In some claims, there is a disproportionate length of time out of work, and the time out of work is longer than medically necessary. For example, if an employee is injured June 1, and is healed June 10, he/she should be back to work June 10. However, often an employee is out of work for weeks or months longer than medically necessary. This costs you money. The injury coordinator's (IC's) task is to bring the length of time out of work back down to match the length of time an employee is medically unable to work. This saves you money. The injury coordinator must manage every aspect of the claim to ensure the employee is not out of work longer than medically necessary. The proactive worker's compensation program addresses the following areas before an accident: 1. Develop an employee communication program including get well cards, written post injury plans detailing what steps should occur within the 24 hours after an injury. 2. Train supervisors in post-injury response so the response is automatic, and they know exactly what to do, who to call, where to take the employee for medical care right away, and so they know what paperwork is necessary. 3. Develop medical care coordination by establishing relationships with medical clinics. Have the doctors to your facility, and you go to the medical facility to make sure it is clean, timely, and is the type of facility your employees will receive good quality care. 4. Make nurse triage part of the process. At some TPAs and insurance companies, a nurse triage is used on every claim. If it's an extra charge, consider it closely as it may reduce overall costs. Give it a try, include it in your Account Handling Instructions. For example, a Senior Nurse Reviewer receives a call about the claim as soon as the claim occurs. Sometimes, the arrangement is set up so the Sr. Nurse Reviewer is brought in on initial intake at the TPA to make sure length of disability is appropriate and followup care is explained to the employee. TPA's such as Broadspire have Sr. Nurse Reviewers, and also firms like Coventry make those services available. 5. Interview settlement evaluation firms such as www.Impairment.com so your company can challenge impairment percentages that seem too high. Don't just accept the impairment ratings provided by the claimant's doctor, have a close look at the percentage and what AMA guidelines are used. Become familiar with the ratings and schedules in your jurisdiction, don't rely on the TPA to know it – you should get to know it too! (workersxzcompxzkit) 6. Make sure the employee takes Work Ability Form to doctor, the doctor completes the medical restrictions, the restrctions get to the Injury Coordinator then to the supervisor, and a light duty position is offered to the employee as soon as they are medically able. 7. Collect supervisor and witness reports immediately after the injury while memories of the incident are still fresh. Make sure the statements are signed. If possible take a photo of the accident location to keep the facts and descriptions in perspective. 8. Assign transitional duty starting day and time. Be creative in finding tasks for all employees who are injured. You take a "wish list" approach, asking supervisors and others if they had a wish list, what would they like to have done. Any productive task is better than not task or the employee will feel isolated and left out, no longer part of the team. And, after a couple weeks sitting home, they won't want to go back to work any longer, so find transitional duty from DAY ONE, if at all possible. 9. Implement a communication program from the first day by calling the employee at home the evening the injury occurs. Employees should get YOUR message first! They'll get someone's message, so make sure it's YOUR message. Institute get well card programs, first day phone call programs, call home programs, weekly meetings at the operations centers, include employees in safety meetings and other in-plant meetings so they feel like part of the team. 10. For employees that will never return to your workforce, if you cannot accomodate their restrictions, use a firm such as www.NationalJobFinders.com to help them find work. In many cases, they may not want to work, you'll be able to show non-compliance (no desire to work).
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers' Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-786-8286.
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker about workers' comp issues.
©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Town Hall Meetings To Discuss Hiring Disabled Workers
In an effort to advance opportunities for workers with disabilities, the U.S. Equal Employment Opportunity Commission (EEOC) will hold town hall meetings throughout the nation and offer workshops on new federal regulations and hiring procedures. There are 54 million people living with disabilities.
“The EEOC is pleased to join the administration in pressing to enfranchise individuals with disabilities to participate to the fullest extent possible in the American workplace,” said Acting EEOC Chairman Stuart Ishimaru. Acting EEOC Vice Chair Christine Griffin added, “For too long, Americans with disabilities have been pushed to the rear of the hiring line. The EEOC’s town hall meetings and workshops, in concert with other measures, should position workers with disabilities for a fair chance at a federal job.”
The EEOC and DOJ’s Civil Rights Division will hold four town hall meetings throughout the nation to share information and gather comments about proposed regulations in the recently enacted Americans with Disabilities Amendments Act.
Each town hall meeting will consist of two sessions, one for disability advocates and one for the employer community, offering opportunities for both the business and disability communities to comment in person. The meetings will take place by November 20, 2009 in Philadelphia, Chicago, San Francisco and New Orleans. (workersxzcompxzkit)
In addition, as part of a federal government-wide job fair for people with disabilities during early spring 2010, the EEOC and other agencies will provide workshops throughout the day on a variety of topics involving reasonable accommodations for Federal workers and applicants. At the job fair, people with disabilities should be able to register, submit materials and perhaps get hired on the spot.
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers’ Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-786-8286.
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workman’s comp issues.
©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Australian Company Moves to Share Liability for Alleged Illnesses Caused by Products
Even when many years pass, liability may exist for employers from illnesses allegedly caused by products in the workplace. The good news is, workers’ comp carriers may be entitled to offsets from any recoveries made in these claims. Here’s how a lawsuit is playing out in Australia.
An Australian industrial giant has again sought to share liability for illnesses caused by its allegedly deadly asbestos products, opening legal action in Queensland against its former partner.
According to The Australian, the industrial company is suing its former partner, a building materials manufacturer in the Queensland Supreme Court, after being sued itself for $500,000 in damages by an asbestosis sufferer. The alleged victim sued the industrial company and his former employers for $500,000 in damages in January 2008.
In a statement in a claim filed to the Queensland Supreme Court at the time, the man, who worked for his employer between 1952 and 1990, alleges he handled asbestos products that were made by the industrial company for years at work.
In the suit, the man petitions that due to being exposed to and inhaling asbestos dust, he now suffers from asbestos-related illnesses, including asbestosis. He claimed his exposure to asbestos and subsequent injuries were “caused or contributed to” by the company’s negligence.
The industrial company started a defense against the man’s lawsuit, claiming it did not owe him a duty of care and that his injuries were caused by his own “independent and unreasonable actions”.
The company goes on to claim the individual caused, permitted or allowed asbestos dust and fiber to be generated in his workplace without taking adequate safeguards to prevent ingesting or inhaling the substance.
The claimant discontinued the matter last December after it was resolved with an informal, confidential settlement.
In court action last week, the industrial company filed legal action against the building materials manufacturer, aimed at equally sharing any liability and legal costs incurred by the matter.
According to the industrial company, it entered into a partnership with the building materials manufacturer on Sept. 24, 1964, to manufacture, distribute and sell in Australia asbestos-related products. This relationship continued until May 1974. The industrial company claims that if the manufacturer was sued by the reported victim, as a partner, the company would have been subject to any liability faced by the man’s employer. (workersxzcompxzkit)
The industrial company stated in its charges that the manufacturer was negligent in 11 ways, including that it used or allowed to be used asbestos products when they “knew or ought to have known” that asbestos products were potentially dangerous to the health of people who came in contact with them.
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers’ Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-786-8286.
FREE WC IQ Test: http://www.workerscompkit.com/intro/
WC Books: http://www.reduceyourworkerscomp.com/workers-comp-books-manuals.php
TD Calculator: www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php
Follow Us On Twitter: www.twitter.com/WorkersCompKit
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker about workers’ comp issues.
©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
New Foundland's Workplace Health, Safety and Compensation Commission (WHSCC) announced a new occupational disease initiative that will broaden the medical and scientific knowledge available to the Commission, which is necessary to determine entitlement to compensation for workers and families impacted by occupational disease. The creation of an Occupational Disease Advisory Panel (ODAP) to provide oversight on occupational disease matters and to address government's action plan was announced by Leslie Galway, the WHSCC's chief executive officer. The panel's voting members include: Worker Representative George Kean, Employer Representative Elizabeth Forward and Commission Chair Ralph Tucker. "The awarding of fair and reasonable compensation to workers and families impacted by occupational disease is a priority for the WHSCC and for the government of Newfoundland and Labrador," said Tucker. The WHSCC also announced the signing of a Memorandum of Understanding (MOU) with the Institut de recherche Robert-Sauvé en santé et en sécurité du travail (IRSST), a provider in the area of occupational health and safety research. "Occupational disease is a complex issue, with decisions regarding compensation requiring expertise from the global medical and scientific community, and we have begun the process of acquiring that information," Galway said. Following an assessment of the occupational disease issues currently being addressed by the WHSCC, the ODAP has approved a medical and scientific review of the literature pertaining to cancer among shipyard workers, which will be completed by the IRSST. The Commission is currently finalizing contractual arrangements with the IRSST for the completion of this work. The creation of the ODAP, and new partnership with the IRSST, allows for the transfer of key medical and scientific knowledge to the WHSCC, health care professionals and other parties in the province, with an interest in occupational disease. "This initiative represents a proactive, knowledge-based approach that will give us access to the best scientific and medical advice and evidence available to support the timely and effective resolution of claims for occupational disease," said Galway. (workersxzcompxzkit) Serving more than 16,000 employers and approximately 12,000 injured workers, the Workplace Health, Safety and Compensation Commission (WHSCC) is an employer-funded no fault insurance system that promotes safe and healthy workplaces, provides return-to-work programs and fair compensation to injured workers and their dependants.
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers' Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-786-8286.
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workman's comp issues.
©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
A significant portion of large workers' compensation claims can be reduced or eliminated through the proper use of a Return-to-Work program. The Risk Management Department should establish a transitional duty program and be sure it is implemented by all departments. It should start with the new hire package, explaining that all employees with a workers' compensation injury are expected to return to light duty work as soon as their doctor will permit them to do light duty work.
The adjuster, or the nurse case manager depending on how your program is set-up, should contact the treating physician the day the claim is reported and let the physician know light duty work is available to the employee. The longer the employee is totally off work, the more accustomed the employee becomes to watching daytime TV and living on the indemnity benefit. With the prompt return to work doing a light duty/modified duty/transitional duty program, the employee does not get acclimated to living on the workers' compensation indemnity benefit.
Every company can establish a transitional duty program. One long-haul trucking company with a self-funded their workers' compensation program, required their drivers who were placed on light duty and could not drive to report in to the terminal each day. They were then transported to a local Goodwill store where they sorted donated clothing. With their light duty clothes-sorting job they could sit, stand, walk around, etc. as needed to comply with their doctor's instructions on their activity. The drivers were paid the equivalent of what they would have made driving and the trucking company got a charitable contribution to write off. More importantly the transitional duty program prevented the drivers from expecting to draw work comp indemnity benefits for a long period of time.
When an employee is on transitional duty, make sure to follow the doctor's physical limitations closely. One way to escalate the cost of your work comp claims instead of reducing them is to have an employee's supervisor ignore the doctor's limitations and put the employee back to work on the employee's regular duties before the doctor has released the employee to full duty. In such a case, the employee may become upset and decide to retain an attorney. (workersxzcompxzkit)
Instead of getting the employee back to work sooner, the attorney – in order to increase his percentage fee – works to keep the employee off work longer than would otherwise be necessary. In addition, in the states where he can, the attorney will direct the employee to another doctor who the attorney knows will justify the employee staying off work. Of course, this new doctor for the employee will in the end give the employee a higher disability rating then the employee would normally have received from the original doctor.
Author Robert Elliott, executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers' Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-786-8286.
Budding Writer? Contact us at: Info@WorkersCompKit.com
FREE WC IQ Test: http://www.workerscompkit.com/intro/ WC Books: http://www.reduceyourworkerscomp.com/workers-comp-books-manuals.php
TD Calculator: www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php Return to Work in Unionized Companies http://reduceyourworkerscomp.com/Return-to-Work-Programs-Unionized-Companies.php
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker about workers' comp issues.
©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
2009 Drug Free Work Week 10/19-10/25, HI-LITES These are the final myths and tips of our week-long presentation for a drug-free workplace. Hopefully you received some good ideas for implementation. Be sure to visit our website for a list of U.S. laws, state-by-state, listed below. Myth: Most companies manage change well, and incremental, slower transitions will improve the chances for success. Reality: No, and no! *McKinsey's Classic Change Study (2008) found change is successfully managed only 33% of the time and "bigger and timely" transitions predict success. Employer Tip: When initiating or refining DFW programs, consult with both workplace addiction and change-management experts. *[ Creating Organizational Transformations: McKinsey Global Survey Results - August 2008 ] Myth: In this economy, workplace addiction should become a less important priority, particularly for retrenched companies unable to increase market share. Reality: These unprecedented times underscore the quintessential value of employees and the P&L's bottom-line. For retrenched companies, addressing DFW improves morale/productivity and reduces major expenses (saves jobs). For growing businesses, improving DFW adds to company valuation, reduces risk and improves employee engagement (company of choice). (workersxzcompxzkit) Employer Tip: Learn as much as possible about workplace addiction. Consult with the many free resources available, including web-sites sponsored by the US Department of Labor (Partners for a Drug Free Workplace) and SAMHSA. Authors: Bill White MSN and Katharine White MSN About the authors: K & B White are leadership entrepreneurs who co-founded DFW-Renaissance Inc. (www.dfw-r.com) and co-developed managerial science innovation DFW-R Lean CultureTM (to create/sustain highly engaged drug free workforces). Both are former hospital C-Suite executives with extensive drug treatment, leadership and behavioral health experience. Look for their upcoming headline article in DATIA Focus on DFW Culture Change and Employee Morale. They can be reached by email at billtwhite@cox.net and phone at 401-615-8775.
Follow Us On Twitter: www.twitter.com/WorkersCompKit Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workman's comp issues. ©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Company-Paid Labor Market Survey Says There Are No Jobs WHAT NOW? Claims Adjusters, especially in Illinois, Michigan, Louisiana, and Pennsylvania are hearing nothing but bad news about potential open positions for their claimants or injured workers on wage loss benefits. Wage loss benefits will continue until the injured worker finds employment, so many employers hire job placement firms to assist in this task. A Labor market survey saying there are no jobs is not helping those in the risk management field. Here's What You Can Do There are positions available but you must get in front of people who are "in the know" and can connect you to those positions. Whether you are trying to find open positions for an injured worker with permanent restrictions, your son in-law, neighbor or friend, these tips will apply. 1. ALWAYS add keywords or tag lists at the end of your resume. Recruiters and HR professionals often search on keywords or phrases when searching resume databases. You want to make sure you are popping up in front of anyone who is looking for someone with your skill set. For example, if you are a CNA, you probably state that throughout your resume in the same format. But, you may want to include these phrases in your keyword, tag list: certified nurses assistant, C.N.A., certified nurse, CNA, nursing assistant, etc. Different people search in different ways, so you may want to add a list of industries where you have experience: transportation, logistics, etc. Because the market is inundated with people looking for work, the HR (Human Resource) professionals are able to look not only for someone with the skill set they require, but also they look for that skill set within the specific industry. There is a tendency for HR to search the resume database for appropriate matches BEFORE they ever post the job. This is the quickest and most efficient way for them to find candidates. So, if you are not getting in front of those searching a resume database, you will never even know about those open positions. 2. Don't forget to refresh your resume where it is posted for search. Go in, change something (anything) in your resume and re-post. This could be as simple as changing the words it is to it's. Another tip, if you hit control F, you can search for that word or phrase and change it throughout your resume quickly and easily. 3. Get good at doing searches. You will find you need to search for the open positions in your field using those same variations of open positions I just mentioned. Do some searches, use quotes for exact phrases, use various keywords to express the same thing, i.e., CNA , C.N.A. Also, look for jobs at specific companies where you are interested in working. 4. The competition can be a great source for finding work. Often, HR professionals will do a resume database search for their competition's former employees. These prospective applicants are often the best match for their open positions. You can use the same idea. Go to LinkedIn and search for contacts you can make who currently work for your former competitor. 5. Recruiters and hiring managers prefer chronological resumes. This does not mean you cannot add a section clearly describing your attributes suitable to the particular position for which you may apply. Attribute descriptions are best done through a cover letter. 6. Use your Contacts. Nowadays, everyone has a friend, family member or neighbor who is out of work, creating an environment where we are all willing to go a little bit farther to help others in their job search. Quite often, a "stranger," referred by a friend or colleague, makes contact by email about a referral or help with their job search. This is an opportunity to exchange information. Don't be afraid to ask for help, you will get it. Right now people love to help others in this job crisis. And, you may run across a job in your job search not a match for you personally, but is the perfect match for someone you know who is looking. (workersxzcompxzkit) Information provided by Interview with Katrina Paglierani of National Job Finders. www.nationaljobfinders.com/welcome. Thank you, Katrina, for your insightful contribution. National Job Finders, finds jobs for injured workers who cannot return to their pre-injury positions due to a work-related injury. Author: Rebecca Shafer, J.D. consults for mid-market and national accounts focusing on project management, risk management assessments, data review, benchmarking, and development of Workers' Compensation and Injury Management Programs. Projects focus on development of training and education programs, document design, evaluation and integration of insurance claims administration and TPA services. Contact her at: RShafer@ReduceYourWorkersComp.com Budding writer? Contribute articles* (300+ words) on WC cost containment. Contact us at: Info@WorkersCompKit.com.
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker about workers' comp issues.
©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Rule Threatening Employers Repealed
According to The San Francisco Chronicle, even though the Department of Homeland Security formally withdrew the “no-match” rule earlier this month, the administration is backing another program enabling employers to check workers’ names against electronic records intended to screen out illegal immigrants. The previous ruling, debated in San Francisco federal court for two years, threatened employers with prosecution if they did not fire workers whose social security numbers failed to match a government database called E-Verify.
E-Verify, although voluntary for many employers, is mandatory for the 170,000 companies holding federal contracts and for their subcontractors. During the week of October 5, 2009, a House-Senate conference committee voted to continue E-Verify for three years.
The Federation for American Immigration Reform, backing restrictions on immigration, said the government confirmed E-Verify is accurate in 99.6% of cases and criticized the House-Senate conference committee for not making the program permanent. (workersxzcompxzkit)
The no-match rule was designed to support a 1986 law prohibiting businesses from knowingly employing illegal immigrants, allowing employees three months to reconcile differences between the social security numbers employers received and differences in the SSA database. If employers could not reconcile SSNs and did not release the workers they were subject to civil fines and criminal prosecution.
Author Robert Elliott,executive vice president, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers’ Compensation costs, including airlines, health care, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. He can be contacted at: Robert_Elliott@ReduceYourWorkersComp.com or 860-786-8286.
WC Best Practices IQ Test: http://www.workerscompkit.com/intro/
WCBooks: http://www.reduceyourworkerscomp.com/workers-comp-books-manuals.php
TD Calculator: www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php
Follow Us On Twitter: www.twitter.com/WorkersCompKit
A NEW Article: Return to Work in Unionized Companies
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workman’s comp issues.
©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
How Would You Decide: Illinois Fitness Supervisor’s Injury Playing “Wallyball” Found Compensable In Spite of Statute Barring Recovery for “Voluntary” Recreational Activity
Here’s What Happened
The employee worked as a fitness supervisor for a park district that was operating a fitness facility. A coworker asked the employee to participate in a wallyball game (a team sport similar to volleyball, but which is played within the confines of a racquetball court). Although the employee did not want to do so, he agreed after the coworker informed him that other participants were paying customers and without him, they would not have enough people for the game to go forward. About 15 minutes after the game started, the employee injured his right leg and was transported to the hospital to undergo surgery for a fracture. Thereafter, he sought worker’ compensation benefits. An arbitrator heard evidence and determined that the injury arose out of and in the course of his employment with the employer. The Commission affirmed and the trial court confirmed the Commission’s decision. The employer appealed, contending in pertinent part that the injury was not compensable by virtue of section 11 of the Illinois Workers’ Compensation Act (820 ILCS 305/11), which precludes an employee from recovering for accidental injuries incurred while participating in “voluntary recreational programs” unless the employee was ordered or assigned by the employer to participate in the activity.
Here’s What the Court Decided
In Elmhurst Park Dist. v. Illinois Workers’ Comp. Comm’n, 2009 Ill. App. LEXIS 981 (Oct. 6, 2009), the Appellate Court of Illinois (First Dist., Workers’ Comp. Div.) affirmed. The appellate court found that 820 ILCS 305/11 (2002)’s “voluntary recreational programs” exception did not apply to bar the employee’s claim because recreation was inherent in his job as a fitness supervisor, and the evidence showed that he did not participate in the game for his own diversion or exercise, but did so in order to accommodate the paying customers of his employer. The court noted that the arbitrator specifically found that the employee’s participation in the wallyball game “clearly benefited the respondent’s business of operating a health facility and the [employee] reasonably believed the activity was part of his work duties.” The employee, therefore, was not engaged in a “voluntary recreational” activity. Moreover, the appellate court rejected the employer’s suggestion that the injury was not compensable because the employer had a policy prohibiting employees from playing league sports while they were on duty. If the policy existed, the evidence presented at the arbitration hearing suggested that it was not enforced. Finally, the court observed that “recreation” was inherent in the employee’s job. Almost any activity in which he took part could have been considered “recreational.” For that reason, it was necessary to consider the purpose of claimant’s participation in the wallyball game. That purpose was incidental to his employment. (workersxzcompxzkit)
See generally Larson’s Workers’ Compensation Law, §§ 22.01, 22.02, 22.04, 22.05.
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). 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
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workers’ comp issues.
©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
TWO KEY MYTHS ABOUT DRUGS and ALCOHOL USE Myth #1: The best way to reduce workplace addiction commits most resources to catching abusers, so as to deter other employees from substance abuse. Reality: This "war on drugs" enforcement tactic has not reduced worker addiction. The #1 drug of choice is alcohol, and test-measurable alcohol is almost always "slept off" before work. A DFW program primarily focusing on drug testing undermines DFW integrity, encourages adulteration and lowers employee morale. Employer Tip: Shift strategy/resources to create DFW cultural norms consistent with zero-tolerance, personal responsibility, continuous-improvement coaching, employee empowerment, health/wellness, and employee assistance. Complete the "win-win" by enhancing leader competency to manage accountability for performance expectations, and gain the competitive advantage of highest employee engagement and increased productivity organization-wide. Myth #2: Transforming a work culture to truly achieve and sustain a substance-free environment takes a significant amount of money and time. Reality #1: Not true. Financing a DFW culture essentially amounts to shifting resources (refer to substance related employer costs documented in Myth #2). Reality #2: Integrating best-practice change-management techniques and Lean principles will fast-track DFW transformation and improve/accelerate ROI! With supportive executives, the infrastructures for a new/upgraded DFW culture can be implemented in less than a week, and instantly begin delivering a huge ROI. (workersxzcompxzkit) Employee Tip: Implement DFW cultures which are leader/employee driven and hard-wire measurable performance expectations. Create a dashboard of success-measures (expense and revenue indicators) and post quarterly, company-wide. Authors: Bill White MSN and Katharine White MSN About the authors: K & B White are leadership entrepreneurs who co-founded DFW-Renaissance Inc. (www.dfw-r.com) and co-developed managerial science innovation DFW-R Lean CultureTM (to create/sustain highly engaged drug free workforces). Both are former hospital C-Suite executives with extensive drug treatment, leadership and behavioral health experience. Look for their upcoming headline article in DATIA Focus on DFW Culture Change and Employee Morale. They can be reached by email at billtwhite@cox.net and phone at 401-615-5775.
Follow Us On Twitter: www.twitter.com/WorkersCompKit Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker or agent about workman's comp issues. ©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com�
Posted in
