I need help with my essay guys! I have to write a 5 paragraph essay on a How to process. I chose workers compensation because that is one of my jobs at work… however I was having a hard time grouping 3 major supports with the process of filling out the report & course of the claim. Instead I chose on how it can save YOU MONEY! Ha! My boss would love that….

Anyway... my English teacher will not let us use the word you in any of our essays and I’m having a hard time closing the essay and i'm not sure if I am transitioning properly, overused any words, or if It sounds confusing. I can not think of a thing to write for the final paragraph, maybe its because its 2:30 in the morning and I’m falling asleep. First Draft is due tomorrow thankfully.

Be Gentle, English/Grammar is by far my worst subject…

Workers compensation insurance covers the cost of medical care, rehabilitation and lost wages for workers injured on the job. While most employers understand that a lower workers compensation experience rating, also called an E-mod, is a good thing, many do not make the connection between this number and their yearly premium costs. A business with little or no claims may have a positive E-mod. Conversely, if a business has suffered numerous claims, it may have a negative E-mod and higher premiums. Employer’s can lower they’re E-mod rating and yearly premiums by effectively handling Workers Compensation Claims. The keys to successfully handing Workers Compensation Claims as a Human Resource Manager are rapid response and thorough investigation, excellent return to work plans in place and good communications and documentation with all parties involved.

When an employee is injured on the job it is imperative to respond immediately. If the injury is life threatening the employee should immediately be taken to the hospital. If the injury is not life threatening the supervisor on site should fill out an accident report and notify the office immediately. Then the Human Resource Manager should then make arrangements for the employee to be sent to a medical center to be evaluated for injuries and drug tested regardless of the severity of the injury. Having a physician document the severity of the injury promptly helps discourage the employee from later making up an embellished injury. If an employee has a positive drug test the claim most likely will be denied. A field superintendent should be dispatched to the scene of the accident to preserve the scene, interview and take signed written statements from injured employee any witnesses while the incident is still fresh in everyone’s mind. The claim should then be promptly filed with the insurance company. Waiting to file the claim can prevent the claims adjustor and attorneys from raising certain defenses that could other wise dismiss the claim. Filing claims late, in as little as three days, can have a negative effect on the employers E-mod.

Medical and Report Only Claims have little or no effect on a E-mod , however claims which incur indemnity, or loss wages have a very negative effect on a E-mod. To help prevent indemnity it is imperative to have a “job bank” of light duties that are designed to accommodate limitations such as restricted standing, sitting, walking and lifting. The job can be a modified version of the employee’s job or a combination of tasks from various positions. The Human Resource Manager should explain to the employee there is light duty work available the benefits of working a light duty job which is full pay compared to only 66.7% of their regular wage if they are put on a no work status. Usually the employee will then tell their treating physician there is light duty work available. Once employee is released to restricted duty have them sign a Return to Work Agreement to protect both employee and employer. This agreement simply states the employee’s restrictions and that the employer will not require the employee to perform tasks beyond those restrictions. If an employee is put on a “no work” status by his/her physician the Human Resource Manager should then contact their treating physician and explain the company can accommodate any light duty restrictions. In most cases the physician will provide a new physicians statement stating the light duty restrictions. In the rare cases the employee has injured themselves were they can not return to work on restricted duty the employer should notify the insurance company they will pay the loss wages to the employee to prevent the negative mark on their E-mod.


When communicating with the claims adjustor it is important to notify them of any discrepancies or suspicions about the incident. For example the employee may have a second job, and possibly injured themselves there. Or during the interview process it was discovered the employee had injured themselves at home not at work. The claims adjustor then can have the employee’s claim further investigated by means of a private investigator. Perhaps the employee’s physician refuses to let the employee return to work on restricted duty for a minor injury, the claims adjustor can schedule an IME, and independent medical exam, and deny the employee loss wages for refusal to return to light duty work. Excellent documentation is crucial if the claim goes to court. A file should be created for each Workers Compensation claim which includes a time line calendar, notes, signed statements, return to work agreements and communications with the claim adjustor, physician’s office and employee. Sometimes an employee’s story changes once in court. The judge will give more thought to what he/she alleged to have said soon after the incident occurred than to something he/she said weeks or months later.

Notes to self...
Not consitent with workes Compensation and Workers Compensation.
2nd Paragraph - job bank” of light duties (left off job)

Well, not much of a writer myself, more of an editor so I will point out a couple edits that need to be made (if this was copy/pasted from word or other writing programs).

(changes are in bold)

Paragraph 1
"Workers compensation insurance covers the cost of medical care, rehabilitation, and lost wages for workers injured on the job."

(unless your teacher allows it, there are rules for use of commas, I was told by my English IV teacher that it can go either or and be correct (stupid english, or is it stupid english teacher, someone correct me) so I guess it's personal preference, and I stick to using commas all the time)

Example:

Charles, David, and Chris went to the movies.
or
Charles, David and Chris went to the movies.

I always thought IF part's 2 & 3 were seperate, then seperate them.

There are several places in your essay which involve this, I won't point out anymore.

"The keys to successfully handling Workers Compensation Claims as a Human Resource Manager are rapid response, thorough investigation, excellent return to work plans, and good communications and documentation with all parties involved."

Paragraph 2

"Then the Human Resource Manager should make arrangements for the employee to be sent to a medical center to be evaluated for injuries and drug tested regardless of the severity of the injury."
(took out the second "then" sounded repetative to me.)

"A field superintendent should be dispatched to the scene of the accident to preserve the scene, interview, and take signed written statements from the injured employee and any witnesses while the incident is still fresh in everyone’s mind."

Paragraph 3

"Medical and Report Only Claims have little or no effect on a E-mod, however claims which incur indemnity, or loss wages, have a very negative effect on a E-mod."
(there was a space between E-mod and the comma)

Paragraph 4

"In the rare cases the employee has injured themselves where they can not return to work on restricted duty the employer should notify the insurance company they will pay the lost wages to the employee to prevent the negative mark on their E-mod."
(you can either change "loss wages" to "lost wages" or "loss of wages")

"Perhaps the employee’s physician refuses to let the employee return to work on restricted duty for a minor injury, the claims adjustor can schedule an IME, an independent medical exam, and deny the employee loss wages for refusal to return to light duty work."


As for your conclusion, I always took key points from paragraphs 2, 3, and 4. But I'd start it off with something like "Job related injuries are a hamper on both employee and employer" and end it with something like "Although both employee and employer are at a loss, both sides can work together and minimize that loss."

Thanks Dip! Very helpful

Am I too late? Just thought I'd add this.

Always use Workers' Compensation (capitalized W and C)
claims adjuster

If I see anymore, I'll just edit this post. Looks like a good paper Snuggle

Thanks Ally, I have until 5PM Eastern to make any changes so bring them on!

Ally should claims adjustor also be capitalized?

Thanks!

Nope claims adjuster doesn't need to be capitalized.

Ok i made a few adjustments and added two sentances in bold:

Workers Compensation insurance covers the cost of medical care, rehabilitation and lost wages for workers injured on the job. While most employers understand that a lower Workers Compensation experience rating, also called an E-mod, is a good thing, many do not make the connection between this number and their yearly premium costs. A business with little or no claims may have a positive E-mod. Conversely, if a business has suffered numerous claims, it may have a negative E-mod and higher premiums. Employer’s can lower they’re E-mod rating and yearly premiums by effectively handling Workers Compensation Claims. The keys to successfully handing Workers Compensation Claims as a Human Resource Manager are rapid response and thorough investigation, excellent return to work plans in place and good communications and documentation with all parties involved.

When an employee is injured on the job it is imperative to respond immediately. If the injury is life threatening the employee should immediately be taken to the hospital. If the injury is not life threatening the supervisor on site should fill out an accident report and notify the office immediately. Then the Human Resource Manager should make arrangements for the employee to be sent to a medical center to be evaluated for injuries and drug tested regardless of the severity of the injury. Having a physician document the severity of the injury promptly helps discourage the employee from later making up an embellished injury. If an employee has a positive drug test the claim most likely will be denied. A field superintendent should be dispatched to the scene of the accident to preserve the scene, interview, and take signed written statements from the injured employee and any witnesses while the incident is still fresh in everyone’s mind. Field superintendents should also identify the cause of the incident and discuss with crew members why/how it happened what steps need to be taken to prevent another incident from occurring. The claim should then be promptly filed with the insurance company. Waiting to file the claim can prevent the claims adjustor and attorneys from raising certain defenses that could other wise dismiss the claim. Filing claims late, in as little as three days, can have a negative effect on the employers E-mod.

Medical and Report Only Claims have little or no effect on a E-mod, however claims which incur indemnity, or loss wages have a very negative effect on a E-mod. To help prevent indemnity it is imperative to have a “job bank” of light duty jobs that are designed to accommodate limitations such as restricted standing, sitting, walking and lifting. The job can be a modified version of the employee’s job or a combination of tasks from various positions. The Human Resource Manager should explain to the employee there is light duty work available the benefits of working a light duty job which is full pay compared to only 66.7% of their regular wage if they are put on a no work status. Usually the employee will then tell their treating physician there is light duty work available. Once employee is released to restricted duty have them sign a Return to Work Agreement to protect both employee and employer. This agreement simply states the employee’s restrictions and that the employer will not require the employee to perform tasks beyond those restrictions. If an employee is put on a “no work” status by his/her physician the Human Resource Manager should then contact their treating physician and explain the company can accommodate any light duty restrictions. In most cases the physician will provide a new physicians statement stating the light duty restrictions. In the rare cases the employee has injured themselves where they can not return to work on restricted duty the employer should notify the insurance company they will pay the lost wages to the employee to prevent the negative mark on their E-mod.

When communicating with the claims adjustor it is important to notify them of any discrepancies or suspicions about the incident. For example the employee may have a second job, and possibly injured themselves there. Or during the interview process it was discovered the employee had injured themselves at home not at work. The claims adjustor then can have the employee’s claim further investigated by means of a private investigator. Perhaps the employee’s physician refuses to let the employee return to work on restricted duty for a minor injury, the claims adjustor can schedule an IME, an independent medical exam, and deny the employee loss wages for refusal to return to light duty work. Excellent documentation is crucial if the claim goes to court. A file should be created for each Workers Compensation claim which includes a time line calendar, notes, signed statements, return to work agreements and communications with the claim adjustor, physician’s office and employee. Sometimes an employee’s story changes once in court. The judge will give more thought to what he/she alleged to have said soon after the incident occurred than to something he/she said weeks or months later. Once employee has returned to work full duty and there are no more expected Physician visits notify the claims adjustor and have the claim closed. The fewer claims open towards the renewal date, the more positive the E-mod rating will be.

Dip I am working on my Comma ussage in class... If anything is really noticable or out of wack can you PM it to me? I am sure there are alot... Next I need to identify Complex, Compound & Complex/Compound sentances.... blah!

Thanks for the help everyone!