Here`s - Midwest Builders` Casualty

WORKers’
Compensation
ReFORM:
Kansas passes
Much needed change p. 4
There has been a lot of recent activity in both the Kansas and Missouri state governments
relating to workers’ compensation. The Kansas House and Senate recently unanimously
passed workers’ compensation reform efforts, which were supported by both business and
labor groups. There are some very positive components to this bill for both employers and
injured employees but now we must wait and see how the courts choose to interpret the new
language.
Unfortunately, no solution was reached regarding the Missouri Second Injury Fund and its
ability to remain solvent. Nor did the legislature provide the much-needed clarification on
the Robinson vs. Hooker decision, which involves an injured employee’s ability to file suit
against a co-employee for their role in causing an accident. This recent court decision brings
into question the sole remedy premise behind the workers’ compensation system. However,
I am pleased to report that with the help of Missouri Senator Scott T. Rupp (D-02),
Representative Chris Molendorp (R-123) and Representative Jerry Nolte (R-033) legislation
was successfully passed that will benefit Midwest Builders’ Casualty going forward as it
relates to insurance premium taxes.
The National Council on Compensation Insurance (NCCI) recently released its 2010 State of
the Line report, describing the current workers’ compensation market as ―deteriorating.‖
They noted an increasing list of issues facing the market including poor underwriting results,
declining premiums, increased claim frequency and rising medical costs. Workers’ compensation prices have continued to drift downward in most states, however, the NCCI anticipates filing increases with several states later this year and into 2012.
While the industry may be feeling the effects of the recent market cycle, we are pleased to
report that our A.M. Best Rating of A- (Excellent) has been reaffirmed and we remain well
capitalized with a premium to surplus ratio better than 2-to-1. Our Kansas and Missouri
rates have decreased, 20% on average since January 1, 2007 and during this same period,
$9.5 million in dividends has been returned to qualifying members. Our goal remains the
same today as when we began business in 1983 – to provide the construction industry with
stable pricing for workers’ compensation insurance while allowing for the consistent return
of dividends to our members who share in our commitment to risk management.
We continue to work on expanding our coverage territory and are pleased to report the
completion of the necessary licenses to begin providing coverage in the state of Iowa.
Additionally, we have applications for license pending in the states of Colorado and New
Mexico that we hope to complete later this year.
I would like to take this opportunity to thank all our members, agents and business partners
for their continued support. We look forward to servicing your workers’ compensation
needs, both now and into the future. As we patiently wait for an improving economic
climate, I wish you all a safe and enjoyable summer.
Regards,
John Crowley, President
Tom Wilson
Pearce Construction
Kansas City, Missouri
Tom Wilson has been a carpenter and
superintendent with Pearce Construction
for nine years and has taken an active part
in his company’s safety program. Tom
was observed working near the edge of
the atrium roof on a jobsite in Kansas
City, Missouri wearing a body harness
attached to a retractable lifeline.
In addition to the harness, Tom is wearing
the appropriate personal protective equipment (PPE), hard hat, safety glasses,
gloves, and boots. On the roof level
above Tom, you can see a guardrail
system that was designed and installed by
Pearce Construction that provides fall
protection for all employees working on
Tom Wilson
Pearce Construction
the roof. The Superintendent for this
project is David Gray. With the support
of management and with leadership in the
field from employees like Tom Wilson,
successful loss prevention results can be
fully realized. Midwest Builders’ Casualty
appreciates Tom’s dedication to safety.
Updated Website Allows for Paperless Reporting
Midwest Builders’ Casualty recently
updated its company website at
www.mwbc.com to better serve our
members and their agents. The newly
redesigned website provides additional
features and improved functionality
making it easier for members and agents
to locate and use data and services.
Some of the enhancements include
online access to safety tools, premium
and loss reports as well as a locator map
of authorized medical facilities. Other
additional reports also exist to help
members better manage their workers’
compensation insurance coverage.
Members currently utilize the website
to submit first reports of injury and
calculate monthly premiums; and now
we are pleased to include electronic
access to the monthly loss reports to
these online services.
In an effort to reduce paper, Midwest
Builders’ Casualty will discontinue the
service of mailing the monthly loss
reports to our members beginning
October 1, 2011. These reports are
currently accessible via our website.
Reports accessed online can be printed
or saved electronically. In addition,
reports are now consolidated for those
members previously insured under the
Builders’ Association Self-Insurers’
Fund and now currently insured under
Midwest Builders’ Casualty. There is
also an option allowing users to view
only the ten most recent years of loss
data.
We invite you to take time to tour the
redesigned website and explore all the
new options and information now
available online.
Members are encouraged to create their
unique user accounts online at
www.mwbc.com and to become familiar with the features of the new website
before we discontinue mailing the
monthly loss reports on October 1,
2011. If you have any questions about
this change, or need help creating your
user account, please contact us.
Workers’ Compensation Reform
KANSAS PASSES
MUCH NEEDED CHANGE
Recently, the Kansas Legislature
unanimously passed Substitute for House
Bill no. 2134, which proposed significant changes in the Kansas Workers’
Compensation Statutes. The reform
bill, which was supported by labor and
business groups alike, was signed by
Kansas Governor Sam Brownback on
April 18, 2011. The changes include
―fixes‖ to several key items such as the
modification of work disability entitlement following the Bergstrom decision, the aggravation of pre-existing
conditions and the inclusion of safety
and drug/alcohol forfeiture language. These changes take effect
for all accidents occurring on or
after May 15, 2011.
Defense attorney Todd Cowell of the
Cowell Law Firm, advised that, ―At
the outset, a preamble has been
inserted limiting the application of
liberal construction on behalf of
employees. Once the parties are
within the Act all provisions are to be
applied impartially to both parties.
This change is designed to lift the
requirement that judges automatically
give employees the benefit of the
doubt on disputed issues.‖
The definition of accident was
modified to require an identifiable
time and place of occurrence and to
produce symptoms of an injury at that
time. In addition, the injury must
occur during a single work shift and
shall not include repetitive trauma
which is later defined. The accident
k
must represent an increased risk or hazard
to which the employee would not have
been exposed in normal non-employment
life.
Under the amendments an injured worker
is not entitled to work disability benefits
unless the worker sustains a 7.5% whole
body impairment. In addition, the formula used to calculate the wage and task loss
has changed. Task loss will now be calculated based on the injured workers’ five
year work history instead of 15
years. Wage loss will now equal the
amount an employee is capable of earning
following an accident rather than the
amount the employee is actually earning
“ This law is an important and
overdue updating of Kansas’
workers’ compensation act,
last amended in… 1993.”
post injury. Any wage loss due to the
voluntary resignation or termination for
cause shall not be construed to be caused
by the injury. Todd Cowell added,
―These changes are designed to abrogate
the Bergstrom decision which allows
workers to avoid post-injury employment
and collect large work disability
awards. They do not eliminate work disability per se, but may limit many awards
to functional impairment.‖
The statutory changes include a bar on
compensation where an employee willfully fails to use safety devices or protection
which was provided by the employer. However, this will not apply if the
employee can prove it was reasonable
under the complete circumstances to not
use the equipment or if the employer approved that the work be performed without the safety equipment. Any injury resulting from an employee’s voluntary participation in fighting or horseplay with a
co-employee for any reason, work related
or not, will be barred from compensation.
If an injured worker tests sufficiently posi-
“ Case law impeding sound disability management has now been
overturned and employers’ obligations better defined, while benefits
have been improved. It represents a good compromise. ”
tive for drugs or alcohol at the time of the
injury then it shall be presumed that the
drug/alcohol impairment contributed to
the accident. However if the injured employee can prove by clear and convincing
evidence that the intoxication did not contribute to the accident, then benefits are
awarded. An employee’s refusal to submit to testing at the employer’s request
will result in forfeiture of all benefits if the
employer’s written policy clearly authorizes post-injury testing.
In addition to the above changes the new
statute defines that the entitlement for
medical treatment ends at the point of
maximum medical improvement unless
the employee can prove by way of medical
evidence that future medical care is required. If future medical remains open
per conditions of an award and the employee does not require medical treatment
for two years from the date of an award
then the employer can apply for termination of future medical benefits.
Bruce Wood, American Insurance Association (AIA) Associate General Counsel
“ … all provisions are to be
applied impartially to both
parties. This change is designed
to lift the requirement that
judges automatically give
employees the benefit of the
doubt on disputed issues. ”
and Director, Workers’ Compensation,
applauded the new bill. ―The reforms
contained within this bill represent hard
fought compromise that will be beneficial
to Kansas’ workers’ compensation system.‖ He also stated, ―This law is an important and overdue updating of Kansas’
workers’ compensation act, last amended
in any significant way in 1993.‖
There were also statutory increases on
death benefits, permanent total benefits,
permanent partial benefits and functional
impairment benefits. Cases involving bilateral injuries to both upper and/or lower extremities will be deemed body as a
whole impairments and entitle the injured
employee to work disability benefits.
Unfortunately, across the state line in
Missouri, much needed reform failed to
bear fruit. Issues surrounding the financially fledgling Second Injury Fund were
not addressed leaving skepticism and
doubt about the Fund’s future and concerns regarding its current and pending
awards. Additionally, matters arising
from the Robinson vs. Hooker decision,
which allows co-employee law suits, remain in limbo as no clarification was given
regarding the court’s decision.
In Kansas, some remain guardedly optimistic, sharing concerns that through the
course of litigation the intent of the
reform will be diluted. However, Substitute for House Bill no. 2134 certainly sends a
loud message that particular areas were
long overdue for reform and many are
hopeful the message is heard by all involved in the judicial process. ―Case law
impeding sound disability management has
now been overturned and employers’
obligations better defined, while benefits
have been improved,‖ said Wood.
―It represents a good compromise.‖
Which Path Would You Take?
work. David still complains about
back pain and independently elects to
visit a local chiropractor for additional
treatment.
David Smith is a long-time employee
of Jones Construction. David is 60
years old and both a loyal and hard
worker with over 30 years of work
experience. In 2010, David suffered a
work-related injury that resulted in
surgery and a back fusion. Recently,
he has been released from medical
care, and is preparing to return to
Jones Construction is glad to welcome
David back to work. But, given his
prior medical history, what is the best
course of action? Are there consequences for returning David to work
in his prior position? What are the
consequences of the physical labor
required for the job? He has already
suffered one injury, what might be the
probability or impact of another?
What would you do?
Crisis Management Planning
Recent outbreaks of severe weather
across the Midwest have taken many
by surprise; in some areas people have
been seriously injured or killed. These
outbreaks often occur with little warning. With this in mind, please take
some time to review your company’s
risk management programs and ensure
that emergency procedures are in
place to address manmade and natural
disasters.
A disaster might accurately describe a
company without a properly designed
crisis management program. If an
emergency occurs at your company,
do you have a plan of action that enables you to respond appropriately and
as quickly as possible? Does the plan
treat all parties involved, such as the
public, family members, co-workers,
and witnesses properly and respectfully? Is there any individual designated
and trained to address the media and
provide an image that best reflects the
company’s commitment to safety &
health?
You don’t want to be misrepresented
in the media as uncaring, unprepared,
or unable to control the situation.
You don’t want any of these assumptions to be true.
scenario. Once the programs are developed, it is paramount to train all
employees and ensure that they are
well-rehearsed in the emergency plan
procedures.
Some of the key elements of a crisis
management program include the
following:
- Identification of Hazards and Risks
- Preparation
- Emergency Action Plan
- Response Recovery
Because a crisis situation may affect
numerous people and businesses in a
wide variety, a committee needs to be
involved in developing a comprehensive crisis management program. A
committee provides multiple perspectives and offers solutions to address
concerns from every aspect of a crisis
If you would like to receive a written
crisis management program, or need
additional onsite assistance, please
contact Midwest Builders’ Casualty
loss control services.
2011 Risk Management Conference
Midwest Builders’ Casualty held its
Risk Management Conference at
Harrah’s Casino in North Kansas City,
Missouri on January 28, 2011.
Attendees enjoyed entertaining and
informative presentations covering a
wide range of risk management topics.
Over 100 people attended the conference and afterwards enjoyed a complimentary reception.
This year’s conference specifically
addressed issues regarding workforce
deployment, claims reserves for older
employees and the hiring practices
aspects of risk management.
“It is an excellent
opportunity to learn the
latest news in Workers’
Compensation.”
Mr. Jim Leach, Sales Manager at
American Rigger’s Supply, kicked off
the conference with the first in a series
of guest speaker presentations. Mr.
Leach emphasized rigging safety and
additional aspects of onsite safety applicable to all attendees. Mr. Jim
Weeks, COO, ARC, spoke about one
of our keynote topics, Hiring Practices
in the workplace. Finally, Mr. Dennis
Burks, CSP, PE, gave an interactive
presentation entitled, The Magic of
Safety, offering safety advice through
audience participation.
Mindy Yancey, Vice President/Claims
Director for Midwest Builders’ Casualty, also gave a special presentation
regarding the cost of claims and claims
management of older employees.
“As always the conference
was informative, had a
great atmosphere and I
enjoyed the camaraderie!”
Craig Davis, Safety and Quality Control Director for Doherty Steel,
stated, ―I’ve been attending the
conference since about 2000. It is an
excellent opportunity to learn the latest news in Workers’ Compensation.
It is also an excellent opportunity to
meet and visit with Midwest Builders’
Casualty’s staff in person rather than
via phone or e-mail.‖
Our hope is that members learn more
about risk management and have some
fun as well. The staff of Midwest
Builders’ Casualty would like to thank
the conference presenters and all the
members who attended and helped to
make this conference a success. Mr.
Larry Eilenstine, Risk Manager for
Musselman & Hall Contractors
summed up the experience, ―As always the conference was informative,
had a great atmosphere and I enjoyed
the camaraderie!‖
2011 Risk Management Conference
Harrah’s Casino, North Kansas City
Mr. Dennis Burks, csp, pe
Guest Speaker
We were also pleased to award several
door prizes, including a flat screen
television and plaza gift certificates.
Midwest Builders’ Casualty is proud to
host the Risk Management Conference
every other year. We are already preparing for our next scheduled event in
January 2013. We hope this year’s
attendees will return for our next conference and we invite anyone who has
not participated to join us.
Mr. Jim leach
American Rigger’s Supply
Post Offer Employment Testing: Reduce the Risk of HiringYour Next Work Comp Injury
By Leslie Borden, Athletic & Rehabilitation Center (ARC)
If you have ever considered instituting
post offer employment testing at your
company, now is the time to act.
Why now? As we rebound from this
economic recession and employers begin
to hire again, consider the number of
employee candidates that have been
unemployed and without health insurance
coverage for the past several months. Are
you willing to take a chance that they are
capable of doing the job you need them to
do? Are you sure that they are in good
physical condition to meet your job
demands? Or could the opposite be true?
Could they have been employed at odd
jobs trying to make ends meet and working through injuries waiting to get back on
an insurance program before addressing
their physical concerns?
The Statistics Speak for Themselves
According to the Centers for Disease
Control, 10% of American workers are
not physically capable of performing the
essential functions of their job safely. The
National Institute for Occupational Safety
and Health (NIOSH) reports that back
injuries account for 50% of all workers’
compensation claims, costing nearly $20
billion per year. The US Department of
Labor notes that in 2004, 33.4% of all
injuries were to employees with less than
one year of service with their employer.
Startling figures, however, you can counter these statistics by implementing a post
offer functional employment test that is
proven to reduce injuries, reduce the cost
of claims, reduce employee turnover and
provide you with employees physically
capable of completing all of the essential
functions of your job at the time of hire.
There are some upfront costs but, the
benefits and return on investment of the
testing program far outweigh the initial
fees. In fact, a solid testing program will
more than pay for itself in over a year’s
time.
How to Implement Post Offer
Employment Testing (POET)
Here’s what you need to know. Post offer
employment testing is legal. It is legal to
deny employment to a candidate who is
not physically able to do your job. How
do you determine the physical requirements of your job? The job analysis! It is
the foundation to developing an
―individualized test‖ per the EEOC and
ADA.
Components of the job analysis include
onsite data collection, report development, validation and regular reviews. It is
best performed by a third party or outside
vendor to ensure that it is an objective
report of the essential functions of your
job. Data collection includes the heights
and weights required to do the physical
components of the job. The data also
includes frequencies and distances, as well
as forces required to grip, pinch, push,
and pull. It reviews postures required in
the work place and provides a detailed
description of the physical demands of the
job. The job analysis is the key to employment testing and provides the legal foundation for functional employment testing.
Now for the exciting part – testing! The
EEOC states that employers can
deny employment when a candidate
cannot perform the essential
functions of the job and/or is in
direct threat of harm to self or
others (EEOC TAM 4.4). In my opinion, the best way to determine whether or
not an individual can do a job is to simulate that job as part of your functional
employment test.
If a worker has to shovel asphalt into or
out of a dump truck bed, then let’s simulate those exact motions and weights as
part of the test. And how do we know
that this is part of the job requirements?
Right, a job analysis details the exact
height of the dump truck bed and the
average weight of the asphalt and the
33.4% of all injuries were
to employees with less
than one year of service
with their employer.
- US Department of Labor
shovel. That’s just one part of the test.
There should be three to five of the
heaviest job functions simulated as part of
the test to determine a capable or not
capable result.
It is important to note that a medical
provider is making that determination. A
medical provider should be your partner
helping you administer and evaluate the
test.
Let’s consider some concerns that the date is not capable of meeting the qualifymedical provider completing the testing ing lift weight levels then we simply stop
might have. First and foremost, medical the test, excuse the candidate, and report
providers do
back to the
The
job
analysis
is
the
key
to
employment
not want to
employer that
testing
and
provides
the
legal
foundation
put anyone in
the candidate
harm’s way,
was
not
for post offer employment testing.
so additional
capable
of
components of the testing process include meeting the essential functions of the job.
a thorough medical questionnaire to At the conclusion of the test, we deliver
rule out any medical conditions that might reports to the employer.
contraindicate safe completion of a physiVoila! You now have a safe and capable
cally demanding test. Some of these inemployee able to accept the position and
clude high blood pressure, surgery in the begin working. Post offer employment
last six months, pregnancy or unreleased testing provides legal protection to emmedical restrictions.
ployers by helping you make objective
A thorough musculoskeletal exam
follows the medical questionnaire to determine a baseline of function. This includes objective range of motion and
strength measurements that are recorded
in the event of injury after employment.
Now we are getting close to doing some
actual physical testing, but prior to having
a candidate lift the 80 pound bag of concrete that is required for your job, we
want to make sure that they are safe to lift
that amount.
We determine safe lifting amounts using
qualifying lifts with a box and weights.
I’m sure we would all agree that it is
much easier to lift a box weighing 80
pounds than it is to lift a bag of concrete,
so let’s ―qualify‖ the lifting first before we
move on to the actual job simulation
test of the concrete bag. We can continue on with the job simulation as the next
part of the test, or if the employee candi-
hiring decisions.
Testing is affordable and provides a measurable return on your investment by reducing the risk of hiring your next work
comp injury, decreasing your turnover
rate and hiring the right people for your
job.
Post offer functional employment testing
is simply the right thing to do to eliminate
any bias or ambiguity in your hiring decision making. Get started today.
Midwest Builders’ Casualty is pleased to feature
Leslie Borden as our guest author for the
current issue. Our working partners often
provide us the insight and information we
require to provide our members the best level of
care and service. It is our intent to feature a
guest columnist in every issue to share unique
perspectives and knowledge based on their
industry and expertise.
Leslie Borden is a Certified Athletic Trainer
with over 20 years experience working in
outpatient physical therapy clinics and work
conditioning programs. She started with ARC
in 2004 and is currently the Employer
Resource Manager. ARC, a healthy workforce
company, was the 2010 Kansas City Chamber
of Commerce Small Business of the Year and a
2011 Kansas City Business Journal Champions
of Business award winner. They specialize in
workers’ comp physical therapy, hand therapy
and work conditioning programs. ARC also
offers job analysis and post offer functional
employment testing and injury management
programs for employers.
Choosing The Best Path
In our scenario, David Smith is an older
employee, a value to the company, who
has suffered a work-related injury. After
release from medical care, he is preparing
to return to work. His employer, Jones
Construction, must decide how best to
welcome David back to his job. If Jones
Construction places David in his former
position, David may risk a repeated injury. A second injury may be severe. It may
result in a lengthy and expensive claim.
The employer has options to prevent this
scenario, what is the right direction to
take?
While older and previously injured
employees may be able to perform their
job duties, they may be working closer to
their maximum level. How does Jones
Construction know that David is prepared
for the demands of his job? Jones
Construction should submit David to a Fit
for Duty test, which is one way to ensure
that employees are qualified to meet job
requirements. Fit for Duty testing is an
objective measure of an employee’s skills
and physical limits. These evaluations
provide baseline assessments needed to
make adjustments to work stations and
work patterns to keep employees as safe
as possible.
options are beneficial to your employees
and the company as a whole. Reassessing
job duties will help keep your employees
safe and may allow you to utilize the
experience of your employees in new
ways.
Midwest Builders’ Casualty is committed
to keeping you on the right path even after
a claim is resolved. We recognize business
continuity after an injury requires its own
attention. We have taken a complete
assessment of this and similar scenarios to
create a Workforce Deployment Packet.
It has been designed to help employers
address the issues concerning personnel
assignment and to actively prevent work
comp claims.
Long-term workers are an asset to the
work place, providing knowledge and
expertise. To retain the value these
employees provide to your company,
consider promoting them to a supervisory
position or teaming them with newer
employees to serve as mentors. Both
We also partner with medical facilities
throughout Missouri and Kansas that
provide Fit for Duty testing. Please
contact us to request a packet and for a list
of clinics performing Fit for Duty testing
in your area.
Announcing a New Awards Program
For almost twenty years, Midwest
Builders’ Casualty has acknowledged
members who have shown exemplary risk
management efforts by presenting a
monthly Loss Prevention/Loss Control
Award or a Grand Award. These awards
were given to members who actively focused on managing the inherent risks involved in their line of work and, as a result, have had good loss experience.
Beginning with the 2011 policy year,
Midwest Builders’ Casualty will take a
different approach to recognizing our
members’ commitment to risk management. The current awards program is
being restructured to create multiple categories that distinguish large and small
volume members allowing for the recognition of a variety of efforts that result in
the same success. Upon the completion
of the policy year, Midwest Builders
Casualty will recognize these member
categories based on annual premiums.
The ―Large Account‖ category will comprise members having greater than
$50,000 in annual premiums and the
―Small Account‖ category will comprise
members having less than $50,000 in
annual premiums.
Beginning 2012,
selected recipients will be recognized in
April each year.
In place of our former awards, three new
awards will be presented annually: Best
Overall Safety Program, Higher
Standards Award and Most
Innovative Safety Program. The Best
Overall Safety Program award will be
given to a member who has demonstrated
consistent and effective risk management
standards, safety programs, hiring practic-
es and loss experience over the course of
several years. The Higher Standards
Award will be presented to a member
who has implemented additional programs above and beyond those required
by Midwest Builders’ Casualty. Finally,
the Most Innovative Safety Program will
recognize a member who has incorporated creative and effective concepts into
their overall safety program.
By recognizing the unique and creative
ways in which members approach risk
management, Midwest Builders’ Casualty
is better able to help foster new ideas and
provide improvements to our members’
safety programs. We know all our members benefit from a strong commitment to
risk management.
Loss Prevention/Loss Control Award
L&R Industries in Cabool, Missouri is
the recipient of our March 2011 Loss
Prevention/Loss Control Award. The
award was presented to Doug Jones,
Vice President and co-owner and to
Debbie Gray, Human Resources
Manager.
programs for their employees. Debbie
Gray emphasized that their employees are
very valuable to their company — one of
their biggest assets. They do what they
can to invest in them.
L&R Industries is a steel construction,
manufacturing and fabrication company
that makes their safety programs a top
priority. ―It’s a group effort. Our
employees are committed to safety and
take on that responsibility along with the
company,‖ says Debbie Gray.
L&R Industries provides its employees
with regulatory training through monthly
safety meetings to stay current on changes
in the industry. This training promotes
safety through incentive and recognition
programs for their employees. Debbie
Grand Award
We are pleased to announce our Grand
Award winner, Mr. Adam Endicott,
President and C.E.O. founder of Unique
Metal Fabrications, Inc. established
1983 in Pittsburg, Kansas.
Adam believes in using a daily ―hands-on‖
management style. Adam is present on
the production floor to communicate his
expectations of safety directly to his crew
members working in various departments
inside his 125,000 square foot facility.
Unique Metal Fabrications’ safety success
is directly related to Adam’s attention to
detail and the expectations he sets. The
company conducts weekly safety meetings
and once a month, an outside safety consultant is invited to conduct a safety meeting to assist with identifying hazards that
may exist in the shop.
Unique Metal Fabrications’ crews have
assumed personal responsibility for their
safety program, and this is the main reason
for their success with safety and
health. When visiting their shop, you
rarely, if ever, witness an employee performing an unsafe act.
One trademark of the shop is its Good
Housekeeping practices. Day in and day
out, the shop floor and work areas are
kept neat and clean. This is only one
example of the positive employee
responses to Adam’s direct involvement
with the daily processes at Unique Metal
Fabrications, Inc. We wish him good luck
on his continued efforts and offer our
congratulations on his current success.
We are proud to recognize their efforts.
Congratulations to Doug Jones and
Debbie Gray.
Information & Updates
Our new after-hours emergency claim reporting phone line has been activated; our old pager number has been retired.
Please advise your employees to call (816) 922-9915 in the event of any serious accident which occurs outside of our office
hours of 7:45 a.m. – 4:15 p.m. or on weekends and holidays. Remember, you must contact us immediately in the event
of any accident in which an injury requires a call to 911 and/or emergency room treatment.
We have created wallet-sized reporting guideline cards for your employees that contain our contact information as well
as a quick reference guide to reporting an accident. If you are in need of additional cards, or have not yet received your
cards, please contact Midwest Builders’ Casualty. Also, industrial clinic cards have been updated. The updated cards
include clinics in Arkansas, Iowa, Nebraska, and Oklahoma. We will be happy to mail copies upon request or you can
locate this information on our website at www.mwbc.com, which is continually updated for changes.