Northwire, Inc.
Proactive Injury Management with Return-to-Work
Goal
Northwire
Inc. (NWI, established in 1972produces custom wire and cable products
for medical, industrial, and various specialty markets. The company is a
service-oriented, attribute driven company whose product development is
driven by customer needs, problem-solving analysis, and solution
oriented engineering. Northwire's manufacturing facility was designed to
maximize production efficiency and allow for future expansion.
Vickie Jensen, NWI's Human Resource Manager, reported that the company
has a strong belief that values built on people, excellence, customer
service dedication and FUN are the keys to achieving success. These
concepts are reflected in the following core values:
- People: We care about people.
We all need to grow, have meaningful jobs, be treated with respect, be
recognized for the work we do, and be paid fairly.
- Excellence: Northwire's
standards requires a focus on high productivity, attention to details,
continual improvement, innovative methods, drive and commitment.
- Customer Service: At Northwire,
we hold our customers in high regard. We also value fairness and
honesty in our business.
- Dedication: We value loyalty
and commitment
- FUN: We believe that fun at
work is an important trait of a highly effective and successful
company. The link between fun at work and employee creativity,
productivity, morale, satisfaction, and customer service important in
a company's success.
Best Practices
Northwire's progressive "employee oriented" philosophy is evidenced
throughout their human resource management policies and practices. Of
particular note is the company's commitment to employee training,
proactive injury management, and attention to the physical well being of
workers.
Proactive Injury Management: Northwire’s company policy states
that employees are to be treated like family". The philosophy is clearly
evidenced throughout the company's injury management policies and
practices. Supervisors and colleagues are encouraged to treat fellow
employees as if they are their brother or sister and approach safety and
injury management practices from that perspective.
Returning an injured employee to work in
the shortest time possible is their goal with steps immediately taken
following an accident to see that this happens. This applies to both
work-related and non work-related injuries.
-
The injured workers immediate
supervisor collaborates with the Human Resource Director to maintain
open communication with the employee.
- The company's insurance carrier is
asked to assign a case manager for each injured employee to coordinate
the return-to-work program.
-
Job safety analysis
information outlining the physical requirements for each job is shared
with the treating physician. Photos and videotapes are also provided
by outside consultants to obtain accurate, detailed information on
which to base work restrictions.
- Customized light duty assignments are
developed for the injured employee based on their unique skills and
limitations. Light duty assignments are open-ended to allow for an
orderly return to maximum performance.
-
"Adjustments" to the work site
or job duties are developed to accommodate for temporary or permanent
restrictions. Northwire chooses to use the term adjustments to avoid
the stigma that often accompanies the term accommodation. Examples of
adjustments that have been made include assigning a "helper" for the
employee, redesigning the workstation, and re-engineering the
production process.
- Alternate employment within the plant
is an option for injured workers, this option has not been used as all
injured employees have returned to their previous job title.
- Proactive safety policies and
practices are in place to minimize lost time injuries. As a result, no
lost time injuries have been reported and only one OSHA reportable
injury for the first seven months of 2003.
Hiring: Historically, Northwire
has provided employment opportunities for applicants with disabilities
who are able to complete the essential job functions. As mentioned
earlier, outside consultants are hired to conduct formal job safety
analyses of every production position in the plant. This documented
review of the physical demands of jobs is used in the hiring process to
identify qualified workers and to train new employees.
Applicants with disabilities who are able
to complete the documented essential functions of a job are hired on the
basis of their qualifications. Once employed, workers with disabilities
are provided with extensive training and promotional opportunities and
have access to workplace "adjustments" to maximize their employment
potential.
Northwire maintains a positive working relationship with the Projects
With Industry Center staff at the University of Wisconsin-Stout to
recruit qualified applicants with disabilities. Furthermore, Vicki
Jensen, NWI Human Resource Manager, is a long-standing member of the
Projects With Industry Business Advisory Council and is actively
involved in the development and evaluation of activities designed to
identify and/or create employment opportunities for workers with
disabilities.
Unique Best Practices
Northwire's commitment to the health and safety of its employees is
evidenced through the following activities:
-
A Certified Industrial
Hygienist was contracted to conduct comprehensive air quality
assessments to establish baselines throughout the plant. When changes
are made to the physical environment additional assessments are
completed to maintain up-to-date information.
- A Certified Rehabilitation
Technologist was contracted to analyze production processes and
suggest modifications that would decrease exposure to injuries.
-
A Certified Ergonomist was
brought in to conduct a review of existing workstations and to suggest
modifications to enhance safety and reduce injuries.
- A Manufacturing Engineering student
from UW-Platteville was hired as an intern to upgrade storage and
handling of hazardous materials and address noise abatement issues.
Summary
Northwire is a progressive, employee oriented company that provides
employment opportunities for workers with disabilities as part of their
normal hiring, training, and promotional process. “New and existing
employees with disabilities are simply members of the team and treated
in a way that is consistent with the published key value that states: We
care about people".
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