When workers are injured on the job, the first step is always to know where they should go for treatment. Once the claim has begun, however, there will be action required on the part of both the employer and the insurance company to make sure the claim process is handled smoothly until fully completed.

Each has a responsibility to the injured employee. The insurance carrier handles all medical and disability processing promptly, keeping the injured employee and employer advised throughout the process. The employer takes any action necessary to see that the claim is being properly handled and reviews the work environment to address potential similar claim exposures.

Designating a workers compensation “leader,” someone on the employer’s staff whose role includes claims monitoring, is an excellent idea. This helps the employer see each and every claim through and gives the insurance carrier and injured employee a “point person” with whom to communicate. Hands-on stewardship of workers compensation claims can also prove invaluable in minimizing the financial and emotional impact on both the business and the injured employee.

Consider appointing a claims leader capable of navigating claims from start to finish.

Not All Injuries Are Covered

It often seems that every conceivable on- the-job injury can yield workers compensation payments, even if the incident seems so ridiculous the employer can’t believe his insurance has to pay for it.

But not every work-related illness or injury is covered. While the specifics vary by state, nolo.com, an online legal resource, identifies the following types of injuries that might not be paid for by workers comp insurance:

• Injuries resulting from the employee’s intoxication and/or use of illegal drugs

• Self-inflicted injuries, sometimes including those received by an employee who starts a fight

• Injuries that are suffered while the employee is committing a serious crime

• Injuries that occur from employee conduct that was in violation of company policy

• Injuries that are not work-related.

Obtaining eyewitness details on all injurious incidents is very valuable, and security camera footage can often also be used if available. Aggressively pursue information on workers compensation events and make sure employees know what is and isn’t covered before an incident occurs.

While many kinds of ticks carry multiple germs, the two that generate the most concern are the dog tick, which can carry Rocky Mountain spotted fever, and the deer tick, which can transmit Lyme Disease.

Symptoms of Lyme Disease are similar to the flu—fever, swollen lymph nodes, stiff neck, headaches, fatigue, and joint/muscle aches. It can also cause a bullseye-like rash; however, such a rash is not a guarantee of infection. Often, Lyme Disease can be treated with antibiotics. Without treatment, the disease can cause severe, long-lasting problems, such as muscle pain, heart disease, brain and nerve disorders, and arthritis.

The best treatment for Lyme Disease is avoidance. To reduce the risk of tick attack, workers should take the following precautions:

• Avoid brushy, overgrown grassy and wooded areas. When walking on paths, stay in the center. If possible, avoid sitting directly on the ground.

• Remove brush and tall grass surrounding work areas.

• Wear light-colored clothing to make ticks easier to spot.

• Wear a hat, high boots or closed shoes and socks.

• Use EPA-approved tick repellant.

If a tick is spotted, use the following method for removal:

• Use fine-tipped tweezers as close to the skin as possible.

• Pull straight out.

• Dispose of the insect without releasing its potentially infected fluids.

Handling On-the-Job Drinking

Employees attempting to work while under the influence of alcohol are a major concern for employers. Following are suggestions for addressing an employee who is suspected of intoxication on the job.

Describe the Problem
Prepare a detailed report on the employee’s job performance deficiencies. This should include specific dates absent or leave taken; specific deadlines missed; errors in work; and other problems, such as creating a hostile or untenable work environment for others.

Discuss the Situation with Employee
Focus only on the employee’s job performance and your concerns about it.

State Your Expectations Clearly
At the end of your conference, or very shortly thereafter, present the employee with a written summary of your discussion and the corrective actions you expect to see. Have the employee sign that he’s reviewed the document.

Watch for Changes
If the employee’s job performance improves, no further action needs to be taken. If job performance continues to be poor, you may direct him to your personnel department for further assessment. They, in turn, could have a talk with the employee and later refer him to a specialized treatment center. If the employee does not improve, you may proceed with disciplinary action for poor job performance.

It is important to proceed with caution and to document any actions you take. Consult your legal counsel about conferences and disciplinary steps and make sure you limit the employee’s involvement at work to minimize risk of injury.

Thank you for your referrals.

Work-related illness or injury is not exclusive to the work site. While workers compensation laws vary by state, the premise behind them is the same: to protect workers from the costs of illness or injury arising out of the course of their employment, regardless of where the injury actually takes place.

For example, an employee injured while traveling on business may be entitled to compensation benefits. Staffers who are injured running errands for the business or visiting a business client may also be covered. Recently, workers comp benefits have extended to employees injured during team-building exercises and while attending a business-related social event.

Managing safety is much easier when everyone works on site. However, for many types of businesses this is not possible. Remember that sending employees into the field is an extension of your business and you need to be aware of the risks and potential safety measures that should be in place.