Injury Duration Guidelines are helpful, yet many employers don’t know such tools are available. In planning for transitional duty, it is often helpful to know approximately how long an injured worker may be out of work. It is a way to compare against what the doctor and/or the employee say is the expectation of time out of work. If there is a discrepancy in the what you are told, ask your medical advisor.
Keep in mind any length of disability depends on many factors such as the severity of the injury and other medical conditions. For example, it may take a person with diabetes much longer to heal, than someone who does not have this condition.
When using these guidelines as a tool showing minimum times equate to clerical, light-duty job. Maximum time-frames are for heavy industrial type jobs. All time-frames are measured in weeks, unless otherwise noted.
AND, tie this in with the COST SAVINGS of Transitional Duty by showing the potential cost savings. For example, a company can save up to $126,000 enter 21 days X $200/day plus $1,500 replacement costs X 4.5% profit margin. Change the data to your own data. This is an example! Try an example for your own company – click here: Transitional Duty Calculator
Injury Duration Guidelines-Upper Body Injuries
| Type of Injury Upper Body |
Area#Weeks |
Area#Weeks |
Area#Weeks |
Area#Weeks |
| |
Chest |
Abdomen |
Back |
Shoulder |
| Abrasion/Contusions |
0-6 See Note 2 |
1-2 See Note 3 |
1-4 |
1-2 |
| Burns |
|
|
|
|
| Dislocation |
0-1 |
|
0-8 |
1-20 |
| Fractures |
0-3 |
|
1-8 |
3-6 |
| Incisions |
2-4 |
2-3 |
2-3 |
0-2 |
| Lacerations |
1-6 |
1-6 |
3-4 |
1-6+ |
| Punctures |
2-4 |
1-6 |
1-6 |
1-4 |
| Sprains/Strains |
|
|
2-6 |
1-8 |
| Repetitive Motion/Tendinitis |
|
|
|
0-3 |
Note 1: Burn healing depends on degree (area and depth)
Note 2: Dislocations and Fractures apply to ribs. Punctures and incisions are those penetrating the thoracic cavity.
Note 3: Punctures and incisions are those penetrating the abdominal cavity.
Note 4: 2nd or 3rd degree, area variable.
Note 5: Total recuperation. However, there may be little disability during that time if walking is minimized.
Note 6: Time for carpal tunnel syndrome is quite variable, in part because factors other than workplace injuries are often involved.
Injury duration timeframes provided by Leslie J. Hutchinson, MD, MPH, FACOEM andSanford S. Leffingwell, MD, MPH, Board-Certified in Occupational and Preventive Medicine. They can be reached at: 1-770-963-1223 HLM Consultants or hlm@hlmconsultants.com
WC Calculator www.ReduceYourWorkersComp.com/calculator.php
TD Calculator www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php
WC 101 www.ReduceYourWorkersComp.com/workers_comp.php
Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel or other professionals before implementing any cost containment programs.
©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Several strategies to consider when creating return to work opportunities: 1-Prepare a physical binder full of alternative job descriptions within the company (or sister companies) 2-Create a return-to-work resource center 3-Consider outside resources to accommodate transitional duty workers 4-Promote internal online job listing resources 5-Encourage volunteerism and partner with local employment agencies or volunteer groups to enhance workers' options. 6-Conside home-based employment Think "out of the box" when considering your approach to getting employees back to the workforce. There are many productive tasks to keep workers productive and involved in the workforce. Gordon R. Butler, national authority/consultant on employability & wage capacity in workers comp, liability, PIP and LTD Claims. can be reached at 321-377-1164 (cell) or email gbutler@gbutlerconsult.com www.gbutlerconsult.com WC Calculator www.ReduceYourWorkersComp.com/calculator.php TD Calculator www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php WC 101 www.ReduceYourWorkersComp.com/workers_comp.php Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs. ©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. For reprint permission contact Info@WorkersCompKit.com
Injury Duration Guidelines are a tool for employers. Many employers do not know that this type of tool exists. They are helpful to know approximately how long an injured worker may be out of work. It is a way to compare against what the doctor and/or the employee say is the expectation of time out of work. If there is a discrepancy in what you are told, ask your medical advisor.
Keep in mind any length of disability depends on many factors such as the severity of the injury and other medical conditions. For example, it may take a person with diabetes much longer to heal, than someone who does not have this condition.
When using these guidelines as a tool showing minimum times equate to clerical, light-duty job. Maximum time-framesare for heavy industrial type jobs. All time-frames are measured in weeks, unless otherwise noted. Thus, If you were able to bring an employee with a nose who works a heavy industrial type job burn back to work back to a lighter clerical-type job, you could save up to 3 weeks of lost time.
AND, you can figure out the potential cost savings by using the Transitional Duty Calculator to see that this can save up to $126,000 enter 21 days X $200/day plus $1,500 replacement costs X 4.5% profit margin. Change the data to your own data. This is an example. Transitional Duty Calculator
Injury Duration Guidelines-Head Injuries
| Type of InjuryHEAD |
Area
#Weeks
|
Area
#Weeks
|
Area
#Weeks
|
Area
#Weeks
|
Area
#Weeks
|
Area
#Weeks
|
Area
#Weeks
|
| |
Scalp
|
Skull
|
Face
|
Ears
|
Eyes
|
Nose
|
Jaw
|
Abrasions/
Contusions |
0-1
|
|
1
|
0-2
Days
|
0-2
|
0-2
Days
|
|
| Burns |
0
Note 1
|
|
|
0-2
|
2-3
|
0-3
|
|
| Dislocation |
|
|
|
|
|
|
1
|
| Fractures |
|
3-8
|
|
|
|
1-3
|
5-8
|
| Incisions |
0-1
|
|
0-3
|
0-2
Days
|
2-3
|
0-2
Days
|
|
| Lacerations |
0-2
|
|
0-2
|
0-2
Days
|
2-3
|
0-2
Days
|
|
| Punctures |
0-1
|
8-12
|
2-4
|
0-1
|
1-2
|
0-2
Days
|
|
| Sprains/Strains |
|
|
|
|
|
|
|
| Repetitive Motion/Tendinitis |
|
|
|
|
|
|
|
Note 1: Burn healing depends on degree (area and depth)
Note 2: Dislocations and Fractures apply to ribs. Punctures and incisions are those penetrating the thoracic cavity.
Note 3: Punctures and incisions are those penetrating the abdominal cavity.
Note 4: 2nd or 3rd degree, area variable.
Note 5: Total recuperation. However, there may be little disability during that time if walking is minimized.
Note 6: Time for carpal tunnel syndrome is quite variable, in part because factors other than workplace injuries are often involved.
To purchase the Injury Guidelines go to http://Corner.Advisen.com, 212-897-4800 or send an email to corner@advisen.com
Injury duration timeframes written by Leslie J. Hutchinson, MD, MPH, FACOEM and Sanford S. Leffingwell, MD, MPH, Board-Certified in Occupational and Preventive Medicine. They can be reached at: 1-770-963-1223 HLM Consultants or hlm@hlmconsultants.com This is one of the many ways we help reduce your workers comp costs.
WC Calculator www.ReduceYourWorkersComp.com/calculator.php
TD Calculator www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php
WC 101 www.ReduceYourWorkersComp.com/workers_comp.php
Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel or other professionals before implementing any cost containment programs.
©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Today, with every drug test situation we must ask: "What Rules Apply?"
In years past it may have been OK to mirror federal rules, but today things have changed. Just over 22 years ago, workplace drug testing got its "big start" when President Reagan issued Executive Order 125634 [2] requiring each federal agency to establish a substance abuse prevention program, including drug testing. In 1987 HHS/NIDA (now SAMHSA) issued its Mandatory Guidelines and in 1988 DOT issued its rules. In 1989 the United States Supreme Court, for the first time, addressed and upheld the concept of workplace drug testing.
Since then the focus of the drug-test industry and employers has been on "federal" rules. (Either SAMHSA or DOT). But, unless the test is federally mandated that focus is misdirected. Since the mid-1980s there have been over 7,000 court cases issued and more than 550 state laws passed that impact workplace drug testing.
As it relates directly to what MROs do there are: 21 states that require non-regulated employers to medically review results; 3 states have times for contacting an MRO different than federal rules; 1 state (OR) requires the MRO to report a positive result to a state agency.
On other issues that affect MRO's employer-customers: 12 states have alcohol cut-off levels different than DOT; 15 states require all collections to be split; 8 states require a retest of a positive result; 21 states specifically define or prohibit [3] post-accident tests; 30 states specifically define "specimen;" 19 states require written notice of a positive result; 14 states require posting notice of a policy.
These are only some of the many examples of state law issues that MROs and their customer-employers must know to avoid litigation and loss.
Other peculiarities include: one state that requires retest cutoff levels to be that same as initial confirmation levels; one state that limits employee contribution to the cost of split analysis to be no more than the employer paid for the original test; one state that requires the employer to pay for the cost of the split analysis; 3 states that require collectors to register with the state and pay a fee; states that prohibit observed collections and states that require proof of training for instant test administrators.
As you consider these issues keep in mind that 16 states make it a crime or authorize civil penalties for failure to follow state rules.
So, before you act, please ask: What Rules Apply? FN [2] 51 Fed. Reg 180 (Sept 17, 1986) states in part as follows: "The head of each Executive agency shall develop a plan for achieving the objective of a drug-free workplace with due consideration of the rights of the government, the employee, and the general public. *** (b) Each agency plan shall include: *** (5) Provision for identifying illegal drug users, including testing on a controlled and carefully monitored basis in accordance with this Order." FN [3] CT, RI and VT only permit tests based on reasonable suspicion.
Bill Judge is an attorney who, for the past 24 years, has concentrated his practice on research, consultation, and management training related to the legal issues of substance abuse in the workplace and in our nation's schools. Attorney Judge, JD, LLM can be reached at:708-771-9474 or bjudge@lawsinhand.com
WC Calculator www.ReduceYourWorkersComp.com/calculator.php
TD Calculator www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php
WC 101 www.ReduceYourWorkersComp.com/workers_comp.php
Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs.
©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Once injured, workers tend to perceive the worst. They believe they will never have the capacity to work again and fear the resulting financial burden. In cases where workers have experienced severe emotional trauma at the workplace (i.e., a bank teller who is robbed at gunpoint or an injured construction worker who witnesses a co-worker's serious or mortal injury), returning to work can present a challenge that is as much psychological as it is physical. Imagine the emotional impact of an airline incident on the flight attendants. Violent crimes or accidents are not the only cause of psychological distress. Removed from the familiar day-to-day interaction with management and co-workers, it is easy to develop a fear of the unknown. Prolonged pain, loss of function and depression can become psychological barriers to recovery. In addition, many workers complain that they are made to feel like criminals-fraudsters-for accepting payment while staying at home. Employers often show support at the time of the injury, but strong communication during the entire recovery process has an equally important impact on the injured worker's ability to fend off the psychological tailspin. Such strategies can promote the worker's mental and emotional recovery: 1-Show sincere concern. Look for ways to keep injured workers connected. A copy of the latest company newsletter, a brief phone call to confirm that all is going well with recovery or a simple e-mail expressing well wishes can do wonders to alleviate workers' worries. 2-Avoid disputes. Reconsider your point of view as the employer when denying a specific medical treatment or physician, arguing questionable average weekly wages, or litigating a minor issue. Tangling in lengthy disputes can be distracting and may keep the employee from returning. 3-Keep an eye open for opportunities to rebuild communication or end minor disputes with your injured workers and the medical and legal professionals helping them. Gordon R. Butler, national authority/consultant on employability & wage capacity in workers comp, liability, PIP and LTD Claims. can be reached at 321-377-1164 (cell) or email gbutler@gbutlerconsult.com www.gbutlerconsult.com WC Calculator www.ReduceYourWorkersComp.com/calculator.php TD Calculator www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php WC 101 www.ReduceYourWorkersComp.com/workers_comp.php Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs. ©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. For reprint permission contact Info@WorkersCompKit.com
Here’s What Happened
A high school teacher was injured when she slipped and fell from a bleacher while attending a state convention of the Beta Club, a national scholastic honor society. She contended her injuries arose out of and in the course of her employment. Her employer disagreed, noting that the teacher’s presence at the gathering was totally voluntary, that she was not required to serve as the high school club’s faculty adviser, that serving as adviser and attending the convention did not maintain or advance the teacher’s certification, and that the employer received no specific benefit from her attendance.
Should the teacher recover workers’ compensation benefits for her volunteer activities?
How Did the Court Rule?
In Clark County Bd. of Educ. v. Jacobs, [2008-SC-000222-WC] (February 19, 2009), the Supreme Court of Kentucky affirmed a ruling of state’s court of appeals that, in turn, approved the Worker’s Compensation Board’s award of benefits. At issue was whether the teacher was “otherwise serving the employer’s interests” at the time of the injury. The high court acknowledged that the injury occurred outside normal school hours and off school property and further indicated that self-improvement activities generally are outside the scope of the employment. Citing Larson’s Workers’ Compensation Law, ch. 27, §§ 27.01, et seq., the court observed, however, that the teacher’s attendance need not have been required in order to bring it within the employment. Here the school’s Beta Club was required to have an adviser and the teacher served in that capacity. She was not required to give up her pay on the days she attended the state convention. Not only did the school principal approve the formation of the school’s Beta Club and its trip to the convention, students who attended were excused from classes. The court also indicated that the teacher’s activities and the existence of the Beta Club assisted the employer in its overall mission of educating students. Considering all these factors, the teacher’s injuries occurred within the course and scope of the employment.
See generally Larson’s Workers’ Compensation Law § 27.03.
Tom Robinson, J.D. is the primary upkeep writer for Larson’s Workers’ Compensation Law (LexisNexis) and Larson’s Workers’ Compensation, Desk Edition (LexisNexis). He is a contributing writer for California Compensation Cases (LexisNexis) and Benefits Review Board – Longshore Reporter(LexisNexis), and is a contributing author to New York Workers’ Compensation Handbook(LexisNexis). Attorney Robinson is an authority in the area of workers’ compensation and we are happy to have him as a Guest Contributor to Workers’ Comp Kit Blog. Tom can be reached at: compwriter@gmail.com.
http://law.lexisnexis.com/practiceareas/Workers-Compensation
WC Cost Calculator to show the REAL COST of workers www.ReduceYourWorkersComp.com/calculator.php
WC 101 for the basics about workers comp. www.ReduceYourWorkersComp.com/workers_comp.php
Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs.
©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
For the past 20 years the perception has been when conducting private workplace drug and alcohol testing that the best thing to do was to follow federal DOT rules. But, due to the many changes in state law "mirroring" DOT rules in your non-regulated drug testing program can get you into trouble. You must follow the rules that apply. A recent court decision in Minnesota makes this abundantly clear.
On November 5, 2008 a federal district court in Minnesota found in favor of an employee who, despite having his first positive drug test and contrary to state law, was fired. The Court appeared so upset with those who fired him that the court took the rare step of allowing the fired employee to amend his complaint to ask for punitive damages. The Court said:
Although [the manager] was aware that [the employee] was off work because he was in drug treatment, she did not consider [the MN state law] in deciding to fire him. Indeed, [the manager] was unaware that [a state law] existed. Notwithstanding the fact that she was responsible for ING's employees in Minnesota, [the manager] ignored the section of ING's employee manual discussing Minnesota's [law] because she personally was a Delaware employee. Further, . . . superiors in the IT department did not consider whether [state law] limited ING's ability to fire [the employee]. [The] immediate supervisor, knew nothing about [the state law] and had only a vague understanding of ING's corporate drug-testing policy. * *
In short, there is no evidence in the record that any of those who were actually or potentially involved in deciding to fire [the employee] gave a moment's thought to [state law], despite the fact that ING's employee manual contains a section on [state law]. FN1
Today, with every drug test situation (who to test, split or no split, medical review or no medical review, terminate or not, etc.) we must ask: "What Rules Apply?" Notes:FN1-WEHLAGE v. ING BANK, FSB, d/b/a/ ING DIRECT, Case No. 07-CV-1852 (PJS/RLE) UNITED STATES DISTRICT COURT FOR THE DISTRICT OF MINNESOTA 2008 U.S. Dist. LEXIS 90249 November 5, 2008.
Bill Judge is an attorney who, for the past 24 years, has concentrated his practice on research, consultation, and management training related to the legal issues of substance abuse in the workplace and in our nation's schools. Attorney Judge, JD, LLM can be reached at:708-771-9474 or bjudge@lawsinhand.com
WC Calculator www.ReduceYourWorkersComp.com/calculator.php
TD Calculator www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php
WC 101 www.ReduceYourWorkersComp.com/workers_comp.php
Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel or other professionals before implementing any cost containment programs.
©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Employers are often dismayed at the remote, passive role they are compelled to play in comp claims. Frequently, claims are contested which the employer believes are worthy. Also, the law firm appearing for the carrier often does not contact or coordinate with the employer and even remains unknown throughout proceedings. Even worse, the law firm or attorney assigned to a file may change from hearing to hearing. Surprisingly, there is no specific language in the law or the insurance contract which spells out who has the right to appoint an attorney or control the issues raised. Instead, the policy language provides that the insurance carrier has a "right and duty to defend," and some general principles have evolved over the past 80 years. Here are some considerations: 1-The principal parties to a comp claim are the employee and the employer. The insurance carrier is merely a "surety" who guarantees payment of awards although they sometimes seem to replace the employer at hearings. 2-The carrier is more likely to be familiar with compensation law and procedures than the employer and is more likely to know attorneys familiar with compensation. Therefore, it is more practical, in general, to have the carrier define the legal issues and select counsel. However, there are many situations where an employer should have their own legal advocate and the carrier has an obligation to inform employers when such situations exist. 3-When a carrier contests a claim it may be exposing an employer to a lawsuit for negligence if it succeeds. A carrier may be liable under its "errors and omissions" policy if it has failed to advise the employer of consequences and offer the employer a chance to argue that a claim is compensable. A slip and fall in an employer's cafeteria at lunch is an example of this sort of situation. 4-Another conflict, more frequent now than previously, is where a carrier contests a claim arguing that the worker is an "independent contractor" and loses. Often the carrier then substantially raises the premium and even alleges employer fraud.In such cases, the carrier is negligent if it did not afford the employer an opportunity to be represented by independent counsel and advise the employer of adverse consequences. 5-Perhaps the most frequent source of conflict between carrier and employer is the carrier's failure to obtain outside counsel that consults with the employer. The attorney's client, in comp proceedings, is the employer, NOT the carrier. If an attorney's loyalty is to the source of work (the carrier) rather than to the client (the employer) the ingredients for a potentially deadly situation are present. 6-Employers should take the time to locate a qualified compensation attorney whenever a serious claim, or series of claims, arises. The attorney need not take over the entire claim but is best used as an advisor and communicator. Carriers will pay more attention to the claim and are less likely to overlook issues beneficial to the employer's interests. 7-For insured companies who want to maintain control, make sure to include in your account instructions that you have the right to select counsel. Discuss this with your insurance broker before coverage is bound while you have the most negotiation leverage. The most recent case in NY is Elacqua v Physicians' Reciprocal. The Account Instructions would become part of the contract but would vary from account to account. Attorney Theodore Ronca is a practicing lawyer from Aquebogue, NY. He is a frequent writer and speaker, and has represented employers in the areas of workers' compensation, Social Security disability, employee disability plans and subrogation for over 30 years. Attorney Ronca can be reached at 631-722-2100. WC Cost Calculator www.ReduceYourWorkersComp.com/calculator.php REAL COST of work comp. WC 101 www.ReduceYourWorkersComp.com/workers_comp.php for the basics about workers comp. Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs. ©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
By stepping in BEFORE these events unfold, employers can reduce their effect. Empowering workers before an injury occurs includes: 1-Incorporating your human resources department. Make sure it is well informed about the organization's internal and external return-to-work options. Its staff should be readily available to injured workers so when questions arise, prompt and accurate answers can be delivered. This simple courtesy conveys respect as well as a no-nonsense expectation that time away from the job is assumed to be temporary. 2-Sending a clear, unanimous message. From the top brass to floor managers, from clinic nurses to payroll staff, the employees must understand that the organization has an aggressive return-to-work program and is committed to doing whatever it takes to bring workers back in some capacity. If your organization's claims professionals, attorneys and program vendors do not realize the value of this concept, consider implementing some form of cultural training to see that they do. 3-Obtaining clear work restrictions early in the process. Do not wait for doctors or lawyers to cultivate an attitude of helplessness. Using these as a guideline, look inside and outside the organization for alternative positions for the injured worker. Also, look for ways to relay this information to the worker each step of the way. Introducing a strong return-to-work program builds up the employee's confidence during his or her recovery. Rather than focusing on disability and the lure of securing a big settlement, workers are armed with a wealth of positive options. Gordon R. Butler, SOAR Research, Inc. can be reached at 866.813.5888 or email gbutler@gbutlerconsult.com. http://www.gbutlerconsult.com/ WC Calculator www.ReduceYourWorkersComp.com/calculator.php TD Calculator www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php WC 101 www.ReduceYourWorkersComp.com/workers_comp.php Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs. ©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
The good news is that about 85 percent of injured workers return to their jobs within thirty days of their injury. The remaining 15 percent, however, are angry, afraid and often unmotivated to find work. And, they have been led to believe by doctors and lawyers that they may never work again. Securing employment for them through a traditional return-to-work program is a major challenge. Avoiding Going Back to Work – Every day thousands of injured workers avoid going back to work. They intentionally sabotage interviews by wearing inappropriate attire or acting hostile, aggressive and even threatening toward potential employers. They act out what some call the workers' comp "return-to-work drama." In this production, the primary cast includes the injured worker, doctor, adjuster and, finally, lawyers. They are supported by the employer, private investigator, rehabilitation supplier and reemployment specialist. As some members of the cast try to end the play by getting the employee back to work or settling the claim, others counter their effort. After all, if the play ends, the money flow stops for some of these characters. Emotional Cycle of a Disability During the recovery process, many injured workers experience negative emotional "training" from medical and legal professionals. Rather than exploring their patients' (or clients') potential for the future, doctors and lawyers often focus on what they will not be able to do until (or when) they recover. A negative outcome is unintentional, since doctors and lawyers generally want what is best for their client, but it often moves injured employees into a cycle of disability. Doctors are obligated to frankly discuss their patients' conditions, and to brief them on any possible disability they may face. Diagnosing a patient through rose-colored glasses is a sure way to a malpractice suit, and doctors know it. So for them, it pays to be bleak. Likewise, while many attorneys want their clients to get back to work, there is a financial impact associated with claims resolution. Legal professionals juggling hectic schedules can inadvertently extend the litigation process by months or even years, stifling momentum toward recovery. This emotional drama weighs heavily on workers, lulling them into a cycle of disability. Over the next few days, we'll be exploring What To Do when An Employee Avoids Going Back to Work. Consultant Gordan Butler, formerly private investigator and RTW consultant, has some great ideas so sign up for email versions or RSS feed to make sure you don't miss any of his ideas. Gordon R. Butler, SOAR Research, Inc. can be reached at 866.813.5888 or email: gbutler@sgbutlerconsult.com. http://www.gbutlerconsult.com/ WC Calculator www.ReduceYourWorkersComp.com/calculator.php TD Calculator www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php WC 101 www.ReduceYourWorkersComp.com/workers_comp.php Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs. ©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com �
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