This article was originally printed in the Sept/Oct 2026 issue of the California Veterinarian magazine.

When practice owners think about risk management, they often think about insurance. In reality, some of the most effective ways to reduce workers’ compensation injuries and Employment Practices Liability (EPL) claims begin long before an incident occurs. They begin with hiring, onboarding, training, communication, and leadership.

A new employee’s first few days set the tone for everything that follows. Effective onboarding is far more than completing paperwork and learning where supplies are stored. It is the time to review safe animal handling, lifting techniques, sharps safety, emergency procedures, controlled substance protocols, and expectations for reporting injuries or unsafe conditions. Whether welcoming a veterinary assistant, technician, client services representative, relief veterinarian, or doctor, every employee should understand not only how the practice operates, but why safety matters.

A comprehensive employee handbook is equally important. Too often, handbooks are written and then placed on a shelf. Instead, they should serve as a living resource that clearly outlines workplace expectations, anti-harassment policies, reporting procedures, leave policies, social media guidelines, progressive discipline, and standards of professional conduct. When expectations are communicated consistently, employees understand expectations, and leaders have a framework for making fair, consistent decisions. Just as importantly, the handbook should be reviewed regularly to ensure it reflects current laws, workplace practices, and the evolving needs of the practice.

Safety training should never be a onetime event. Veterinary medicine presents unique hazards, including animal bites, lifting injuries, needlesticks, radiation exposure, hazardous drugs, and slipand-fall accidents. Ongoing training, routine safety meetings, and discussions about near misses help reinforce safe practices before someone is injured. Combined with a written safety program and California’s required Injury and Illness Prevention Plan, these conversations create a culture where safety becomes part of everyday operations—not just a compliance requirement.

One-on-one meetings between supervisors and employees may be one of the most overlooked risk management tools available. Regular check-ins provide opportunities to answer questions, recognize accomplishments, address performance concerns, and discuss workplace issues before they grow into larger problems. Employees who feel heard are more likely to report unsafe conditions, ask for additional training, and raise concerns early. Those conversations can prevent misunderstandings that sometimes evolve into formal complaints or employmentrelated disputes.

Many workers’ compensation and EPL claims don’t begin with a single event—they develop from gaps in communication, inconsistent training, unclear expectations, or concerns that were never addressed. Strong leadership doesn’t eliminate every risk, but it dramatically improves a practice’s ability to prevent injuries, resolve concerns early, and foster a culture of accountability.