Archive | March, 2013

The Most Important 2 days in Controlling Workers’ Compensation Costs

16 Mar

When an employee reports an injury, often that he or she is experiencing pain from lifting or a slip or fall, many employers direct the employee to a medical provider, file a report with their workers’ compensation insurer, and hope for the best. But they have wasted the 2 most important days they ever will have in controlling workers’ compensation costs.
Day 1- when the worker reports an injury- which may or may not even be an injury. Unless there is a medical emergency, bleeding, apparent broken bones, burns, etc. Take 15 seconds to do an assessment, just as any first responder would.-ABCD
A- Airways – is the person breathing
B- Bleeding –
C- Conscious-
D- Other apparent Disability
Treat the medical emergency with appropriate first aid with trained personnel, call for medical first response. After the emergency is handled, direct the employee to the appropriate medical care, if work related, provide workers’ compensation claims forms and notify your workers’ compensation claims office. All this SHOULD happen on Day 1. Case after case has shown that costs increase for every day of delay in any of these steps.

Day 2- and just a critical. If the employee involved returns to work, welcome them back, be supportive and ask how you can assist them. IF THEY DO NOT RETURN TO WORK their next assigned, day, they employer or someone on their behalf needs to immediately contact the worker, verify how they are doing, express support, answer questions, and urge them to return as soon as possible. Identify any work restrictions needed to accommodate their return to work.

The average cost of an injury of where the worker returns to work the next day is $700, and when the worker does not return is $13,000.

For help in managing your work injuries, contact Don Dressler Consulting at

The Law Requires Accommodating an Employee – Going Beyond the Strict Limits of Family Leave or Pregnancy Leave!

9 Mar

What do you do when employee has been out on pregnancy leave is unable to return to work? What if this employee has used all the time available under California’s Pregnancy Discrimination Leave (PDL) and California’s version of Family Medical Leave (FMLA) – known as the California Family Rights Act (CFRA)?
A California court answered that question in the past few weeks in no uncertain terms. The employee is entitled to reasonable accommodation of disabilities and protection from pregnancy discrimination. Sanchez v. Swissport, Inc., (2013). Recently enacted PDL regulations also specifically address this issue and mandate the same conclusion.
Ana Fuentes was employed as a housekeeping employee. Ana’s physician determined that she had a high-risk pregnancy requiring bed rest for the entire duration of the pregnancy. After 4 months’ time, Ana still had approximately three months until the anticipated delivery of her baby.
Unfortunately Ana’s employer fired her. She sued the company, alleging pregnancy discrimination and failure to accommodate. Ana claimed that her employer did not contact her or try to engage in a good faith interactive process to determine whether there were any available accommodations for her continuing disability, including extension of her leave.
The Court of Appeal ruled that an employee who is disabled by pregnancy is entitled to the four-month PDL leave entitlement in addition to other rights afforded by FEHA, including the right to a reasonable accommodation of her disability so long as the reasonable accommodation does not impose an undue hardship on her employer.
California’s new pregnancy disability regulations, which took effect on December 30, 2012, also deal with this issue, specifically providing that the right to four months of pregnancy disability leave is “separate and distinct” from the right to take a leave of absence as a form of reasonable accommodation for a disability.
So, what is an employer to do? If you terminate an employee who has finished her PDL but still can’t return to work because of health issues, you run the risk of a lawsuit.
What should an employer do in this situation to try to avoid a legal misstep?
• Engage in the interactive process with employees who are unable to return to work. Meet with them and ask them what limitations they experience in their ability to work and what suggestions they have. (You do not need to respond immediately, but you do need to listen and give their ideas consideration.)
• Assess what accommodations might work.
• Seek legal advice before making a decision to terminate the employee, even when you believe further accommodation poses an undue hardship. Such a decision exposes you to significant liability risk.