Program A: Comp 201
A Deep Dive. For graduates of the Comp 101 session, and for those with added experience managing comp claims, we offer this more detailed analysis of key issues in Maine. Topics will include, but are not limited to: 1) Mental stress injuries, both acute and gradual; 2) Standard of proof for discrimination claims; 3) Facilitating an injured employee’s return to work; 4) Arranging an effective section 207 examination; and 5) Recurrent form-filing problems and errors.
Faculty: Steve Moriarty and Lindsey Morrill Sands (Norman, Hanson & DeTroy in Portland); Gordon Davis (Training and Outreach Coordinator, Workers’ Compensation Board); and Worker Advocate Margaret Bratten.
Approved for 1.25 CLE, CCMC, SHRM, and HRCI general (HR) credits.
♦ ♦ ♦ ♦ ♦ ♦ ♦ ♦ ♦
Program B: Early Symptom Intervention and Direct Access Physical Therapy
Musculoskeletal injuries comprise about 30 percent of work-related injuries and 60 percent of costs in workers’ compensation. Via case studies and a hands-on demonstration, Brian Morin (Work Strategy Coordinator at Saco Bay Physical Therapy) and David Hoyle (National Director of Work Strategy at Select Medical) illustrate the best early steps to appropriate physical therapy. The goal is getting to the right level of management of musculoskeletal complaints through skilled, in-person triage of complaints, advanced first aid, direct access to physical therapy, and referral to the most appropriate medical provider. The institution of early reporting of soreness and the use of timely intervention through advanced first aid including ergonomic consulting, and behavioral modification has been shown to prevent OSHA recordable injuries. When medical care beyond first aid is needed, direct access to physical therapy has been shown in many cases to reduce claim costs by getting employees started earlier in physical therapy and limiting the likelihood they will be referred for imaging and medications that have been shown to delay recovery. Functional testing by physical therapists when completing M-1 forms in Maine assures that employers can have confidence to use the employee in transitional assignments where they can be most productive.
Approved for 1.25 CLE, CCMC, SHRM, HRCI general (HR) credits, and 1.0 NH Adjuster credit.