Employers want employees to return to work from their occupational injuries in the least amount of time away from work.
Studies show that the employee will more likely make a full recovery and continue working a long and productive work life if they return in the least amount of time, but returning to work often carries with it restrictions, disabilities, obligations, and frustrations (on both sides).
Such situations require careful assessments and knowledge of all the elements necessary to fit together what often seems like a complicated puzzle. Leaving out an assessment of employer obligations of just one piece of such a puzzle can have serious ramifications. And that's where this training session can help!
Learn how to have an organized, simple, and documented assessment process to accommodate returning employees to work who have not fully recovered from occupational injuries.
Top FAQs
They definitely can be. For instance, though FMLA permits up to 12 weeks of leave, certain employees always seem to take a Friday or Monday off under leave laws, so employers need to know what and how they can fight against abuse.
oss costs, loss cost multipliers, rates, experience modification factors, schedule credits, premium discounts, expense constant. Unravel the mystery and learn why some employers pay much more than others for the same coverage.
What you need to track, when you need to track it, and why
Leave Management laws include FMLA, ADA, COBRA, Workers' Comp, and more.
Leave management includes the processes and requirements of managing employee absences, such as vacation, holidays, sick leave, and parental leave.
Arguable the most confusing aspect of Leave Management is understanding the benefits for each law - including knowing both state and federal law - for FMLA, ADA, and other laws, especially if the various laws conflict or overlap.
More InfoWorkers Comp is an insurance that provides certain wage and other benefits to people who are injured or become ill at work. Coverage and benefits are mandated by each individual state and can vary according to the state in question.
Insurance Agents also should understand his or her applicable state's workers' comp rules and requirements, responsibilities of the organization, proper procedures for claims handling and return-to-work, and how to investigate claims of fraud.
Develop, maintain, and manage the organization's workers' comp program, including communicating with employees, managers, insurance carriers, medical providers, attorneys, and upper management, handling claims, the reporting requirements, medical-related issues, and fraud investigations.
Prompt reporting, quick action, managing care, and a return-to-work planning.
Handling claims, medical certifications, return-to-work, terminations, and more.
