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ErgoScience, Inc.

What's Driving Your Workplace Injury Costs?

Answer just 10 questions to uncover the biggest weakness in your injury prevention strategy and receive a personalized recommendation to reduce workers' compensation costs, turnover, and create a safer workplace.

Workplace Injury Prevention

QUESTION 1 OF 10

How do you ensure new hires are physically capable of safely performing the job?

We rely on interviews, the job description, or a manager's judgment. No physical testing. We use general pre-employment physician physicals, not tied to job-specific tasks. We use a physical ability test, but it’s a generic fitness test, not built for a specific job. We use job-specific physical ability testing based on the actual demands of the role.

Across your physically demanding roles, how do you evaluate tasks and workstations for ergonomic risk?

We do not perform ergonomic evaluations. We complete informal ergonomic observations if employees complain. We assess ergonomic risk periodically, focused on areas with the highest injury history. We regularly conduct ergonomic assessments and improve high-risk tasks.

What do you do when an employee reports early symptoms, such as soreness, stiffness, or discomfort?

Employees are expected to work through it. Employees are directed to see their personal physician, or self-report informally, with no consistent internal process. Employees can report symptoms and get evaluated, but follow-up and tracking are inconsistent. We have a structured early intervention program that encourages early reporting and prevents progression to a recordable injury.

How are your documented physical job demands used after an employee is hired?

We do not use documented physical job demands beyond hiring. They are referenced occasionally, but not as part of a consistent process. They are used for some return-to-work, accommodation, or ergonomic decisions. They are consistently used across hiring, return-to-work, ergonomics, accommodations, and job design decisions.

How do you currently track whether your injury prevention investments are actually reducing injuries and costs over time?

We do not track this. We know if injuries go up or down, but not why. We track injury counts, but do not tie them back to specific programs or investments. We review injury and cost data periodically, but do not compare it to a pre-program implementation baseline. We track pre- and post-implementation data against a baseline to validate reductions and ROI.

Over the past 12 months, how has your workers' compensation cost trended?

It has increased, and MSDs are a significant share of the claims. It has stayed flat, with MSDs still a regular presence in claims. It has decreased somewhat, though MSDs are still a factor. It has decreased consistently, and MSDs make up a small share of claims.

When a physician releases an employee to return to work after an injury, how do you confirm they can safely resume their previous duties?

We return them to their prior role based on the physician's release alone. We use an informal supervisor check before returning them to full duty. We return them to modified duty for a set period, without a physical test. We use a job-specific fitness-for-duty test, tied to the physical demands of the role.

What share of early turnover (first 90 days) in your physically demanding roles do you suspect is connected to the physical demands of the job?

A significant share. Early exits tied to physical demands are a known pattern. Some. It happens often enough to notice. A small share. It happens occasionally. Very little. Early exits tied to physical demands are rare.

How consistently do employees in physically demanding roles receive training in safe movement, lifting technique, and pre-shift exercises?

There is no formal training on movement or lifting technique. Training happens once, typically during onboarding, with no reinforcement. Training is refreshed periodically, though attendance and consistency vary by site. Training and pre-shift preparation, such as a stretch and flex routine, are standard practice across all locations.

If you operate across multiple locations, how consistent are your injury prevention practices from site to site?

Practices vary widely. Each site handles safety and testing on its own. There is a shared policy, but each site applies it differently in practice. Most sites follow a shared approach, with some variation at newer or remote locations. All sites follow the same documented practices, regardless of location or size.

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Your hiring and job readiness practices may be contributing to preventable injuries and early turnover in physically demanding roles. Strengthening hiring decisions through job analysis and job-specific physical ability testing can reduce early injuries, turnover, and workers' compensation claims.

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ErgoScience makes the workplace better by applying evidence-based injury prevention through proven, defensible methodologies.

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