Overcome 3 Common Return to Work Barriers

5 Ways to Break Down Organizational Silos to Reduce Workers’ Comp CostsMembers of the claims management team and other interested stakeholders in a workers’ compensation program need to be proactive when it comes returning an injured employee back to work.  This includes being ethical and hardworking when it comes to vocational rehabilitation matters.  This is especially the case when it comes to overcoming common barriers in the RTW and rehabilitation process.  Failure to do so can result in increased workers’ compensation costs and other added expenses.

 

 

Who is Responsible

 

The employer is the most important and impactful party in return to work.  The best practice is for the employer to develop the position of a “RTW Coordinator.”  This should be a person who is knowledgeable in human resource matters, state and federal disability and discrimination laws, and accessible to the entire workforce.  The RTW Coordinator should also be responsible for all interactions with the injured worker on behalf of the employer and maintain documentation related to a workers’ compensation claim.

 

  • Responsibilities of the Employer: This party is responsible for reporting the work injury and helping with the investigation.  The employer should take action in letting the employee know their rights, which is often required under a state workers’ compensation law.  They are also responsible for identifying available light-duty work opportunities and monitor the employee’s recovery.

 

  • Responsibilities of the Insurer: Coordinate with the employer on all work injury matters and pay for all workers’ compensation benefits the injured employee is entitled to under the law.  The insurer can also make recommendations on light duty job opportunities and provide education to their insured.

 

 

 

Overcoming Common RTW Barriers

 

There are numerous barriers to effective RTW following a work injury.  Employers, insurers and other interested stakeholders should make an effort to understand these barriers and overcome common objections to returning an employee back to work following a workers’ compensation injury.

 

 

  • We do not have light duty available – Sorry!

 

There are countless opportunities for an employer of any size to provide RTW opportunities for injured employees in need of light duty work.  The key is being creative!  Examples can include clerical positions in the front office and maintenance positions such as cleaning or performing lawn maintenance.  A light duty position can also include the review of policies and procedures and making sure the company’s safety training is up to date.

 

In order for a light duty job offer to be effective, it must meet certain requirements outlined in law or rule.  Factors to consider include specific details contained within the job offer description and consistency of the offer when compared to the employee’s normal position – e.g., If the employee was working the first shirt at the time of injury, make sure the job offer is for that same shift.

 

 

  • The labor unions are tough – they will never agree to this!

 

Organized labor should always be viewed as a partner in RTW efforts.  Restrictions may apply depending on the collective bargaining agreement.  Every effort should be made to include labor in this process as the union benefits when its members are working and being productive.

 

 

  • The injured worker is too old to attempt RTW

 

Americans are staying in the workforce longer due to a number of different factors.  Regardless of the age of an employee, it is important to remember they add value not only to the mission of the company, but it also increases workplace morale.  Every attempt should be made to include older employees in the process.  It may even be an opportunity to keep them off Social Security Disability via the “Ticket to Work” program.

 

 

Conclusions

 

All interested stakeholders are responsible for RTW efforts in workers’ compensation matters.  This includes being creative and seeking to overcome common obstacles that prevent the implementation of an efficient program.  By keeping all parties involved in the process, one can reduce workers’ compensation program costs and promote a better workplace.

 

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: http://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Case Study: $951,189 in Savings Through MSA Optimization

Reduce your workers' comp case studyAttention to detail cannot be overstressed when it comes to finalizing Medicare Set-Asides. The Centers for Medicare and Medicaid Services is very specific regarding what can and should be included to gain its approval. Beyond that, those setting up the MSA need an in-depth understanding of the rules to ensure the injured worker gets what he needs while keeping costs in check.

 

The CMS rules for MSAs are intricate and laced with nuances. Additionally, the agency often issues changes intended to ease the process. That means those tasked with creating the MSA must have a clear understanding of the latest iteration of the rules.

 

 

MSAs

 

An MSA is a portion of a total workers’ compensation settlement designed to cover expenses for all future medical expenses related to the workplace injury that would otherwise be reimbursable by Medicare. The goal is to identify as accurately as possible the total cost that will be incurred during the injured worker’s life.

 

CMS approval is not a legal requirement for an MSA. However, the potential financial repercussions for providing an inadequate MSA are such that many industry stakeholders find it wise to submit proposed MSAs to the agency.

 

Estimating the future medical costs takes enormous skill. For example, the final amount takes into account only the expenses related to the specific injury. Also, it needs to include things such as durable medical equipment that, while not needed presently, may be necessary in the future. Surgeries and other recommended medical treatments should also be included.

 

At the same time, the MSA should not include treatments or medications that are either not related to the injury or are not currently being used, or expected to be used by the injured worker. Unfortunately, when treatment recommendations are not clearly stated in the medical records, the concern that CMS may return a ‘counter higher’ response can lead many to overfund MSAs — especially, in the case of medications.

 

 

 

Case Study (Provided by Tower MSA Partners): $951,189 in Savings from MSA Optimization

 

 

CMS guidelines stipulate that medications listed as ‘active’ by the treating physician should be included in the MSA — even if the injured worker is not taking them.

 

 

Challenge

 

Pennsaid (Diclofenac Sodium) is a topical, nonsteroidal anti-inflammatory drug used to treat pain. The injured worker received a sample of the medication and a prescription of Pennsaid 1.5 percent for low back pain. However, the medication did not effectively manage the pain, so the injured worker never filled the prescription. The claims adjuster was unaware of the prescription since it had been provided as a sample dose followed by a paper prescription.

 

Total MSA Exposure — $970,355

 

Solution

 

Tower MSA’s physician follow-up team worked with the assigned nurse to make the treating physician aware that the injured worker was not filling the prescription. The doctor agreed to discontinue the medication and replace it with an oral version of Diclofenac. He also offered to prescribe Nabumetone, another nonsteroidal anti-inflammatory medication used to treat pain. However, the injured worker also did not fill that prescription.

 

A letter was sent by the physician to confirm discontinuation of the ‘active’ medication. It included the following language:

 

“I discontinued [the injured worker’s] Pennsaid 1.5%. He was offered Nabumetone, but the patient declined this medication.”

 

The pharmacy benefit manager blocked both medications to prevent the possibility of either being reintroduced. The letter from the physician was appended to the MSA, and both Pennsaid and Nabumetone were removed from the prescription drug portion of the allocation.

 

 

Results

 

In its review of the MSA, CMS accepted Tower’s physician letter as evidence of the discontinuation of both drugs and approved the MSA in full.

 

The removal of Pennsaid and Nabumetone drastically reduced the MSA allocation:

 

Initial MSA Allocation $970,355
Savings from Removal of Pennsaid & Nabumetone: $951,189
 

Final MSA:

 

$  19,166

 

Conclusion

 

Injured workers should not have to worry about paying for future medical expenses related to their workplace injuries after they settle their workers’ compensation claims. At the same time, overpaying an MSA for unused and unnecessary services and medications serves no one’s best interests. It’s important to use experts to ensure the appropriate funding amount is allocated.

 

 

Author Michael Stack, CEO Amaxx LLC. He is an Michael Stack - Amaxxexpert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center .

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: http://blog.reduceyourworkerscomp.com/

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Education is Key to Prevent Dangerous Opioid Drug Combinations

There is good news on the opioid front in the workers’ compensation system. According to the latest Workers’ Compensation Drug Trend Report from myMatrixx, an Express Scripts company,

 

  • Average spending on the drugs declined 11.9 percent
  • The percentage of injured workers using opioids for at least 30 days decreased by a couple of percentage points
  • The morphine-equivalent dose (MED) declined — with a 33.7 percent reduction in cumulative MED greater-than 100 and a 26.9 percent decrease in cumulative MED overall.

 

But the good news is tempered by the persistent problem of opioids prescribed in conjunction with other medications that together form a dangerous interaction. While the numbers were somewhat better in 2017 than the previous year, there are still too many injured workers being put at risk for overdoses and death. Education and outreach are needed to address the problem.

 

 

The Facts

 

According to the Drug Trend report, 74.2 percent of payers spent less on opioids in 2017 than in 2016. The average amount per claim declined to $342.57, compared to $388.80 in 2016. Opioids continued to be the most expensive and highly used class of drugs among injured workers and accounted for 24.1 percent of total pharmacy spend in 2017.

 

“While a decrease in the utilization of opioids is a positive sign for the workers’ compensation industry, there is still work to be done,” according to the report. “Nearly 40 percent of injured workers took an opioid along with a muscle relaxant, while 9 percent took an opioid and benzodiazepine. Taking these medications together can increase the risk of side effects and death from respiratory depression.”

 

The report showed that in 2017

 

  • 7 percent of injured workers took an opioid and a muscle relaxant, compared to 31.1 percent in 2016.
  • 3 percent took an opioid and a benzodiazepine last year, compared to 7.3 percent the previous year.
  • 5 percent took an opioid, a muscle relaxant and a benzodiazepine in 2016, compared to 3.1 percent in 2016.
  • Among injured workers using opioids for a short-term (less than a 30 days’ supply), 79.6 percent used opioids only, and4 percent used an opioid and a muscle relaxant.
  • For injured workers using opioids for more than 30 days, 36.1 percent filled both an opioid and a muscle relaxant.

 

Despite the slightly better news, there is still much to be done to curb the problem of combining opioids with certain other drugs. The federal government reports more than 30 percent of overdoses involving opioids also involve benzodiazepines or ‘benzos.’ These drugs are used to help anxiety, insomnia, muscle tension, seizures, and alcohol withdrawal. Both benzos and opioids suppress breathing, sedate users and impair cognitive functions.

 

Benzos are commonly sold under the names Valium, Xanax, and Klonopin. Additionally, some benzos, have muscle relaxant properties and are often prescribed for injured workers with muscle spasms.

 

The Centers for Disease Control and Prevention issued new guidelines in 2016 that recommend clinicians avoid prescribing benzos concurrently with opioids whenever possible. Both opioids and benzo medications now carry warnings from the Food and Drug Administration (FDA) highlighting the dangers of using the drugs together.

 

Research clearly shows the dangers of combining opioids with benzos. In a North Carolina study, for example, researchers found the overdose death rate among patients receiving both types of medications was 10 times higher than among those who only received opioids.

 

Part of the problem is that physicians may prescribe opioids on a long-term basis to treat acute or chronic pain, along with Valium to treat muscle spasms. Injured workers may also receive a Xanax prescription from a therapist if they suffer from anxiety.

 

 

Additional Medication Dangers

 

In addition to muscle relaxants and benzos, many other medications can be harmful when taken in combination with opioids. The FDA has issued warnings for physicians to limit their prescribing of the following for patients on opioids:

 

  • Antidepressants
  • Migraine medications
  • Antipsychotic drugs
  • Sleep medications
  • Serotonergic drugs, such as St. John’s wort.

 

There’s also evidence that antihistamines, which can cause drowsiness and sedation, may be problematic when combined with opioids. Finally, mixing alcohol with opioids can be deadly.

 

 

Risks

 

Over sedation and depressed breathing are two of the biggest problems resulting from a mix of opioids with other medications. Over sedation renders the person unable to wake up or respond to stimuli, creating risks for falling or slipping into a coma. Depressed breathing leads to a lack of oxygen to the brain and eventually shuts down vital organ systems, causing brain damage or death.

 

There are additional risks as well.

 

  • Serotonin Syndrome, a serious central nervous system reaction occurs when high levels of the chemical serotonin build up in the brain and cause toxicity. Symptoms may include agitation, hallucinations, rapid heart rate, excessive sweating, shivering, muscle twitching and trouble with coordination.

 

  • Adrenal insufficiency is a rare but serious condition in which adequate amounts of the hormone cortisol cannot be produced. Cortisol helps the body respond to stress. Symptoms of adrenal insufficiency include nausea, vomiting, loss of appetite, fatigue, weakness, dizziness or low blood pressure.

 

  • Decreased sex hormone levels are associated with long-term use of opioids and can reduce the person’s interest in sex, or lead to impotence or infertility.

 

Knowing the symptoms of an overdose is important, and may include

 

  • Pinpoint pupils
  • Unconsciousness
  • Dizziness or lightheadedness
  • Extreme sleepiness
  • Slowed, irregular breathing
  • Confusion
  • Unresponsiveness
  • Blue lips
  • Snoring or gurgling sound in the throat

 

Educating patients and physicians about the dangers of combining opioids with many other medications is the first step to reduce the problem. Those managing claims should reach out to prescribers to ensure they understand the risks of interaction.

 

Conclusion

 

The combination of opioids with other medications should only be prescribed to patients who do not respond adequately to other treatments. If they do, the dosages and duration of each medication should be the lowest amount possible.

 

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: http://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Navigating the ADA Minefield in Work Comp

Interested stakeholders in any workers’ compensation program need to be aware of the many issues when it comes to running an effective program.  One of those includes being aware of how the American with Disabilities Act (ADA) impacts their program and post-injury efforts to return an employee to work.  Failure to do so can result in fines, penalties and lack of good will.  Now is the time to pay attention and prepare.

 

 

What is the American with Disabilities Act?

 

The ADA was passed was signed into law in 1990 as an amendment to the Civil Rights Act of 1964.  The law prohibits certain discriminatory practices based on an individual’s disability.  The law was amended one most recently in 2008, when President George W. Bush signed amendments to the law that expanded the scope of the ADA to include additional areas of coverage.

 

Important matters to consider in the context of workers’ compensation claims include the following:

 

  • Disability: This is defined by the statute to include “a physical or mental impairment that substantially limits one or more of the major life activities;” and

 

  • Qualified Individual with a Disability: The ADA only applies to an “individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position.”

 

 

How Does the ADA Apply to Work Comp?

 

The ADA impacts workers’ compensation once the threshold issue of the law’s mandates are met.  This occurs when the injured employee is considered “qualified” for protections under the Act by demonstrating a reasonable accommodation may be needed in order to perform the essential functions of their job, or a return to work job offer.

 

Consider the following:

 

  • The definition of ‘disability’ includes “…substantially limits one or more major life activities.”
  • A major life activity under this definition includes the ability to work at full-duty.

 

The need for a reasonable accommodation can apply both when an employee returns to work in their pre-injury position, or in a modified capacity.  Failure to make these reasonable accommodations can subject the employer to a variety of penalties and fines.

 

 

Effective Work Comp Claims Handling Consistent with the ADA

 

The first step employers can take in effectively managing their workers’ compensation programs is the consistent application of employment matters to all employees.  This includes the following:

 

  • Have a dedicated in-house point of contact on all ADA and other employment law matters. This will likely be someone in human resources, who is familiar with workers’ compensation and other disability related issues.  Utilize legal counsel when necessary to avoid problems by being proactive.

 

  • Document every employee’s workplace conduct and performance on a consistent basis. This includes the consistent application of punishment for workplace violations, including termination.  This can become an area of concern when an employee arrives late for a scheduled work shift, or does not notify the employer of an absence.

 

  • Conduct a roundtable discussion with internal interested stakeholders including the injured worker for a discussion known as the “interactive process” before offering an employee covered by workers’ compensation and the ADA a return to work job offer.

 

  • Document the necessary requirements of all available positions within the place of employment. This should include the essential functions of a job, the necessary physical requirements and workplace safety issues.  An assessment should also take place as to whether an employee with certain disabilities can be “reasonably accommodated.”  This is a legal standard, not a matter of one’s personal opinion.

 

 

Conclusions

 

It should be the goal of every employer to return an injured employee back to work.  This is sometimes not only a question under the workers’ compensation law, but one that includes ADA considerations.  Interested stakeholders need to understand these matters in order to promote a safe workplace and reduce unnecessary expenses.

 

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: http://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

What Is A Workers’ Comp Vocational Consultant?

Vocational consultants are not needed on most of your worker’s compensation claims; just the severe claims. When an employee has a level of permanent partial disability, to the point that the impairment from the injury will prevent the employee from returning to work, a vocational consultant is required.

 

 

Vocational Consultant Evaluates Ability of Injured Employee to Work

 

A vocational consultant evaluates the ability of the injured employee to work and then assist the employee in finding employment within the physical limitations of the employee. The typical course of the vocational process is for the vocational consultant to perform a vocational assessment including vocational testing, perform a labor market analysis, a transferable skills analysis and assistance with job placement.

 

To access the injured employee’s ability to perform a different occupation, vocational testing is used. Testing to measure the employee’s educational achievement, aptitude, interests, and level of intelligence may be used to gauge what the employee’s skills are. These tests are the first steps in a vocational assessment for the employee.

 

The vocational assessment for each employee is done on an individualized basis. To make a complete evaluation of the injured employee’s abilities, the vocational consultant will:

 

  • Complete a detailed interview to obtain the employee’s background information on formal education, trade schools, prior work experiences, interests and hobbies

 

  • Based on the results of the detailed interview of the employee, a transferable skills analysis will be completed

 

  • Vocational testing to verify the level of the transferable skills the employee has will be completed

 

  • Vocational testing to identify other skill sets the employee has but did not express or disclose

 

 

Based on the results of the employee interview and the battery of tests administered to the employee, the vocational consultant assesses the employee’s educational level, skills, interests and abilities. This assessment will include:

 

  • Educational achievement

 

  • Vocational interest

 

  • Vocational function level

 

  • Aptitude/talent level

 

  • Intelligence level

 

  • Personality traits

 

 

Vocational Consultant Identifies Potential Jobs

 

The vocational consultant will analyze all the interview and testing information obtained about the employee and will complete what is known as a transferable skills analysis. Subsequently, the vocational consultant will identify occupations or jobs the employee will be able to perform at the level of permanent impairment the employee has using the transferable skills the employee has.

 

Before the use of computers, the vocational consultant had to manually review numerous (often hundreds) types of jobs to try to find one or more jobs the employee could perform. With the advent of computer programming, the injured employee’s physical limitations, prior training, and vocational testing results are compared to the requirements of thousands of job descriptions. The vocational consultant will obtain a listing of all the jobs the employee can perform with his physical limitations and existing abilities.

 

Utilizing the list of jobs the employee can perform with his impairment, the vocational consultant will complete a labor market survey to locate actual jobs the employee is capable of handling.

 

 

Vocation Consultant Continues Until New Work Is Found

 

While the identification of occupations/jobs the employee can perform is a big step forward, if there are no jobs available, the injured employee will continue to receive workers’ compensation indemnity benefits as he remains off work. The vocational consultant then becomes a career coach assisting the employee in locating jobs to apply for, providing guidance on how to interview for the jobs, and providing support and direction to the employee in the job search. The vocational consultant will continue to work with the employee until the employee is hired by a new employer.

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center.

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: http://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Five Factors to Review in Your Workers’ Comp Claim Files

While every workers’ compensation claim is unique, every claim contains certain key events and documents. The best practices established either by the insurer or the third party administrator creates a certain amount of uniformity in the claims.

 

When you review the workers’ comp claims of your employees, you will see established criteria in the handling of the claims. Each claim will contain information on:

 

  • Coverage
  • Contacts
  • Investigation
  • File Documents
  • Evaluation and Settlement

 

 

Coverage: 

 

The very first step the adjuster takes when handling a claim is the verification that there is coverage. This includes checking the policy number to be sure it is accurate; the policy dates to be sure the injury occurred during the time frame covered by the policy; the state(s) covered by the policy; and, any endorsements to the policy or any exclusions of coverage. If any aspect of the coverage verification is missing, the wise adjuster stops any further activity on the file until there is proof insurance covers the claim.

 

 

Contacts: 

 

Once the workers’ comp adjuster verifies there is insurance coverage in effect for the named insured, on the date of the injury, and in a location covered by the policy, the adjuster contacts all involved parties. Whether the adjuster contacts the injured employee first or the employer first depends on the nature and extent of the injury and the time frame of known events. The adjuster also contacts the medical provider’s office to obtain the initial medical treatment information, to provide information to the medical provider on billing for their services, and to provide the medical provider with information on the return to work policy of the employer. Any other parties who may impact the claim are also contacted; for example — witnesses on questionable or severe claims.

 

 

Investigation: 

 

Contact with all parties involved is the start of the claim investigation, but a proper investigation contains many other actions impacting the future outcome of the claim. Some of the investigation steps include:

 

  • A comparison of the details of the accident as provided by the employer, the employee, the medical provider, and any witnesses. Any deviation in the information obtained from the various parties needs to be analyzed by the adjuster.
  • The filing of the Insurance Service Office inquiry to determine if the employee has made prior insurance claims, and if so, do they impact the present workers comp claim. For instance, the employee, who suffered a lower back strained in your claim, also had a lower back injury workers comp claim with a previous employer.
  • A determination if there is a third party responsible for the employee’s injury, and if so, the documentation needed to pursue a subrogation claim.
  • An analysis of the nature and extent of the employee’s injury, the medical treatment plan, and the prognosis for the employee’s recovery.
  • An analysis of the employee’s job duties, equipment used, the return to work restrictions from the medical provider and the modified duty information obtained from the employer to determine if a modified duty job is an option.
  • A determination as to the future course of action needed on the file, also known as an Action Plan.

 

 

File Documents: 

 

Every claim file has basic claim documents to support the claim and the activity taken on the claim. Depending on the extent of the injury, the file may have additional documentation that might not be found in a simple injury claim. The documents you may see in the claim file include:

 

  • The Employer’s First Report of Injury (FROI).

 

  • The recorded statement summary of the employee and possibly the recorded statement summary of the employee’s supervisor and/or witnesses.

 

  • The required state forms filed with the governmental office enforcing the workers’ compensation statutes of the state.

 

  • The wage statement is showing the employee’s earnings during the required calculation period.

 

  • The Insurance Service Office report.

 

  • The medical records.

 

  • Vocational and/or rehabilitation reports.

 

  • Subrogation documentation.

 

  • Correspondence to and from defense counsel, correspondence to and from the employee’s attorney, and correspondence between defense counsel and the employee’s attorney.

 

  • Reserve worksheets used to calculate the cost of the claim.

 

  • File notes (a log of activities undertaken) making a record of every telephone call, piece of mail, e-mail, fax or other communication on the claim.

 

 

Evaluation and Settlement:

 

When the claim file has progressed to the point where the adjuster can start the evaluation process (usually when the employee has reached maximum medical improvement); there will either be a reserve worksheet or an evaluation worksheet establishing the financial exposure of the claim. The evaluation of the claim includes the compensability, the disability rating, the jurisdictional law, and any legal questions that need to be resolved. The file notes should describe the adjuster’s settlement discussions when they have taken place.

 

An essential part of risk management is to know as much as possible about the exposures your company faces. We recommend obtaining electronic access (on a read-only basis) to the insurer’s or third party administrator’s claim file. By knowing what is in your claim file, you can contribute any additional information benefiting the adjuster in bringing your employee’s workers’ comp claim to a satisfactory conclusion.

 

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: http://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Important Safety Tips for Outdoor Workers In Hot Summer Months

 Important Safety Tips for Outdoor Workers In Hot Summer MonthsNot everyone has the luxury of spending the hot summer months working inside an air-conditioned office.  A good percentage of the labor workforce has to be outside for hours and hours each day, battling the blazing sun and high humidity.  Every year, thousands of workers become sick from exposure to heat, and some even die. These illnesses and deaths are preventable, usually by taking some simple steps to help your workforce during the summer months.

 

 

Educate Employees on Risks of Working Outside

 

Workers exposed to hot and humid conditions are at risk of heat illness, especially those doing heavy work tasks or using bulky protective clothing and equipment while working outside. Some workers might be at even greater risk than others if they have not built up a tolerance to working in hot conditions.

 

Workers that live in Wisconsin may not be able to handle the heat as well as some workers in Arizona due to the overall climate and the fact that they just are not used to being around high levels of heat and humidity. Some employers send people around the US for various jobs that need to be done.  Special precautions should be made for those workers who may not be as used to working in the heat. Be sure they know about the conditions and allow them to voice any concerns they may have. Educate them on the risks of working outside, even if they think they know what the job will entail.  Sure, they can complete the job, but are the taking the outdoor conditions into account?

 

 

Body Temperature Can Rise to Dangerous Levels without Precautions

 

The body normally cools itself by sweating. During hot weather, especially with high humidity, sweating isn’t enough. Body temperature can rise to dangerous levels if precautions are not taken. Heat illnesses range from sunburn, heat rash, and heat cramps to heat exhaustion or heat stroke. Heat stroke can result in death and requires immediate medical attention. Some people at risk of heat stroke may not show obvious symptoms until it could be too late to help them, especially if you are working in remote areas far away from proper medical attention.  This risk could increase with new workers, who are afraid to talk to management about feeling ill because they feel that it could cost them their new job.

 

 

Prevent with Water, Rest, Shade, and Good Communication

 

So how can heat illness be prevented? Remember three simple words: water, rest, shade. Drinking water often, taking several smaller breaks, and limiting time in the heat can help prevent heat illness. Also attempt to do the heavier tasks earlier in the morning, when the sun and heat are not at full capacity.  Employers should include these prevention steps in worksite training and plans. Gradually build up to heavy work in hot conditions. This helps you build a tolerance to the heat – or become acclimated. Employers should take steps that help workers become acclimated, especially workers who are new to working outdoors in the heat or have been away from work for a while. Gradually increase workloads and allow more frequent breaks during the first weeks of work. Also, it’s important to know and look out for the symptoms of heat illness in yourself and others during hot weather. Plan for an emergency and know what to do — acting quickly can save lives! Some symptoms include fatigue, dizziness, confusion, blurred vision, heavy breathing, and minor shaking, among others.

 

Communication is key.  Workers outside need to know that they can take breaks as needed if they have to, without fear of being punished for taking too long to complete a job.  Onsite managers should be there to help with this and enforce the break times as needed. Sometimes shade is not readily available, so cooling stations or areas indoors that can be used to take breaks should be made available.  Only use the heavy protective gear as it is needed, you shouldn’t have workers standing around in heavy gear unless they are readily using it for their job. Also, you can have workers complete their tasks in shifts, so a fresh team can move in and out which will give everyone a break from the conditions.

 

 

Use High SPF to Prevent Skin Disorders

 

Exposure to the sun can also be deadly in the form of skin disorders.  Those with fairer skin may burn easier than those with other complexions, and you should always have a stocked supply of sunblock around for your workers to use. Make sure you use a high SPF, and it is always better to provide waterproof and sweat-proof sunblock versus the normal. We have all had a sunburn at one time or another throughout our lives, so remember how bad sunburn can hurt, and how the symptoms often do not set in until you have already had a good amount of sun exposure.  Sunblock should be applied 15-30 minutes prior to the sun exposure, and again a short time after your workers have been outside and working.  Even if your workers claim to “never burn” out in the sun, don’t take their word on it.  Make your workers use the sunblock every day, and remind them to reapply often.

 

 

Summary

 

The dog days of summer are upon us, and special care should be made for your outdoor workers if you have them.  Be sure to remind your workers about the risks of working short and long hours outside, and tell them to voice any issues or concerns they may have when on the job.  As we always say, it is better to be safe than sorry!

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: http://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

4 Strategies to Dispute a Workers’ Compensation Claim

For the most part, workers compensation claims are generally compensable. The general public thinks the opposite — that all insurance companies want to deny injury coverage.

 

In actuality, it’s estimated that 80 to 90 percent of claims are initially accepted. However, claims can be denied later down the road for various reasons. How does an employer properly dispute a claim when there is a compensability question?

 

 

4 Strategies to Dispute a Workers’ Compensation Claim

 

 

  1. If a reported claim is questionable, the adjuster needs to know right away so a proper dispute for investigational purposes can be filed.

 

At the time a claim is reported to the carrier, employers will know more than the adjuster. Once the adjuster receives the file, he or she sets up the claim, contacts the employee and employer, reviews medical records, and only then makes an initial decision.

 

But if the employer calls the claim questionable, it should be marked as questionable right away so the adjuster can file a dispute that the claim’s compensability is under investigation. Most jurisdictions have a time limit on how long the claim investigation can be. If the adjuster fails to file for the extension within the time limit, the claim could be conceded as compensable — at least in the beginning.

 

 

This leads to leakage because claims dollars are being spent on a claim that may not be compensable. It takes time to take statements, get medical records, get past records, do background checks, etc. If an adjuster can file an initially extension they can take time to investigate the claim and make the proper decision on compensability.

 

 

Generally, questionable claims receive more of the adjuster’s investigative attention. This is especially true when the employer notes on the first report of Injury that the claim is questionable; this automatically raises a red flag for the adjuster. The adjuster will review the claim’s initial parts and form questions to ask the employee when taking their statement.

 

 

An adjuster’s first call will be to you, the employer, asking why the claim is questionable. Employers can talk to witnesses, and follow up on leads made by other employees that a claim may not be 100 percent compensable and pass that information on to the adjuster in the beginning of their investigation.

 

 

All of these issues greatly help the adjuster, and after the investigation is completed, a proper decision can be made on the claim as to overall compensability.

 

 

  1. What if a claim starts off as compensable then needs to be disputed later on?

 

A claim can start off as compensable and then change. For example, an employee strains his back while working. There was a witness, and it was reported promptly. The worker was sent for treatment the same day. Usually, benefits will be conceded, and the claim will be accepted into initial stages.

 

 

But, a month later the claimant tells the doctor he hurt his back the weekend before the work injury doing yard work, then he made it worse while working. This should lead to a dispute in all cases. The adjuster has no way of knowing how bad the claimant had injured themselves while outside of work, and most often the injured worker will not be able to go back and say the injury/ongoing disability is 100 percent work-related.

 

 

Unfortunately, these cases are rare. Claimants are often intelligent, and even if this did occur most do not go to an occupational clinic and tell the doctor about how they injured themselves outside of work. But it does happen, and the adjuster should catch this every time. This can be seen in emergency department records, too.

 

 

  1. What if a worker is injured doing a simple task, and the diagnosis is worse than it should be in relation to what the worker was doing at the time of injury?

 

For examples like this, adjusters rely on the medical records and the mechanism of injury. For example, a claimant states she sustained a lumbar strain while at work lifting a 20-pound tote of parts. Then the doctor finds all sorts of objective evidence on exam of severe, disabling back pain. Something is not right. Lifting 20 pounds should not have such excessive force that it herniates multiple lumbar discs. The adjuster should seek an opinion of a peer-review physician or medical advisor to comment on the severity of symptoms in relation to the stated work injury.

 

 

This type of scenario is a lot more common than one would think. The general public probably has never had a diagnostic workup on their spine or an MRI test. If a claimant sustains a simple injury and the resulting MRI shows all sorts of issues, it does not mean they all are related to the work injury.

 

 

An employer also has to beware of false positives. Just because someone has multiple levels of disc bulges, does not mean all of those are related to work. Research shows workers of all ages and occupations can have a varying level of degree of spinal issues. It is the adjuster’s job to determine what, if anything, is related to the work injury, treat those issues, and deny ongoing treatment for the rest of the worker’s spinal problems.

 

 

  1. If you know the injury is not legitimate, should you file the claim anyway?

 

The answer is in all cases is YES. It is the adjuster’s job to determine if an injury occurred out of the course and scope of employment. A human resources professional is not an adjuster, and if a worker comes to you and alleges a work injury, no matter what the circumstances, it should be reported to your carrier/TPA. The adjuster has training and certification, and he or she is qualified to deny claims. Some jurisdictions can carry heavy penalties for failure to report a work injury to the carrier. You do not want to be hit with one of those penalties. The company pays a carrier’s premium to be protected in insurance matters. The employer should gather all the pertinent details and report the claim promptly. Indicate on the first report of injury that the claim is questionable, and go from there. Follow up with the adjuster, and chances are it will be denied as you suspect.

 

 

Summary

 

There are several ways to dispute a questionable claim. But the most important thing an employer can do is gather all the information on the claim before reporting it promptly to the carrier. Then, follow it up with a phone call to the adjuster. The more you work together with your carrier, the better chance the questionable claims will be denied.

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: http://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Practical Tips for Implementing Urine Drug Testing

Identifying and intervening with at-risk injured workers can save payers a bundle. These are the so-called “creeping catastrophic’ claims; the seemingly minor injuries expected to resolve within weeks that go south and before you know it, have been on the books for months or longer. They typically involve a variety of expensive medical procedures and medications, all of which are unsuccessful in alleviating the person’s pain.

 

This small fraction of workers’ compensation claims encompasses a majority of costs for payers. In recent years, the industry has done a better job of red-flagging these claimants earlier in the process. But an oft-overlooked tool to help is urine drug testing.

 

Urine Drug Testing helps physicians whether the patient is compliant with prescribed medications and/or using non-prescriber or illicit drugs.

 

But UDT has been ignored in many cases or overused in others. Using UDT judiciously can be a tremendous help.

 

 

The Stats

 

Recent research shows fewer than half the injured workers prescribed opioids received UDT – 17 percent to 50 percent. However, it also showed that of the top 5 percent of claims, UDT was conducted in 7 out of 10 physician visits.

 

Guidelines from the American College of Occupational and Environmental Medicine, the Official Disability Guidelines and the Washington State Interagency vary regarding UDT frequency recommendation. But they all call for UDT at baseline when opioids are initially prescribed, then at various times throughout the year based on the injured worker’s risk stratification. Those at low risk may only need UDT every six months to annually; while high-risk claimants might need to be tested monthly.

 

The testing provides objective information to support improved clinical decision making, and helps medical providers:

 

  • Monitor and support their decisions about medications.
  • Identify recent use of prescription and illicit substances.
  • Detect medications that may negatively interact with other drugs.
  • Better communicate with their patients about their treatment plan.
  • Identify possible medication abuse and misuse.

 

A recent national sampling of more than 11,000 testing specimens revealed that fewer than half – 47 percent – adhered to their treatment regimens. That means more than half were not taking their medications as prescribed, taking other medications that were not prescribed, or used illicit substances. It is, therefore, incumbent on organizations to include UDT as part of their treatment plans for injured workers prescribed opioids – especially those at higher risk.

 

 

Whom to Test

 

Testing all injured workers might not be feasible or practical. However, there are certain injured workers who should undergo UDT. Identifying those at risk for delayed recovery can involve several steps. One is risk factors for substance abuse disorders, such as:

 

  • History of substance abuse disorder.
  • Family history of substance abuse.
  • Major psychiatric disorder.
  • Cigarette smoking.
  • Preadolescent sexual behavior.
  • Poor family support.

 

Injured workers with no history of substance abuse – their own or their families, and no psychiatric history or other risk factors would be considered at low risk for substance abuse disorders. They should undergo UDT when opioids are initially prescribed, then yearly. It should be noted, however, that a person’s risk level can change. Medical providers should be instructed to watch for aberrant behavior or any signs of a problem.

 

Injured workers with substance abuse histories of non-opioids, and/or factors such as family history of substance abuse or psychiatric histories would be considered at moderate to high risk and should be tested two to four times per year, as well as when they initially prescribed opioids.

 

 

Patients Found Abusing

 

Those who are currently abusing or addicted to substances and/or have psychiatric histories or other factors present would be considered high-risk patients. These patients should no longer receive opioids from their primary physician and be referred for addiction therapy.    These injured workers should be tested at least three times a year and possibly as much as monthly, according to the guidelines.

 

Data from pharmacies can also be helpful in identifying injured workers at higher risk. Pharmacy benefit managers can help identify at-risk claimants based on their patterns of medication use, for example.

 

Once an injured worker has undergone testing, it’s important to have an expert interpret the results and help determine whether and what type of intervention may be necessary. Expert interpretation is generally provided by the testing lab. An employer may also consider consulting with a medical advisor.

 

 

Practical Tips for Employers / Payers Implementing UDT

  • Avoid poor quality and abuse by not letting doctors complete their own testing.
  • Contract for a panel of tests with a reputable lab.
  • Direct testing from physicians to the preferred lab.

 

Conclusion

 

There are a variety of tools that can help early identification of injured workers at risk of poor outcomes. UDT can be valuable when it is done with the proper frequency, and when the results are accurately understood and acted upon.

 

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center .

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: http://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Your Adjuster Has a Critical Role in Legal Defense Management

 Your Adjuster Has a Critical Role in Legal Defense Management With the public bombardment of attorney advertisements, it is becoming harder for the claims adjuster to work directly with an injured employee.  The plaintiff attorney advertising is designed to get the public to think that they need attorneys for everything. However, with proper claims handling, the claims adjuster can still control the workers’ compensation claim.

 

 

Once Attorney Hired, No Further Contact with Employee

 

Once the employee has retained counsel the adjuster can have no further direct contact with the employee.  The adjuster cannot advise the employee to terminate a relationship with their legal counsel.  The adjuster cannot tell an employee not to retain legal counsel.  While some employees can be very difficult to deal with and extremely demanding, the adjuster can never tell an employee to get an attorney.  If asked about getting an attorney, the adjuster should tell the employee it is their decision on whether or not they hire an attorney.  The adjuster should request a letter of representation from the employee’s attorney as soon as notified of their existence.

 

The adjuster may reevaluate the claim when an attorney appears, but the adjuster should not be stampeded into an excessive change of opinion.  Claims have been settled for less with attorneys than they might have been settled with the employee direct.

 

The adjuster will price the settlement values of the workers’ compensation claim based on the facts and exposures regardless of legal representation.  The injured employee will determine after the disposition of the claim whether or not the attorney was worth it and needed.

 

 

Adjuster to Maintain Positive Contact with Employee Before Attorney Representation

 

Prior to an attorney representation, the adjuster should maintain a direct dialogue and interface with the claimant.  This is accomplished by showing empathy and concern for the person and injury.  The adjuster should not allow sympathy to overrule the facts and necessities of the loss.

 

The adjuster can maintain control of the claim by prompt contact, kept promises, returned telephone calls, and questions answered with fact, law, and honesty.  Explanation of all steps as to what will happen, when it will happen and how it will happen, builds confidence of the employee in the adjuster’s professionalism.

 

All of these steps may not keep the employee away from an attorney.   Nor may it prohibit a request for a hearing, even if the adjuster works in the same professional manner with the claimant’s attorney.  Many attorneys receiving such consideration will usually delay filing for a hearing and are more apt to be receptive to a prehearing resolution of the claim.  (Some jurisdictions have hearings in front of an official from the work comp board, while others will have an industrial commission, and others used the court system of their state).

 

 

First Notice of Claim Could Be Request for Hearing

 

On the other hand the first notice of a claim may be by a request for a hearing.

 

Regardless of when or how a hearing request arrives, the adjuster is under the gun to process the legal papers as fast as possible.   Most hearing requests must be answered in a specific time frame, often 30 days, but some jurisdictions have a shorter time frame of 20 days from the date the employer is notified.  If the answer period is going to expire before an answer can be given due to investigation needs, the adjuster should request an extension of time from the employee’s attorney.  The adjuster should attempt any disposition that might be possible before referring to defense counsel.

 

The hearing request should be sent to defense counsel at once by the adjuster.  The adjuster will need to keep the claim file on a daily diary until the employee’s attorney agrees to an extension of time, or until the adjuster has employed defense counsel to respond to the hearing request.

 

The adjuster should send defense counsel a copy of the file with a covering letter outlining legal steps to take, and the adjuster’s summary assessment of the file.  The adjuster should provide written litigation management guidelines to the defense attorneys. The adjuster should request a litigation plan and a litigation budget. The adjuster should set a legal reserve for the defense cost. The legal plan should be the guide for setting the legal reserve.  However, until a litigation plan arrives from defense counsel, the adjuster can use an average of past legal costs for similar losses to set the legal reserve.

 

 

Stay with File Before and After Referral is Made to Defense Counsel

 

The adjuster should keep the file on a daily diary until the claim referral is acknowledged by defense counsel and an answer has been filed.

 

The adjuster should not abandon the file handling and management to defense counsel.  The adjuster is responsible for gathering the facts for the defense counsel.  If the file has recorded statements from the injured employee and other employees as witnesses, the adjuster should defer expensive depositions until absolutely necessary.  The adjuster should prevent needless litigation steps and not allow the defense attorney to use outside investigation without prior approval and need.

 

All specialist investigation or experts needs the adjuster’s approval. They are to be coordinated with the adjuster, the employer and the defense counsel.  The adjuster should control cost by the pre-agreement of fees and cost.  The adjuster should audit the billing by outside investigators or experts to be sure it is in keeping with the agreements.

 

If defense counsel needs information from the employer, the adjuster should obtain it. When a meeting or conference is necessary, the adjuster should be present with defense counsel and the employer.  If the self-insured employer needs to be contacted for disposition authority, it should be done through the adjuster.

 

Good adjusters know the value of the claim, can negotiate the settlement themselves, and should try to keep defense counsel out of settlement negotiations to limit legal fees.  However, when a case is in a hearing, arbitration, or statutory judgment the attorney may have to settle on the spot.  The adjuster should provide defense counsel with the necessary settlement authority. Telephone discussions for additional authority can prevail in these situations. If the self-insured employer input is required, the adjuster should comply.

 

The adjuster should control defense counsel reporting. It is not necessary for the attorney to parrot back factual information already in the file.  All that is necessary for the attorney to do is state how the facts will be used in the litigation process.  The attorney’s report should contain an opinion as to disposition.  A request for any additional investigation is necessary.  A time frame and necessary legal steps should be in the report.

 

 

Adjuster Critical in Management of Attorney Costs

 

Once the initial assessment report is completed by defense counsel, it is necessary for the adjuster to receive supplemental reports for current activities and opinions.  If legal research is necessary the attorney must discuss and get the adjuster’s approval.  Limitations must be set to avoid runaway costs.

 

The adjuster should have defense counsel eliminate from their reports all, or at least surplus copies of interrogatories, pleadings, depositions, and other legal information.  The attorney generally reports on the contents of these items and their impacts, so it is seldom, if ever, necessary for copies to come to the adjuster’s file.  Not only will this save attorney copy cost, it will reduce a cumbersome file.  If a need arises for these actual documents, the adjuster can always request them.

 

All defense counsel legal billings should be reviewed and approved by the adjuster.  The adjuster should check the defense counsel bill line by line to be certain there is no duplicity, overlap, or non-authorized handling.

 

The adjuster should be cognizant of excessive telephone and other uses.  The adjuster should supply photocopies of documents to counsel when possible so they do not have to copy.  The adjuster should before sending any file to defense counsel go through the file page by page and eliminate any duplicates, or needless paper.

 

When a case goes to a hearing and an adverse decision gives grounds for appeal, the adjuster should handle the appeal response period on daily diary until the defense counsel has filed the appeal.

 

 

 

Multiple Defense Relationships Should be Engaged

 

The adjuster should develop relationships with several defense counsel firms. It is recommended that the different firms be used simultaneously. This generates competition between the firms, allows for spreading work, and keeps the assignments on a fresh approach for service and thinking.

 

 

 

Michael Stack - AmaxxAuthor Michael Stack, CEO Amaxx LLC. He is an expert in workers’ compensation cost containment systems and helps employers reduce their workers’ comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is a co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center.

 

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: http://blog.reduceyourworkerscomp.com/

 

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

 

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

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