Under current FMLA regulations, parents are currently eligible for extended, unpaid time-off to care for newborn babies, adopted children, and family members with serious health conditions.

Tester’s “Parental Bereavement Act of 2011” would ensure that the death of a child is treated like other life-altering events, allowing parents time to grieve. “Allowing time off to mourn the death of a child should have happened a long-time ago because it’s simply the right thing to do for any parent,” said Tester. “When the unthinkable happens to parents, the last thing they should be worrying about is whether they’ll lose their jobs as they deal with life-changing loss.”

Businesses with fewer than 50 employees would not be affected by this bill. For additional information and current status on the Parent Bereavement Act of 2011, please visit: http://www.govtrack.us/congress/bill.xpd?bill=s112-1358.

FMLA for Domestic Violence?

The Domestic Violence Leave Act (H.R. 3151) was introduced by Representative Lynn Woolsey of California in June, 2011. She reintroduced it on October 11, 2011 in light of Domestic Violence Awareness Month.

This legislation would allow employees to take leave under FMLA to address acts of domestic violence, sexual assault and stalking aimed at themselves, a spouse (including domestic partners and same sex-sex spouses), parent or child. FMLA leave could be used to seek medical attention for injuries; obtain legal assistance or remedies; participate in a legal proceeding; attend support groups or therapy; and, participate in safety planning, among other related activities held during work hours.

An employee would be able to substitute paid leave for the leave provided under this bill. An employer would be entitled to seek certification that the employee is legitimately taking FMLA leave for the reasons outlined in the measure, but would be required to keep such information confidential.

In lieu of such written documentation as police reports or witness statements, an employee would be able to satisfy the certification requirement by providing a written statement describing the reason for taking leave.

The text of this bill has already been incorporated into a more extensive leave bill, the Balancing Act of 2011 (H.R. 2346), that Representative Woolsey introduced in June 2011. Yet another measure, the Healthy Families Act (H.R. 1876, S. 984) introduced in May 2011, would require employers to provide paid sick leave as well as paid leave for employees who are the victims of domestic violence, stalking or sexual assault.

For more information on proposed Domestic Violence Leave Act please visit:
http://www.govtrack.us/congress/bill.xpd?bill=h112-3151.

Contact CareWorks USA

If you have any questions about this article or CareWorks USA’s absence management
services please visit us online at www.careworksusa.com

Event Hosted by

When:
Thursday, November 10, 2011

Where:
Michigan Chamber of Commerce Board Room
600 South Walnut Street Lansing, MI 48933

Time:
8:00a.m. to Noon

Agenda Highlights:

Registration and Networking
8:00 a.m. – 8:30 a.m.

The Impact of Behavioral Health on Productivity Management
(presenter: Janiece Nichols , Account Executive – HelpNet EAP)
8:30 a.m. – 9:20 a.m.

Break and Networking
9:20 a.m. – 9:30 a.m..

Integrated Disability & Absence Management
(presenter: Holly Moyer, M.ED, CRC , Senior Absence Management Consultant – CareWorks USA)
9:30 a.m. – 10:20 a.m.

Break and Networking
10:20 a.m. – 10:30 a.m.

Behavioral Health and the Aging Workforce:
What Employers Need to Know to Remain Competitive
(presenter: Wendy Coduti, Ph.D., CDMS , Assistant Professor/Clinical Coordinator Office of Rehabilitation and Disability Studies Department of Counseling, Educational Psychology & Special Education, Michigan State University)
10:30 a.m. – 11:20 a.m.

Panel Discussion and Question/Answer Session.
11:20 a.m. – Noon

Reserve a Seat
Please contact CareWorks USA by November 1, 2011.
Leslie Samuelson
p. 248.762.3041
e. leslie.samuelson@careworks.com

About the Presenters

Janiece Nichols
Account Executive, HelpNet EAP

Ms. Nichols will look at the impact stress and depression are having on the workforce and talk about ways employers can decrease claim and productivity loss, increase profitability and improve the quality of life for their employees.

Holly Moyer, M.ED, CRC
Senior Absence Management Consultant CareWorks USA

Ms. Moyer will discuss FMLA and the impact it can have on employers. She will explain what qualifies as FMLA, and the importance of coordinating FMLA with other benefits, specifically focusing on EAP. She will also demonstrate how handling FMLA claims in a specific way can affect outcomes and talk about the integration of return to work and FMLA.

Wendy Coduti, Ph.D., CDMS
Assistant Professor/Clinical Coordinator Office of Rehabilitation and Disability Studies Department of Counseling, Educational Psychology & Special Education Michigan State University

Ms. Coduti’s presentation will look at the aging demographic of the workforce and common myths associated with older workers, and workers with behavioral health conditions in general. Behavioral health issues and accommodations will be discussed including reasons why employers need to address these issues in order to remain competitive.

New York, NY – September 22, 2011 – Harris, Rothenberg International (HRI) and CareWorks USA today announced their strategic partnership to jointly deliver Family Medical Leave Act (FMLA) administration services to assist employers in effectively managing their absences and remain in compliance with federal entitlements to qualified employees.

The growing use of FMLA by employees and the emergence of state-specific regulations, ensuring compliance can be challenging for organizations. FMLA provides a valuable job-protection benefit to employees, yet administering and tracking FMLA claims can require significant resources and administrative time for employers.

HRI and CareWorks USA both share the overriding objective of providing clients with the right combination of solutions to keep organizations and their workforce functioning at their best.

“Inappropriate administration and mismanagement of absences can cost employers millions of dollars in revenue, production and legal fees. Today’s employees are more knowledgeable on the use of FMLA and state-leave benefits. It is both financially and administratively critical to have a solid, well-governed absence management program in place,” said Scott Vaka, Vice President at CareWorks USA.

“Our partnership with CareWorks USA allows HRI to market a streamlined, cost-effective clinical approach to FMLA administration to our clients that integrates naturally with our core Employee Assistance Program and Work/Life Services. We have found a partner with a proven track record of absence and return to work management, freeing our clients to focus on the people of their business, while we help them take care of the process,” said Chris Cavazos, Chief Operating Officer at HRI.

For additional information or to schedule an interview, please contact:

Harris, Rothenberg International

Yael Schneiderman
Director of Marketing
99 Wall Street New York, NY 10005
(212) 616-0921
yschneiderman@hriworld.com
www.hriworld.com

Harris, Rothenberg International (HRI) offers an array of comprehensive, integrated human resource programs and services designed to maximize organizational and employee performance. Founded in 1982, HRI is a pioneer and acknowledged leader in the field of HR strategy, leadership development, and employee productivity. HRI now provides services to over 2,800 organizations in the United States, covering 8 million lives, and to more than 100,000 employees internationally. HRI partners with clients of all sizes and all industries, from Fortune 100 companies to privately held businesses and nonprofit organizations.

CareWorks USA

Scott Vaka
Vice President of Sales & Customer Relations
5555 Glendon Court Dublin, Ohio 43016
(614) 760-3536
scott.vaka@careworks.com
www.careworksusa.com

CareWorks USA is one of the country’s leading providers of absence management services, helping employers, institutions, TPAs and insurance companies control costs related to absence due to injury. Through our technologically advanced software and our administrative and medical expertise, we offer a customized approach to FMLA administration, providing customer-unique services designed to exceed expectations. CareWorks USA is a member of the CareWorks Family of Companies, who collectively serve more than 180,000 business customers.

]]> http://www.careworksusa.com/news/harris-rothenberg-international-and-careworks-usa-announce-strategic-partnership/feed/ 0 http://www.careworksusa.com/news/are-medical-triage-and-telephonic-case-management-a-part-of-your-initial-response-to-an-injury/ http://www.careworksusa.com/news/are-medical-triage-and-telephonic-case-management-a-part-of-your-initial-response-to-an-injury/#comments Fri, 02 Sep 2011 21:50:31 +0000 admin http://www.careworksusa.com/?p=1370

According to a recent ODG (Official Disability Guideline) study, outcomes for both work-related and non work-related injuries are shown to be worse where other health conditions such as hypertension, diabetes, depression and obesity exist. Early identification of comorbidities can allow an employer to engage the right resources to manage a claim resulting in lower claim costs.

Additionally, National Council on Compensation Insurance (NCCI) studies clearly demonstrate the impact of early case management.

• Intervention reduces claim costs by 23% and increases closure rates by 27%.
• Injured employees whose claims are not medically managed are away from work an average of 27 weeks longer than employees with “limited” or “full” medical case management.

Medical Triage & Telephonic Case Management

Medical Triage completed by our certified Nurse Case Managers provides an employer with a number of medical opinions. This can include documentation on comorbidities, the anticipated medical condition, its relationship to the mechanism of injury and the anticipated medical treatment based on expected treatment parameter and recommendations focused on the avoidance of disability.

This initial “snapshot” of a claim provides you, the employer, with valuable information allowing sound decisions to be made with regard to claim allowances and initial treatment parameters.

“Telephonic Case Management” utilized within the first 30 days of a complex medical-only or a lost time claim is an effective way to ensure the injured worker, the employer and the physician are working together for the most timely and cost effective resolution to the claim.

CareWorks USA and VocWorks’ telephonic Nurse Case Managers will:

• Ensure a 3-point contact is completed within the 24-48 hrs of the referral
• Assist in the determination of the appropriate treatment for the allowed conditions of the claim
• Provide a written plan within 24-48 hours outlining treatment recommendations, documentation of pre-existing illness or injury unrelated to the claim that could impact the healing process and return to work options and time lines.
• Make recommendations as to whether an IME or FCM is appropriate and which will bring the most expedient claim resolution.

National Coverage

The CareWorks Family of Companies provides Medical Triage and Telephonic Case Management to customers across the USA. Our team of Nurse Case Managers has an average of 20 years experience. We are a vital part of managing and reducing the costs associated with both work and non work related injuries.

For more information regarding medical triage and telephonic case management contact your CareWorks USA or VocWorks Account Executive today.

Our Account Executives

Laura Alexander
(937) 416-5401
laura.alexander@vocworks.com

John Brose (PA)
(724) 861-8440
john.brose@vocworks.com

Tony D’Orazio
(440) 225-2365
tony.dorazio@vocworks.com

Lee Ann Griffith
(440) 213-6240
leeann.griffith@vocworks.com

Kathleen Hamlin
(330) 869-6329
kathleen.hamlin@vocworks.com

Amy Miller (IN)
(317) 576-1430
amy.miller@vocworks.com

Leslie Samuelson (MI)
(248) 684-8518
leslie.samuelson@vocworks.com

STAY IN TOUCH WITH US!

CareWorks USA
5555 Glendon Court, Dublin, Ohio 43016
1-888-627-0065 | 1-888-627-0064 fax
www.careworksusa.com

VocWorks
5555 Glendon Court, Dublin, Ohio 43016
1-877-641-2010 | (614) 760-3597 fax
www.vocworks.com

Best Practices for FMLA Administration

The management of workplace absences is an important aspect of bottom-line business for employers. The cost of absenteeism is greater than the direct payment of wages and benefits paid during an absence. Indirect costs of staffing replacement, re-training, lost productivity and diminished employee morale often exceed the direct costs of absenteeism.

CareWorks USA and McDonald Hopkins invite you to a FREE 3-Part Webinar series.

• Tuesday, July 19th

  Notice Requirements Under the Family Medical Leave Act (FMLA)
  9:00 a.m. – 10:00 a.m.
  Reserve Your Webinar Seat Now at:
  https://www3.gotomeeting.com/register/184515238

• Tuesday, August 16th

  Managing Certifications & Intermittent Leave
  9:00 a.m. – 10:00 a.m.
  Reserve Your Webinar Seat Now at:
  https://www3.gotomeeting.com/register/457170774

• Tuesday, September 20th

  Best Practices for Reinstatement and Return to Work
  9:00 a.m. – 10:00 a.m.
  Reserve Your Webinar Seat Now at:
  https://www3.gotomeeting.com/register/472790470

Speakers

Jamie Coburn, OTR/L
CareWorks USA Absence Management Solutions

Todd Sarver
McDonald Hopkins

Questions

Contact CareWorks USA’s Jamie Coburn with inquiries.
(614) 312-9753 | jamie.coburn@careworks.com

Strategic Partnership

CareWorks Consultants, through our relationship with CareWorks USA, provides a
best-in-class FMLA Administration program that can positively impact your overall
absence management plan. Partner with a TPA and an absence management company
that have a strong history of significantly lowering and controlling costs to
employers.

Why do more State Fund employers choose CareWorks USA?

• Customized FMLA Administration solutions for federal and state leave laws.
• Centralized intake with 24/7 reporting.
• Dedicated clinical nurse case management.
• Web-based, real-time tracking and reporting system.
• Comprehensive reporting capabilities.

Why do more State Fund employers choose CareWorks Consultants?

• Dedicated, experienced Claims Examiners.
• Average nine years of workers’ compensation experience.
• Cost-control strategies to effectively assist our clients in managing costs.
• Higher quality hearing representation for our clients.
• State-of-the-art technology designed to improve services and achieve mutual
  goals for our clients workers’ compensation program.

Contact Us

To learn more about CareWorks Consultants’ State Fund services, please contact:

Krista Lallow
Sales Executive
(614) 526-7203
krista.lallow@ccitpa.com
www.careworksconsultants.com

To learn more about CareWorks USA’s FMLA Administration services, please contact:

Jamie Coburn
Absence Management Sales Executive
(614) 760-3873
jamie.coburn@careworks.com
www.careworksusa.com

By: Leslie Samuelson, Account Executive
CareWorks USA – Michigan
leslie.samuelson@careworks.com

Michigan Personal Injury Protection Insurance (PIP) is provided by the Michigan No-fault Law. PIP provides lifetime medical coverage, including attendant care services that can be provided by family members or an agency, three years of wage loss and replacement services at $20 per day for household chores the injured party can no longer perform such as cleaning or taking out garbage. These can be provided by family members or another party as well.

There is no fee schedule related to the medical or attendant care costs, although the law states that the fees should be “reasonable and customary.” Unfortunately,this is subject to “interpretation” by injured parties, physicians and plaintiff attorneys. Although, policies can be coordinated which would make the health carrier primary for medical benefits, they do not always cover attendant care costs provided to the injured party. Therefore, it is imperative that costs are controlled as quickly as possible in auto injury claims.

How Can Medical Case Management Control Costs?

• Obtain Medical History

  A medical case manager can find out whether there have been previous injuries related to the same medical problem. If there is a prior history and treatment for the same injury, a previous accident related to the same injury, if there are other claims going on, whether is pre-morbid conditions that my affect how quickly the injured party may or may not respond to medical treatment. This can reduce the amount of exposure for the insurance company and help the adjuster get a better idea of what kind of person they are dealing with. Secure any prior treating doctor’s name and addresses.

• Obtain Psychosocial History

  A medical case manager can assist in finding out whether there are substance abuse issues, pre-existent mental health issues, and get a better perspective of family dynamics that could affect whether an injured party wants to get better or remain disabled. For example, are there daycare issues, parent support issues or family health issues that may impact the injured parties desire to get back to work or remain disabled.

• Control Attendant Care Cost

  By simply making a home visit, a medical case manager can find out how much attendant care is really needed or whether attendant care is needed at all. More often than not, attendant care can be reduced significantly by a medical case manager’s home visit and assessment. If there is a question, the medical case manager can discuss the attendant care needs with the treating physician.

• Replacement Services

  When meeting with the injured party in the home, you can verify what replacement services the injured party is now unable to do and what they need assistance with. These services can also be discussed with the treating physician.

• Financial Background

  A medical case manager can find out whether there are other sources of income, which can impact how much wage loss will be paid. A medical case manager can also find out employment history, which can help determine whether the injured party has other skills and is employable.

• Coordination of Care

  A case manager can help facilitate an earlier discharge from the hospital by coordinating home care, attendant care, rehabilitation, durable medical equipment, medications and transportation issues. Additionally, the case manager can assure that a contracted vendor is used which can contain costs at a reduced rate. Finally, the case manager can act as a liaison between the injured party and the insurance company.

• Identifying Malingering

  A medical case manager can attend appointments to help establish a proactive and progressive treatment plan as well as mitigate plaintiff attorney intervention by educating and coordinating a long term plan for the injured party.

• Return to Work or Pre-Accident Function

  In most cases, most people injured in an auto accident are able to eventually return to their normal job. However, those that can not can be encouraged and supported by a case manager to help motivate and direct the injured party to seek other employment options.

• When Should you Assign a Case Manager?

  The earlier the better; red flag indications; catastrophic injuries; death claims; new diagnoses on an old claim; new treatment for old injuries; multiple treatment providers; frequent changes in treatment providers; pre-existent substance abuse, and/or mental health issues; attorney intervention.

• Are state and local regulations monitored and updated in your internal processes?
• Are FMLA policies applied consistently throughout the company?
• Are you aware of all the FMLA eligibility requirements and timeframes as they pertain to your employee populations?
• Is your written FMLA policy kept up to date and communicated to your employees?
• Do you archive historical and current leave information?

If your answer is ‘no’ to any of these questions, then outsourcing FMLA management might be a smart solution for your company.

What are some reasons to outsource FMLA management?

• FMLA administration proficiency is not within the confines of your organization. Outsourcing FMLA administration can provide reliable management of leave policies throughout your company.
• Manual tracking is your primary method of the monitoring of leaves. You have found a good outsourcing partner when they can eliminate this type of tracking, providing you with 24/7 electronic access and real-time updates.
• Communication to your employees is inconsistent. Your outsource partner should enhance, support and train your employees and management personnel about the issue of leave and FMLA policy.
• Your organization is unsure about both FMLA utilization and the costs involved with those leaves. Outsourcing FMLA management should improve documentation and tracking, thus allowing you to more accurately track usage and abuse patterns and costs associated with those patterns.
• Confusion over medical certifications. The right outsourcing partner will have clinical nurse resources available to your organization, giving you the confidence you need on medical determinations.

What to look for in an FMLA outsourcing partner:

• Dedicated Account Management Team
• Documentation of all leave transactions, available on-demand
• 24/7 access to leave information including reports
• Staff trained in Federal, State and Local leave laws
• Customized program, incorporating your specific leave policies and procedures
• Simple, stream-lined leave request process

Call 1-888-436-1003 or visit us at www.careworksusa.com/fmla today and find out what a partnership with CareWorks USA can do for your bottom line!

The management of workplace absences is an important aspect of bottom-line business for employers. The cost of absenteeism is greater than the direct payment of wages and benefits paid during an absence. Indirect costs of staffing replacement, re-training, lost productivity and diminished employee morale often exceed the direct costs of absenteeism.

A recent survey of 1,000 employers revealed that 65 percent would consider outsourcing FMLA if it would save their company money and/or lower their bottom line.

Chances are, many of your clients are in the 65%. Why not talk to them about outsourcing today? For more information about CareWorks USA’s FMLA Administration and Integrated Disability Management services, please join me for an informational webinar.

Tuesday, April 5, 2011 – 10:00 a.m. – 11:00 a.m. EDT

Jamie Coburn, OTR/L
Integrated Disability Management Sales Executive
(614) 760-3873 office
(614) 312-9753 mobile
jamie.coburn@careworks.com
www.careworksusa.com

The management of workplace absences is an important aspect of bottom-line business for employers. The cost of absenteeism is greater than the direct payment of wages and benefits paid during an absence. Indirect costs of staffing replacement, re-training, lost productivity and diminished employee morale often exceed the direct costs of absenteeism.

A recent survey of 1,000 employers revealed that 44 percent were not appropriately reporting all absences.

As the claims management resource for your FMLA administration, CareWorks USA can be a valuable liaison to ensure consistent compliance. For more information about CareWorks USA’s FMLA Administration and Integrated Disability Management services, please join me for an informational webinar.

Tuesday, April 5, 2011 – 10:00 a.m. – 11:00 a.m. EDT

Jamie Coburn, OTR/L
Integrated Disability Management Sales Executive
(614) 760-3873 office
(614) 312-9753 mobile
jamie.coburn@careworks.com
www.careworksusa.com