deziloooooo
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Post by deziloooooo on Feb 8, 2015 7:35:43 GMT -5
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wvugurl26
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Post by wvugurl26 on Feb 8, 2015 8:06:06 GMT -5
It asks me to login to read the story. Without knowing details I can think of several legitimate reasons it could happen that have nothing to do with profit margins.
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Deleted
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Post by Deleted on Feb 8, 2015 8:32:08 GMT -5
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deziloooooo
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Post by deziloooooo on Feb 8, 2015 9:47:44 GMT -5
It asks me to login to read the story. Without knowing details I can think of several legitimate reasons it could happen that have nothing to do with profit margins. I'm missing it...whats the biggie as far as "login"....??
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sesfw
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Post by sesfw on Feb 8, 2015 10:30:33 GMT -5
Yes ...... I posted this in the healthy living section of this board.
Found out yesterday that my primary Dr and my health insurance have parted company. In fact the insurance co doesn't have any Drs at all in this small town.
I need a couple of referrals and any that my Dr gives to me the insurance won't cover.
My original primary left this practice for another one about 25 miles away so I have an appt to see her this next week. Her new office takes my insurance.
Grrrrrrrrrr
Now I am wondering about the other specialists I see in my chemo journey.
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sesfw
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Post by sesfw on Feb 8, 2015 10:55:22 GMT -5
Check your policy, there is generally a continuity of care clause to address situations like this.
Unfortunately it doesn't cover any referrals I need for other care.
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Shooby
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Post by Shooby on Feb 8, 2015 11:07:04 GMT -5
Health care is going to change, some for the worse and some for the better. I think that it is clear that the small town hospitals are going to have more and more trouble sustaining themselves. They can't be everything to everybody. I think we are going to see more free standing specialty centers and then big mega medical centers. That would probably be a more cost effective way to deliver care. I live in a town of 3500 people. And, I literally have 5 hospitals within a one hour drive. 4 of which are less than an half hour away. That seems excessive and I don't see how all these small places can keep going. And, as the healthcare system changes, I think we are going to become more accepting that you just see a qualified provider, whomever that may be and not necessarily your personal doctor. The days of family doctors caring for you in the hospital as well are also falling by the wayside. Now, you will the Hospitalist and the family practice have become more removed.
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jkapp
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Post by jkapp on Feb 8, 2015 11:36:49 GMT -5
This has happened to my Aunt twice since shw went on Medicare. Now the closest doctor she can see is an hour away
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zibazinski
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Post by zibazinski on Feb 8, 2015 11:42:27 GMT -5
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djAdvocate
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Post by djAdvocate on Feb 8, 2015 12:54:53 GMT -5
for comp claims we almost always insist on the employee using OUR doctors, or, if the patient objects, a neutral 3rd party. this is to avoid the personal relationships that can influence the judgment and care of individuals injured on the job.
we also insist on being involved at every stage of care, so that we know precisely what the state of the patient is. it is tricky to do this without violating confidentiality. however, we have a right to know, as employers, what an employee is capable of, and modify work according to that, and the employee cannot be relied upon to answer those questions honestly, as they may have a personal, non-medical interest in either working or not working, wheras doctors do not.
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sesfw
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Post by sesfw on Feb 8, 2015 14:12:42 GMT -5
Another thing that has changed is the oncologist I see doesn't do blood work in the center now. The insurance co is making them do all testing at a central lab, and has to be done in advance.
When I was having chemo blood was drawn each time before treatment to make sure my white count was high enough. If not I had to wait another week. This is really going to be tough for the people going through the treatments now.
We have a shirt-tail niece that is going through treatment now. In her case proton treatments were recommended and she had to go out of state to get them. After a week of treatments the insurance decided they were not going to pay for them so she returned home and is now getting regular radiation. She is 33 with a 3 yr old. She wants to live to raise her daughter.
Someday the people making these decisions will be on the other side of the table and someone else will say no to them. Karma
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deziloooooo
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Post by deziloooooo on Feb 8, 2015 17:30:20 GMT -5
for comp claims we almost always insist on the employee using OUR doctors, or, if the patient objects, a neutral 3rd party. this is to avoid the personal relationships that can influence the judgment and care of individuals injured on the job. we also insist on being involved at every stage of care, so that we know precisely what the state of the patient is. it is tricky to do this without violating confidentiality. however, we have a right to know, as employers, what an employee is capable of, and modify work according to that, and the employee cannot be relied upon to answer those questions honestly, as they may have a personal, non-medical interest in either working or not working, wheras doctors do not. "and modify work.."....... It is also not a bad thing to know in case a particuler employee problem might indicate long term care or possible more problems down the road...when business might be a bit slower, one can find a excuse to let some workers go...done in such a way so as not to call attention as health issue might be a cause of the layoff...Say wait till the worker has recovered..pulling a full shift..but there was a indication of possible problems down the road...then Zap.... Oh come on now....your attitude and comments all point to such possible consequences and you saying now as you probably will , or if not verbally any more here..definitely thinking such actions.. and people wonder why there are so many laws that relate to employment abuses as if they are really are over done... LOL.....
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djAdvocate
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Post by djAdvocate on Feb 8, 2015 21:19:45 GMT -5
for comp claims we almost always insist on the employee using OUR doctors, or, if the patient objects, a neutral 3rd party. this is to avoid the personal relationships that can influence the judgment and care of individuals injured on the job. we also insist on being involved at every stage of care, so that we know precisely what the state of the patient is. it is tricky to do this without violating confidentiality. however, we have a right to know, as employers, what an employee is capable of, and modify work according to that, and the employee cannot be relied upon to answer those questions honestly, as they may have a personal, non-medical interest in either working or not working, wheras doctors do not. "and modify work.."....... It is also not a bad thing to know in case a particuler employee problem might indicate long term care or possible more problems down the road...when business might be a bit slower, one can find a excuse to let some workers go...done in such a way so as not to call attention as health issue might be a cause of the layoff...Say wait till the worker has recovered..pulling a full shift..but there was a indication of possible problems down the road...then Zap.... Oh come on now....your attitude and comments all point to such possible consequences and you saying now as you probably will , or if not verbally any more here..definitely thinking such actions.. and people wonder why there are so many laws that relate to employment abuses as if they are really are over done... LOL..... i resent what you just said, dez. i care about my employees deeply, and would never lay them off for being "injured". however, i am also not going to pay for them to lay around on the sofa on worker's comp, feeling sorry for themselves. we all have lives to lead, and they are best lead being productive. and i am also well aware and quite wary of the law (particularly the ADA). so, no, you absolutely have me wrong. if you want to hear it from someone, i can give you the number of an employee of mine who was permanently disabled by an injury sustained prior to my employment. you can talk to him about how i treated him, and ask him to speak candidly about his injury, and see if he can find any fault, anything bad to say about it. edit: modified work is a legal phrase. if you don't know it, look it up. it is precisely what you are supposed to offer. it allows workers to work WHILE recovering without reinjuring themselves. an injured worker might, for example, file documents for a month, then sweep floors for a month, then do shipping for a month, or drive delivery, until they were better. only an employer with a heart of stone would offer nothing in exchange for someone who was hoping to move forward in their lives. i am not that kind of employer.
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Deleted
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Post by Deleted on Feb 8, 2015 21:52:48 GMT -5
The way I look at worker's comp and Doctor visits is... If they are paying 100% of the visits (including tests and all other related costs) they can tell me which doctor to go see. If I'm (or my insurance is) paying for the visit... I see MY Doctor (if I had one, or my CHOICE of doctor if I don't already have one).
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mmhmm
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Post by mmhmm on Feb 8, 2015 21:55:24 GMT -5
for comp claims we almost always insist on the employee using OUR doctors, or, if the patient objects, a neutral 3rd party. this is to avoid the personal relationships that can influence the judgment and care of individuals injured on the job. we also insist on being involved at every stage of care, so that we know precisely what the state of the patient is. it is tricky to do this without violating confidentiality. however, we have a right to know, as employers, what an employee is capable of, and modify work according to that, and the employee cannot be relied upon to answer those questions honestly, as they may have a personal, non-medical interest in either working or not working, wheras doctors do not. "and modify work.."....... It is also not a bad thing to know in case a particuler employee problem might indicate long term care or possible more problems down the road...when business might be a bit slower, one can find a excuse to let some workers go...done in such a way so as not to call attention as health issue might be a cause of the layoff...Say wait till the worker has recovered..pulling a full shift..but there was a indication of possible problems down the road...then Zap.... Oh come on now....your attitude and comments all point to such possible consequences and you saying now as you probably will , or if not verbally any more here.. definitely thinking such actions..and people wonder why there are so many laws that relate to employment abuses as if they are really are over done... LOL..... deziloooooo, there is no way any of us here can know what another is "definitely thinking". To claim we do is not only ludicrous, it's insulting. Please take the time before you post something to think it through. I was injured on the job - twice. Both times involved broken bones due to the hazards of patient care. In both instances I was given the opportunity to work and earn my pay by doing modified work - work I was able to do with the injuries I had. Heck, I wanted to work! I didn't want to sit on my backside in the house with nothing to do! I played ward secretary and was there as an advisor should the nurses need me. There's absolutely nothing wrong with that. In fact, there's everything right with it!
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djAdvocate
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Post by djAdvocate on Feb 8, 2015 21:59:11 GMT -5
The way I look at worker's comp and Doctor visits is... If they are paying 100% of the visits (including tests and all other related costs) they can tell me which doctor to go see. If I'm (or my insurance is) paying for the visit... I see MY Doctor (if I had one, or my CHOICE of doctor if I don't already have one). yeah, i should have offered that, as well. thanks, Richard.
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djAdvocate
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Post by djAdvocate on Feb 8, 2015 22:01:20 GMT -5
"and modify work.."....... It is also not a bad thing to know in case a particuler employee problem might indicate long term care or possible more problems down the road...when business might be a bit slower, one can find a excuse to let some workers go...done in such a way so as not to call attention as health issue might be a cause of the layoff...Say wait till the worker has recovered..pulling a full shift..but there was a indication of possible problems down the road...then Zap.... Oh come on now....your attitude and comments all point to such possible consequences and you saying now as you probably will , or if not verbally any more here.. definitely thinking such actions..and people wonder why there are so many laws that relate to employment abuses as if they are really are over done... LOL..... deziloooooo, there is no way any of us here can know what another is "definitely thinking". To claim we do is not only ludicrous, it's insulting. Please take the time before you post something to think it through. I was injured on the job - twice. Both times involved broken bones due to the hazards of patient care. In both instances I was given the opportunity to work and earn my pay by doing modified work - work I was able to do with the injuries I had. Heck, I wanted to work! I didn't want to sit on my backside in the house with nothing to do! I played ward secretary and was there as an advisor should the nurses need me. There's absolutely nothing wrong with that. In fact, there's everything right with it! thanks, mmhmm. i really DO try to do what is best for the employee AND FOR THE BUSINESS. that means that so long as it is clear that the employee is TRYING to get better, and not merely using the insurance as an extended vacation, i will do so with them. the employee in question eventually regained his position, then quit for reasons that i won't discuss here, but had nothing to do with me.
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mmhmm
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Post by mmhmm on Feb 8, 2015 22:03:57 GMT -5
deziloooooo, there is no way any of us here can know what another is "definitely thinking". To claim we do is not only ludicrous, it's insulting. Please take the time before you post something to think it through. I was injured on the job - twice. Both times involved broken bones due to the hazards of patient care. In both instances I was given the opportunity to work and earn my pay by doing modified work - work I was able to do with the injuries I had. Heck, I wanted to work! I didn't want to sit on my backside in the house with nothing to do! I played ward secretary and was there as an advisor should the nurses need me. There's absolutely nothing wrong with that. In fact, there's everything right with it! thanks, mmhmm. i really DO try to do what is best for the employee AND FOR THE BUSINESS. that means that so long as it is clear that the employee is TRYING to get better, and not merely using the insurance as an extended vacation, i will do so with them. the employee in question eventually regained his position, then quit for reasons that i won't discuss here, but had nothing to do with me. My employer was exactly the same, dj. Nobody was trying to take advantage of me, or cause me pain or injury. I had a choice, really. It was my choice to go to work and do something! I think most people would rather do that than sit around at home feeling miserable. It gives you something else to think about and a feeling of being useful.
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djAdvocate
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Post by djAdvocate on Feb 8, 2015 22:05:48 GMT -5
thanks, mmhmm. i really DO try to do what is best for the employee AND FOR THE BUSINESS. that means that so long as it is clear that the employee is TRYING to get better, and not merely using the insurance as an extended vacation, i will do so with them. the employee in question eventually regained his position, then quit for reasons that i won't discuss here, but had nothing to do with me. My employer was exactly the same, dj. Nobody was trying to take advantage of me, or cause me pain or injury. I had a choice, really. It was my choice to go to work and do something! I think most people would rather do that than sit around at home feeling miserable. It gives you something else to think about and a feeling of being useful. typically, the employer will retain your wage while you do menial work, but give you fewer hours. that is how we always did it. we have had THREE injuries in the years i have run this business. all three of them regained full employment, though two of the three eventually quit.
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mmhmm
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Post by mmhmm on Feb 8, 2015 23:10:11 GMT -5
My employer was exactly the same, dj. Nobody was trying to take advantage of me, or cause me pain or injury. I had a choice, really. It was my choice to go to work and do something! I think most people would rather do that than sit around at home feeling miserable. It gives you something else to think about and a feeling of being useful. typically, the employer will retain your wage while you do menial work, but give you fewer hours. that is how we always did it. we have had THREE injuries in the years i have run this business. all three of them regained full employment, though two of the three eventually quit. Yep. They were paying me my normal salary while I did the ward secretarial work. I really appreciated having something to do and I was still making bank. Didn't hurt me to do that anymore than it would have hurt me to sit home.
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deziloooooo
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Post by deziloooooo on Feb 8, 2015 23:20:41 GMT -5
"and modify work.."....... It is also not a bad thing to know in case a particuler employee problem might indicate long term care or possible more problems down the road...when business might be a bit slower, one can find a excuse to let some workers go...done in such a way so as not to call attention as health issue might be a cause of the layoff...Say wait till the worker has recovered..pulling a full shift..but there was a indication of possible problems down the road...then Zap.... Oh come on now....your attitude and comments all point to such possible consequences and you saying now as you probably will , or if not verbally any more here.. definitely thinking such actions..and people wonder why there are so many laws that relate to employment abuses as if they are really are over done... LOL..... deziloooooo, there is no way any of us here can know what another is "definitely thinking". To claim we do is not only ludicrous, it's insulting. Please take the time before you post something to think it through. I was injured on the job - twice. Both times involved broken bones due to the hazards of patient care. In both instances I was given the opportunity to work and earn my pay by doing modified work - work I was able to do with the injuries I had. Heck, I wanted to work! I didn't want to sit on my backside in the house with nothing to do! I played ward secretary and was there as an advisor should the nurses need me. There's absolutely nothing wrong with that. In fact, there's everything right with it! mmhmm ...pardon me ..methinks your reacting overly a bit on my semi tongue in cheek post...In a way it is a spoof yet when I read the post that I was referring to and having read many of the posters posts regarding his feelings on how things are and should be in his mind , one gets a good feeling of where one is coming from... Where as your employer was really concerned about your welfare as I believe they were , being true professionals who had concerns of their employees as paramount in their dealings with them...from past experience and having had many discussions with the original poster..I believe the concerns of the employees are the least concerns of the company he is mentioning... Naturally that is my feeling, my opinion...You may read the statement of how his company wants , insists in fact ..according to him, to be very much in the loop as a benevolent one...that's your right and your call..though I am surprised but as said..If you feel they are so, benevolent and really concerned for the well being of the employee who might be haveing medical problems..then go for it. I don't agree...and the world keeps moving along.. OOPS.......I went back and reread the original post...where mmhmm was so up tite about and see what I missed..sorry all.. "for comp claims "
I missed that completely..I thought the post of insisting on own doctors etc etc was referring to what I was referring to in the header and what I posted..normal medical doings with coverage ..being forced to change doctors because of changes in Insurance plans that people are under... Personally since I am a senior and under medicare and not wanting to be in a position of a third party telling me who and what I can do as far as seeking medical help or even treatment at least as much as I can control , I pay myself for a supplement to medicare..in my case the one from AARP...It's my choice, I can afford it . Workmans Comp is a different bal of wax IMHO ...and I know employers have had a say in some ways when it comes to that making sure there is no fraud...it's been accepted that there may be some concerns ..
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mmhmm
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Post by mmhmm on Feb 8, 2015 23:50:39 GMT -5
deziloooooo, a lot of these little misunderstandings can be prevented if you'll simply evaluate what you're about to post to be sure you're discussing the subject under discussion and not discussing one of the posters. I know you've howled loud and long about the "old days" and the board battles that used to occur and how you miss all that. Sorry, but that's not what moonbeam wants for these forums and that's not what's going to happen here. Speak to the subject of the discussion. Your opinions on what other posters may do, think, feel, or deserve are not needed - mostly because you don't really know any of that. Thanks, in advance. mmhmm, Politics Monitor
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deziloooooo
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Post by deziloooooo on Feb 9, 2015 3:42:18 GMT -5
deziloooooo, a lot of these little misunderstandings can be prevented if you'll simply evaluate what you're about to post to be sure you're discussing the subject under discussion and not discussing one of the posters. I know you've howled loud and long about the "old days" and the board battles that used to occur and how you miss all that. Sorry, but that's not what moonbeam wants for these forums and that's not what's going to happen here. Speak to the subject of the discussion. Your opinions on what other posters may do, think, feel, or deserve are not needed - mostly because you don't really know any of that. Thanks, in advance. mmhmm, Politics Monitor The misunderstanding was I missed in reading what he was referring to...Your saying that you never misread or make a mistake.....I can't say that I am that free from making a mistake, misreading at times.....I salute you... As far as the 'old days" and board battles..never said I wanted them back...Miss them at times? Yep..in ways they were interesting but understand not good for the forum..have no problem with forum as it is now...In fact I don't think I post in a bad way at all.....This last one..just misread..as I have said and say again..misread.
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marvholly
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Post by marvholly on Feb 9, 2015 6:28:34 GMT -5
My primary took a FT staff position in Aug 2013. Changed to another Dr in same office. Not crazy habout new Dr.
Changed insurance (Medicare Advantage) companies this year to save $500. New Dr NOT covered w/new insurance.
Have appt w/a new, covered Dr later this month.
That is the advantage of living in a large metro area.
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Shooby
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Post by Shooby on Feb 9, 2015 6:47:26 GMT -5
It seems like local doctors are very mobile now. They come, stay a few years, and then move on. The days of the old time family doctor seem long over. And, I don't necessarily mind that. I don't really need some relationship with my doctor per se. Just examine me and give me what I need to be healthy and I'm good.
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Wisconsin Beth
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Post by Wisconsin Beth on Feb 9, 2015 8:21:34 GMT -5
"and modify work.."....... It is also not a bad thing to know in case a particuler employee problem might indicate long term care or possible more problems down the road...when business might be a bit slower, one can find a excuse to let some workers go...done in such a way so as not to call attention as health issue might be a cause of the layoff...Say wait till the worker has recovered..pulling a full shift..but there was a indication of possible problems down the road...then Zap.... Oh come on now....your attitude and comments all point to such possible consequences and you saying now as you probably will , or if not verbally any more here..definitely thinking such actions.. and people wonder why there are so many laws that relate to employment abuses as if they are really are over done... LOL..... i resent what you just said, dez. i care about my employees deeply, and would never lay them off for being "injured". however, i am also not going to pay for them to lay around on the sofa on worker's comp, feeling sorry for themselves. we all have lives to lead, and they are best lead being productive. and i am also well aware and quite wary of the law (particularly the ADA). so, no, you absolutely have me wrong. if you want to hear it from someone, i can give you the number of an employee of mine who was permanently disabled by an injury sustained prior to my employment. you can talk to him about how i treated him, and ask him to speak candidly about his injury, and see if he can find any fault, anything bad to say about it. edit: modified work is a legal phrase. if you don't know it, look it up. it is precisely what you are supposed to offer. it allows workers to work WHILE recovering without reinjuring themselves. an injured worker might, for example, file documents for a month, then sweep floors for a month, then do shipping for a month, or drive delivery, until they were better. only an employer with a heart of stone would offer nothing in exchange for someone who was hoping to move forward in their lives. i am not that kind of employer.I'm asusming it's similar to Light Duty. Our members (Fire Dept) tend to, um, not be fond of it. We've had a system in play for about 5 years now and it's been modified several times to address issues.
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deziloooooo
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Post by deziloooooo on Feb 9, 2015 9:25:11 GMT -5
"and modify work.."....... It is also not a bad thing to know in case a particuler employee problem might indicate long term care or possible more problems down the road...when business might be a bit slower, one can find a excuse to let some workers go...done in such a way so as not to call attention as health issue might be a cause of the layoff...Say wait till the worker has recovered..pulling a full shift..but there was a indication of possible problems down the road...then Zap.... Oh come on now....your attitude and comments all point to such possible consequences and you saying now as you probably will , or if not verbally any more here..definitely thinking such actions.. and people wonder why there are so many laws that relate to employment abuses as if they are really are over done... LOL..... i resent what you just said, dez. i care about my employees deeply, and would never lay them off for being "injured". however, i am also not going to pay for them to lay around on the sofa on worker's comp, feeling sorry for themselves. we all have lives to lead, and they are best lead being productive. and i am also well aware and quite wary of the law (particularly the ADA). so, no, you absolutely have me wrong. if you want to hear it from someone, i can give you the number of an employee of mine who was permanently disabled by an injury sustained prior to my employment. you can talk to him about how i treated him, and ask him to speak candidly about his injury, and see if he can find any fault, anything bad to say about it. edit: modified work is a legal phrase. if you don't know it, look it up. it is precisely what you are supposed to offer. it allows workers to work WHILE recovering without reinjuring themselves. an injured worker might, for example, file documents for a month, then sweep floors for a month, then do shipping for a month, or drive delivery, until they were better. only an employer with a heart of stone would offer nothing in exchange for someone who was hoping to move forward in their lives. i am not that kind of employer. Well dj I guess I am not the only one who misses or misreads posts here..If you go to the post #21 and a few others too I believe , you will see my apology to all..my admission I MISREAD your post and didn't realize you were posting about workmen comp claims and how treated by your company..I was under the impression , my misreading and missing the part of that refers to workmens comp..I thought that you were discussing normal medical situations of employees with their medical insurence..which I am guessing you offer in some form..so k?
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Value Buy
Senior Associate
Joined: Dec 20, 2010 17:57:07 GMT -5
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Post by Value Buy on Feb 9, 2015 9:31:04 GMT -5
thanks, mmhmm. i really DO try to do what is best for the employee AND FOR THE BUSINESS. that means that so long as it is clear that the employee is TRYING to get better, and not merely using the insurance as an extended vacation, i will do so with them. the employee in question eventually regained his position, then quit for reasons that i won't discuss here, but had nothing to do with me. My employer was exactly the same, dj. Nobody was trying to take advantage of me, or cause me pain or injury. I had a choice, really. It was my choice to go to work and do something! I think most people would rather do that than sit around at home feeling miserable. It gives you something else to think about and a feeling of being useful. Let's be honest here. Both mmhmm's employer, and dj's business are under the control of the state OSHA boards and have to follow federal and state guidelines. I am sure dj thinks highly of his employees, but still, he is responsible for fulfilling Federal and State requirements that are demanded of the business. DJ may be an exception, but 99% of all businesses try to comply with the regulations to stay out of trouble, fines, and higher insurance cost rather than make sure the employee is hunkey dory. Businesses are not that benevolent
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djAdvocate
Member Emeritus
only posting when the mood strikes me.
Joined: Jun 21, 2011 12:33:54 GMT -5
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Post by djAdvocate on Feb 9, 2015 15:07:14 GMT -5
i resent what you just said, dez. i care about my employees deeply, and would never lay them off for being "injured". however, i am also not going to pay for them to lay around on the sofa on worker's comp, feeling sorry for themselves. we all have lives to lead, and they are best lead being productive. and i am also well aware and quite wary of the law (particularly the ADA). so, no, you absolutely have me wrong. if you want to hear it from someone, i can give you the number of an employee of mine who was permanently disabled by an injury sustained prior to my employment. you can talk to him about how i treated him, and ask him to speak candidly about his injury, and see if he can find any fault, anything bad to say about it. edit: modified work is a legal phrase. if you don't know it, look it up. it is precisely what you are supposed to offer. it allows workers to work WHILE recovering without reinjuring themselves. an injured worker might, for example, file documents for a month, then sweep floors for a month, then do shipping for a month, or drive delivery, until they were better. only an employer with a heart of stone would offer nothing in exchange for someone who was hoping to move forward in their lives. i am not that kind of employer.I'm asusming it's similar to Light Duty. Our members (Fire Dept) tend to, um, not be fond of it. We've had a system in play for about 5 years now and it's been modified several times to address issues. yes, "light duty" is part of that system. but it is not ALL of that system. for example, if someone breaks their LEFT PINKY, and they are RIGHT HANDED, their MODIFIED job would include everything that they had before, other than LIFTING. they would have to ask for HELP to lift. if LIFTING was less than 20% of their job, they would be put back to work IMMEDIATELY, barring any advice to the contrary from the doctor.
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djAdvocate
Member Emeritus
only posting when the mood strikes me.
Joined: Jun 21, 2011 12:33:54 GMT -5
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Post by djAdvocate on Feb 9, 2015 15:09:30 GMT -5
i resent what you just said, dez. i care about my employees deeply, and would never lay them off for being "injured". however, i am also not going to pay for them to lay around on the sofa on worker's comp, feeling sorry for themselves. we all have lives to lead, and they are best lead being productive. and i am also well aware and quite wary of the law (particularly the ADA). so, no, you absolutely have me wrong. if you want to hear it from someone, i can give you the number of an employee of mine who was permanently disabled by an injury sustained prior to my employment. you can talk to him about how i treated him, and ask him to speak candidly about his injury, and see if he can find any fault, anything bad to say about it. edit: modified work is a legal phrase. if you don't know it, look it up. it is precisely what you are supposed to offer. it allows workers to work WHILE recovering without reinjuring themselves. an injured worker might, for example, file documents for a month, then sweep floors for a month, then do shipping for a month, or drive delivery, until they were better. only an employer with a heart of stone would offer nothing in exchange for someone who was hoping to move forward in their lives. i am not that kind of employer. Well dj I guess I am not the only one who misses or misreads posts here..If you go to the post #21 and a few others too I believe , you will see my apology to all..my admission I MISREAD your post and didn't realize you were posting about workmen comp claims and how treated by your company..I was under the impression , my misreading and missing the part of that refers to workmens comp..I thought that you were discussing normal medical situations of employees with their medical insurence..which I am guessing you offer in some form..so k? oh shit. i'm sorry. yes, i did indeed miss that. yeah, private medical insurance issues are completely independent, and none of my business.
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