February 25 at 1:00 - 2:30 pm EST
Ensure you have the right policies and procedures in your workers’ compensation handbook to control workers' compensation claim costs.
Employers are often placed in a difficult situation when an employee is hurt. Trying to coordinate investigating the injury, managing an injured employee, avoiding fraudulent claims, all while trying to replace the work of the injured worker. This topic will help you avoid that difficult situation by planning ahead of time. After reviewing the basics of a work injury and the other laws that need to be taken into consideration, you will be given the tools to create an internal handbook and procedures to plan for injuries. We will discuss how to create a template for reporting an injury and then investigating it including what to record, photograph, and how to interview witnesses, including red flags that may indicate a fraudulent claim. Once an employee is off from work, you will learn strategies for managing them and returning them to work as soon as possible. This is followed by assistance in developing an internal return to work policy and bringing employees back safely, as soon as possible. By the end of this material, you should have the tools available to create a cohesive workers’ compensation guide for your organization and be ready when an injury occurs.
- You will be able to define where challenges and opportunities lay within your organization for handling an injured worker.
- You will be able to identify when an investigation is necessary into a work injury.
- You will be able to recognize red flags that may signal fraud or the need for additional follow up.
- You will be able to describe best practices for creating a return-to-work guide for your organization.
- Learn the Basics of Workers' Compensation
- Ancillary Laws That Affect Planning for Work Injuries
- Risk Management Considerations
- Internal/External Forms and Injury Reports
- On-Site Investigation Checklists
- Injured Worker and Witness Interviews
- Dealing With Potential Fraud
- Policies and Strategies for Managing an Employee Who Is off From Work
- Creating a Return-To-Work Policy
- Strategies for Accommodations/Light Duty Work
Who should attend?
In Partnership With Lorman Business Center, LLC
- A partner with Hansen Dordell
- Practicing workers’ compensation and employment law in Minnesota and Wisconsin
- Presented on workers’ compensation laws at dozens of conferences including at the As-sociation of Minnesota Counties annual convention, The Employer’s Workers’ Compen-sation Alliance, the Minnesota Employers’ Coalition, and at large national corporations and insurance companies.
- Co-chair of the Minnesota Workers’ Compensation Defense Lawyers Chair, a member of the Minnesota and Wisconsin Bar Associations, and the Wisconsin Association of Work-ers’ Compensation Attorneys.
- J.D. degree, University of Maryland Francis King Carey School of Law; B.A. degree, summa cum laude, in political science and journalism, University of Minnesota
- ASA 1.5
- This program qualifies for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
- AL CLE 1.5
- This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
- AR CLE 1.5
- This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
- Arizona CLE 1.5
- The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.5
- Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
- CT CLE 1.5
- Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
- HI CLE 1.5
- This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
- IL CLE 1.5
- This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
- ME CLE 1.5
- This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
- NH MCLE 1.5
- NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
- NJ CLE 1.8
- This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
- PA CLE 1.5
- This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
- RI CLE 1.5
- This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
- VT CLE 1.5
- This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
- WA CLE 1.5
- This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
- WI CLE 1.5
- This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
- WV MCLE 1.8
- This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
- HR Certification Institute 1.5
- This program has been approved for 1.5 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
- SHRM 1.5
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
- CPE 1.8 including Personnel/HR 1.8
- Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: https://www.nasbaregistry.org/cpas/complaints. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 1.8 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 1.8 hours. Prerequisite: . Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board. Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.