This document provides information about common mistakes that can negatively impact a workers' compensation case in North Carolina. It discusses 7 common mistakes: 1) failing to report a work injury, 2) failing to provide full medical histories, 3) not filing a required Form 18, 4) failing to comply with medical treatment, 5) uncertainty around returning to work, 6) not requesting a second medical opinion, and 7) settling a case based only on a disability rating without considering other potential benefits. The document aims to educate injured workers on avoiding these pitfalls and protecting their rights under North Carolina's workers' compensation system.
This document provides guidance for claims coordinators on their responsibilities when a workplace injury occurs. It outlines six basic responsibilities: 1) developing an internal reporting process; 2) working with a designated medical clinic; 3) ensuring injuries are reported to the workers' compensation insurer immediately; 4) staying in contact with the injured employee, doctor, and insurer; 5) coordinating the employee's return to work; and 6) monitoring the employee's recovery process. The claims coordinator is responsible for facilitating communication between the injured employee and employer to help manage claims and costs.
This document provides an overview and table of contents for information related to benefits provided under the Illinois Workers' Compensation Act. It covers topics such as who is eligible for benefits, what types of injuries and benefits are covered, requirements for notice of injuries, rights to medical care and temporary disability benefits, and rights to benefits for permanent disability or disfigurement. It also provides contact information for a law firm specializing in workers' compensation cases.
Employers need to be aware that decisions they are making now about the size and make-up of their workforce will affect whether they exceed the 50 employee threshold that triggers the "pay or play" penalty in the Affordable Care Act. This presentation will focus on strategies for avoiding or minimizing exposure to the penalties under the Act.
The document provides an overview of workers' compensation insurance in Colorado. It discusses that the Colorado Workers' Compensation Act established the system in 1915 based on mutual renunciation of legal rights between employers and employees. It is intended to assure quick delivery of benefits to injured workers at a reasonable cost to employers without litigation. The document defines key terms like what qualifies as a compensable injury and who is considered an employee or independent contractor under the law.
Do employers have a duty to keep guns out of the workplace? Do they have the power to prohibit guns on their premises? Are they exposed to liability if they don't keep guns out of their workplaces? What has the Utah legislature said about these issues? Chris discusses these questions.
The document summarizes recent developments in Tennessee's workers' compensation system. Governor Bill Haslam plans substantial reforms in 2013 based on consultants' recommendations, including moving the system from courts to an administrative process and overhauling how permanent partial disability is calculated. The consultants also recommended interpreting laws neutrally instead of favoring employees. Recent court cases regarding returning to work and fraud are summarized. New accountability measures were added to unemployment insurance laws in 2012.
1. An employee developed elbow pain after her employer retooled the assembly line, potentially making her condition work-related.
2. Two doctors disagreed on whether the condition was work-related or degenerative. The employer denied accommodated duty based on one doctor's opinion.
3. The employee took 12 weeks of FMLA leave for surgery but needed more time to recover. The employer threatened termination if she did not return at the end of FMLA leave.
This document provides guidance for claims coordinators on their responsibilities when a workplace injury occurs. It outlines six basic responsibilities: 1) developing an internal reporting process; 2) working with a designated medical clinic; 3) ensuring injuries are reported to the workers' compensation insurer immediately; 4) staying in contact with the injured employee, doctor, and insurer; 5) coordinating the employee's return to work; and 6) monitoring the employee's recovery process. The claims coordinator is responsible for facilitating communication between the injured employee and employer to help manage claims and costs.
This document provides an overview and table of contents for information related to benefits provided under the Illinois Workers' Compensation Act. It covers topics such as who is eligible for benefits, what types of injuries and benefits are covered, requirements for notice of injuries, rights to medical care and temporary disability benefits, and rights to benefits for permanent disability or disfigurement. It also provides contact information for a law firm specializing in workers' compensation cases.
Employers need to be aware that decisions they are making now about the size and make-up of their workforce will affect whether they exceed the 50 employee threshold that triggers the "pay or play" penalty in the Affordable Care Act. This presentation will focus on strategies for avoiding or minimizing exposure to the penalties under the Act.
The document provides an overview of workers' compensation insurance in Colorado. It discusses that the Colorado Workers' Compensation Act established the system in 1915 based on mutual renunciation of legal rights between employers and employees. It is intended to assure quick delivery of benefits to injured workers at a reasonable cost to employers without litigation. The document defines key terms like what qualifies as a compensable injury and who is considered an employee or independent contractor under the law.
Do employers have a duty to keep guns out of the workplace? Do they have the power to prohibit guns on their premises? Are they exposed to liability if they don't keep guns out of their workplaces? What has the Utah legislature said about these issues? Chris discusses these questions.
The document summarizes recent developments in Tennessee's workers' compensation system. Governor Bill Haslam plans substantial reforms in 2013 based on consultants' recommendations, including moving the system from courts to an administrative process and overhauling how permanent partial disability is calculated. The consultants also recommended interpreting laws neutrally instead of favoring employees. Recent court cases regarding returning to work and fraud are summarized. New accountability measures were added to unemployment insurance laws in 2012.
1. An employee developed elbow pain after her employer retooled the assembly line, potentially making her condition work-related.
2. Two doctors disagreed on whether the condition was work-related or degenerative. The employer denied accommodated duty based on one doctor's opinion.
3. The employee took 12 weeks of FMLA leave for surgery but needed more time to recover. The employer threatened termination if she did not return at the end of FMLA leave.
There are several disadvantages to temporary agency work including lack of job security, lack of benefits like health insurance, and lower pay. Temporary workers can be let go more easily than permanent employees. They also may not be covered under an employer's health and safety insurance if injured on the job. Contract work also has disadvantages like lack of benefits, need to constantly find new work, and potentially being seen as outsiders by permanent employees. Both temporary and contract work provide less stability and protections than permanent employment.
Learn the #1 way companies violate employee FMLA rights, which industries the most violations occur, and what you can do about it if you find yourself unlawfully treated by your employer.
When your boss violates your FMLA rights, you have options, and can take legal action to pursue back pay and recover compensation for damages. Federal law provides a number of family medical leave act protections to employees who qualify. It's illegal for employers to retaliate against people exercising their FMLA rights. You shouldn't lose your job, be held back from opportunity or advancement or be demoted for taking rightful leave. It's unlawful when it happens, and it happens all too commonly. You do have recourse though.
Check out the 12 ways your boss may violate your FMLA rights. If you feel you have a potential legal claim because of what happened to you, call me today, and I'll review your case details for free. I'll help you determine your eligibility and answer your questions about your legal options with no charge.
This document provides an overview of Utah's workers' compensation system. It discusses that workers' compensation is a no-fault insurance system that pays medical expenses and lost wages for work-related injuries. It also covers what types of employers and employees are covered, benefits provided, reporting obligations, disputes over fault for injuries, retaliation protections, and return to work processes.
The document summarizes recent changes to Tennessee's workers' compensation laws regarding pain management and utilization review. Key points:
- New law effective July 1, 2012 aims to curb prescription drug abuse through utilization review and use of pain contracts.
- If prescribed Schedule II-IV drugs for over 90 days, utilization review is required. Referrals can be to physicians within 175 miles.
- Second opinions on impairment/treatment relating to pain management are not allowed, but employee can request utilization review once if prescribed treatment fails standards.
- Employees may sign pain contracts requiring controlled substance prescription. Violations terminate prescription rights.
- Only "qualified physicians" can manage chronic pain, defined as board certified or fellowship
This document provides an overview of workers' compensation insurance. It begins with a brief history of workers' compensation, which originated in ancient laws but became formalized in the late 19th/early 20th century in response to unsafe working conditions during industrialization. The document then outlines the standard benefits provided by modern workers' compensation policies, including medical care, wage replacement, vocational rehabilitation, death benefits, and employer's liability insurance. It concludes by explaining the basics of how workers' compensation works and an employer's obligations.
This document provides information about workers' compensation issues in Tennessee, including strengthening the MIR program, new impairment rating requirements, proposed changes to utilization review, and ways to eliminate exposure through light duty returns to work. It also announces an upcoming educational conference by the Tennessee Department of Labor and provides contact information for the Knoxville office of a law firm specializing in workers' compensation defense.
The document summarizes new rules issued by the Tennessee Department of Labor governing the utilization review process for workers' compensation claims. Key changes include:
1) Utilization review physicians must now be licensed in Tennessee and specialize in the area related to the claimant's injury in order to issue denials.
2) Stricter timeframes have been implemented, including requiring employers to submit recommended treatments for review within 3 days and to pay any appeal fees within 10 days.
3) Penalties for non-compliance with the new rules range from $100 to $1,000 per violation. Employers must carefully follow the new requirements.
The document summarizes recent changes and developments in Tennessee's workers' compensation system. Key points include:
1) Proposed legislation (SB 932) aims to reform the system by redefining "injury", limiting repetitive motion claims, removing limits on closing future medical benefits, and easing restrictions on employer-physician communications.
2) MIJS successfully challenged a Department of Labor order requiring an employer to include a specific physician on their medical panel. The Department rescinded the order.
3) Recent case law established that an employee's subjective belief alone is insufficient to decline returning to work, and that layoffs may constitute a loss of employment and not a meaningful return to work depending on factors like senior
This document summarizes the key information employees need to know about workers' compensation in California:
- It outlines employees' rights to medical care, temporary disability benefits, permanent disability benefits, and death benefits if injured on the job.
- It specifies that employees must report any work-related injury or illness to their employer right away to be eligible for benefits and should fill out a DWC 1 claim form.
- It provides information on predesignating a primary treating physician, using a medical provider network, and the process for obtaining initial medical care if needed on an emergency basis.
This document provides an overview of the key responsibilities of a union steward, including serving as an organizer, problem solver, educator, and leader on the job site. It discusses the steward's role in enforcing the collective bargaining agreement, processing grievances, maintaining records, supporting the union, and setting a positive example for other workers. The document also outlines the rights of stewards, such as protection from retaliation, and what is not part of a steward's job, like involvement in hiring or discipline decisions. Finally, it summarizes the union's duty of fair representation, employees' Weingarten rights during investigatory interviews, and an employer's duty to provide relevant information to the union.
This document discusses Medicare set-aside arrangements in workers' compensation claims. It addresses when Medicare is an issue, typically when the claimant is already a Medicare beneficiary or the settlement is over $250,000. It also discusses what is required to adequately consider Medicare's interests, including allocating settlement funds for future medical expenses and obtaining CMS approval. Obtaining all required documentation and convincing CMS that enough funds are set aside can be challenging given that workers' compensation claims settle at fair market value rather than full potential exposure.
Auto Torts Identifying, Investigating, and Resolving Third Party [Compatibili...Mark D. Chappell
This document discusses identifying and pursuing potential third party liability claims that may arise from a workers' compensation claim. It notes that South Carolina law allows employees to pursue damages from third parties, and that employers/carriers should help investigate possible third party claims early. Examples discussed include product liability claims involving vehicles, industrial equipment, or medical devices. Strategies are presented for resolving workers' compensation liens in third party settlements, such as negotiating upfront, using statutory reduction formulas, or arguing for equitable reduction if the employer contributed to the injury.
Georgia law requires employers with three or more employees to obtain workers' compensation insurance or be self-insured. Covered employers must maintain a list of physicians for injured employees and post a notice of employees' rights. All employees are covered except for certain exempted categories like domestic servants. The Georgia State Board of Workers' Compensation administers the law and handles disputes. Employers may purchase insurance, self-insure if qualified, or join a self-insured group. The law covers workplace injuries, deaths, and occupational diseases but excludes some non-work related conditions.
This document summarizes key information from the June 2010 issue of TN Workers' Comp Chronicle, a legal publication about Tennessee workers' compensation law and cases. It discusses a new law that grants the Department of Labor primary jurisdiction over future medical benefit disputes. It also outlines upcoming certification requirements for adjusters, bill reviewers, and supervisors handling TN workers' comp claims. Finally, it summarizes several recent TN appellate court cases related to issues like compensability of parking lot injuries, statute of limitations for hearing loss claims, and the willful misconduct defense.
Le Brun Glezakos Lawyers offer a 'one stop shop' for commercial, business & employment matters in Melbourne. We cover a range of services including unfair dismissal cases.
The document provides an employment law update from Lander Associates' HR division. It summarizes new guidance from Acas on managing staff during the Olympics, changes to agency worker regulations and minimum wage rates coming into effect next month. It also summarizes two court cases, one where a sick employee was entitled to carry over statutory holiday pay and one where dismissals for driving without licenses were deemed fair.
This employment law update from Lander Associates provides information on recent cases and legal issues. It summarizes a case where using the nickname "Borat" for a Polish employee was found to be race discrimination. It also discusses cases related to employee accompaniment during investigations, fairness in dismissal for attending work drunk, determining employment status despite contract terms, and implications of discussing an employee's sexual orientation. Reminders are provided on the removal of default retirement ages in the UK and obligations for notifying employers of employee arrests or convictions.
The document discusses several topics related to employment law in the United States, including:
1) Historic "employment at will" rule that allowed employers to fire employees for any reason unless protected by statute. Modern statutes now protect employees in areas of employment security, health and safety, financial protection, and discrimination.
2) Key legislation includes the Federal Trade Commission Act, Consumer Protection Laws, Sherman Act, Clayton Act, Robinson-Patman Act, OSHA, FMLA, Social Security, Unemployment Compensation, ERISA, FLSA, and NLRA which enabled collective bargaining.
3) Exceptions to employment at will include public policy, implied covenant of good faith, and breaches of
The document is an employment law newsletter from the law firm Gotelee. It provides contact information for partners and associates at the firm. It then summarizes new regulations for shared parental leave taking effect in December 2014. It encourages reviewing policies to ensure compliance. Subsequent sections discuss a disability discrimination case, the duties of care in misconduct investigations, and a case involving a dismissed employee with Asperger's syndrome who was criminally convicted for recording images without consent. The newsletter concludes with a case of a serial litigant who was banned from bringing further claims.
Employment law governs the relationship between employers and employees, including matters like employment status, unfair dismissal, rights of employees after a business purchase, and anti-discrimination laws. David Taylor is an employment lawyer who can help with claims like unfair dismissal, wrongful dismissal, discrimination, issues related to working time regulations and minimum wage, work-related stress or bullying, and employment tribunal procedures. He offers contingency agreements for winnable cases and can represent both employees and employers, as well as providing mediation services.
This document defines various wine-related terms in French:
1. It explains wine classifications like Appellation d'origine contrôlée and grape varieties used in famous French wine regions such as Burgundy, Alsace, and Bordeaux.
2. It describes winemaking processes, flavors, styles, and defects - including fermentation, aging, filtering, blending, characteristics like "fruity" or "aggressive", and problems like acetification or cloudiness.
3. It lists different types of wine vessels and bottles from barrels to various sized bottles used for transporting and aging wines.
This document provides an overview of wines including what wine is, how it is made, common grape varieties, wine terminology, tasting techniques, and different styles of wines such as sparkling wines, dessert wines, and fortified wines. It discusses the six most common grape varieties, the winemaking process of fermentation, common terminology used in wine tasting, how to properly taste wine, and styles of popular wines including Champagne, Port, Sherry, and more.
There are several disadvantages to temporary agency work including lack of job security, lack of benefits like health insurance, and lower pay. Temporary workers can be let go more easily than permanent employees. They also may not be covered under an employer's health and safety insurance if injured on the job. Contract work also has disadvantages like lack of benefits, need to constantly find new work, and potentially being seen as outsiders by permanent employees. Both temporary and contract work provide less stability and protections than permanent employment.
Learn the #1 way companies violate employee FMLA rights, which industries the most violations occur, and what you can do about it if you find yourself unlawfully treated by your employer.
When your boss violates your FMLA rights, you have options, and can take legal action to pursue back pay and recover compensation for damages. Federal law provides a number of family medical leave act protections to employees who qualify. It's illegal for employers to retaliate against people exercising their FMLA rights. You shouldn't lose your job, be held back from opportunity or advancement or be demoted for taking rightful leave. It's unlawful when it happens, and it happens all too commonly. You do have recourse though.
Check out the 12 ways your boss may violate your FMLA rights. If you feel you have a potential legal claim because of what happened to you, call me today, and I'll review your case details for free. I'll help you determine your eligibility and answer your questions about your legal options with no charge.
This document provides an overview of Utah's workers' compensation system. It discusses that workers' compensation is a no-fault insurance system that pays medical expenses and lost wages for work-related injuries. It also covers what types of employers and employees are covered, benefits provided, reporting obligations, disputes over fault for injuries, retaliation protections, and return to work processes.
The document summarizes recent changes to Tennessee's workers' compensation laws regarding pain management and utilization review. Key points:
- New law effective July 1, 2012 aims to curb prescription drug abuse through utilization review and use of pain contracts.
- If prescribed Schedule II-IV drugs for over 90 days, utilization review is required. Referrals can be to physicians within 175 miles.
- Second opinions on impairment/treatment relating to pain management are not allowed, but employee can request utilization review once if prescribed treatment fails standards.
- Employees may sign pain contracts requiring controlled substance prescription. Violations terminate prescription rights.
- Only "qualified physicians" can manage chronic pain, defined as board certified or fellowship
This document provides an overview of workers' compensation insurance. It begins with a brief history of workers' compensation, which originated in ancient laws but became formalized in the late 19th/early 20th century in response to unsafe working conditions during industrialization. The document then outlines the standard benefits provided by modern workers' compensation policies, including medical care, wage replacement, vocational rehabilitation, death benefits, and employer's liability insurance. It concludes by explaining the basics of how workers' compensation works and an employer's obligations.
This document provides information about workers' compensation issues in Tennessee, including strengthening the MIR program, new impairment rating requirements, proposed changes to utilization review, and ways to eliminate exposure through light duty returns to work. It also announces an upcoming educational conference by the Tennessee Department of Labor and provides contact information for the Knoxville office of a law firm specializing in workers' compensation defense.
The document summarizes new rules issued by the Tennessee Department of Labor governing the utilization review process for workers' compensation claims. Key changes include:
1) Utilization review physicians must now be licensed in Tennessee and specialize in the area related to the claimant's injury in order to issue denials.
2) Stricter timeframes have been implemented, including requiring employers to submit recommended treatments for review within 3 days and to pay any appeal fees within 10 days.
3) Penalties for non-compliance with the new rules range from $100 to $1,000 per violation. Employers must carefully follow the new requirements.
The document summarizes recent changes and developments in Tennessee's workers' compensation system. Key points include:
1) Proposed legislation (SB 932) aims to reform the system by redefining "injury", limiting repetitive motion claims, removing limits on closing future medical benefits, and easing restrictions on employer-physician communications.
2) MIJS successfully challenged a Department of Labor order requiring an employer to include a specific physician on their medical panel. The Department rescinded the order.
3) Recent case law established that an employee's subjective belief alone is insufficient to decline returning to work, and that layoffs may constitute a loss of employment and not a meaningful return to work depending on factors like senior
This document summarizes the key information employees need to know about workers' compensation in California:
- It outlines employees' rights to medical care, temporary disability benefits, permanent disability benefits, and death benefits if injured on the job.
- It specifies that employees must report any work-related injury or illness to their employer right away to be eligible for benefits and should fill out a DWC 1 claim form.
- It provides information on predesignating a primary treating physician, using a medical provider network, and the process for obtaining initial medical care if needed on an emergency basis.
This document provides an overview of the key responsibilities of a union steward, including serving as an organizer, problem solver, educator, and leader on the job site. It discusses the steward's role in enforcing the collective bargaining agreement, processing grievances, maintaining records, supporting the union, and setting a positive example for other workers. The document also outlines the rights of stewards, such as protection from retaliation, and what is not part of a steward's job, like involvement in hiring or discipline decisions. Finally, it summarizes the union's duty of fair representation, employees' Weingarten rights during investigatory interviews, and an employer's duty to provide relevant information to the union.
This document discusses Medicare set-aside arrangements in workers' compensation claims. It addresses when Medicare is an issue, typically when the claimant is already a Medicare beneficiary or the settlement is over $250,000. It also discusses what is required to adequately consider Medicare's interests, including allocating settlement funds for future medical expenses and obtaining CMS approval. Obtaining all required documentation and convincing CMS that enough funds are set aside can be challenging given that workers' compensation claims settle at fair market value rather than full potential exposure.
Auto Torts Identifying, Investigating, and Resolving Third Party [Compatibili...Mark D. Chappell
This document discusses identifying and pursuing potential third party liability claims that may arise from a workers' compensation claim. It notes that South Carolina law allows employees to pursue damages from third parties, and that employers/carriers should help investigate possible third party claims early. Examples discussed include product liability claims involving vehicles, industrial equipment, or medical devices. Strategies are presented for resolving workers' compensation liens in third party settlements, such as negotiating upfront, using statutory reduction formulas, or arguing for equitable reduction if the employer contributed to the injury.
Georgia law requires employers with three or more employees to obtain workers' compensation insurance or be self-insured. Covered employers must maintain a list of physicians for injured employees and post a notice of employees' rights. All employees are covered except for certain exempted categories like domestic servants. The Georgia State Board of Workers' Compensation administers the law and handles disputes. Employers may purchase insurance, self-insure if qualified, or join a self-insured group. The law covers workplace injuries, deaths, and occupational diseases but excludes some non-work related conditions.
This document summarizes key information from the June 2010 issue of TN Workers' Comp Chronicle, a legal publication about Tennessee workers' compensation law and cases. It discusses a new law that grants the Department of Labor primary jurisdiction over future medical benefit disputes. It also outlines upcoming certification requirements for adjusters, bill reviewers, and supervisors handling TN workers' comp claims. Finally, it summarizes several recent TN appellate court cases related to issues like compensability of parking lot injuries, statute of limitations for hearing loss claims, and the willful misconduct defense.
Le Brun Glezakos Lawyers offer a 'one stop shop' for commercial, business & employment matters in Melbourne. We cover a range of services including unfair dismissal cases.
The document provides an employment law update from Lander Associates' HR division. It summarizes new guidance from Acas on managing staff during the Olympics, changes to agency worker regulations and minimum wage rates coming into effect next month. It also summarizes two court cases, one where a sick employee was entitled to carry over statutory holiday pay and one where dismissals for driving without licenses were deemed fair.
This employment law update from Lander Associates provides information on recent cases and legal issues. It summarizes a case where using the nickname "Borat" for a Polish employee was found to be race discrimination. It also discusses cases related to employee accompaniment during investigations, fairness in dismissal for attending work drunk, determining employment status despite contract terms, and implications of discussing an employee's sexual orientation. Reminders are provided on the removal of default retirement ages in the UK and obligations for notifying employers of employee arrests or convictions.
The document discusses several topics related to employment law in the United States, including:
1) Historic "employment at will" rule that allowed employers to fire employees for any reason unless protected by statute. Modern statutes now protect employees in areas of employment security, health and safety, financial protection, and discrimination.
2) Key legislation includes the Federal Trade Commission Act, Consumer Protection Laws, Sherman Act, Clayton Act, Robinson-Patman Act, OSHA, FMLA, Social Security, Unemployment Compensation, ERISA, FLSA, and NLRA which enabled collective bargaining.
3) Exceptions to employment at will include public policy, implied covenant of good faith, and breaches of
The document is an employment law newsletter from the law firm Gotelee. It provides contact information for partners and associates at the firm. It then summarizes new regulations for shared parental leave taking effect in December 2014. It encourages reviewing policies to ensure compliance. Subsequent sections discuss a disability discrimination case, the duties of care in misconduct investigations, and a case involving a dismissed employee with Asperger's syndrome who was criminally convicted for recording images without consent. The newsletter concludes with a case of a serial litigant who was banned from bringing further claims.
Employment law governs the relationship between employers and employees, including matters like employment status, unfair dismissal, rights of employees after a business purchase, and anti-discrimination laws. David Taylor is an employment lawyer who can help with claims like unfair dismissal, wrongful dismissal, discrimination, issues related to working time regulations and minimum wage, work-related stress or bullying, and employment tribunal procedures. He offers contingency agreements for winnable cases and can represent both employees and employers, as well as providing mediation services.
This document defines various wine-related terms in French:
1. It explains wine classifications like Appellation d'origine contrôlée and grape varieties used in famous French wine regions such as Burgundy, Alsace, and Bordeaux.
2. It describes winemaking processes, flavors, styles, and defects - including fermentation, aging, filtering, blending, characteristics like "fruity" or "aggressive", and problems like acetification or cloudiness.
3. It lists different types of wine vessels and bottles from barrels to various sized bottles used for transporting and aging wines.
This document provides an overview of wines including what wine is, how it is made, common grape varieties, wine terminology, tasting techniques, and different styles of wines such as sparkling wines, dessert wines, and fortified wines. It discusses the six most common grape varieties, the winemaking process of fermentation, common terminology used in wine tasting, how to properly taste wine, and styles of popular wines including Champagne, Port, Sherry, and more.
Wine is fermented grape juice that can also be made from other fruits. The sugar in grapes is transformed into alcohol through a fermentation process carried out by yeast. Making wine involves several steps like picking grapes, pressing, fermentation, aging, filtering and bottling. Wines are broadly classified into table wines, fortified wines, aromatized wines and sparkling wines based on whether they are still or carbonated, and whether spirits are added.
This document discusses genetics and gene therapy as they relate to ophthalmology. It begins with basics of genetics such as genes, genomes, chromosomes, DNA, and inheritance patterns. It then discusses several eye diseases that have genetic components, such as corneal dystrophies, keratoconus, glaucoma, and cataracts. For each disease, it describes genetic causes and mutations that have been identified. The document concludes by discussing approaches to gene therapy for some of these conditions, including using viral and non-viral vectors to deliver healthy gene copies or manipulate expression of mutated genes.
This document discusses employee compensation and benefits. It defines compensation as direct financial rewards like salary and wages as well as indirect rewards like benefits and retirement plans. It also discusses non-financial compensation like career development. The document outlines different types of compensation including salary, wages, commissions, and bonuses. It also discusses benefits packages, employer challenges in administering benefits, core vs non-core benefits, and laws affecting compensation and benefits like the Fair Labor Standards Act. The conclusion emphasizes that compensation takes many forms including salary, benefits, and work environment and that employers aim to structure compensation to attract and retain needed employees.
The document discusses food and beverage services, with a focus on alcoholic beverages and wines. It defines key terms like food, beverage, and different types of alcoholic and non-alcoholic drinks. It also covers the production of wines, including important factors like grapes, climate, soil and winemaking process. Finally, it discusses various wine-producing regions and countries around the world.
Both companies and employees are extremely concerned about workplace safety. Accidents and injuries can still happen despite our best efforts to establish a safe working environment. In such cases, it is vital to ensure workers’ compensation benefits are easily accessible. This blog will thoroughly guide Workplace Injury Compensation in brief.
If you also want to get benefits of Workplace Accident Claims in the USA, contact Core Medical Center. We have a skilled team who can assist you in getting the compensation by doing all the necessary official paperwork and will provide you with medical treatment for speedy recovery.
For More Information Please Visit Our Site: https://www.coreworkerscomp.com/
#Workers'CompensationClaims
#Workers'CompensationInsurance
#WorkplaceInjuryManagementBlueSprings
#BlueSprings
#USA
If you find yourself the victim of a New York workplace accident or illness, a basic understanding of the New York workers’ compensation system will come in handy.
This document provides information about making a workers' compensation claim in Western Australia, including who can make a claim, what to do if you disagree with an insurer's decision, how to make a claim with self-insurers, and how to fill out and submit a claim form. It explains the claim process, what entitlements a accepted claim provides, and contact information for WorkCover WA, the agency that oversees workers' compensation. It also outlines rights and responsibilities of workers and employers in regards to injury management and return to work programs.
A Comprehensive Guide For Employer Liability Insurance.pptxCore Medical Center
Employer Liability Insurance (ELI) provides crucial protection for businesses against lawsuits related to employment issues like discrimination, harassment, wrongful termination, and more. It covers legal expenses and settlement costs incurred during these claims, offering financial security and peace of mind to employers. ELI ensures compliance with legal requirements and safeguards a positive work environment. While it doesn't cover intentional wrongful acts, bodily injuries, or certain penalties, it remains a vital component of risk management. Understanding state and federal regulations, minimum coverage requirements and the claims process is essential. For comprehensive guidance on ELI and Occupational Hazard Insurance, consult Core Medical Center in the USA.
For More Information Please Visit Our Site:https://www.coreworkerscomp.com/
#EmployerLiabilityInsurance
#OccupationalHazardInsurance
#EmployeeAssistanceProgram(EAP)
#CoreMedicalCenter
#USA
Liability insurance covers legal expenses and judgments from civil actions against a contractor but does not cover damage to the contractor's own property. The insurance company has the right to settle claims without going to court. Workers' compensation pays for medical bills and lost wages from work-related injuries but does not cover general health issues. Business owners can save time and money by using a resource like IES to handle paperwork like payroll and human resources.
Workers’ compensation is a critical component of the employment environment, providing financial security to employees who experience accidents or illnesses while doing their professional tasks. In this blog post, we’ll look at the basics of workers’ compensation, including what it is and how it works to protect both employees and employers. Before that, if you have also encountered Workplace injury and want to get Federal Worker’s Compensation or State Worker’s Compensation, you can take the assistance of Core Medical Center in the USA. Our skilled and dedicated team manages all the paperwork to get the compensation. Not only that, you need to search for Pain Management Clinics after getting any injury as we provide primary injury management care. We have a skilled team who manages all the work efficiently.
For more information please visit our site: https://www.coreworkerscomp.com/
Workers' Compensation: What You Need to KnowPage-1
If you've suffered an injury on the job, you may be entitled to recover workers' compensation benefits. View our slide presentation to find out what is involved in these claims.
The document provides information about making a workers' compensation claim in Western Australia, including who can make a claim, what to do if you disagree with the insurer's decision, how to make a claim with self-insurers, and the claims process. It outlines that an injured worker should seek medical attention, fill out a claim form and provide it to their employer along with a medical certificate. The employer then provides these to the insurer who has 14 days to accept, dispute or pend the claim. It also provides contact information for WorkCover WA, the agency that oversees workers' compensation.
The document is an employment law newsletter from the law firm Tharpe & Howell. It summarizes three legal cases related to mandatory arbitration clauses, safety programs impact on workers' compensation premiums, and penalties for misclassifying employees. It provides contacts for the firm's labor lawyers to discuss these issues.
Controlling Workers’ Compensation Costs by as Much as 20% - 50%Richard Swartzbaugh
What is Workers’ Compensation?
Who Benefits from Workers’ Compensation Cost Control? Everyone!!!
Worker’s Comp costs can be one of your Company’s greatest “out of control” costs, or, YOU can but in a proven 19-step system to reduce Workers’ Comp costs by as much as 20% - 50%, and utilize critical metrics to address:
- Why workers’ compensation metrics are important
- The formulas for how to calculate 5 critical metrics
- How to leverage these metrics to make an impact at your organization
Following the step-by-step instructions in 19-Step system for the calculation and application of critical metrics will address:
- Workers’ comp viewed as a cost of doing business
- Getting management to understand value of return to work
- Convincing policy holders to embrace a worker recovery program
- Lack of informed and effective employer involvement in WC claims issues
- Stakeholder apathy
- Managers and supervisors not taking seriously their duty to protect workers
Avoiding Workers’ Comp mistakes & loopholes will help drive three major points:
- Drivers of human behavior
- Disincentives to “Return to Work”
- Most common employer mistakes
Finally:
- Evidence-based medicine will create better Workers’ Comp claim outcomes.
- In organized environments, executing successful return to work programs with Unions (and members) is essential.
- As part of a comprehensive workers compensation program, employers should maintain close communications with injured employees to ensure they recover quickly, do not drop out of the workforce and return to work rapidly. Get Well Cards are part of a positive, proactive communication strategy.
Safety is the most important factor in the workplace. Despite companies’ best efforts to keep workplaces safe, accidents and injuries can sometimes occur. In times of need, workers’ compensation, a system created to protect employees, steps in to offer financial security and assistance. We’ll discuss the idea of workers’ compensation for injuries in this blog, illuminating what it is, why it’s important, and how it functions. If you want to get Workers’ Compensation Claims, contact Core Medical Center.
For More Information Please Visit Our Site: https://www.coreworkerscomp.com/
#WorkersCompensationClaims
#WorkersCompensationClaimsBlueSprings
#WorkersCompensationInsurance
#WorkplaceInjuryManagementBlueSprings
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Don't Let the Insurance Company Push you Around! Keys to Getting Your Bills PaidSeva Law Firm
This presentation was given on May 14, 2014 at the Michigan Association for Home Care by Seva Law Firm Owner and Attorney, Pratheep Sevanthinathan. Seva Law Firm specializes in insurance litigation.
Learn more about workers' compensation insurance fraud statistics, the top kinds of workers' compensation insurance fraud, and the top warning signs to look for if suspected.
RPC Personal Injury Lawyer
15 Wertheim Ct Unit 511-7,
Richmond Hill, ON L4B 3H7
(289) 809-2817
https://rpclaw.ca/richmond-hill/
Have you been injured in an automobile or motorcycle accident due to the negligent behavior of another driver? Been involved in a product liability or slip and fall accident? Then pick up the phone and call us today to speak with one of our personal injury lawyers. Serving the greater Richmond Hill area, we have been representing injury victim for decades. Let us fight for you rights and get you the compensation you deserve.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
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How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
North Carolina Workers' Compensation Guide (9 Common Mistakes That Can Destroy Your Workers' Comp Case)
1. 9 Common Mistakes That Can Destroy Your Workers’ Compensation Case And How to Avoid Making Them By: Benjamin T. Cochran Board Certified Specialist In Workers’ Compensation Law 1-800-600-7969 www.lawyerNC.com
2. About Hardison & Cochran Hardison& Cochran is a personal injury law firm servicing all of North Carolina. The firm’s practice areas include: - Injury Cases - Dog Bites - Car Accidents - Social Security Disability - Truck Accidents - Dangerous Drugs - Motorcycle Accidents - Defective Medical Devices - Boating Accidents - Nursing Home Negligence - Workers’ Compensation Hardison & Cochran’s Client Satisfaction Guarantee If you are not 100% completely satisfied with the way we treat you and your claim, during the first 30 days after hiring our firm, you may take your file, no attorney fees and no questions asked. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
3. Hardison & Cochran Offices DURHAM RALEIGH SOUTHERN PINES DUNN FAYETTEVILLE NEW BERN WILMINGTON No matter where you are, we will come to you. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
4. Benjamin T. Cochran Benjamin T. Cochran has been representing injured employees in North Carolina since 2002. A graduate of the University of North Carolina at Chapel Hill and Norman Adrian Wiggins School of Law, he is the Managing Partner of Hardison & Cochran. Mr. Cochran is a Board Certified Specialist in Workers’ Compensation. He holds memberships in the American Trial Lawyers Association and the North Carolina Advocates for Justice where he is in the Leaders’ Forum. As a compassionate believer in educating others of their rights, he often speaks publicly and has authored a book, 9 Common Mistakes That Can Ruin Your Workers’ Compensation Case And How To Avoid Making Them, for residents of the Tar Heel State. Mr. Cochran believes in a team approach when it comes to handling a client’s case. He feels that everyone in a selected division should be intimate with the details of a case. This way not only one person can help the client, but everyone on any given day can be of assistance. Mr. Cochran is described as someone who grasps the leadership role with confidence, energetic about his duties, and is dedicated to helping others; be that client, fellow attorney or staff member. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
5. A Message From Benjamin T. Cochran I would like to thank you for viewing or downloading this Power Point presentation on the topic of North Carolina Workers’ Compensation. Even though I may know many of the arguments the big insurance are going to make in your claim. I am not allowed to give legal advice in this presentation. I can offer suggestions and identify certain pitfalls and traps, but please do not take anything in this book to be legal advice unless you have agreed to hire me, and I have agreed, in writing, to accept your case. If you have any questions or comments after viewing this presentation, please do not hesitate to contact me by e-mail, ben@lawyernc.com, or by phone, 1-800-600-7969. I gladly welcome feedback and if you have a question, it will be answered within 24 hours. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
6. What Is Workers’ Compensation? ● The North Carolina Workers’ Compensation Act was adopted to protect injured workers from loss of income and for payment of medical bills.● The legislative intent of the Act is to make employers responsible for the injuries of their employees who were injured by accident in the furtherance of the employer’s business. ● The Act also compensates injured workers for any permanent disability or lasting inability to earn the same wages due to the compensable accident. ● Workers’ Compensation is a “no-fault” system which means you usually don’t have to show your employer did anything wrong to have caused your injury. You simply have to prove you were injured while working as a result of an accident. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
7. 4 Myths of NC Workers’ Compensation 1. My employer will file all necessary forms to protect my claimThe employer is required to file a Form 19 report of injury to the Industrial Commission. This form does not protect your claim. You must file notice to the employer and a Form 18 with the Industrial Commission. A Form 18 will be covered later in this presentation. 2. Workers’ Compensation claims require that I sue my employer.This is not true. You file claim (not suit) with the Industrial Commission which is a state government agency. Workers’ compensation is an administrative hearing process and not civil litigation. The injured employee is filing the claim against the employer’s insurance company most of the time unless the employer is uninsured or self-insured. 3. I can collect for pain and suffering in NC Workers’ Compensation claim.This is not true. The NC Workers’ Compensation act does not compensate for pain and suffering. 4. My employer states that since the accident was my fault I can’t pursue a workers’ compensation claim. This is not true. Workers’ compensation is a no fault system. The accident can be 100% your fault and you still are entitled to full benefits under the NC Workers’ Compensation Act. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
8. Workers’ Compensation Terms Accepted claim: A claim in which the insurance company accepts or agrees that your injury or illness will be covered by workers' compensation. Medical only claim: A claim in which the insurance company or employer accepts or agrees that you have suffered an injury, however, they believe that you are still capable of working and as such are only going to pay for medical treatment only. Denied claim: A claim in which the insurance company or employer does not accept or believe that they have a responsibility to provide compensation for your injuries. Average Weekly Wage: The injured employee's average weekly salary prior to the injury. In order to determine the average weekly wage you must look to the 52 weeks of the injured's salary prior to the date of the accident. Generally you total the yearly salary then divide it by 52 weeks. If there are not 52 weeks then most of the time the insurance company or employer simply uses the average of those weeks that the injured employee worked prior to the date of the injury. (This may or may not be correct as it depends on what is fair and reasonable. For example: If you have only worked at the employer for less than three months then more likely than not this is an accurate picture of what your wage earning capacity would be for that position.) 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
9. Workers’ Compensation Terms (Cont.) Compensation Rate: The compensation rate is two-thirds of the injured employee's average weekly wage. Temporary Total Disability: Weekly disability compensation provided to the injured employee for his/her inability to work. The disability payments are provided at the employee's compensation rate. Temporary Partial Disability: Weekly disability compensation provided to the injured employee for his/her reduction in their average weekly wage due to the compensable injury. The disability payments are two-thirds the difference of the injured's pre-injury wages and those wages after the date of injury. Permanent Partial Disability rating: The percentage amount assigned to a body part intended to determine the number of weeks the injured is entitled to for compensation for their injury. The permanent partial disability rating is assigned by the treating physician. Maximal Medical Improvement (MMI): Once it is unlikely that the injured employee's condition will change or improve with or without further medical treatment, an "MMI" is determined. Maximum medical improvement is determined by the authorized treating physician. Usually when the injured employee reaches maximum medical improvement he/she is released from doctor's care. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
10. Workers’ Compensation Terms (Cont.) Modified or Light-Duty Work: Temporary employment offered by the employer to the injured employee while they are on restrictive duty by the treating physician. Suitable Employment: Once the employee reaches MMI, the law requires that the injured employee be returned to suitable employment. Suitable employment is permanent employment available in the competitive marketplace, within the employee's physical, education, and vocational abilities. The employment also must be comparable in wages as to the injured's pre-injury position. Vocational rehabilitation: If you are permanently unable to do your usual job, and your employer does not offer other suitable employment, you will qualify for this benefit. It may include job placement counseling, retraining and a vocational rehabilitation maintenance allowance. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
11. Common Mistake #1 FAILING TO REPORT YOUR ACCIDENT ● The most important step if injured on the job is to reporting the injury to the employer.● Many employers have an accident policy in place which can be referenced in the employee manual. If this is the case, follow the guidelines spelled out to report the accident. ● If no policy exist, I find it most helpful to let co-workers, supervisors and human resources department know about the injury. ● Some employers and insurance companies will say that they cannot file a claim because they were not notified in time or that they had to have notice within 24 hours. THIS IS NOT THE LAW.● The law generally requires written notice within 30 days. There are exceptions to this rule. ● The most common exception is if the employer, an agent or representative had actual knowledge of the accident then the employer is also deemed to have notice of the injury. This is why it is important to report the accident to everyone at the place of employment.● There are other exceptions. If the injured employee’s claim has been denied for failure to report in time then they need to contact an attorney immediately to determine if the appropriate time limits have been applied or to determine if their claim meets one of the exceptions. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
12. Common Mistake #2 FAILING TO GIVE FULL AND ACCURATE HISTORY TO MEDICAL PROVIDERS ● I cannot stress this enough: If an injured employee fails to tell the medical providers where they were hurt and how they were hurt , they will not only be hurting their chances of getting well, but they will hurt their legal claim as well. ● When the insurance company is investigating a claim they not only take statements from the injured party and witnesses, they also inspect medical records. For this reason, the injured employee must be as specific as possible about their injuries when speaking with medical providers. ● Medical records are one of the most compelling pieces of testimony that will be entered if it is necessary that your case go to trial. When being evaluated by a Deputy Commissioner, they are given greater weight because they are written by someone who has zero stake in the claim. ● Remember, a medical provider will need every bit of information about the injured worker’s injury to make a proper diagnosis. ● In closing, being honest and thorough when explaining an injury with a medical provider will ensure that the injured worker protects themselves physically and legally. The injured employee may see different medical providers, but they need to explain everything in detail to each and every one. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
13. Common Mistake #3 FAILURE TO FILE A FORM 18 ● In the State of North Carolina there are certain time limitations which govern when an injured employee can pursue a workers’ compensation claim. ● A Form 18 is not the notice to the employer that I spoke about earlier. It is a form filed with the North Carolina Industrial Commission helping protect the injured employee’s right to compensation. ● If the injured employee fails to file a Form 18 immediately with the North Carolina Industrial Commission, their claim may be barred after a period of time. ● You may have heard that you have 2 years to pursue benefits in the State of North Carolina. This may be true in most instances, but it is not true in all situations. It depends on what kind of benefits are being pursued. ● Remember, if the injured employee wants to pursue workers’ compensation benefits then they should file a Form 18. If a Form 18 has not been filed in a case where I have been retained, I file a Form 18 every time. ● Simply, a Form 18 lets the Industrial Commission and the employer know that the injured party is claiming workers’ compensation benefits. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
14. Common Mistake #4 FAILURE TO COMPLY WITH MEDICAL TREATMENT ● In the State of North Carolina the workers’ compensation insurance company or employer generally has the right to direct the medical treatment of the injured worker. ● If the injured employee is out of work receiving weekly benefits it is very important that they comply with the recommendations of the treating physician when it comes to attending medical appointments and therapies. ● If the injured employee fails to attend medical appointments, they may jeopardize their benefits. ● If the injured employee willfully fails to attend medical appointments that have been scheduled by the insurance company, employer, or the physician then the insurance company or employer will request that the injured employee be ordered to attend these appointments by the Industrial Commission. ● If the injured employee willfully fails to comply with the order to attend medical visits from the Industrial Commission, the insurance company will file an application to terminate or suspend their benefits. If their benefits are suspended, it could take months, even years, to get them reinstated. ● Complying with medical treatment is in the injured employees best interest physically and keeps the insurance company from having a reason to terminate their benefits. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
15. Common Mistake #5 NOT KNOWING WHEN TO RETURN TO WORK ● Most employers, at the request of the workers’ compensation insurance company, will provide light duty to injured workers. Either the employer or insurance adjuster may then require the injured worker to return to work. ● Prior to returning to work it is necessary for the injured worker to know what they will be doing for the employer. ● Some employers will simply say, “We will find something.” This may breed a hostile environment which may have poor ramifications on recovery, but also the injured employee’s employment with the employer. ● In order to avoid this, the injured employee needs to request, in advance, a specific job description and ask that it be submitted for approval to the treating physician. If the physician is confident that the inured employee will be capable of performing the duties, they may return to work. ● The injured employee needs to perform the tasks within their restrictions. If asked to do anything outside of those restrictions, they should show the employer the physician's note. ● If the employer fails to provide a job description or the doctor fails to approve the job description and the insurance company or employer refuse to provide weekly benefits, then the injured employee needs to contact an attorney immediately. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
16. Common Mistake #6 FAILING TO REQUEST A SECOND OPINION ● Like stated, the insurance adjuster may be correct in telling and injured employee that they can tell them where to treat, but they cannot keep them from having a second opinion. ● If an injured employee is directed to treat with a particular physician and the physician subsequently releases them after treatment at maximum medical improvement by North Carolina law, the injured employee is allowed to seek a second opinion with a duly qualified licensed doctor of their choosing. ● Too many times I have had injured employees calling my office to tell me they were told they were not allowed to seek a second opinion. THIS IS NOT THE LAW. ● If an injured employee receives a permanent partial disability rating (this is discussed more later) and they are not satisfied with the rating, they may invoke their right to seek a second opinion. An injured employee must not let the insurance company mislead them. ● If released and still in pain, an injured employee should seek a second opinion. If the second opinion physician recommends additional treatment they may apply to the Industrial Commission to have a change in treating physicians and then request the recommended treatment. ● The insurance company or the employer is not going to freely allow this, so it may be necessary for the injured employee to obtain legal representation to be successful in this endeavor. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
17. Common Mistake #7 SETTLING FOR THE RATING ONLY ● What happens when the doctor releases an injured employee and says they are as good as they are going to get? As stated before, this is called maximum medical improvement. It is at this point and time that the injured employee may be entitled to a settlement. ● The North Carolina Industrial Commission has a set of guidelines that outline to the treating physician how to assign a permanent partial disability rating. It is called the North Carolina Ratings Guide. It takes into account many different considerations. ● When the physician has assigned a permanent partial disability rating the insurance company creates a Form 21 utilizing this information which establishes the settlement amount. ● The settlement amount is guided by law. It is calculated by using a mathematical formula which includes your compensation rate multiplied by your rating then multiplied by the number of weeks assigned to the injured body part of the employee. ● This type of settlement should only be used if the injured employee has returned to work with their employer and they have not had a reduction in their ability to earn wages.● By the above I mean that the injured employee is making the same or greater wages than they were before the injury. If they are not back to work at a real job or they are making significantly less money, they should not settle on the rating alone! 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
18. Common Mistake #8 SETTLING YOUR CLAIM WITHOUT A JOB ● What happens if an injured employee can no longer perform their previous job and the employer does not have another position for them within their restrictions? The injured employee should not settle for the rating. ● North Carolina workers’ compensation is intended to compensate the injured employee for the loss in wage earning capacity. If an injured employee can no longer perform their position after maximum medical improvement is reached then a scheduled injury settlement will not compensate them for their injuries. ● The insurance company or employer will have to assist the injured employee in finding another job in the competitive marketplace that offers them wages as close as practicable and within their physical restrictions.● The insurance company or employer will do anything within their power to convince the injured employee to resolve their claim without truly attempting to try and offer them compensation for their inability to return to their position. ● The insurance company or employer do not wish to put the injured employee into vocational rehab due to the cost. In this situation, benefits will still have to be provided and trained specialist will have to be paid. ● If an injured employee cannot return to work with their previous employer due to physical restrictions, they should not settle in a hurry at the first offer. They should make sure the compensation that they receive is reasonable. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
19. Common Mistake #9 NOT HIRING A LAWYER, OR HIRING THE WRONG LAWYER ● While it seems that most people should know it is important to seek advice when they are injured, statistics show that many people don’t. The four main reasons why people don’t hire a lawyer immediately after an injury include:1. They don’t know if they need a lawyer, so they are hesitant to talk to one. 2. They don’t know a lawyer personally, so they don’t both to look for one. 3. They aren’t sure if they can trust a lawyer, so they don’t want to use one. 4. They believe it when the insurance companies tell them that they will end up with less money if they hire a lawyer. (This is absolutely false.)● These reasons are not good ones. Immediately after being injured at work, an employee is thrown into an adversarial legal system. The insurance company or the employer has in place a team of adjusters, investigators, and attorneys who are working against you. They are seeking to pay as little as possible and get you back to work as quickly as possible. ● Some people may have had a bad experience with an attorney in the past (in a divorce for example). Some people, like stated above, may not trust attorneys. These people may attempt to represent themselves. After they have realized they got in “above their heads”, they contact an attorney. Unfortunately, there are many mistakes, such as providing damaging statements to adjusters, that cannot be “undone” by even the best workers’ compensation attorneys. ● Sometimes an attorney is not even needed in your workers compensation case. Bottom line, at least contact an attorney and get some free legal advice. At Hardison & Associates, we do this everyday for residents of North Carolina. When we say everyday, we mean 24 hours a day, 7 days a week. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
20. 9 Questions To Ask A Law Firm Before Hiring Them Are you a Board Certified Specialist in Workers’ Compensation Law by the North Carolina State Bar? How much experience does your law firm have in representing injured employees? Have you ever been sued for legal malpractice? Are you covered by a legal malpractice insurance policy? Have you ever been disciplined by the State Bar of North Carolina? Will you copy me with everything you do in my case? Do you have licensed adjusters who will assist the lawyers in the day-to-day handling of my case? Who at your office (both attorneys and non-attorneys) will be communicating with the insurance company on my case? If I am not happy with your firm the first 30 days after I hire you, can I take my case and owe you no fee? 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
21. In Closing The time following being injured at work can be a stressful and confusing one. This is the main reason we created this presentation. If you were searching the internet for answers to your questions, hopefully this has been of help. This presentation has only hit on some of the highlights of the North Carolina Workers’ Compensation system. Chances are this presentation has raised even more questions.If you already have an attorney in your workers’ compensation claim, please discuss these questions with your current attorney. I do not want to interfere with any legal relationship you currently have now. My firm normally does not accept cases in which another attorney has been involved. If you do not have an attorney and want to talk about your legal rights, I welcome you to contact me at my office for a free consultation. At my firm, it is our goal to create a situation where you feel comfortable talking to a legal expert about your legal options. That situation involves absolutely no pressure. Right now is no time to be pressured. Now is the time to know what can be done to get medical treatment and make sure you are getting better. 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com
22. Check Us Out Online CLICK ON ICON TO GO TO PAGE MAIN WEBSITE FACEBOOK TWITTER BLOG 1-800-600-7969 Legal Questions? We’re here 24/7 www.lawyerNC.com