I first became acquainted with David’s knowledge of Workers’ Compensation when I attended a seminar in 2007. I took the opportunity to meet with David to discuss better ways we could handle not only our Work Comp claims, but how we needed to drastically overhaul our HR processes. The Benefits have been multitude. I have great confidence in ultimately can make a company more profitable.

— Colleen Maize, HR Director - Kasto, Inc.

Injury problems start at the day of hire. Human Resources is your key to creating a zero injury culture.  Zero Injury Culture and Recovery at Work are at the heart of your Workers' Compensation program.  Learn more below, but do not forget to download your free post-offer/pre-employment forms.

Human Resources is the key to creating a zero injury culture


While workplace health and safety policies and procedures are developed in response to a myriad of local and federal laws, they fall short when they do not influence employee behavior. As Certified WorkComp Advisors (CWCA), we work with HR professionals to help build a “Zero Injury Culture” that leads to higher employee morale, increased productivity, and reduced hiring and training costs.


How we can help you create a zero injury culture:

  • Put in place hiring practices designed to avoid hiring a Workers’ Comp claim waiting to happen. Hiring practices that include post-offer/pre-placement steps can make a difference. Download  post-offer/pre-employment forms here, or download from the Learning Center.
  • Encourage a culture of openness and transparency among management, supervisors and employees.
  • Educate supervisors in how a “just get it done” attitude leads to unsafe practices.
  • Establish workers’ compensation training for supervisors: Having the right skills to manage the human issues and work environment as well as the injury. Employees who work for trained supervisors have less lost work time.
  • Set up injury reporting and investigation procedures that work efficiently and effectively.
  • Implement return to work programs that everyone embraces.
  • Develop management commitment that goes beyond lip service.
  • Navigate the minefield of confusing overlaps in FMLA, ADA and Workers’ Comp.
  • Recruit and retain the best employees who care about their own well-being and the well-being of co-workers.
  • Benchmark and measure regularly. When team members know management cares, they care.


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Get in Touch


David Leng, CWCA,



724-863-3420 x 3329





John M. Duncan, Jr



724-863-3420 x 3311