As fraudulent claims become a bigger problem in California, companies and organizations must find new strategies to discourage them from ever being filed. All the emphasis today seems to be on finding ways to challenge and combat them; to deny benefits and trust the courts and the insurance companies to do the right thing. It’s a losing strategy.
The only effective way to minimize fraudulent claims is to prevent them from ever being filed in the first place. Since we have no way to impose our values, we must find ways to convince our workers to embrace those values; chief among them being honesty.
Just as we know that it’s the culture that has the greatest impact on behavior, and ultimately the number of injuries, we should also know that a strong culture can have the same impact on honesty. What we need to do is tie the two together. We can’t have a safety culture that doesn’t have honesty as part of that culture. And we can’t have a culture that values honesty that doesn’t value safe behavior. When we are investigating an injury we need candor and honesty from the person involved and any persons who witnessed the accident, so in every training and every meeting where we engage the workforce in the importance of safe behavior, we also need to reinforce the message that part of safe behavior is honesty. Our goal is to have the workforce take pride in their safety record, and since claims are part of that safety record, fraudulent claims inflict as much harm as legitimate injuries.
Every employee wants to know that the company values their safety, and they also want to know that they are working for a company that treats them with honesty and respect, and expects the same back from every worker. By making honesty a key component of the safety culture, you bring out the best in people, and enlist their support in encouraging others to be both safe and honest.