 5% 12.5% to 20% Above 20% . . . Rapidly Aging by 2025 Percent of Population Age 60+ in 2025 Source: U.S. Census Bureau

  19. How Will Your Company Meet Labor Demands ? • Immigration – Skills, Political Climate ? • Automation – Cost? Will it be enough? • Outsourcing – Send Jobs Overseas ? • Retaining older workers – Provide experience and skill set. They desire and/or need to work In the final analysis it may be a combination to meet future labor demand.

  20. Workplace Injuries and Illnesses Older workers suffered injury and illness rates that were proportionally lower than their younger counterparts. The injuries sustained were generally more severe requiring more days away from work to recover from workplace injuries and illnesses.

  21. Share of Claims by Cause (NCCI)

  22. 2012 Injury & Illness Cases with Days Away From Work per 10k FT EMP (BLS)

  23. Median Days Away from Work for Non Fatal Injuries/Illnesses (2012) (BLS)

  24. Average Medical Paid Per Claim (NCCI)

  25. Average Indemnity Paid Per Claim (2000 – 2006) (NCCI)

  26. Relationship Wages/Indemnity The primary reason indemnity payments are low for workers over the age of 65, despite of longer median days away from work, is because indemnity payments are based on average weekly which reached its max in the early 50’s. Marginal decreases from 60-64. At age 65 and older it drops by a up to 30%.

  27. Aging Workforce (FACTS) • Falls/Slips/Trips are by far the greatest hazard associated with the worker 65 and older. • They have a lower rate of injury with days away from work than any other age bracket. • They have longer median days away from work compared to younger workers. • Their injuries cost less on average, than all workers age 45-65. • Fatality rates are higher. • Their overall costs to industry are less than 4% all incurred workers compensation costs.

  28. What do the Statistics Mean? • Older workers tend to have higher cost per worker, but older starts with age 35. • From a Workers Compensation perspective, the higher costs are offset by the higher premiums paid due to higher wages of older workers. • The aging workforce may have less adverse effect on cost than originally thought.

  29. Workplace Injuries & Illnesses For all ages sprains, strains, and tears are the largest single category. Older workers see a decline in sprains, stains and tears and a sharp increase in fractures.

  30. Nature of Injury by Age

  31. Workplace Fatalities In 2014, there were 4679 fatalities. Workers over the age of 55 represented 1621 or 34.6%. The fatality rate for workers over the age of 65 is 3 times higher average of all workers. Many of these fatalities were related to transportation incidents and falls.

  32. Fatality Rate by Age (2014)

  33. The Real Cost of Workers Compensation Many organizations fail to recognize all cost related to a claim. Direct Costs include medical costs and indemnity payments (wage replacement). These represent the costs that workers compensation is designed to cover. These costs will adversely effect the EMR.

  34. Indirect Costs Include • Any wages paid to the insured for absences not coved by WC. • Wage costs related to work stoppage. • Overtime Costs • Administrative Costs • Cost of hiring and training replacements. • Lost Productivity. • OSHA Fines, Litigation • Third Party Liability The Costs are endless !!!!

  35. Experience Modification Rate Is used by insurance companies to gauge both past cost of injuries and potential exposure to risk. An EMR of 1.3 would mean that insurance premiums could be as high as 30% more than a company with an EMR of 1.0.

  36. EMR – How is it Calculated • The base premium is calculated by dividing a companies payroll in a given job classification by 100. This number is then multiplied by a class rate that reflects the inherent risk of a job classification. • Insurance Companies then look at your past claims history and compares your injury statistics with the industrial average for the 3 years proceeding the year before your current plan expires.

  37. EMR- How is it Calculated • The NCCI (National Council on Compensation Insurance) developed a method to consider the ratio between expected losses and those actually incurred. In addition both the frequency and the severity of the claim is considered. Data is used to assign an experience rating. • The EMR is then multiplied against the manual premium rate to determine the annual premium.

  38. Real Cost Base Premium Before application of Mod and Credits $160K Claims Free Experience Mod 66% Insurance Premium (160kx.66) $105.6K Single Claim ($50k Fracture) Increases MOD by 15 Points

  39. Real Cost MOD Adj X Base Premium = Increase .15 X $160K = $24k Premium Increase Note: Increase will hit you for 3 years $24k x 3 years = $72k With a modest 1:1 ratio representing $50k in indirect cost. The incident cost your company a total of $122K

  40. How Will This Impact Sales ? ABC Company has a net profit margin of 5%. In order to cover this one claim. Total Cost of Claim $122K / .05 = $2, 440, 000.00

  41. How Do I Lower the EMR Establish a safety and health system to illuminate hazards (Management/Labor Commitment, Hazard Assessments, Implementation of controls and Training) resulting in fewer injuries. Having a plan to manage injuries and workers compensation claims (ex. Return to Work programs, good working relationship with an occupational health provider, manage open claims, pay for claims that qualify as First Aid) Note: The only way to control costs over time is to lower the frequency and the severity of the claim.

  42. What is Ergonomics Fitting the job to the worker. The objective is to design tasks, jobs, activities, work areas and environments to remove known workplace hazards in order to prevent workplace illnesses and injuries.

  43. Job Hazard Analysis/Ergo Component • Identify the Demands of the job. • Identify the Capability of the worker. • Identify mismatched between demand/capabilities • Minimize the Mismatches

  44. Demand vs. Capabilities • Demand matches Capabilities (Optimal Performance). • Capabilities Exceed Demand (Underutilization) • Demand Exceed Capabilities (Workers get hurt). Administrative Controls – Attack Capability Side Engineering Controls – Attack the Demand Side

  45. Administrative Controls Administrative controls are policies and procedures that limit the exposure to workplace hazards. Examples include; • Education and Training • Job Rotation • Return to Work Programs • Wellness Programs (exercise, conditioning Note: Administrative Controls narrow the performance gap from the capability side.

  46. Engineering Controls The goal is to redesign the job, tool, equipment, and environment to control risk. Design the task, workstation, environment, Equipment and tools to eliminate risk. Closing the Performance Gap from the Demand Side.

  47. Aging and Ergonomics • Educate employees regarding their limitations and capabilities • Identify the jobs that are creating the most risk factors for all age groups • Re-engineer tasks with highest risk factors • Provide administrative alternatives when re-engineering is not doable

  48. Effects of Aging - Physiological • Oxygen Exchange (40% decrease at 65) • Respiratory System (25% less at 65, 50% less at 70) • Cardiovascular System • Systemic Blood Pressure (increases) • Fatigue (Occurs more rapidly) • Temperature Adaptability. (Tougher to regulate)

  49. Effects of Aging - Psychosocial • Shift Preferences • Training & Learning • Self Worth can be tested • Disengagement

  50. Mental Processes While mental processes are at their height between age 30-40, they decline slightly well into the 60’s What can we do? • Reduce multi-tasking • Reinforce tasks and skills through repetition and refresher couses. Designing the Age Friendly Workplace

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