Less Worker’s Comp With The Right Hires
Chapter 6 of 'From Healthy Aides to Healthier Agency'
Watch sneak peak of Chapter 6!
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We’re so glad you’ve come back. We’ve found that agency owners who make it this far into the guide are the ones that are most committed to growing and taking the actions necessary to reach the level of success they desire.
Congratulations on your determination to doing things differently and stand out from the competition.
You are only two chapters away from reaching success. For a quick refresher on TB tests, drug tests, vaccinations and background checks and how they can help you get rid of your worst onboarding headaches feel free to browse previous chapters [edsanimate_end]
If worker’s comp premiums are making you want to sail away to a far island where state authorities can’t find you then you’ll find great value in this chapter. We’ve already covered one way in which you can lower your worker’s comp premiums by taking advantage of state sponsored programs such as New York State’s Code 60 program.
There are several qualifications but implementing a drug free policy 
and drug testing employees alone can save you 3% on worker’s comp premiums annually.
But just like any successful team, you’ll need to play defense as well as offense. In this chapter we’ll take a more defensive approach to lowering workers comp premiums, avoid having to re-staff a case and making sure you are hiring the right employee.
Implementing solutions to these three issues will help you streamline your onboarding and get cases filled faster so you can focus on growing your agency instead of getting bogged down by day-to-day issues.
Am I required to carry a worker’s compensation policy?
It is very common for it to be state policy to care a worker’s 
compensation policy. In the state of New York, for example, the worker’s compensation law requires that employers obtain and continuously keep in effect worker’s compensation coverage for all their employees.
Businesses meet this requirement of the law by meeting any of these conditions:
- Obtaining and maintaining a workers’ compensation insurance policy
- Obtaining self-insurance for workers’ compensation
- Be legally exempt from the requirement to provide workers’ compensation coverage.
There are very few exceptions for for-profit companies to be exempt but you can take a look here to see if your agency qualifies.
Check on your state’s official site to see what requirements are for you.
How can I decrease the chances of my worker’s getting hurt on the job?
On a daily basis your home care workers are providing a range of services that require them to clean, lift, push or bend down repeatedly. And after hearing horror story after horror story from other agency owners you might be telling yourself that it’s possible injury (and therefore monstrously high workers’ comp premiums) are just part of the gig.
But, you aren’t like the other agency owners, remember? You’re here to dominate the industry and cut out a huge piece of the 88 million elderly that are going to need your services in the next 15 years.
You want to retire on this job, not in the job.
While a resume, interview and background check can provide insight on an employee’s qualifications, they do not evaluate an employee’s capacity to take on physically demanding tasks related to their job description.
Physical Abilities Tests can help you ensure that every employee within your organization is placed in the position that fits their physical abilities, cutting down on workplace incidents and possibly garnering discounts with insurers.
Moreover, PATs can also help you stay compliant under Medicare standards. The Center for Medicare Services states that “the aides assignment must consider the skills of the aide, the amount and the kind of supervision needed…” among other components, all factors which are hard to judge simply by looking at a candidate and reading their resume.
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