Primary prevention strategies can be defined as those practices that prevent an injury or incident from initially occurring.
We know of these as traditional loss control practices.
This includes safety meetings, safety training, on site loss control visits, and proper use of personal protective equipment.
It is generally accepted that this traditional approach to reducing workplace injuries has in fact resulted in a reduction in the frequency of injury related claims.
NCCI data supports this reasoning with data which clearly indicates that good safety practices reduce claim submissions.
Secondary prevention strategies should be defined as those practices that allow employers to manage a workplace injury after it has occurred, and ensuring the best possible outcome for that injury.
Let's break this strategy down into two categories; those before the claim happens and those after the claim happens.
There are two important aspects related to workplace injuries that require us to adapt our focus.
Overall frequency of injury is down, but he cost and severity of injuries have increased.
Thus employers have fewer claims, but the overall cost of injury related claims continues to rise.
Consequently, employers must focus on the time period after an injury in order to gain knowledge and understanding of what can be done from a secondary prevention perspective to ensure the best possible outcome.
The best outcome for both employer and employees is to reduce the cost and duration of disabilities.
Let's explore what is needed in a secondary prevention plan.
Employers must first begin by educating both employees and supervisors about the specifics relating to the worker's compensation system.
Both the employee and supervisor have a specific role and they should understand their respective roles prior to the occurrence of an injury.
This is particularly important for the supervisor as most injuries are first time occurrences.
According to the Work Comp Advisory Group, 95% of employees who are injured are experiencing a workplace injury for the very first time, and would thus require significant guidance from their supervisor.
Employers should create a simple, easy to understand process to report injuries.
They should determine the specific responsibilities of the injured employee.
For example, the employee should report the incident immediately, give full details to their supervisor and get immediate medical treatment if required.
They should maintain communication with the supervisor and employer and let them know their progress, while following the medical instruction given by the medical care provider.
The employee should alert their supervisor when they can work in a modified capacity as the employee recovers from the injury.
Both the employee and supervisor need to understand that there are laws and rules within the system that both the employer and their insurance carrier must follow.
What is the supervisor's responsibility? They should report the claim immediately and assist in providing the appropriate medical care immediately.
They should conduct an investigation to determine what happened, and obtain statements from the injured worker and all witnesses.
The supervisor should help the employer and other employees understand what caused the injury so the incident does not occur again.
Supervisors must be empathetic, understanding that it is very likely the first time the employee has experienced a workplace injury and that their employee may be concerned about their job, remuneration and medical bills.
Consistent communication with the employee to monitor their progress is advisable, and the supervisor should have a simple process in place to keep their employer informed.
There are many rules in place which dictate how care is directed after an injury occurs.
In some states the injured worker determines which medical provider they will see, while in others it is determined by the employer.
It is critical from the onset of a workplace injury that the employee/employer selects the best possible course of treatment.
Obviously, the injured worker should not see an orthopedic specialist for chest pains, nor should they visit an internist for a broken arm.
Following this reasoning, why would an employer send an injured worker to a medical care facility that did not have a comprehensive understanding and capability to treat workplace injuries? A facility that practices evidence based treatment according to the ACOEM MDA guidelines is the type of facility employers should seek.
Employers should establish a partnership with a medical care provider with specific knowledge and capabilities of workplace injuries and one that practices evidence based treatment protocol.