Connecting with HR Leaders
Connecting with HR Leaders and Attorneys: Kutak Rock Employment Law Seminar
Yesterday, Emily Moody Ergonomics set up shop at the Kutak Rock Employment Law Seminar. I had the chance to connect with HR leaders and employment attorneys from across the Omaha area about workplace ergonomics and injury prevention strategies.
Here's the thing about ergonomic injuries: They're slow-developing and often preventable. But without a documented program, you have no way to prove you were proactive rather than reactive. A dedicated ergonomics program can provide that defensible documentation.
Quick audit for HR teams:
❓ Can you produce records of ergonomic training provided in the last 12 months?
❓ Do you have documented workstation assessments for employees who've reported discomfort?
❓ Is there a paper trail showing how and when you responded to ergonomic complaints?
❓ Can you demonstrate follow-up on implemented interventions?
If you answered "no" to any of these, your ergonomic program has gaps—gaps that become very expensive when workers' comp claims are filed.
Here's what defensible documentation looks like:
✅ Annual discomfort surveys (baseline data) ✅ Dated training materials and attendance records ✅ Individual assessment reports with photos and recommendations ✅ Follow-up check-ins at 30/60/90 days ✅ Updated assessments when job duties change
This is your evidence that you took reasonable, proactive steps to protect employees.
Starting from scratch?
Begin with these three actions:
1. Conduct a company-wide discomfort survey (Emily Moody Ergonomics has one ready to go!)
2. Schedule ergonomic education training (It’s my favorite thing to do!)
3. Create a system for logging and responding to discomfort reports (We can partner together on this. You are not alone!)
Small steps now = major protection later.
What's one documentation practice that's saved you in a workers' comp situation? Drop it in the comments—let's learn from each other.
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