American Association of State Compensation insurance Fund
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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

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

Lexington, KY   40507-1724

Louisiana Workers' Compensation Corporation
Phone: (225) 924-7788
Address: 2237 South Acadian Thruway

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

Towson, MD   21286-2235

SFM Mutual Insurance Company
Phone: (952) 838-4200
Address: 3500 American Boulevard West Suite 700

Bloomington, MN   55431-4434

Missouri Employers Mutual Insurance
Phone: (800) 442-0590
Address: 101 N Keene St

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

Albuquerque, NM   87109

New York State Insurance Fund
Phone: (212) 312-7001
Address: PO Box 66699

Albany, NY   12206

Workforce Safety and Insurance
Phone: (701) 328-3800
Address: 1600 East Century Avenue Suite 1

Bismarck, ND   58506-5585

Ohio Bureau of Workers Compensation
Phone: (800) 644-6292
Address: 30 West Spring Street

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

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

Warwick, RI   02886-1378

South Carolina State Accident Fund
Phone: (803) 896-5800
Address: P.O. Box 102100

Columbia, SC   29221-5000

Texas Mutual Insurance Company
Phone: (800) 859-5995
Address: 6210 East Highway 290

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

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

Vancouver, BC   V6B 5L5

Manitoba Workers Compensation Board
Phone: (204) 954-4321
Address: 333 Broadway

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

Charlottetown, PE   C1A 7L7

Saskatchewan Workers Compensation Board
Phone: (306) 787-4370
Address: 200 - 1881 Scarth Street

Regina, SK   S4P 4L1

Puerto Rico State Insurance Fund Corporation
Phone: (787) 793-5959
Address: G.P.O. Box 365028

San Juan, PR   00936-5028
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AASCIF Newsletter

Five Great Challenges Ahead for AASCIF Leaders

By Shann Sievers, Director, HR, Facilities and Fleet, Missouri Employers Mutual

Whew! As the economy seems to be settled now, businesses can get back to business, employees can get back to work and job-seekers can expect to find more open roles. Money sitting on the sidelines will come back into the economy as investments in people, training, and technology, which in turn will lead to the innovation necessary to maintain, and then grow, our industry.

Or will it? I feel as though we’ve said both “goodbye” and “hello again” to uncertainty within our sector. We are still trying to sort out changes on the horizon and it feels as if we are sitting here, waiting for leadership of the future to just show up. The year 2014 promises to be one of the most challenging years yet for both our industry leaders and ourselves as HR leaders.  We will be forced to navigate a path around healthcare regulations that have yet to be fully vetted, mounting employee frustration with lack of growth, potential loss of benefits, and dimming hopes of a suitable retirement. Whatever your politics, we are all in the same boat, and it is starting to leak.

In the 2012 Society for Human Resource Management (SHRM) survey, “Challenges for HR Over the Next 10 Years,” you will see “developing leaders” takes the Number Two spot for concerns HR must address as identified by 52% of respondents. This is a big jump from the 2010 survey, in which a mere 29% of respondents named leadership development a pressing HR challenge. In our business, as in the rest of life, leadership skills are critical now more than ever.

Taking the Number One spot in the SHRM survey with 60% of respondents is “retaining and rewarding the best employees.” This makes sense as a lead-in, since I would argue the best employees are leaders – people leaders, management leaders, claims leaders, underwriting leaders, technical leaders or sales leaders. We, as an industry, need to fill the leadership gap, plan for succession within our employee bases, and do it fast.

Let’s look at the top five challenges to developing leaders and think a bit about how to address them. Here are five must-haves for every leader:

Invest in leadership development. Whether you believe leaders are born or made, AASCIF organizations still need to invest in their best employees to develop and sustain leadership qualities. We are not talking advanced training in PowerPoint here; it is a good tool, but at best, it is simply a tool. Real leadership training involves exposing your best employees to an immersive leadership environment. It is a big investment, but it is a form of long-term planning where you build the best team you can, then invest to make them better. Your people will recognize the investment in them, and both the business and the individual will reap the rewards.  Does the term “Succession Planning” come to mind?

Create a culture of collaboration. Leaders are at their best when the company culture demands collaboration. Rewarding individual success is necessary but not sufficient. Only in a culture of collaboration will organizations have developing leaders working together to bring other employees up and into the circle of leadership.

Develop communications skills. We may expect our leaders to be good communicators but, too often, that is not the case. Communication styles vary widely; what may work for one AASCIF fund may not work for another. This is part of developing a company culture: we need to set the bar high for communications skills, giving employees training where they come up short, and correcting style mismatches before harm is done. Good communicators build teams and trust; poor communicators create and feed uncertainty.

Drive and sustain real accountability. Leaders must be accountable.  We must own the problems we need to solve and own our failures to be credible when claiming success.

Be human and reward emotional intelligence. Yes, I am a huge fan of emotional intelligence and yes, it belongs on any “top five” leadership traits list. As organizations work with emerging leaders, HR must stay focused on helping new leaders hone their emotional intelligence. This is crucial. Please leaders, be human!

Finally, leaders and HR staffs must act now to advocate for employees of all levels – we too must be leaders. HR and leaders alike have many responsibilities. Maybe among the most important is developing the next generation of leaders and being more innovative as times change rapidly before our eyes. Where would you start? I’d love to know.



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