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Findings and Recommendations 12 findings
F1
As an equal opportunity employer, the county is mandated to comply with federal and state disability laws. An employee who believes that s/he has suffered discrimination of any kind is encouraged to bring this to the attention of the Sonoma County Equal Employment Opportunity Manager. 2/5 July 1, 2004
No recommendations for this finding
F2
The county provides extensive benefits administered by Risk Management, including health coverage, retiree health coverage, insurance, retirement pension and long term disability.
No recommendations for this finding
F3
During the past decade, the county’s budgeted costs for workers’ compensation have increased 154%, resulting in annual expenditures of over $14,000,000 for FY 2003-2004. This prompted evaluation of the costs by the five major department heads whose workers’ compensation claims account for 78% of the county’s total workers’ compensation costs. The departments with the highest costs due to the nature of their work include Sheriff, Human Services, Probation, Public Works and Health Services
No recommendations for this finding
F4
Strategies recommended to reduce workers’ compensation costs include implementation of an improved Injury and Illness Prevention Program (IIPP), a safety awareness summit meeting (June 2003), an audit of the county’s medical costs and a focus on returning employees to work as quickly as medically feasible through a Transitional Duty/Return to Work Program.
Related Recommendations (2)
R3
All mid-level management, division directors, supervisors and employees must be instructed on a regularly scheduled basis and at least twice during the year beginning in September 2004 in the revised Illness and Injury Prevention Program with greater emphasis on departmental responsibility.
R4
Evaluation of the results of the pilot Safety and Loss Prevention and the Transitional Duty/Return to Work Program in the five major departments (Sheriff, Probation, Health Services, Public Works and Human Services) should be analyzed, and if cost effective implemented countywide.
F5
The waiting period for Short Term Disability has been reduced to seven days.
No recommendations for this finding
F6
The implementation in 2003-04 of pilot Safety and Loss Prevention and Transitional Duty/Return to Work Programs for the five major departments with the highest workers’ compensation costs is an attempt to reduce injuries and to return injured workers to work as soon as possible but at least within 90 days after injury.
No recommendations for this finding
F7
Since 1998, the average time for resolution for Long Term Disability Retirement, from application to date of acceptance of the retirement decision is 9.4 months.
No recommendations for this finding
F8
The Revised Employee Benefits Package is given to all new employees detailing essentials of the employee benefits provided to them and information on steps to follow when an illness or injury occurs. This was implemented in June 2003. Within one month of hiring, the majority of new employees receive an eight-hour training session explaining this manual.
No recommendations for this finding
F9
According to some employees, communication between representatives of unions, risk management, workers’ compensation and disability retirement is less than adequate, resulting in poor collaboration and ineffective guidance for the employees.
Related Recommendations (1)
R2
The Disability Retirement Board and Risk Management must meet with union representatives as often as necessary, but at least monthly, to establish better communication and understanding.
F10
Qualified Medical Examiners (QME) are physicians appointed by the County to determine the medical needs of ill/injured employees requesting accommodation and/or disability retirement. These physicians may be qualified to evaluate the needs of injured workers but they do not always have the medical expertise required to determine the needs of employees who develop an illness.
Related Recommendations (2)
R1
The Board of Supervisors should create a new position for an independent employee advocate who has medical and legal expertise to guide ill/injured employees who are unsure of their options through the various benefit systems to ensure they receive the appropriate outcomes.
R5
For employees who develop an illness during their employment, the evaluation and recommendations of the employee’s medical specialist should be given priority regarding accommodation and disability retirement if the county appointed Qualified Medical Examiner (QME) does not possess equal expertise. Required Responses to Findings None Required Responses to Recommendations County Board of Supervisors - R1and R4 Human Resources - R1, R3, R4 Risk Management - R2, R3, R4, R5 Health Services - R3, R4 4/5 July 1, 2004 Human Services - R3, R4 Retirement Board - R2, R3, R5 Probation - R3, R4 Sheriff - R3, R4 Public Works and Transportation - R3, R4
F11
Reasonable accommodation for ill/injured employees does not seem to be applied appropriately in all departments. Some employees who requested accommodation, which is reasonable, perceived they have been rejected unfairly. Undue stress and anxiety arose in situations that could have been resolved with better communication.
Related Recommendations (1)
R1
The Board of Supervisors should create a new position for an independent employee advocate who has medical and legal expertise to guide ill/injured employees who are unsure of their options through the various benefit systems to ensure they receive the appropriate outcomes.
F12
The jury received unsolicited suggestions from management, union representatives and affected employees that an employee advocate position would benefit employees who 3/5 July 1, 2004 have difficulty navigating the system to better focus on the most appropriate solution for their particular situation. Conclusions Many complaints regarding reasonable accommodation and workers’ compensation should be resolved in a timely manner with the implementation of the revised 2003 Illness and Injury Prevention Program and the Safety and Loss Prevention and Transitional Duty/Return to Work Programs during 2003-04. The majority of new employees receive an orientation session within one month of hiring with instruction given regarding their employee benefits. This includes information on health coverage, life insurance, long term disability, deferred compensation, educational leave, safety measures in the workplace, ergonomics and the Employee Assistance Program. However, a major weakness is some ill/injured workers, with many years of service, still lack understanding of where to go and what to do in the event of illness or injury. An employee advocate, who is knowledgeable in all the options, is needed to guide these employees.
No recommendations for this finding
Conclusions 1
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CL1 Page 4Many complaints regarding reasonable accommodation and workers’ compensation should be resolved in a timely manner with the implementation of the revised 2003 Illness and Injury Prevention Program and the Safety and Loss Prevention and Transitional Duty/Return to Work Programs during 2003-04. The majority of new employees receive an orientation session within one month of hiring with instruction given regarding their employee benefits. This includes information on health coverage, life insurance, long term disability, deferred compensation, educational leave, safety measures in the workplace, ergonomics and the Employee Assistance Program. However, a major weakness is some ill/injured workers, with many years of service, still lack understanding of where to go and what to do in the event of illness or injury. An employee advocate, who is knowledgeable in all the options, is needed to guide these employees.
No Responses Found 3
Government entities assigned to respond to this report. No response documents have been linked in our database.
Sonoma County Board of Supervisors
Elected County Office
Sonoma County Sheriff
Elected County Office
Sonoma County Transportation Authority
Transit Authority