- Is the event employer sponsored or employee sponsored?
- Is the event primarily financed by the employer?
- Does the employer benefit from the event by providing training or presentations, or by making morale speeches or passing out special achievement awards?
- Does the employer mandate attendance or is attendance voluntary?
- Does the employer encourage attendance by making a record of attendance?
- Were the employees paid for the time in attendance?
- Were employees who chose not to attend required to work their regular job if not in attendance?
- Do the employees regard the event as a fringe benefit they are entitled to?
- Does the social event occur during normal work hours?
If the answer is “yes” to most of the above questions, the injury most likely will be covered by workers’ compensation.
Author Rebecca Shafer, JD, President of Amaxx Risk Solutions, Inc. is a national expert in the field of workers compensation. She is a writer, speaker, and publisher. Her expertise is working with employers to reduce workers compensation costs, and her clients include airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality, and manufacturing. She is the author of the #1 selling book on cost containment, Workers Compensation Management Program: Reduce Costs 20% to 50%. Contact: RShafer@ReduceYourWorkersComp.com.
Editor Michael B. Stack, CPA, Director of Operations, Amaxx Risk Solutions, Inc. is an expert in employer communication systems and part of the Amaxx team helping companies reduce their workers compensation costs by 20% to 50%. He is a writer, speaker, and website publisher. www.reduceyourworkerscomp.com. Contact: email@example.com.
WORKERS COMP MANAGEMENT MANUAL: www.WCManual.com
MODIFIED DUTY CALCULATOR: 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.
©2012 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact us at: Info@ReduceYourWorkersComp.com.