A Cahokia, Illinois man filed suit against his former employer, claiming he was terminated wrongfully after he filed for workers' compensation benefits. According to the suit, the employee claims he worked for Allied Services from August 18, 2008, until November 12 when he was fired.
Prior to his termination, the man sustained accidental injuries on September 4 during his employment with Allied, according to the complaint filed May 24 in St. Clair County Circuit Court. After the injury, the worker reported to his employer, sought medical treatment, filed a claim, took time off work, and obtained benefits, according to the suit. The plaintiff is seeking a judgment of more than $100,000, plus costs.
“On November 12, 2009, the Plaintiff was terminated from his employment with the Defendant in retaliation for exercising his rights under the Illinois Workers' Compensation Act when he was terminated under the pretext of leaving work without notification and a reduction in the work force but was actually terminated due to his exercise of rights under the Illinois Workers' Compensation Act since the absences were due to his work related injury," the complaint states. (workersxzcompxzkit)
Due to his termination, the man said he lost substantial wages, lost his health and dental insurance coverage, lost his seniority and vacation and sick time, lost his 401(k) and pension benefits and experienced pain and emotional distress.
Employers are reminded even when they subcontract work out they are still responsible for providing a safe workplace according to the New Zealand’s Department of Labour. The warning follows the sentencing of Roofing Specialists Auckland Limited and Marua Development Limited in the Auckland District Court.
The two companies each faced one charge under Section 18 of the Health and Safety in Employment Act 1992 following an accident where a subcontractor was seriously injured after falling through a skylight in the roof of the building he was working on in May 2009.
Marua Developments Ltd. engaged Roofing Specialists Auckland Ltd. to repair the building’s gutters. Roofing Specialists Auckland Ltd. then engaged a subcontractor to complete the work. While that contractor was working on the roof of the building, he stepped on an unprotected skylight and fell 4.5m (14.9 ft.) to a concrete floor below.
A fine of $14,100.00 and reparation totaling $5,000.00 was imposed on Roofing Specialists Auckland Ltd; and a fine of $11,750.00 and reparation totaling $2,500.00 was imposed on Marua Development Ltd.
The Department of Labour Northern Regional Manager, John Howard says falls from heights are a leading cause of death and serious injury in the construction sector. This accident could have been prevented; falls through brittle roofing are a well-known hazard and can be identified and isolated.
“It is not enough to simply instruct workers not to stand on skylights. Any brittle roofing material needs to be physically isolated,” Howard said. (workersxzcompxzkit)
“The subcontractor was lucky enough to walk away from this accident with his life, when it easily could have been so much different,” Howard added. “Employers and people in charge of workplaces need to take all practicable steps to keep the contractors they engage safe.”
©2010 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 City of Boone, Iowa violated federal law by hiring a 25-year-old rather than a more qualified 62-year-old because of the latter’s age, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a recent lawsuit.
The agency’s administrative investigation, which preceded the lawsuit, revealed in 2005 the city rejected a U.S. Navy veteran for the new position of municipal infractions officer despite his extensive construction, electronic, communications and management experience. Instead, the EEOC said, the city chose the youngest candidate, a 25-year-old with little relevant experience.
Such alleged conduct violates the Age Discrimination in Employment Act. The EEOC filed suit after first attempting to reach a voluntary pre-litigation settlement through its conciliation process.
The agency seeks back pay and liquidated damages for the veteran as well as an order barring future discrimination. The suit, captioned EEOC v. City of Boone, Iowa (Civil Action No.04:10-cv-00233), was filed in federal district court in Des Moines and assigned to U.S. District Judge Robert W. Pratt.
“Older workers, who have given so much to our American economy, don’t lose the right to earn a living because of their age,” said EEOC Chicago District Director John Rowe, who supervised the agency’s investigation. “Employers need to know that the federal government will enforce our national policy against age discrimination.” (workersxzcompxzkit)
EEOC Chicago Regional Attorney John Hendrickson noted, “Age discrimination claims have risen sharply during these difficult economic times. More than ever, it is important for the EEOC to protect older workers and to shatter the myth that younger always means better.”
\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, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604.
FREE WC IQ Test: http://www.workerscompkit.com/intro/
WC Books: http://www.reduceyourworkerscomp.com/workers-comp-books-manuals.php
WC Calculator: http://www.reduceyourworkerscomp.com/calculator.php
TD Calculator: http://www.reduceyourworkerscomp.com/transitional-duty-cost-calculator.php
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.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Breezing Through the TPA Selection Process OR Having a Nightmare
If you hire the right Third Party Administrator (TPA) to administer your workers' compensation claims, the operation of your self-insurance program will be a breeze. If you hire the wrong TPA, the administration of your workers’ comp program will be a nightmare. Here are some suggestions on what to ask the TPA candidates in your Request for a Proposal (RFP) before you contract with them to handle your workers’ comp claims.
1. Do you have an office in each state where my business(s) are located? If the TPA does not have a location in a state where you do business, their adjusters will be un-licensed to handle your claims in that state (a few states do not require the adjuster to be licensed). Also, it could cost your company money by the adjuster not knowing the state specific requirements.
2. Where are the TPA claims offices? The claim offices need to be in the same metropolitan area(s) where your offices are. If they have an office in the same state, but 200 miles away from your business location, it will make attending board hearings and settlement conferences an issue.
3. What are the Best Practices followed by your company? If the TPA does not have a published set of Best Practices that they are willing to provide to you, do not expect consistent high quality if you hire that TPA.
4. Who are your current clients? A reference list allows you to contact both present and former clients of the TPA to ascertain what their ability is and what their reputation is for service, claim knowledge, and claim results.
5. What is your claim intake process? The state-of-the- art is to have electronic transmission of the Employer's First Report of Injury to the TPA, but you also want the ability to email claim reports and, in emergencies, to telephone claims reports to the TPA.
6. What is the maximum number of indemnity claims you assign to one workers’ comp adjuster? In states with multiple state forms to be filed on every claim or in states where the workers’ comp board is actively involved in every claim, 125 indemnity claims is a full load for an experienced adjuster. If the state has minimal paperwork and minimal workers’ comp board involvement, 150 indemnity claims is a full load.
7. Can my company have a designated adjuster in the claims offices where we have less than enough claims to keep one adjuster busy? Can we have dedicated adjuster(s) in the claims offices where we have more than enough claims to keep one adjuster busy? You want your work claims being handled by the lowest possible number of adjusters. The adjusters who handle claims for no other company will strive to give you their best service, as they know your judgment is critical to their success.
8. What is the experience level of each of the adjusters in your offices? In addition to the number of years they have been an adjuster, what technical qualifications do they have? In addition to the number of years the adjuster has been working, has the adjuster taken any other training in order to improve themselves and the work product they deliver?
9. Will we be allowed to select our own adjuster(s) from among those on your staff? The TPA may resist this request as they do not want to offend other clients and they want to control their resources to their benefit. However, you should make this a condition of your contract, as it is better for you to select the best adjuster available then to be given the adjuster no other company wants.
10. Who will control the litigation when a workers’ comp claim is disputed? You want to be able to hire the best defense attorneys around, not for the adjuster to select a golfing buddy/attorney.
11. What is the claim management information system used your company? You want to know if it is the state of the art, or was in last updated for Y2K.
12. Will your claim management information system integrate with the computer claims system our company is already using? If not, you will have to operate on duplicate systems which is both time consuming and adds additional cost to managing your program. You want the TPA's system to be flexible enough to work with your existing system without having to replace your claims system.
13. Will my company be provided with on-line access to claim information? It is a lot easier to review the file notes and supporting documentation than to play telephone tag with the adjuster trying to find out what is happening on a particular file.
14. If we see data errors in your claim management system, for instance a wrong location code, will we be able to correct them, or will we have to advise your company to correct the errors? Regardless how hard they try, the TPA will make mistakes in data input. If you can correct them without going through a complicated process or having to wait on the TPA to correct them, your data integrity will be much more reliable.
15. Who is responsible for maintaining the interface between your claim management system and our company's computer claims system? It is your choice whether your company or the TPA is responsible for the transfer of data. You want to establish the protocol on this before the TPA starts handling claims.
16. Will my company be able to run ad hoc reports from your claim management system? The ability to generate computer reports to answer questions you have about performance or financials makes life a lot easier than trying to find the information in a menu of reports which may or may not be on point.
17. What security measures does your company take to protect the confidentiality of the information in your claim management system? Access to your claim information should require multiple levels of account and user identification.
18. What financial information will we be able to see on each claim? At a minimum you should see the total reserve for medicals, indemnity and expenses, the total paid already for medical, indemnity, and expenses, and the amount remaining/not spent in each reserve type. The better claim computer systems will also breakdown expenses into legal expense, rehabilitation expense and other expenses.
19. At what dollar level will your adjusters consult with our company before settling a claim? While you should ask the question in your RFP, the correct answer from the TPA is “at the level your company determines you want to be notified.” Your company should provide the direction, supervision, and control of the high dollar exposure claims. The precise dollar level depends on your comfort and faith in the abilities of the TPA's adjusters and supervisors.
20. How often does your supervisors review the open workers’ comp claims and provide direction and supervision to the adjusters? This is a trick question, with the correct answer depending on the level of experience and ability of the adjusters. At a minimum, the supervisor should review each open file every 90 days, with some exceptions for payment of death benefits only or open for lifetime medical only. (workersxzcompxzkit)
21. Will you grant total access to our claim auditors? You should include in your RFP the requirement that your company will be allowed to audit all or any part of the claim handling by the TPA. Every claims program should have a file quality review at least every other year to be sure the TPA is following the best practices agreed to.
Bonus Question: Describe your internal quality control system and explain how it will benefit our company. Provide an example of how your QC system improved the process. The system should be a proactive system that catches problems before they happen, and it should reward excellent adjuster performance and knowledge.
Bonus question: Describe your internal quality control system and explain how it will benefit our company. Provide an example of how your QC system improved the process. The system should be a proactive system that catches problems before they happen, and it should reward excellent adjuster performance and knowledge. \Author Rebecca Shafer, Risk Consultant/Attorney, President, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers’ Compensation costs, including airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: RShafer@ReduceYourWorkersComp.com or 860-553-6604.
FREE WC IQ Test: http://www.workerscompkit.com/intro/
WC Books: http://www.LowerWC.com/workers-comp-books-manuals.php
WC Calculator: http://www.LowerWC.com/calculator.php
TD Calculator: http://www.LowerWC.com/transitional-duty-cost-calculator.php
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.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
As our economy shifted during the past century and a half from one in which a substantial number of workers performed their labor outdoors in agricultural and other associated activities to an economy where work was more often concentrated in manufacturing facilities, offices, retail space, and other indoor settings, there has been an overall reduction in injuries associated with lightning, windstorms, freezing, sunstroke, and other acts of God.
Nevertheless, the discussion contained in Larson's Workers' Compensation Law, Chapter 5, dealing with acts of God and exposure, is important in that it helps lay the foundation for three alternative tests of workers' compensation causation: the increased risk test, the actual risk test, and the positional risk text. The chapter has been revised and updated. Recent cases follow historic patterns.
Thus, in one recent decision from North Carolina, Heatherly v. Hollingsworth Co., Inc., 189 N.C. App. 398; 658 S.E.2d 30 (2008), the state appellate court held that the N.C. Industrial Commission erred when it applied the positional risk test in determining the compensability of a claim involving an employee struck by lightning as he discussed the threatening weather situation with superiors. The employee had retreated to an unfinished garage that had no doors and was talking on a landline telephone. (workersxzcompxzkit) The North Carolina court indicated that the appropriate issue was whether the danger to which the employee was subjected was one that was incident to the employment, or was it merely one to which the public generally, in that neighborhood, were subjected. The case was remanded for such a determination. See Larson's Workers' Compensation Law, Ch. 5, § 5.01[4] n.9.1.
© Copyright 2010 LexisNexis. All rights reserved. This material is excerpted from Larson’s Workers’ Compensation Law. Reprinted with permission. See LexisNexisStoreCatalog.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Training the Workers Comp Coordinators
To ensure more consistent implementation, employees must be trained to use the new forms and procedures. Some key training activities include:
1. Informing supervisors of day-to-day responsibilities.
2. Informing all employees of new processes; emphasize benefits and encourage participation.
3. Distributing new policies and procedures.
4. Promoting program via memos, brochures, posters, newsletters, acknowledgement, etc.
5. Reinforcing management commitment via newsletters/key inquiries by top managers.
6. Identifying and document transitional duty tasks.
7. Incorporating new policies/procedures into human resources packet for current employees & new hires.
It is also critical to determine which supervisors are responsible for various contingencies. Assign a post-injury response to a manager who is working during peak injury time. And, allow for redundancy. It is better to put in the effort at this training stage than to regret not having the right person in place for a given event.
We recommend holding a "seminar" consisting of workshops as the best way to initiate your program and cover the whole process at once. This ensures all staff is in the same place at the same time, receiving the same information. It is also a good time for your employees to become familiar with forms and documentation procedures. (workersxzcompxzkit)
Help your managers to know how to document throughout the injury process by using break out sessions, each group with a different "injury" possibility. Have the group fill out some of your standard forms as a group and present to the whole. This will keep staff engaged and allow for better retention of workers' compensation procedures.
Author Rebecca Shafer, Attorney / Consultant, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers’ Compensation costs, including airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: RShafer@ReduceYourWorkersComp.com or 860-553-6604.
FREE WC IQ Test: http://www.workerscompkit.com/intro/
WC Books: http://www.reduceyourworkerscomp.com/workers-comp-books-manuals.php
WC Calculator: http://www.reduceyourworkerscomp.com/calculator.php
TD Calculator: http://www.reduceyourworkerscomp.com/transitional-duty-cost-calculator.php
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.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
In workers compensation claims, a pre-existing condition refers to a medical condition the employee had prior to the occurrence of the work comp injury. The pre-existing condition can be injury related, for example, a prior back injury, or the pre-existing condition can be non-work related, for example, degenerative disc disease.
The workers' compensation laws of every state varies significantly in how each handles the aggravation of a pre-existing condition. The majority of states consider the aggravation of a pre-existing condition to be a part of the new work comp injury. Some states will accept the aggravation of a pre-existing condition that resulted from a prior injury but will not accept the aggravation of a pre-existing non-work related condition as a part of the work comp claim.
Aggravation of a pre-existing condition can be either a temporary condition or a permanent aggravation. It is important to the work comp adjuster to distinguish the difference, as the distinction can be critical to the outcome of the claim. The adjuster normally will allow for disability benefits for the period of time the employee is unable to work due to the aggravation of the pre-existing condition. The employee should not be compensated for the disability caused solely by the underlying condition.
A typical pre-existing condition claim is the aggravation of the lower back. The employee reports s/he injured his/her back. The medical provider determines the employee has strained back muscles and has degenerative disc disease. The employee is taken off work while the back strain resolves. The employee continues to complain about the injury beyond the time it should take to heal. The medical provider realizing the muscle strain should be resolved returns the employee to work with a 20 pound lifting restriction. The lifting restriction is to protect the employee from aggravating his/her degenerative disc disease, not to protect the employee from straining the back muscles again. As the restrictions arise out of the employee's pre-existing condition, they can be disputed.
However, the employee with the pre-existing condition is a greater risk for another injury. Requiring the employee to return to the same work as before without protecting the employee from his/her own pre-existing condition will often result in another aggravation of the pre-existing condition. Therefore, it is often better for the employer to honor the restrictions, even though the restrictions arise from the pre-existing condition, and not the work comp injury. If possible, you should consider re-assigning the employee to a different position where the potential for aggravation of the pre-existing condition is not as great.
Work comp claims involving the aggravation of a pre-existing condition need to be handled by experienced work comp adjusters who have in-depth knowledge of how these types of claims are handled within their state. The work comp adjuster should try some of these approaches to handling the claim involving the aggravation of the pre-existing condition:
1. The adjuster and the employer should work together to arrange for a light duty return to work for the employee. Returning the employee to work on modified duty is always a good idea, but it becomes especially important in the claims involving the aggravation of a pre-existing condition. By returning the employee to light duty work, the employer reduces the likelihood of the medical provider placing the employee on permanent restrictions.
2. The adjuster should investigate the claim thoroughly including interviewing the employee's supervisor and coworkers to ascertain if the employee was having problems with the pre-existing condition prior the on the job injury. This is especially true with the un-witnessed “accident.” There may be information available to document that the work comp accident is not the cause of the employee's medical problems but the pre-existing condition is the cause of the medical problems.
3. The adjuster should not hesitate to question the medical provider about to the pre-existing condition. If the adjuster ask the medical provider “what caused the degenerative disc disease?” the medical provider can only indicate it is a condition of aging, and was not caused by the on the job injury.
4. The work comp adjuster should reject work restrictions on the employee based upon the employee's fear, or the medical provider's fear, that a new injury could occur. The adjuster should work with the employer on arranging for a job revision that will reduce the employee's chances of re-aggravation of the pre-existing condition.
5. The adjuster should make sure the medical provider has a complete job description of the employee's position. (It will be much more accurate than the job description most employees will provide to the physician). The job description should include the employee's duties and the duration of each activity during a day. By providing the medical provider with this information, the physician can make a more accurate assessment of the employee's abilities to return to his former job, which will limit the extent of the job restrictions placed on the employee and his pre-existing condition.
As an employer, you need to protect your company from higher than normal workers' compensation cost brought on by the aggravation of pre-existing conditions. Pre-employment screening of job applicants is the most effective way of preventing work comp claims that arise out of the aggravation of a pre-existing condition. By not hiring people who will be more susceptible to injury, you can significantly reduce your exposure to injury claim involving the aggravation of a pre-existing condition.
However, employers must follow all EEOC/ADA guidelines to avoid discrimination charges.
The cost of background checks and physicals is minor compared to what a new employee with the pre-existing condition can do to your Experience Modification Factor.
As an employer you will never totally eliminate the injury claims involving the aggravation of a pre-existing condition. You can significantly reduce the number of injury claims involving pre-existing conditions by carefully screening the employees you do hire. Once the work comp claim occurs, you should work closely with your adjuster to minimize the impact of the pre-existing condition on the injury claim.
Author Rebecca Shafer, Consultant / President, Amaxx Risks Solutions, Inc. has worked successfully for 20 years with many industries to reduce Workers’ Compensation costs, including airlines, healthcare, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: RShafer@ReduceYourWorkersComp.com or 860-553-6604.
FREE WC IQ Test: http://www.workerscompkit.com/intro/
WC Books: http://www.reduceyourworkerscomp.com/workers-comp-books-manuals.php
WC Calculator: http://www.reduceyourworkerscomp.com/calculator.php
TD Calculator: http://www.reduceyourworkerscomp.com/transitional-duty-cost-calculator.php
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.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
At the moment, health care reform appears to have a number of positive and negative potential impacts on workers’ compensation over the next few years. The net results cannot be estimated this early in the game. We can, however, identify a few elements and their possible consequences.
1. Insuring the now uninsured: Positive – employees who have health insurance tend to file fewer workers’ compensation claims. They have less incentive to cost shift. Another result will be that chronic medical conditions will be, over time, better controlled and less likely to increase the severity of work related claims.
2. Availability of care: Negative – with a large number of people having new health coverage, doctors and facilities may be swamped in some areas. The problem will lead to
(a) delays in appointments for workers’ compensation related medical treatments and,
(b) less willingness by providers to participate in occupational medical networks and offer discounts off fee schedules.
3. Removing the pre-existing exclusion: Unknown – in 2014 the pre-existing exclusion will disappear in group health. This cuts several ways at once. There will be less incentive for employees to claim long standing “wear and tear” conditions as work related — a positive change. There may also be much greater demand on employers for workplace and job accommodations leading to new exposures and safety issues.
4. Medicare reform: Negative – the passage of HR 3590 was predicated on massive adjustments in Medicare reimbursement levels, which are marginal for medical providers now. This will pressure providers, especially hospitals and some specialists, to cost shift where possible and workers’ compensation is a soft target in most states. We could see significant increases in medical costs per claim as the Medicare changes begin to bite in a couple of years. (The recession-driven cutbacks in state Medicaid reimbursements will only amplify this effect in the near term.)
5. Libby care: Unknown – the "Libby care" clause of HR 3590 (sec 1881A) is not intended to lead to the federalization of industrial diseases absent some very specific catastrophic circumstances comparable to those of the WR Grace disaster in Libby, MT. But we all know that ERISA was intended to address a very narrow set of union pension abuses when it was passed, but the Department of Labor, abetted by the Florida Administrators decision of the Supreme Court in 1977, expanded it greatly. The Libby care provision will bear watching.
Workers’ compensation was not at the table when Congress hammered out its health care reform solutions. Other than a few glancing mentions, such as the Libby care clause noted above, occupational medicine was overlooked and, by default, left to the states. This is probably a good thing, on balance. Yet, as health care reform changes begin to penetrate the enormous US health care enterprise, they will impact workers’ compensation in many overt and subtle ways over the next several years. (workersxzcompxzkit) Carriers, third party administrators, and managed care vendors will need to be alert to capture possible advantages and avoid potential nasty surprises.
Contributor / Author: Gary Anderburg, PhD. is currently the Practice Leader for Analytics and Outcomes at Broadspire Services Inc. He has over 25 years experience in the industry and has published articles in a number of industry journals. He recently led a panel on Healthcare Reform at this year's RIMS conference in Boston, MA. He holds a BA from Pamona College and a Phd from Stanford University.
©2010 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 California mail carrier who claimed she was injured and obtained nearly a quarter of a million dollars in worker's compensation has been accused of fraud after allegedly spending her time launching a career in mixed martial arts.
The woman is facing time in federal prison for fraud and theft for opening a pair of MMA gyms, named TNT MMA/Boxing, in Roseville and Elk Grove.
Federal investigators said the suspect, filed a claim for worker's comp following an injury in 2005. For the next four years, she never returned to work and continued to file for more money, eventually collecting $250,000, according to the indictment. (workersxzcompxzkit)
Court documents also allege the woman signed federal documents and personal letters claiming she wasn't working, couldn't work, was not self-employed or in another business. (workersxzcompxzkit)
Investigators discovered a clip on YouTube promoting the TNT MMA/Boxing gyms, allegedly showing the woman giving a tour of one of the gyms, owned by Buxmann Entertainment Inc.
The woman faces 15 criminal counts and up to 20 years in prison.
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, healthcare, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604.
FREE WC IQ Test: http://www.workerscompkit.com/intro/
WC Books: http://www.reduceyourworkerscomp.com/workers-comp-books-manuals.php
WC Calculator: http://www.reduceyourworkerscomp.com/calculator.php
TD Calculator: http://www.reduceyourworkerscomp.com/transitional-duty-cost-calculator.php
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.
©2010 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit.com
Kentucky's workers' compensation self-insurance group is reportedly running a $154 million surplus and is facing pressure to refund a portion of the money to policyholders. KEM takes in approximately $125 million in premiums a year. For more Information: www.reduceyourworkerscomp.com
The Lexington Herald-Leader reported that Gov. Steve Beshear sent a letter last week to the quasi-public Kentucky Employers' Mutual Insurance company, urging it to disperse a portion of its surplus to small businesses having a hard time financially. Then Sen. Majority Floor Leader Robert Stivers, R-Manchester, filed legislation that would force KEMI to do likewise. (workersxzcompxzkit)
The agency recently reported to the Department of Insurance it has a $154 million surplus to go with a $357 million cushion required to pay current and future claims.
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, healthcare, manufacturing, printing/publishing, pharmaceuticals, retail, hospitality and manufacturing. Contact: Robert_Elliott@ReduceYourWorkersComp.com or 860-553-6604.
FREE WC IQ Test: http://www.workerscompkit.com/intro/
WC Books: http://www.reduceyourworkerscomp.com/workers-comp-books-manuals.php
WC Calculator: http://www.reduceyourworkerscomp.com/calculator.php
TD Calculator: http://www.reduceyourworkerscomp.com/transitional-duty-cost-calculator.php
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.
©2010 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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