...Worker's Compensation Claims Process “In order for an injury to be covered under a workers’ compensation plan it must be in result in personal injury or death, occur by accident, arise out of employment, and/or occur during the course of employment. Workers’ compensation insurance pays an employee’s medical bills that result from a job-related injury; disability compensation programs do not pay medical expenses. Workers’ compensation insurance provides coverage for illnesses and injuries that are job-related. Most disability compensation programs provide benefits for injuries or illnesses that are not work-related.” (Valerius, J., Bayes, N., Newby, C., & Seggern, J. (2008). Medical insurance: An integrated claims process approach (3rd ed.). Boston, MA: McGraw-Hill) “The physician who treats the injured or ill employee is known as the physician of record.” (Valerius, J., Bayes, N., Newby, C., & Seggern, J. (2008). Medical insurance: An integrated claims process approach (3rd ed.). Boston, MA: McGraw-Hill) The physician’s responsibility is to determine the patient’s condition, percentage of his/her disability, and when he/she is able to return to work. The physician will file a progress report with the insurance carrier showing changes of the patient’s (employee) condition which may affect his/her disability status. It is the responsibility of either the employer or physician to file the first report of injury within a period of time, this time varies from state to...
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...workers claim worker's compensation costing $109,000 annually. The current out-put for finished production is 208 widgets. Taylor Inc. is looking for ways to maximize production, reduce worker's compensation claims, and improve management techniques. Two alternatives have been proposed. Listed in Appendix A, a cost-benefit matrix compares the current and two alternatives. Listed in Appendix B, compares the current and alternative matrix from the total cost and saving of worker's compensation Claims, and annual wages reflecting all expenses. Appendix A | Current | Alternative 1 | Alternative 2 | Labor Time | 27% | 1% | 7% | Workers Assembly Line | 17 | 6 | 9 | Product Lifting (lbs.) | 42 | 12 | 23 | Productivity | 208 | 392 | 288 | Worker's Comp Claims | 4 | .3 | 1.9 | Equipment Life Expectancy | - | 7 | 5 | Capital Investment | - | $1.3 million | $967,000 | Appendix B | Current | Alternative 1 | Alternative 2 | Worker's Comp Claims | $109,000×4=$436,000 | $109,000×.3=$32,700 | $109,000×1.9=$207,100 | Wages Per Shift | $43×8×17=$5,848 | $43×8×6=$2,064 | $43×8×9=$3,096 | Annual Wages (hours, labors, days) | $43×8×17×260=$1,520,480 | 43×8÷6÷260=$536,640 | 43×8×9×260=$804,960 | The cost benefit matrix shows favor of Alternative One. Alternative One drastically reduces labor time (27% to 1%), cuts workers more than half compared to the current operation (17 to 6), lessens the pounds lifted (42 lbs. to 12 lbs.),and reduces the number of Worker's Comp. (4...
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...EMPLOYER’S DUTY OF CARE Strayer University LEG 500 – Law, Ethics, and Corporate Governance February 20, 2011 1. Explain whether Jake’s actions are in or out of “his scope of employment” The actions of Jake’s work on the vehicles that include checking breaks, tires, and the transmissions is included within his scope of employment. The scope of employment includes any tasks that are included in the contract of the position that an individual is hired to complete (USLegal). This also includes any specific task that an employer asks an employee to perform. The purpose of documenting an individual’s scope of employment is for the employer to be responsible for a liability that may occur in case of an injury to that individual. The scope of employment can also be used to help benefit the employer as well. If an employee is not performing within their scope, the employer is not responsible for the actions of the employee. The position of Jake’s employment is that of Service Manager. Herman did give Jake specific instructions to change the oil no matter what is wrong with any of the vehicles. However, Jake is there to service vehicles. As long as he is performing duties that include servicing vehicles and furthering the business of the company then he is performing within his scope of employment. It is expected of a mechanic to perform other tasks of servicing a vehicle other than just changing the oil. Even if an employee is doing something that they are not directed to do by...
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...Executive Summary Widget Production ISCOM/305 Systems Operations Management August 22, 2011 Mario Vaccari Executive Summary Widget Production Taylor Inc. is looking into improving the physical layout of the company in an effort to maximize productivity and reduced worker’s compensation claims. To do this management will need to analyze the current operations management process of the company and come up with two alternatives, which will help determine the best choice to maximize labor productivity for Taylor Inc. The cost-benefit matrix below will show which alternative management technique will maximize productivity with less worker’s compensation claims. Cost Benefit Matrix Current Alternative One Alternative Two Number of employees 17 6 9 Payroll costs per 8 hour day $5,848.00 $2,064.00 $3,096.00 Payroll costs per week $29,240.00 $10,320.00 $15,480.00 Payroll savings per week 0 $18,920.00 $13,760.00 Payroll costs per year (52 weeks) $1,520,480.00 $536,640.00 $804,960.00 Claims per year 4 0.3 1.9 Claims costs per year $436,000.00 $32,700.00 $207,100.00 Claims costs savings 0 $403,300.00 $228,900.00 Wages and claims per year $1,956,480.00 $569,340.00 $1,012,060.00 Wage and claims savings per year $0.00 $1,387,140.00 $944,420.00 Physical lifting in pounds 42 12 23 Capital expenditures $0.00 $1,300,000.00 $967,000.00 Cost difference in capital expenditures $1,300,000.00 0 $333,000.00 Outputs of finished widgets 208 392 288 Life in equipment 0 7 5 Wasted...
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...NewCorp Scenarios Legal Brief Adriana Astte Carolina Mercado Liliana Mejia Rodriguez LAWP/531 March 28, 2013 Professor Ken Marc NewCorp Scenarios Legal Brief Legal Encounter 1 What liabilities and rights do NewCorp and Pat have in this situation? What legal principles, such as statutory or case law, support those liabilities and rights? Liabilities include: wrongful termination, a breach of contract, and freedom of speech violation. Issue: NewCorp fired Pat without notice of unsatisfactory performance after being vocal at the local school board meeting. Explanation: Vermont is an at-will state; therefore Pat is an at-will employee giving NewCorp the right to fire Pat. That means that employees can leave the employment or be terminated without reason. However, according to Kohn (2012), the at-will doctrine applies “only in cases where there is no oral or written contract for an ascertainable or definite term of employment.” NewCorp’s personnel manual included a section on unsatisfactory performance. Pat signed the contract to show understanding of the policies. Pat also acknowledged that if performance was poor, Pat would have a chance to improve by being placed on a corrective action plan. This contract implied that if any employee was not meeting expectations would have a chance to develop. Given the situation that Pat and the family had just relocated from another city implies that NewCorp would have covenant of good faith which “limits employer...
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...Concept of Compensation The literal meaning of compensation is to counter-balance. In the case of human resource management, Compensation is referred to as money and other benefits received by an employee for providing services to his employer. Money and benefit received may be in different forms-base compensation in money form and various benefits, which may be associate with employee, service to the employer receive or benefits, he enjoy lieu of such payment. Cascio has defined compensation as follows: “Compensation includes direct cash payment, indirect payment in the form of employee benefits and incentives to motivate employee to strive higher level of productivity”. Based on above description of compensation, we may identify its various components as follows: 1. Wage and salary. 2. Incentives. 3. Fringe Benefits. 4. Perquisites. COMPENSATION MANAGEMENT: Compensation management, also known as wage and salary administration, remuneration management, or reward management, is concerned with designing and implementing total compensation package. The traditional concept of wage and salary administration emphasized on only determination of wage and salary administration structure in organizational settings. However, over the passage of time, many more forms of compensation, as discussed earlier, entered the business field which necessitate to take wage and salary administration in comprehensive way with suitable change in its nomenclature . Bench has defined...
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...improve overall worker’s compensation workstation that includes; a) Shorten time between date of injury and date of claim resolution and eliminate over-payments. b) Reduce unallocated expenses by automating filing of state forms and form letters. c) Establish a strong competitive position through fully-automated telephone reporting capabilities and medical bill review. d) Establish the best customer service in the business. e) Maintain consistent, quality level of execution. f) Improve financial controls. g) And provide information to customers that demonstrates the value of Travelers' Loss Payout education Services. Worker’s compensation from the Commercial Lines Department has the largest share of market by insuring 50% of the fortune 500. Management always believed that worker’s compensation market requires additional innovative applications of information technology to improve customer service. In house Information Technology Department...
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...responsibility is to provide excellent service to the customers is within his scope of employment. Scope of employment refers to anything a person does in the ordinary course of doing his or her job (Fleischer, 2004). Although the term “scope of employment” may have a broad definition, a reasonable third party would conclude that a service manger/auto mechanic would also check brakes, tires, etc., during a routine oil change. Therefore, performing these duties would fall within the ordinary course of doing his job, thus Jake’s actions are in scope of his employment. However, if Jake was at work, but not acting within the scope of his employment, his employer may be exempt from tort liability, and Jake would be unable to receive worker's compensation benefits if he is injured. Acting outside the scope of the job can include actions such as knowingly violating corporate policy. At other times, it can be less clear whether a person is acting within the scope of employment, and a judge or jury will be called upon to make the determination (Cushway, 2002). Explain whether or not Herman is responsible for Jake’s injury. Yes, Herman is responsible for Jake’s injury. An employer has a common law, duty to take reasonable care for the health and safety of his workforce. In addition to their common law duty of care, employers have a statutory duty, under section 2 of the Health & Safety at Work, etc Act 1974 (HASAWA), to ensure, so far as is reasonably practicable, the health...
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...Ashley Tevis Assignment 3 August 7, 2011 Professor MacBeth Explain whether Jake’s actions are in or out of “his scope of employment.” I think employers are responsible for all of their employees time worked, no employee should work more than a certain amount of overtime, due to the fact they will become fatigued. Working over an employee’s normal work schedule could result in accidents and health risks. Though Jake just got a promotion, I feel as though he should still get paid overtime, because he is putting in extra time which is making him become careless. If a company is going to run a promotion where they are giving away something free or a free service to the public, I feel that the company should make sure they are fully staffed, and prepared for a huge turnout. Jake should not be the only one having to change the oil in the cars. I do believe that Jake might be going a little beyond his duty of just an oil change by making sure the tires, and other fluids in the car are up to par. Though he feels being a certified mechanic that this is his duty, and I agree, but I also think that the promotion the dealership is just an oil change. All the other things Jake is doing goes along the lines of a tune-up. With the long wait time to get an oil change, some customers could get irritated and leave, giving the company a bad review. The dealership needs to be able to service all the customers that walk through the door in a timely manner, so that there will not...
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...Characteristics of Workers’ Compensation Plans University of Phoenix FOOTING THE BILL HCR 230 Barbara Hopkins July 12, 2013 Workers’ compensation was developed to benefit both the employer and the employees. It provides employees who are injured on the job with compensation for their injuries, and it protects employers from liability for employees’ injuries (Valerius J., Bayes..L.N., Newby.C., Blochowiak. L. A., 2014,). Work-related illnesses or injuries suffered by civilian employees of federal agencies, Including occupational diseases they acquire are covered under various programs administered by the Office of Workers’ Compensation Programs. OWCP is part of the U.S. Department of Labor (Valerius J., Bayes..L.N., Newby.C., Blochowiak. L. A., 2014,). The four workers’ compensation plans that provide coverage to federal government employees are: 1. The Federal Employees’ Compensation Program 2. The Longshore and Harbor Workers’ Compensation Program 3. The Federal Black Lung Program 4. The Energy Employees Occupational Illness Compensation Program States provide two types of workers’ compensation benefits .One pays the worker’s medical expenses that result from work-related illness or Injury. The other pays for lost wages while the worker is unable to return to work. In some states, state benefits just won't be enough to help an injured or ill worker to survive...
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...purpose was to protect itself from lawsuits pertaining to worker’s compensation. The term was and still ambiguous enough to keep the roots of the NCAA grounded and have leverage to gain the benefits of student athletes without necessarily having to pay them. In the sports documentary Schooled: The Price of College Sports, the history of the word student athlete comes to the forefront. Way before the NCAA was the big billion dollar company it was today; it was a mere filing cabinet in an office with its one worker: Walter Byers. Back then he was concerned with the fact that schools wanted to classify their football players as employees due to the fact that...
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...Critical Thinking Essay Introduction Worker compensation disputes occur commonly in all private or government owned companies. Employees in all states and employees under federal government are completely covered by either federal compensation laws or the states’ compensation laws. States have their own policies regarding reimbursement when workers become injured and/or disabled. According to New Jersey’s Department of Labor and Workforce Development (1996), a worker’s compensation is a “no fault insurance program that provides the benefits to employees who suffer job-related injuries or illnesses.” Those benefits include medical benefits, death benefits, temporary total benefits, permanent partial benefits and permanent total benefits. Medical benefits can become imminent when employees become injured while at work. They can sue their company for not maintaining a safe work environment for the workers. The following case is an example of how and why workers should be compensated medically for an injury caused by the company’s poor work conditions. Explanation of Issue or Problem In this assignment’s case, John Schmidt had wounded his hand when using a table saw in the production shop. He then started a dispute with his company regarding who is the one at fault for the accident. The shop manager, David Donald, claimed that the machine is in perfect and safe condition since the shop foreman, Harry Hiller, did not report any issues to David. With written evidence, Hiller...
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...humanistic principles. The main task of the designer is to enhance the quality of working life and the job satisfaction of the employee. In turn the achievement of these objectives will enhance productivity and yield added value to the organization. The second set reflects managerial values. Socio-technical principles are merely instruments for achieving primarily economic objectives. Humanistic objectives have no value in themselves but if their achievement produces a better performance from employees leading to the fulfillment of the economic objectives well and good. This paper will illustrate how the first principle proves to shaping the final outcome in Painter’s Case Study. The critical elements to drive the decision of the Worker’s Compensation Board were their workforce, the business plan, and employee development. The social system became the focal point in shaping the final outcome. Shaping the Final Outcome The socio-technical view of knowledge management focuses on a firm’s strategy for harmonizing activities with...
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... TXCOMP Multi-line Phones Organized • MS PowerPoint Citrix Filing Typing (35 wpm) WORK EXPERIENCE: TEXAS DEPARTMENT OF INSURANCE, DIVISION OF WORKER’S COMPENSATION Claim Service Officer April 2008 – Present • Ensures the appropriate delivery of medical and Income Benefits and resolves disputes. • Investigates and resolves complaints • Monitors and enforces compliance with Workers’ Compensation Rules and Laws • Encourages timely Return to Work through education and disability management and return to work programs. Administrative Technician III May2004 – April 2008 • Answers walk-in and telephone customers' questions; provides preliminary information and general assistance in claims activities including providing brochures and forms. • Verifies, with injured worker's assistance, that claim information on mainframe computer screen is accurate. • Attempts to resolve disputes at all stages of the claim process. • Makes appropriate social service referrals to other agencies Clerk III September 2003-May2004 • Operates telephone switchboard console and performs receptionist duties. • Performs complex data entry work requiring complex work methods& procedures. • Enters and updates data from forms into various systems, updates injured workers or beneficiaries representative info into claim records....
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...rank-and-file workers versus that of its executives. Determine whether Allen could legally fire each of the three workers; Donna, Tom, and Ayesha. Suggest steps he should take to minimize the risks to his department and the company. Determine the whistle blowing opportunities, obligations, and protections that could benefit Allen. Assess PharmaCARE’s environmental initiative against the backdrop of its anti-environmental lobbying efforts and Colberian activities. Examine if this renders the company’s purported environmental stewardship better or worse and if the company’s public stance should carry an obligation to be a leader in environmental matters. Analyze the original purposes of and the changes to Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA). Determine which provision(s) of CERCLA apply to PharmaCARE in the scenario provided Stakeholders are those individuals and groups that have an investment, share, or interest in an organization. In this scenario that includes PharmaCARE, CompCARE a subsidiary of PharmaCARE, Wellco a large drugstore chain which purchased CompCARE, PharmaCARE’s management and investors, and the African nation of Colberia. Analyze the ethics of PharmaCARE’s...
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