American Association of State Compensation insurance Fund
Canada and USAFind a Member
North America Map Yukon British Columbia Alberta Saskatchewan Manitoba Ontario New Brunswick Prince Edward Island Nova Scotia Maine Washington Oregon Idaho Montana Wyoming North Dakota Minnesota New York Rhode Island California Utah Colorado Missouri Kentucky Ohio Pennsylvania Maryland Arizona New Mexico Oklahoma Texas Louisiana South Carolina Hawaii

Magnifying GlassSelect a state or province from the map above to get primary contact and web information for any
member fund.

CopperPoint Mutual Insurance Company
Phone: (602) 631-2000
Address: 3030 North Third Street
Phoenix, AZ   85012

State Compensation Insurance Fund
Address: 333 Bush Street
Suite 800
San Francisco, CA   94104

Pinnacol Assurance
Phone: (303) 361-4000
Address: 7501 East Lowry Boulevard
Suite 800
Denver, CO   80230-7006

Hawaii Employers' Mutual Insurance Co. Inc.
Phone: (808) 524-3642
Address: 1100 Alakea Street
Suite 1400
Honolulu, HI   96813

Idaho State Insurance Fund
Phone: (208) 332-2100
Address: 1215 West State Street
P.O. Box 83720
Boise, ID   83720-0044

Kentucky Employers Mutual Insurance
Phone: (859) 425-7800
Address: 250 West Main Street Suite 900
P.O. Box 83720
Lexington, KY   40507-1724

Louisiana Workers' Compensation Corporation
Phone: (225) 924-7788
Address: 2237 South Acadian Thruway
P.O. Box 83720
Baton Rouge, LA   70808

Maine Employers Mutual Insurance Company (MEMIC)
Phone: (207) 791-3300
Address: 261 Commercial Street
P.O. Box 11409
Portland, ME   04104

Chesapeake Employers’ Insurance Company
Phone: (410) 494-2000
Address: 8722 Loch Raven Boulevard
P.O. Box 11409
Towson, MD   21286-2235

SFM Mutual Insurance Company
Phone: (952) 838-4200
Address: 3500 American Boulevard West Suite 700
P.O. Box 11409
Bloomington, MN   55431-4434

Missouri Employers Mutual Insurance
Phone: (800) 442-0590
Address: 101 N Keene St
P.O. Box 11409
Columbia, MO   65201

Montana State Fund
Phone: (406) 495-5015
Address: 855 Front Street
P.O. Box 4759
Helena, MT   59604-4759

New Mexico Mutual Group
Phone: (505) 345-7260
Address: 3900 Singer Boulevard NE
P.O. Box 4759
Albuquerque, NM   87109

New York State Insurance Fund
Phone: (212) 312-7001
Address: 199 Church Street
P.O. Box 4759
New York, NY   10007

Workforce Safety and Insurance
Phone: (701) 328-3800
Address: 1600 East Century Avenue Suite 1
P.O. Box 4759
Bismarck, ND   58506-5585

Ohio Bureau of Workers Compensation
Phone: (800) 644-6292
Address: 30 West Spring Street
P.O. Box 4759
Columbus, OH   43215-2256

CompSource Mutual Insurance Company
Phone: (405) 232-7663
Address: 1901 North Walnut Ave.
P.O. Box 53505
Oklahoma City, OK   73152-3505

State Accident Insurance Fund (SAIF)
Phone: (503) 373-8000
Address: 400 High Street SE
P.O. Box 53505
Salem, OR   97312-1000

Pennsylvania State Workers Insurance Fund
Phone: (570) 963-4635
Address: 100 Lackawanna Avenue
P.O. Box 5100
Scranton, PA   18505-5100

Beacon Mutual Insurance Company
Phone: (401) 825-2667
Address: One Beacon Centre
P.O. Box 5100
Warwick, RI   02886-1378

South Carolina State Accident Fund
Phone: (803) 896-5800
Address: P.O. Box 102100
P.O. Box 5100
Columbia, SC   29221-5000

Texas Mutual Insurance Company
Phone: (800) 859-5995
Address: 6210 East Highway 290
P.O. Box 5100
Austin, TX   78723-1098

Workers Compensation Fund
Phone: (800) 446-2667
Address: 100 West Towne Ridge Parkway
P.O. Box 2227
Sandy, UT   84070

Washington Department of Labor and Industries
Phone: (360) 902-5800
Address: P.O. Box 44001
P.O. Box 2227
Olympia, WA   98504-4001

Wyoming Division of Workers Safety & Compensation
Phone: (307) 777-7159
Address: Cheyenne Business Center
1510 East Pershing Boulevard
Cheyenne, WY   82002

Workers Compensation Board - Alberta
Phone: (780) 498-3999
Address: 9925-107 Street
P.O. Box 2415
Edmonton, AB   T5J 2S5

Workers Compensation Board of British Columbia (WORKSAFEBC)
Phone: (604) 273-2266
Address: P.O. Box 5350 Station Terminal
P.O. Box 2415
Vancouver, BC   V6B 5L5

Manitoba Workers Compensation Board
Phone: (204) 954-4321
Address: 333 Broadway
P.O. Box 2415
Winnipeg, MB   R3C 4W3

Phone: (506) 632-2200
Address: 1 Portland Street
P.O. Box 160
Saint John, NB   E2L 3X9

Workers Compensation Board of Nova Scotia
Phone: (902) 491-8999
Address: 5668 South Street
P.O. Box 1150
Halifax, NS   B3J 2Y2

Prince Edward Island Workers Compensation Board
Phone: (902) 368-5680
Address: 14 Weymouth Street
P.O. Box 1150
Charlottetown, PE   C1A 7L7

Saskatchewan Workers Compensation Board
Phone: (306) 787-4370
Address: 200 - 1881 Scarth Street
P.O. Box 1150
Regina, SK   S4P 4L1

Puerto Rico State Insurance Fund Corporation
Phone: (787) 793-5959
Address: G.P.O. Box 365028
P.O. Box 1150
San Juan, PR   00936-5028
Tools for Members

Member Home

Member Connection: A member-only forum where you can post questions and ideas.

Stat Book: A highly functional analytical tool that provides valuable comparative benchmarking results from among our members who participate.

Online Directory: Get connected with your counterparts through this comprehensive list of AASCIF members with updated phone number, email and website information.

Associate Member Lookup

Latest Newsletter

HR: Business Partner or Necessary Evil?

By Kris McFarland Sr., WCF Insurance, and Jaye B. Pierce, SPHR, SHRM-SCP, Idaho State Insurance Fund

The Office was a popular sitcom that ran for nine seasons, starting back in 2005. Candidly, it was painful for many HR professionals to watch. Those familiar with the show will understand the pain by remembering the stunts that Michael, the buffoonish office manager, pulled on his employees. And of course, Michael’s antics are what made the show so funny and wildly popular. One of Michael’s favorite targets was Toby, the HR director, and we all know why. What an easy target! Some of Michael’s comments to Toby, although irreverently humorous, wouldn’t be appropriate to share here. For sake of this article, can we agree that for Michael, Toby was a necessary evil and far from a true business partner?

There’s a tale of a candidate interviewing for a company’s senior HR position. At the conclusion, the CEO said she had time for one question from the applicant. He asked, "Is HR a necessary evil or a true business partner for you?" The CEO fidgeted in her seat and seemed a little hesitant to answer. Eventually she responded, "Necessary evil is too strong, but HR has not been a business partner in the past and I’d like to change that.” Her candor was reassuring. The CEO invited him to help, and together they transformed the organization’s HR team, and the company benefited from having a new business partner.

There are several potential reasons HR professionals and CEOs sometimes have love–hate relationships. Typically there’s fault on both sides. If love–hate describes your relationship, then start repairing that now to create a corporate competitive advantage. It will take both sides working together.

As we’ve met with HR professionals from all over the United States, we hear over and over "HR isn't taken seriously,” “HR is not part of the C-Suite,” and “HR is not invited to the table." In some cases, HR professionals have no one to blame but themselves because of poor preparation, shallow business acumen, and not understanding that HR exists to support the business. Sometimes, business leaders are also to blame for giving lip service to the importance of employees while overestimating the ability of spreadsheets, financial data, and computer systems to make an organization successful. People really do matter and are the backbone of any organization’s success. The Conference Board annually surveys CEOs about their top challenges, and year after year, human capital rates near the top if not the #1 challenge they face. 

To earn a C-Suite spot, HR leaders would benefit from focusing on productivity and profitability. By increasing organizational and individual productivity, HR professionals will earn their way—rather than cry their way—to the table. Sometimes HR has the reputation of being so obsessed with forms and regulations that it’s dubbed the “revenue generation prevention department.” This must change! Although the HR department doesn't generate revenue, it can increase productivity, and that leads to pure profit.

HR departments need to think of how to apply the principles of productivity and profitability in their organizations while realizing their staff role of supporting line managers. No company exists for HR any more than it does for finance or IT. These are essential, albeit, support functions. Corporate leadership would do well to value these support functions as critical components in the pursuit of its goals. And, let’s be honest, companies will never accomplish anything without the right people in the correct seat on their bus.

We invite organizational leaders to compare their philosophy about HR with Jack Welch’s, as captured in his book Winning. Key points include:

  • Without a doubt, the head of HR should be the second most important person in any organization and at least equal to the CFO.
  • Elevate HR to a position of power and primacy in the organization, and make sure HR people have the special qualities to help managers build leaders and careers. In fact, the best HR types are pastors and parents in the same package.
  • Unfortunately, at a lot of companies, HR isn’t even in the same room. And part of the reason for that is that the impact of HR is hard to quantify, unlike sales and finance.
  • HR often gets relegated or pushed into a benefits trap—administering insurance plans and overseeing scheduling issues like PTO.
  • It should be safe for HR to be transparent and do exactly what it should: listening to people vent, brokering internal differences, and helping managers develop leaders and build careers.

We invite HR professionals to consider the principles suggested in Ulrich, Allen, Brockbank, Younger, and Nyman’s work titled HR Transformation. Their book is supported by a website ( that provides helpful video examples from the authors.

Finally, we suggest CEOs and HR review together the July–August 2015 Harvard Business Review titled “IT’S TIME TO BLOW UP HR AND BUILD SOMETHING NEW.” This edition includes several articles that provide recommendations and realistic examples on how to convert the CEO–HR relationship into a business partnership that can provide a competitive advantage for your organization.

Hopefully, your working relationship—wherever it currently is on the business-partner-to-necessary-evil scale—can improve as you join forces to increase personal and organizational productivity and profitability. And, can we agree that a Michael–Toby relationship really doesn’t help any organization flourish?



Home | Contact | Site Map