Techniques to Manage Pre-Existing Circumstances of Workers Compensation Claims

In workers compensation claims, a pre-existing circumstance refers to a medicinal condition the worker had prior to the occurrence of the work comp injury. The pre-existing circumstance can be injury related, for example, a prior spinal injury, or the pre-existing condition can be non-work related, for example, deteriorating disc disease.

The workers compensation laws of each state differ ominously in how each handles the augmentation of a pre-existing circumstance. The majority of states ruminate the augmentation 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.

Learn more about workers comp cost containment at Manage your Workers Compensation Program Reduce your Workers Compensation Costs 20-50%. Sign up for LowerWC.com Workers Comp Newsletter.

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

Public Service Worker Program, Community services worker, Community worker

Do you need to make a change in the society? Do you dare to think and act in a manner that is out of the box? If yes, go for Community Service Worker Program. The program authorizes a person to empower those in need and act as a channel between them and those by whom they are affected. A Community Service Worker Program and a Community Services Worker and a Community Worker can prove to be beneficial in many ways to the community nowadays particularly in the wake of increasing incidence of violence, human rights violations and prejudice. 

In fact they are now an essential part of every aspect of the human services field, which covers fields as mental and physical health, psychology, society and human rights and a plethora of related fields. As a Community Service Worker Program one could get involved in rehabilitating the drug addicts, child care counseling, and medical field, besides a host of other areas that deal with public welfare. He or she has to help the public identify the right social services agencies that can cater to their requirements.

A Social Services Worker helps in laying the foundations of a healthy society. Social Services Workers are gaining more prominence in the society nowadays as people are now realizing the positive role that they play in authorizing a society to exist harmoniously and grow jointly. A Social Worker has to be devoted to his area of work. He or she should be swift in action and brave, smart, dependable and accountable in all his public dealings. He or she should be easily accessible to the public and must not shirk from fighting for its cause at any point of time. On top of it, he or she must be reliable in his or her struggles to get justice for the public.

However, some may wonder if there is a need to go for a professional training to pursue this field. Of course yes. Working as a Community Service Worker Program, a Social Services Worker and a Social Worker is certainly no child's play. These fields call for tackling challenging issues some of which could even threaten the existence of the society if not handled properly. Professional training in these areas allows a prospective a Community Services Worker, a Social Services Worker or a Social Worker to have a clear overview of where his or her services are actually required, what are the challenges of that particular field and how those challenges can be met.

The challenges of a Community Service Worker Program employed in the area of mental health could differ from those of his counterparts involved in welfare services and counseling on child care. And then one has to be well-acquainted with the laws and ethics governing each field. Hence, thorough training is required to equip a prospective candidate to deal with these challenges. He or she may work independently or as a part of a team. In any case, a Community Service Worker Program is the right way to launch oneself in the field

Being an Hourly Worker: The Advantages and Disadvantages

Maximum paid workers will say that they more-or-less prefer their present salary system for the reason that of the fixed paychecks they obtain. But what if you don't receive wages but get paid by the hour? What are the pros and cons?

Benefits:

• Overtime Pay. You can get paid up to twice your rate for the extra hours you spend at work. This is something most of those who receive salaries don't experience.

• No Expectations to Do Overtime. Though working extra hours than what you're scheduled for pays off, it is not expected. Your manager may be grateful if you do choose to stay a while longer, but they can't force you if you refuse.

• Work-Life Balance. It's easier to separate work from personal life, because when you clock out, your job is done. There's need to bring work home.

• Flexible Schedules. If you're a full-time hourly employee, you have the benefit of choosing the schedule that works best for you.

Drawbacks:

• Unpredictable Schedules. If you're a part-time hourly staff, you have to face unexpected and erratic scheduling, making it harder for you to adjust your daily agenda.

• Inconsistent Paychecks. If you have the kind of hourly job that offers inconsistent scheduling, it will be hard for you to set a budget as your income may change from time-to-time.

• Lacking Benefits. Unfortunately, there are companies who don't offer hourly workers the same benefits they do salaried staff.

• No Job Security. When a company goes through "a phase", you are usually the first ones to go. This is because your services depend on an establishment's need for manpower.

Fortunately, there are employers who treat their hourly employees exceptionally well. According to a survey conducted by CareerBliss, here are the 3 that tops the list:

#3 Capital One Financial

This company gives staff the ability to change their work hours, share jobs, and work from home. Capital One also offers nearly 5,000 training courses to help employees advance in their careers.

#2 Bon Secours Health System

The biggest perk of being a Bon Secours hourly staff is receiving tuition assistance from the company. This help further employees' education and work experience.

#1 Best Buy

With 94% of its staff paid by the hour, Best Buy is named number one for their employee and leadership development projects. Their "Gift of Time" program also serves as great help to employees suffering from awful health issues or traumatic events.

Before jumping in a situation, it's important to look at the bigger picture; know where you are financially and understand what you want for your future. But remember that no matter what kind of worker you choose to be, if you want the best chances of landing a job, it's important that you hire the best professional resume writers

Footsteps to Reducing Worker Turnover

Today’s workforce seeks growth, chance and job satisfaction. At one time, it was more common for workers to continue with one company for the period of their career. Due to changing worker needs attached with a competitive job market, employee turnover is on the rise.

The effects of turnover can be very expensive. With departing workers comes the loss of intellectual capital, as well as prices associated with recruiting, hiring and training new workers.

If your company is experiencing a pattern in employee turnover due to unsatisfied employees, there are steps you can take to improve retention rates, including:

1. Hiring employees with the right "fit". Compatibility is critical to retention. Behavioral based interviewing and competency screening goes a long way in determining personality, work style and potential match and success within your company.

2. Hiring older workers. Consider hiring candidates who are seeking stability.Older applicants may not be looking for the development opportunities that their younger counterparts may be in need of.

3. Describing the job correctly. Make sure you describe the job as accurately as possible so candidates will know what is expected. Misconceptions regarding the job responsibilities and work environment are one of the major causes of employee turnover.

4. Developing competitive compensation and benefit packages. Understand and research market pay ranges in your area and consider the value of benefits and employee perks; offering such extras to your workforce may be the key to your retention efforts.

5. Challenging your employees. Employees want to be challenged in the job they are performing to feel like they are growing both personally and professionally when challenged with attainable assignments.

6. Providing excellent supervision. Incompetent supervisors are often one of the first issues linked to employee turnover. No one wants to work for a manager who cannot adequately complete the tasks of his or her job, who is not passionate about the work being done and who fails to provide regular feedback. Providing better employee supervision as well as enhanced communication helps decrease employee turnover.

7. Recognizing employee success. It is important to let your employees know that their work does not go unnoticed. Employees are more willing to stay with a company if they feel a sense of pride and success in their work. When employees meet or succeed your expectations, show your appreciation for a job well done.

8. Providing an employee-friendly work environment. Be accommodating to your employees' outside demands. Providing employees with flexible schedules makes for a productive, satisfied workforce. The stress of balancing work and life diminishes when employees can work around their outside obligations.

9. Career Advancement Opportunities: Whenever possible,provide opportunities within the company for cross-training and career progression. Employees are seeking to develop themselves, and offering that opportunity to them may provide the satisfaction and stability they are seeking.

The bottom line is that it's extremely important to understand the impact of turnover in your business and determine the reasons why employees are leaving. The most effective way to do so is by conducting exit interviews with departing employees. This strategy alone will help you make adjustments that will reduce future turnover

Guidelines Better Letter Writing for Workers Comp

In What Way to Write a Letter Requesting Info

Throughout the workers’ compensation procedure you will regularly need to write letters requesting info from health care professionals, your dues adjuster, a agent and more.

Letter writing is a lost skill.  And, contrary to general opinion, writing fit is not easy.

Writing Guidelines:

1.  USE SPELL CHECK!   for obvious misspellings, but . . .

2.  READ FOR CONTENT!  Since spell-check won’t pick up – deer for dear,  Or notice if you use “its” for “it’s,” meaning “it is.”

3.  Be clear and concise.  Say: “Our company has 100 files.  We need a plan to review them all.”  Not:  “Our company has more files than we can handle; over 100, and we don’t know how we are going to get through them all.”

4.  Don’t repeat  information. You’re not trying to fill column inches.  Strive for one page.

5.  Write in the active voice:  Say:  “Our medical director reviews the files.”  Not:  “The medical director will be reviewing the files.”

6.  Avoid:  THIS, THAT AND WHICH.  Say:  “My book is on the table.”   Not:  “This is my book which is on that table.”

7.  A trick to avoid  using “that” is to employ the gerund ing. Say: “. . . gather information including name and address.”  Not: “. . . gather information that includes name and address.”

8.  Remember:  People are “who” or “whom” not “that” or “which.”  It’s:  “The employees who. . .”  Not:  “The employees that/which went . . .”

9.  Punctuation's  ALWAYS goes inside of quotation marks:  “Here is my book.”  Not “Here is my book”.

10.  Consider using a form.  Tables with “to” “from” “subject” and “date” look professional and keep information crystal clear.

11. Use professional language  at all times. This is not the time for emoticons or personal references.

12.  Spell out abbreviations  on the first reference, even when you are sure your recipient knows them. You never know who else may handle your letter, including new employees, interns or temps.

13. Always include  time, date, your name and title, telephone numbers and email address.

14.  While emailing  an attachment of your letter is the conventional method these days, sending a hard copy in the mail isn’t a bad idea, especially when requesting sensitive information or documents.

For those who  aren’t gifted writers, Workers Comp Kit offers sample letters and formatted documents with the proper language. Communication in workers’ compensation is critical. Writing letters and documents requires care and professionalism. (workersxzcompxzkit).

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