TAN Annual Meeting Slated for Oct. 14 in Dallas

TAN Annual Meeting Slated for Oct. 14 in Dallas

The annual meeting of the Texas Alliance of Nonsubscribers will be held on Tuesday, Oct. 14, 2025, from 9:30 a.m. to 3:30 p.m., at the Dallas Public Library located at 1515 Young Street in Dallas. The always-popular meeting will include discussions on:

  • Key issues and emerging trends shaping nonsubscriber programs.
  • The latest legal developments and court rulings impacting nonsubscribers.
  • OSHA compliance, with key updates and common employer mistakes.
  • The 2026 Texas elections, with a look at what’s ahead and why it matters.
  • The economy’s current landscape and future outlook.
  • Top business priorities from the 2025 legislative sessions.
  • And more.

The meeting will include an opportunity to network with industry peers. Lunch will be provided. There is no charge to attend the meeting for TAN members and invited guests. You may register to attend by clicking here.

Study Highlights Workplace Injury Costs and Causes

Workplace accidents cost U.S. employers $58.7 billion annually, according to Liberty Mutual’s 2025 Workplace Safety Index. The top 10 causes of injuries account for $50.87 billion.

For 25 years, the index has identified the top causes of workplace injuries — those causing an employee to miss more than five days of work — and ranked them by their medical and lost-wage payments. The rankings are based on information from Liberty Mutual, data from the U.S. Bureau of Labor Statistics, and data from the National Academy of Social Insurance (NASI). The 2025 index reflects 2022 data, the most recent year for which data are available.

According to the index, overexertion involving outside sources remains the top cause of serious workplace injury, accounting for $13.7 billion in costs, largely due to manual material handling.

Falls on the same level is the second leading cause, with $10.5 billion in costs, emphasizing the need for slip, trip and fall prevention strategies.

“Struck by object or equipment” and “falls to a lower level” are the third and fourth leading causes and together account for $11.5 billion in costs.

The remaining top 10 causes are “injuries due to other exertions and bodily reactions,” “roadway incidents,” “caught in or compressed by equipment,” “repetitive motion injuries from microtasks,” and “struck against object or equipment.”

More information about the index is available here.

OSHA Updates Favorable for Employers

Two recent actions from the U.S. Occupational Safety and Health Administration (OSHA) should ease potential burdens on employers.

OSHA has withdrawn a Biden-era proposal that would have required employers to record work-related musculoskeletal disorders (MDS) in a special column on the OSHA 300 Log.

OSHA noted that since employers currently must record work-related MSDs anyway, the creation of a dedicated column for recording that data would not meaningfully enhance the quality of the data. OSHA said that although it is committed to accurate injury tracking and prevention, regulatory changes must yield demonstrable benefits to justify implementation.

The withdrawal maintains the current status quo, which requires employers to document all occupational injuries and illnesses that meet existing criteria — including musculoskeletal disorders.

The withdrawal notice was published in the Federal Register on July 1, 2025, and is available here.

Meanwhile, in a separate action, OSHA lowered the penalties it charges small businesses that work in good faith to come into compliance with safety regulations.

The new policy increases the amount of penalty reductions available for small employers, making it easier for small businesses to invest resources in compliance and hazard abatement. For example, a penalty reduction level of 70%, which was previously only applicable for businesses with 10 or fewer employees, will now be expanded to include businesses that employ up to 25 employees. The revisions also include new guidelines for a 15% penalty reduction for employers that immediately take steps to address or correct a hazard.

The updated policy also expands the penalty reduction for employers without a history of serious, willful, repeat, or failure-to-abate OSHA violations.

The new policy is available here.

Study Provides Insight Into Operational Challenges for Claims Management

Nearly half (46%) of workers’ compensation claims professionals report spending 30% to 40% or more of their time on administrative duties, according to Rising Medical Solutions’ 2024 Workers’ Compensation Benchmarking Study. Some 23% of claims professionals report spending 30% to 40% or more of their time on regulatory compliance tasks.

Making the paperwork challenge more difficult is the fact that 55% of claims professionals report using five or more different systems in their daily work.

The report is based on first-person focus group research conducted late last year with claims and medical management executives.

Focus group participants said that the industry suffers from a lack of technological innovation. Almost half (44%) said their organization has not implemented tools to improve injured worker communication.

Study participants said a successful approach combines human-centered claims management with digital advancement in handling repetitive administrative tasks. More than a third (35%) of claims professionals said that automating administrative tasks, such as form filing or other regulatory requirements, would be the most helpful. The next most helpful, at 17% each, were automation of claims tasks and prescriptive analytics to determine which activities would achieve the best claims outcome.

Another problem area to emerge from the research was the struggle to attract and retain experienced staff in the workers’ compensation claims. According to the report, 72% of organizations now provide training for new hires with minimal experience.

The report is available here.

DOL Touts Self-Audit Programs to Address Workplace Violations

The Department of Labor (DOL) is expanding several programs that allow employers to report and correct workplace violations to avoid formal investigations or lawsuits.

According to the DOL, the self-audit programs are intended to give employers, unions, and benefit plan officials the tools they need to correct potential violations proactively and reduce the need for formal investigations.

The DOL announced the following programs are being expanded or enhanced:

  • The Wage and Hour Division is relaunching and expanding the Payroll Audit Independent Determination (or PAID) program, which allows employers to resolve minimum wage, overtime and leave violations under the Fair Labor Standards Act and Family and Medical Leave Act.
  • The Occupational Safety and Health Administration (OSHA) is expanding its On-Site Consultation Program, a no-cost, confidential service for small businesses. OSHA also supports ongoing compliance through its Voluntary Protection Programs, which recognize employers with exemplary safety and health practices.
  • The Employee Benefits Security Administration provides two powerful self-correction programs: the Voluntary Fiduciary Correction Program for fixing fiduciary violations and prohibited transactions, and the Delinquent Filer Voluntary Compliance Program for catching up on overdue benefit plan filings.
  • The Veterans’ Employment and Training Service is launching the SALUTE: Support and Assistance for Leaders in USERRA Training and Employment program, which gives employers a way to ensure their policies comply with service members’ employment and reemployment rights under the Uniformed Services Employment and Reemployment Rights Act (USERRA).
  • The Office of Labor-Management Standards maintains a Voluntary Compliance Partnership program to help unions and their affiliates assess compliance with the Labor-Management Reporting and Disclosure Act, including reporting and disclosure requirements and financial integrity.

More information is available here.

Workers Share Thoughts on Their Safety in the Workplace

Workers overwhelmingly feel that their workplace is safe (81%), but nearly half (46%) have experienced — either personally or through a relative — a workplace accident or work-related illness.

That’s according to EcoOnline’s recent report How Safe & Sustainable Is Your Workplace? The survey includes data from 1,000 respondents in the United States and Canada.

According to the survey, 44% of workers are exposed to chemicals on the job and, of that, nearly 40% say their company is not actively working to substitute hazardous chemicals. Most workers (78%) say they receive formal chemical training, and 80% have access to safety data sheets; however, they say these aren’t available via QR code on mobile devices.

The survey found lone workers less likely than other workers to believe their employer takes their safety seriously. One in three North American workers (35%) identify as lone workers. Of those, 45% strongly agree their employer takes lone worker safety seriously, compared to 53% of all North American workers who feel safe.

Seven in 10 employees (70%) say they’d feel safer with more digital health and safety tools, rising to 81% among those aged 18-34. Even though 41% want to report incidents digitally, many still rely on manual processes.

Some 62% of workers are open to AI improving workplace safety, increasing to 70% for 18- to 34-year-olds.

Although health and safety is a key part of workplace experience, respondents say sustainability matters too. Some 72% of North American workers say it’s important that their company actively reduces environmental impact. However, only 33% say their business uses a recognized Environmental, Social and Government (ESG) framework and 24% don’t even know what ESG is — signaling a disconnect between values and corporate communication.

The survey report is available for download here.

Businesses Look to Shift More Health Care Costs to Employees

A majority of large employers say they intend to shift more health care costs to employees in 2026 benefit offerings, according to Mercer’s Survey on Health and Benefit Strategies for 2026.

Some 51% of large employers — defined as those with 500 or more employees — say they are likely or very likely to make plan design changes in 2026 such as raising deductibles or out-of-pocket maximums. That’s up from 45% in last year’s survey.

According to the survey, 35% of large employers will offer a nontraditional medical plan option in 2026 with a range of medical and financial options, up from 6% in 2025. Variable co-pay plans are one example and typically offer no or low deductibles and set co-payments for services based on individual providers’ fees. These co-pays are fixed and communicated up front, giving members the opportunity to select lower-cost providers.

The survey also found 61% of large employers are exploring some type of alternative to standard pharmacy benefit contracts that would potentially provide greater clarity about the cost of drugs or specific services offered by pharmacy benefit managers.

Other survey findings include:

  • More than 75% of large employers will offer digital stress management or resiliency resources in 2026, such as mindfulness and meditation apps, or apps grounded in cognitive behavioral therapy. Half (51%) will offer in-person or live online resources for stress management and resiliency, such as individual or group training sessions or coaching.
  • Nearly 40% of all large employers surveyed — and 60% of those with 20,000 or more employees — conduct mental health training for managers.

The survey includes 711 U.S.-based organizations (504 organizations with 500 or more employees and 207 organizations with fewer than 500 employees) and was fielded between April 8 and April 25, 2025. The survey report is available for download here.

HR Managers Discuss Trend of Multiple Rounds of Layoffs

Companies across the U.S. are entering a concerning new pattern: serial layoffs where roles are cut and then refilled within a matter of months.

A recent survey shows 78% of HR leaders say their company has conducted multiple rounds of layoffs in the past year. According to the survey, layoffs are not only recurring but happening in rapid succession. Among HR leaders who have overseen multiple rounds of layoffs, 9% report that the layoffs occurred less than one month apart, while 27% say layoffs took place just one to two months apart.

The survey was conducted by Careerminds in July 2025 and includes responses from 600 HR professionals across the United States.

Almost half of HR managers (49%) report that companies rehire up to a quarter of the roles they have previously cut within 12 months. Repeated layoffs trigger more than just operational disruption, and HR leaders are dealing with a fallout of fractured trust, stability and confidence within remaining teams.

Some 49% of HR leaders have observed a significant decline in employee morale following serial layoffs, often driven by survivor’s guilt, while 47% see a drop in productivity overall. Voluntary resignations also surge, with 41% noting increased turnover as remaining employees seek more secure roles elsewhere.

The survey found that in many cases the company also loses more than headcount: 38% say vital knowledge and skills walked out the door with exiting employees; 29% report harm to their brand as an employer; and 34% saw a decline in the quality of customer service.

More than half of HR leaders (55%) cite budget cuts or financial instability as the primary driver behind layoffs, while 38% point to shifting business priorities. Some 37% highlight disruption to their industry as a key reason, including the development of artificial intelligence.

More information about the survey is available here.

Managers Report Increased Use of AI in Making Personnel Decisions

A recent survey of U.S. managers with direct reports finds a majority of those using AI at work rely on it to make high-stakes personnel decisions, including who gets promoted, who gets a raise, and who gets fired.

The survey, conducted by Resume Builder, also reports these other key findings:

  • Six in 10 managers rely on AI to make decisions about their direct reports.
  • Most of these managers use AI to determine raises (78%), promotions (77%), layoffs (66%), and even terminations (64%).
  • More than one in five frequently lets AI make final decisions without human input.
  • Two-thirds of managers using AI to manage employees haven’t received any formal AI training.

When asked which tool they rely on most, ChatGPT takes the top spot, with 53% of AI-using managers citing it as their go-to. About 29% say they primarily use Microsoft’s Copilot, while 16% say they mostly use Google’s Gemini.

Nearly all the respondents use AI to create training materials (97%), and most use AI to build employee development plans (94%), assess performance (91%), and draft performance improvement plans (88%).

A majority (71%) of managers who use AI to help manage their teams express confidence in AI’s ability to make fair and unbiased decisions about employees. More than 20% say they allow AI to make decisions without human input either all the time (5%) or often (16%), while another 24% sometimes do.

Only one-third (32%) of managers using AI to manage people say they’ve received formal training on ethically using AI in managing people, while 43% have received informal guidance. Nearly one in four (24%) say they’ve received no training at all.

More information about the survey is available here.

Federal Employees Notified They Can Advocate for Their Religion at Work

The Trump administration has notified federal employees that they can advocate for their religion while on the job. A recently released memo from the Office of Personnel Management (OPM) describes proselytizing at work as Constitutionally protected free speech.

Although the guidance currently only affects federal employees, observers believe it may signal a similar shift is coming for private employers.

According to the memo, civil servants may attempt to persuade others of the correctness of their own religious views, provided that such efforts are not harassing in nature.

This right is not limited to employees, according to the memo. Supervisors have the right to encourage employees to attend a specific church or attend Bible study groups, according to examples cited in the memo. However, unwillingness to engage in such conversations may not be the basis of workplace discipline.

Meanwhile, a separate survey from Myperfectresume.com finds 34% of workers say workplace discussions about politics, religion or social issues are disruptive and should be avoided. According to the survey, 74% of respondents say they adjust their communication at work to avoid conflict. Other results include:

  • Some 68% have held back their opinions due to concerns about how their political affiliation might be received, and 43% have witnessed or experienced some form of discrimination related to political expression in the workplace.
  • Employees feel pressure to align with company values: 41% felt pressured to agree with a workplace stance on a social or political issue to fit in or avoid conflict.

The findings are based on a national survey of 1,000 U.S. employees conducted May 8, 2025, via Pollfish. More information about the Myperfectresume survey is available here.

The OPM memo is available here.

Department of Justice Issues Guidance on DEI Programs

The Department of Justice (DOJ) has issued guidance for how it will apply federal antidiscrimination laws, with special emphasis on ensuring an employer’s Diversity, Equity and Inclusion (DEI) program isn’t discriminatory.

The guidance ostensibly is directed at employers that receive federal funds; however, it advises all organizations to review all programs, policies and partnerships to ensure compliance with federal law.

According to the memo, entities may violate federal antidiscrimination laws by engaging in the following practices:

  • Race-based scholarships or programs.
  • Preferential hiring or promotion practices.
  • Access to facilities or resources based on race or ethnicity.
  • Using recruiting strategies that target specific geographic areas, institutions or organizations chosen primarily because of their racial or ethnic composition.
  • Mandating diverse representation.
  • Separating training participants into race-based groups.

The memo also compels organizations to “affirm sex-based boundaries rooted in biological differences.” It says policies that allow males, “including those self-identifying as ‘women,’” to use intimate spaces designed for women may create a hostile environment.

Also included in the memo are examples of “best practices” for organizations to follow. These include the following:

  • Ensure inclusive access to workplace programs, activities and resources for all qualified individuals, regardless of race, sex, or other protected class.
  • Base selection decisions on specific, measurable skills and qualifications directly related to job performance or program participation.
  • Document clear, legitimate rationales unrelated to race, sex, or other protected characteristics if using criteria in hiring, promotions, or selecting contracts that might correlate with protected characteristics.
  • Eliminate diversity quotas.
  • Avoid exclusionary training programs.
  • Include nondiscrimination clauses in contracts to third parties and monitor compliance.
  • Establish clear antiretaliation procedures and create safe reporting mechanisms.

The memo is available here.

Worker Surveys Reflect Engagement and Age Discrimination

Older Americans are the most engaged employees at work but say that they are being “systematically pushed out, overlooked, or subtly encouraged to retire earlier than planned,” according to a pair of recently released reports.

According to a recent survey from FlexJobs, baby boomers reported the highest levels of workplace engagement, with 75% of boomers saying they are “always” or “often” engaged while on the job. That compares to 70% of Gen X workers and 62% of millennials.

About 27% of millennials, 22% of Gen X, and 17% of boomers say they’re only “occasionally” engaged at work. Additionally, 11% percent of millennials say they’re “rarely” or “never” engaged, compared to 8% of Gen X and boomers.

A 2024 survey from AARP revealed 64% of workers 50 years old and older say they have seen age discrimination at work, either toward themselves or someone else.

More than a fifth of survey participants (22%) say they feel like they are being pushed out of their jobs because of their age. A quarter (25%) say their work leadership does nothing to address discrimination.

AARP data show that of those who have seen or experienced it, 90% in the general population believe age discrimination toward older workers is common, including 35% who believe it is very common.

More information about the AARP survey is available here.

The FlexJobs survey of more than 2,000 U.S. professionals was conducted June 10 through June 24, 2025. More information about this survey is available here.

State News

Insurance Journal
Viewpoint: A Workers’ Comp Hard Market Is Coming to California
Word on the street is that California employers should start expecting higher workers’ compensation rates. Click here for full article.

UGA Today
Units Collaborate To Improve Workers’ Compensation Program 
Recent enhancements to the University of Georgia’s workers’ compensation program have enabled injured UGA employees to return to work faster and healthier through a more streamlined process. Click here for full article.

UC News
Preventing Workplace Injuries
The University of Cincinnati is working with Ohio’s Bureau of Workers’ Compensation to use digital technology to make workplaces safer. Click here for full article.

Tech Xplore
AI System Helps Prevent Workplace Injuries
The University of Cincinnati is working with Ohio’s Bureau of Workers’ Compensation to use digital-twin technology to make workplaces safer. Click here for full article.

Cascade PBS
The Controversial Medical Exams That Help Decide WA Workers’ Comp
From across the room, Dr. Wendelin Schaefer squinted toward Marcus Jordan as he measured the movement of his arm. Screenshots of the recorded exam show the doctor, dressed in a purple shirt and tie, leaning back in his chair as he assessed Jordan from several feet away. Click here for full article.

General News

Financial Post
Howard Levitt: The Cost Of Substandard Workplace Safety Policies Can Be Catastrophic
Health and safety policies are not optional reading material. They can be the difference between life and death. And, as the recent case of Ontario (Ministry of Labour, Training and Skills Development) v. New Leaf: Living and Learning Together Inc. makes clear, they can also be the difference between solvency and financial ruin. Click here for full article.

Ogletree Deakins
OSHA Extends Comment Period Deadline for 20 Proposed Rules to November 1, 2025
On August 20, 2025, the Occupational Safety and Health Administration (OSHA) extended the deadline for written comment on twenty of the twenty-six previously published notices of proposed rulemaking from September 2 to November 1, 2025. Click here for full article.

AInvest
The New Industrial Revolution: How AI and IoT Are Reshaping Workplace Safety and Unlocking Investment Opportunities
The industrial landscape is undergoing a seismic shift, driven by the convergence of artificial intelligence (AI), the Internet of Things (IoT), and Software as a Service (SaaS). Click here for full article.

ForConstructionPros.com
Experts Call for Better Use of OSHA Injury Data to Prevent Workplace Accidents
Each year, millions of U.S. workers are injured on the job, yet the full scope of workplace injuries remains unclear. Click here for full article.

The Philadelphia Inquirer
Prevent Workplace Injuries With These Safety Tips
Seventy-five percent of small businesses experienced at least one workplace injury in the past year, according to the 2025 State of Workplace Safety Report from small business insurer PIE Insurance. Click here for full article.

Quiver Quantitative
CorVel Corporation Partners with The Save Mart Companies to Achieve 2025 Workers’ Compensation Risk Management Award for Excellence
CorVel Corporation announced that its partner, The Save Mart Companies, has received the 2025 Workers’ Compensation Risk Management Award for Excellence from PropertyCasualty360 during the WCI Conference in Orlando. Click here for full article.

USA Today
One in Ten Workers Feel Unsafe at Work, According to New OSHAOureachCourses.com Survey
A new report released by OSHAOutreachCourses.com reveals troubling insights into how American workers perceive safety at their job sites. Click here for full article. 

WorkersCompensation.com
Suit Against Tesla Alleges ‘Culture of Workplace Violence’
A new lawsuit alleges that working conditions at the Tesla manufacturing plant in Fremont, Calif., include workplace violence between employees, as well as sexual assaults, onsite drug and alcohol use and “prevalent” bigotry. Click here for full article.