Consider this. A large number of hours at the Board are wasted on hearings that are on just for the claimant to get reimbursed for mileage expenses. The amounts of money involved are small but important to the workers. The carriers take forever, forget them, drive the claimant crazy and cause defense expenses to soar. (The attorneys who cover these hearings for the carrier charge $125-250. This is added to the employer’s costs on the file. Plus what the carrier adds for administration which is likely a percentage of the claim costs.)
1- Pay Mileage - One way to build a bond between the employee and the employer is for the employer to pay these mileage expenses and NOT forward them to the carrier. The employer gets a tax deduction as a work comp expense even if it was the carrier’s responsibility.
2-Pay TV and phone in hosptial room – Here is another way to establish a bond with the worker. When they are in the hospital, usually for less than a week, comp will not pay for TV or the phone. Yet these are considered essential by most people. Again, this is a source of frustration to the worker and the worker’s family. The employer can pay this as a reasonable part comp expense knowing that the carrier never would.
These are all part of a larger program to take the friction out of claims and keep the worker away from the system on the 97% of the claims that are small and should stay small. Almost 10-15% of the claims produce a huge number of unnecessary hearings.
3-Request copies of all forms in the proceeding – Another thing would be to have the employer insist on being notified and copied on all forms in the proceeding. Frequently they are not. Then they should call or speak to the worker before and after any hearing. The employer should do the troubleshooting since they will be paying in multiples for the inefficiencies of the carrier and the Board. If the employer does these things attorney involvement will be far less.
Normally, companies do not put a program like this in place proactively if they are not currently having problems, but that’s the best thing to do. For employers who are worried about rising costs this is perfect. The program acts as the teaching tool for the HR staff and is a morale builder. The staff learns how to retake control of the claim. Lost time will plunge and there will be far fewer hearings.
There are thousands of employers in NY who could benefit in ways they cannot imagine. This would also reduce unemployement and discrimination claims which are often triggered by anger toward the comp system.
Attorney Theodore Ronca is a practicing lawyer from Aquebogue, NY. He is a frequent writer and speaker, and has represented employers in the areas of workers’ compensation, Social Security disability, employee disability plans and subrogation for over 30 years. Attorney Ronca can be reached at 631-722-2100.
WC Cost Calculator www.ReduceYourWorkersComp.com/calculator.php REAL COST of work comp.
WC 101 www.ReduceYourWorkersComp.com/workers_comp.php for the basics about workers comp.
Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs.
©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com
Computer Literacy Trends are an opportunity in workers’ compensation return to work. Jobs such as dishwasher, laborer, truck driver, janitor, housekeeping, heavy equipment operator are not jobs normally requiring computer use. Yet, statistics indicate that use of home computers and PDA’s are off the charts. Since computer literacy dramatically improves an injured worker’s chances to secure alternative or modified duty work, it makes sense for employers to key in on the home computer craze.
From working in the return to employability field for 20 years, Gordon R. Butler has insightful advice to provide. Gordon advises, take the time to determine your employees technology skills before injury or illness occurs. One savvy employer thought ahead to include a few key questions of all staff during the standard hiring and performance evaluation process. This equipped the company to discuss return to work options via email while the employee was recuperating and unable to come to the workplace.
Make sure to ask:
1-Do you have a home email address?
2-What type of computer do you have at home? PC/MAC?
3-Do you have internet access from home?
4-If you have typing skills, are they Beginner/Intermediate/Advanced?
5-List all types of software you like to use?
The questions serve two purposes. They were preparing to explore the option to telecommute and wanted to monitor how many employees might already be equipped to take advantage of this option. In the process, they discovered the information was valuable in workers’ compensation RTW program efforts also.
From working in the return to employability field for 20 years, Gordon R. Butler has insightful advice to provide. Gordon R. Butler, national authority/consultant on employability & wage capacity in workers’ comp, liability, PIP and LTD Claims. He can be reached at 321-377-1164 (cell) or email gbutler@gbutlerconsult.com www.gbutlerconsult.com
WC Calculator www.ReduceYourWorkersComp.com/calculator.php
TD Calculator www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php
WC 101 www.ReduceYourWorkersComp.com/workers_comp.php
Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs.
©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. For reprint permission contact Info@ReduceYourWorkersComp.com
We often recommend having an employee brochure titled, “What to Do If You Are Injured On the Job”.
Every company handles workers’ comp slightly differently, so each brochure will be different, but the categories can be standard. There are 8 topics you should cover in your brochure:
1-What is workers’ comp
2-What happens if an employee is hurt at work
3-How is medical treatment obtained
4-Who pays for medical care
5-What happens after an injury (transitional duty and return to work)
6-Are there additional benefits
7-Fraudulent Claims
8- Contact Information
Cover these main topics in a written communication piece – if you don’t talk to your employees someone else will — an attorney on television, a friend who has filed suit against his or her employer, or another bias party. Provide an even, balanced communication piece telling the employee what he or she needs to know and providing contact information about where the employee can obtain additional information if needed.
Try the WC Cost Calculator to show the REAL COST of work comp.
Look at WC 101 for the basics about workers comp.
Workers’ Comp Kit® is a web-based online Assessment, Benchmarking and Cost Containment system for employers. It provides all the materials needed to reduce your costs significantly in 85% less time than if you designed a program from scratch.
Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs.
You are welcome to reprint this material by simply contacting us at Info@ReduceYourWorkersComp.com and let us know you are using our material. You must keep our name, copyright and an active link
©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law.
If your company has a large, decentralized workforce, you may need a dedicated person responsible for coordinating injured employees return to work efforts. It's probably not enough to have a Transitional Duty Policy, you may need personnel to coach employees, support local management and and follow through with other actions in your workers' compensation program. The RTW Coordinator or WC Coordinator can play the central role of coordination. Here are 8 things a WC Coordinator or RTW Coordinator can do: 1-Contact Local Management or HR to help them bring every injured employee back to work. 2-Assist the General Manager (GM) determine suitable transitional duty jobs for every injured employee. 3-Make sure the TPA or claims administrator has all the documentation needed for claim processing and return to work placement. 4-Make sure the TPA or claims administrator know about your workers' compensation cost containment process. 5-Inform the payroll department when an employee is receiving indemnity payments (lost wages) so regular pay can be discontinued. Make sure the employee has not filed for unemployment. 6-Assist the GM with maintaining frequent contact with the injured employee, including attend weekly meeting with the employee and GM. 7-Familiarize local management with the new WC Cost Control Process. 8-Follow up on each step of the claim until the employee is back to work full duty in their original job by removing EVERY obstacles that gets in the way of a complete return to work. Try the WC Cost Calculator to show the REAL COST of work comp. Look at WC 101 for the basics about workers comp. Workers' Comp Kit® is a web-based online Assessment, Benchmarking and Cost Containment system for employers. It provides all the materials needed to reduce your costs significantly in 85% less time than if you designed a program from scratch. Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs. ©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com
As a productive member of your workforce, employees must participate in your Workers' Compensation Claims Management Program. Here are nine things you might want to require: 1. Accidents must be reported immediately after an injury. 2. Injured employees must bring your injury treatment form to the doctor who treats them, and must get this from updated at intervals you request (e.g. every two weeks). 3. Have their doctor fax this form to the workplace within 24 hours of each appointment. 4. They must attend weekly status meetings at the workplace (unless they are bedridden) until they are back to work in their original job at full capacity. If they are bed-ridden a nurse case manager can make a home visit, if approved by your legal counsel. 5. Be available for medical appointments and company meetings during normal business hours. 6. Provide updates about their medical condition. 7. Participate in the transitional duty program as required by policy. 8. Comply with all program policies. 9. Sign an acknowledgement form stating they have been informed of and understand all requirements. Provide them with an Employee Brochure explaining these requirements. Learn about all FORMS available in Workers' Comp Kit at www.ReduceYourWorkersComp.com WC Calculator www.ReduceYourWorkersComp.com/calculator.php TD Calculator www.ReduceYourWorkersComp.com/transitional-duty-cost-calculator.php WC 101 www.ReduceYourWorkersComp.com/workers_comp.php Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs. ©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com
I receive several calls or emails each week from injured workers asking me why they haven't received their benefit checks, etc. Why would an employee write to ME — the owner of a website and an avid proponent of workers' compensation cost control FOR EMPLOYERS?! The President of another website recently told me he receives such inquiries also. In the past, he has received medical forms, reports of injury and a variety of other forms. He lives in Florida and has also received interrogatories from an attorney in NY. Obviously, he was not even close to being a party or having anything to do with actual claims handling. That law firm was confused… Why would employees write to us asking me for their benefits? Well, it's pretty simple, they aren't getting the information they need anywhere else. They have no idea who to contact to get the information they seek. Why not? Because in most cases, their employers have not told them the source of this information. The lesson: GIVE THEM CONTACT INFORMATION! Give them a paper with the phone number, name, claim number, adjuster's name, name of insurance company, and other relevant contact information. Don't leave them wondering. The reason they finally go to an attorney is because they can't figure the system out on their own and there is too little communication with the employer. Preferably, give them a wallet card or brightly colored paper that is easily recognized as contact information. My favorite is a durable wallet card because it is easy to find. Make it virtually indestructible. The insurance adjuster is, hopefully, giving them this information, but it is not in a format the employee keeps and can easily find. Some insurance companies have this information only on-line. And, guess what — not all people have computers and many people don't know how to use a computer. So, go back to basics for communication with employees. This may duplicate what's on the web, but it gets the message to those who need it most — your injured employees. BE PROACTIVE — communicate now to avoid a problem later. Try the WC Cost Calculator to show the REAL COST of work comp. Look at WC 101 for the basics about workers comp. Workers' Comp Kit® is a web-based online Assessment, Benchmarking and Cost Containment system for employers. It provides all the materials needed to reduce your costs significantly in 85% less time than if you designed a program from scratch. Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs. ©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com�
Limiting Employee Lost Time in Workers' Compensation by Communicating the Proper Message to Employees and their families. In workers' compensation, lost time is a multiple of what it is for a similar injury covered by a disability plan. This means that large gains from an optimistic return-to-work effort are a realistic goal in work comp claims. However, the most effective efforts begin on the day of the injury and the day following. To the family of a worker even seemingly minor injuries throw the family finances into turmoil. Therefore, the employer should be aware that the worker's own family is the employer's strongest ally for return-to-work efforts. Yet this alliance will not take place unless the employer communicates the proper message. 1- On the day of the injury, the employer must send the highest ranking executive available directly to the accident site. If more than on-site first aid is required, the same executive should accompany the worker to a medical facility and assure the worker, in the presence of the admitting desk, that medical bills will be paid. NEVER leave an employee wondering if a bill will be paid. This is the single greatest cause of litigation and extended absence. 2- Next, the employer must ensure that the employee contacts a family member and communicates that the situation is under control. Wherever possible, the employee should make the first call but the employer should be available to reassure the family that assistance is underway. 3- Following that, if the employee will not be admitted, arrangements must be made to transport the employee home, again accompanied by the executive, with a plan to secure and return the employee's car to the house. At the home, the executive must ascertain if the family will need assistance for essential errands. 4- During the initial period of lost time, phone contact should be maintained with the employee and family on a regular basis to monitor progress, provide reassurance, communicate with the workers' comp insurance carrier, and always to plan for a return to work program as soon as the treating physician agrees, even on a modified or reduced-time basis. Spouse as Ally in Return to Work Efforts. A secret, well-known to workers' compensation attorneys who represent workers, is how often a spouse will call (on a confidential basis) and plead that someone get the worker out of the house and back to gainful employment. Another fact known to workers' attorneys is how many claims are generated by the anger in a spouse who feels that the employer has abandoned the worker (and the family). This attitude will become set in stone long before a carrier can begin to manage a claim unless the employer has maintained the proper relationship. The emotions which arise in the first two days will persist throughout the claim. If they are positive the employee's family will assist in a rapid resolution of the claim. For the employer, this will translate into less lost time, lower workers' compensation costs and higher workplace morale. There will be other benefits, unseen but firmly fixed, in the gratitude of a family that is a member of your business community. Attorney Theodore Ronca is a practicing lawyer from Aquebogue, NY. He is a frequent writer and speaker, and has represented employers in the areas of workers' compensation, Social Security disability, employee disability plans and subrogation for over 30 years. Attorney Ronca can be reached at 631-722-2100. Try the WC Cost Calculator to show the REAL COST of work comp. Look at WC 101 for the basics about workers comp. Workers' Comp Kit® is a web-based online Assessment, Benchmarking and Cost Containment system for employers. It provides all the materials needed to reduce your costs significantly in 85% less time than if you designed a program from scratch. Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs. ©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com
In an informal online poll, 44 percent of employers and others involved in the claim process think communicating with employees causes them to file a workers’ comp claim if they are predisposed to do so and another 44 percent think communication with employees sometimes results in them filing a claim. This means that many employers are probably not communicating with their employees about workers’ compensation benefits because they think it will result in additional claims. With 20 years of experience, I can verify this is true.
The truth is — SOMEONE will be communicating with your employees about workers’ comp, so let that “someone” be YOU! Plaintiff’s lawyers repeatedly tell employers that the one reason employees seek their assistance is because they cannot get answers from their employers about their benefits.
Having said that, prepare an Employee Brochure. A clear, simple, tri-fold brochure telling employees the following:
1- What type of injuries WC covers
2- The benefits - medical expenses, lost wages, , medication, mileage, scarring, etc.
4- How they will receive benefits
4- Transitional Duty Program is required (if applicable)
5- Fraud Control
6- WHO TO CALL WITH QUESTIONS
In summary, provide information about who, what, when, where, why!
For more cost-saving tips go to WC Cost Reduction Tips.
Show the REAL cost of workers’ comp with the Real Cost Calculator.
Workers’ Comp Kit® is a web-based online Assessment, Benchmarking and Cost Containment system for employers. It provides all the materials needed to reduce your costs significantly in 85% less time than if you designed a program from scratch.
Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs.
©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com
Every person on transitional duty should meet WEEKLY with the transitional duty (TD) Coordinator to determine if increasing strength or capability is possible to allow additional job tasks. There should be a gradually increasing capacity. Make sure to send a letter (first class) to employee’s address advising of time and date of meeting. Good to vary time of meeting each week. For employee’s who cannot attend on site meetings, you might discuss with options for field-based nurse case manager to visit the employees.
1- It keeps employees in the “loop” at the workplace. This keeps them mentally engaged in your workplace, and thus more likely to fully recover and return to work.
2- It gives employers the opportunity to determine increased capacity for transitional duty assignments.
3- It allows employees to bring up any obstacles to return to work or medical care they are experiencing.
4- It allows employer and employee to coordinate new TD capacity, look at new positions, and discuss transitional duty options
For more cost-saving tips go to WC Cost Reduction Tips.
Show the REAL cost of workers’ comp with the Real Cost Calculator.
Workers’ Comp Kit® is a web-based online Assessment, Benchmarking and Cost Containment system for employers. It provides all the materials needed to reduce your costs significantly in 85% less time than if you designed a program from scratch.
Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs.
©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com
We tend to think of workers’ compensation cost containment programs as an endeavor best left to the employer, and while the employer must design the program, the employee has a role also.
Employees must participate in the program as follows:
1- Know what to do if they are injured on the job
2- Sign an acknowledgement of these responsibilities
3- Seek medical care from the employers medical provider (or their own primary treating physician if allowed by law)
4- Keep the employer informed and updated of their condition/status
5- Complete forms required by the employer truthfully.
6- Attend weekly meetings to keep the employer informed of their condition and any obstacles to return to work full duty
7- Participate in transitional duty (this must be a condition of employment).
8- Attend all medical and rehabilitation appointments.
9- Return to work in either transitional duty or full duty as soon as medically able.
10- Other tasks as required by the employer and allowable by law such. Each state is different.
For more cost savings tips go to WC Cost Reduction Tips.
Show the REAL cost of workers comp with the Real Cost Calculator.
Do not use this information without independent verification. All state laws are different. Consult with your corporate legal counsel before implementing any cost containment programs.�
©2008 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@ReduceYourWorkersComp.com
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