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V O L . X X I I N O. I V F E B R UA R Y 2 2 , 2 0 1 6 14 H E A LT H C A R E & W E L L N E S S F O C U S — roughly $13.2 million in charity care, according to MaineGeneral's most recent fi nancial report. Core workplace health services, many dating back to the 1992 workers' comp reforms, include: Treating workplace injuries under the 10-day preferred provider rule allowing employers to choose where to send their injured workers if the injury happens at the worksite, along with coordinated follow-up care; Pre-employment health screenings; Drug and alcohol testing; Ergonomic evaluations; Maine Department of Transportation exams. "Not every business does post-hire physicals," Dumont-Bernier says. " e value to the company is that it helps them understand if the person hired is physically able to do the job they were hired to do." Sometimes those physicals determine the worker just hired isn't a good fi t for the required job skills or strength requirements. Other times they point to special accommodations that will be required under the Americans with Disabilities Act. "It's really all about preventing workers' compensa- tion injuries from happening," she says, noting that many workers' comp injuries occur within six months of someone being hired. "It's certainly an investment worth considering … a back injury typically is very costly." Workplace Health also helps employers with a high "MOD rate" identify ways to prevent work- place injuries and improve their claims history in order to lower their workers' comp costs. Workers' compensation-related services are paid on a fee-for-service basis according to Maine's workers' compensation fee schedule, while the department's wellness services typically involve a two-year contract based on numerous factors, including number of employees, number hours of coaching, programming and the kinds of consultations that the employer desires. Programs are customized for each employer according to needs and budget. Walking the walk Dumont-Bernier points to Kennebec Technologies President Charles "Wick" Johnson as an example of a business owner who understands the importance of investing in his employees' wellness and safety. In addition to off ering fl u shots at work and provid- ing incentives to encourage workers to participate in its voluntary wellness program, the company has created an organic garden at its Augusta plant and serves harvested vegetables in its lunchroom. Dumont-Bernier says Johnson has told her the wellness initiatives have helped the company "retain employees and attract new ones." "He truly believes in it," she says. "When it comes from the heart, you know they are doing it for the right reason." She says Workplace Health can help companies analyze their data to identify health risks of their particular employee demographics and then develop a wellness program tailored to those needs. "It's not a one-size-fi ts-all program," she says. "What we try to do is help them develop a long-term strategy." Dumont-Bernier and Hays acknowledge MaineGeneral's voluntary wellness program for its 4,300 employees has evolved over time. It began 14 years ago when the hospital went "smoke-free," picked up momentum 10 years ago with a health » C O N T I N U E D F RO M P R E V I O U S PA G E Featuring Heather McKay, Occupational Therapist and Dementia Care Specialist, this video training series helps not only professional caregivers but anyone who has someone in their life suffering from dementia. MEMIC policyholders can view the video training series, and many other workplace safety webinars and videos, by logging on to MEMIC's Online Safety Director at www.memicsafety.com. VIDEO SERIES DEMENTIA CARE NEW 8-PART TRAINING MaineGeneral Workplace Health's 5 tips for lowering your company's health costs 1. When hiring, take the time to fi t the right person to the job. Work with an occupational health provider to develop job-appropriate preplacement screenings. 2. Proactively focus on workplace safety: Injury pre- vention, ergonomics, training and education. 3. Choose a medical provider that understands occupational injury and illness. Build a relationship with the provider before an injury occurs. 4. Involve your employees in creating a culture of good health. 5. Include employee health as an important compo- nent of your business strategy. Invest the resources. S O U R C E : Denise Dumont-Bernier, director of Workplace Health, MaineGeneral Health Services

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