Ensure you have the right policies and procedures in your workers' compensation handbook to control workers' compensation claim costs.
Having an employee handbook is in every company's best interest. It serves as a tool to communicate policies, procedures, and company values. Employee handbooks provide protection for employers when they are consistently followed. Crafting a comprehensive employee handbook involves covering essential policies workers' compensation, discrimination and harassment, accommodations, wage and hour policies, standards of conduct, drug and alcohol policies, and complaint and reporting procedures. Employee handbooks are not one-size-fits-all and should be tailored to your industry, company size, and unique practices. Many employers have locations in multiple states. Each state has its own approach for employers when dealing with workers' compensation claims filed by their employees. Some states have very unique handling of multiple aspects of workers' compensation claims. This presentation will help the persons responsible for providing workers' compensation benefits follow documented and detailed procedures contained in the Handbook. While every claim should be viewed on a case-by-case basis, this presentation will explore the methodical process applied throughout various states' Workers' Compensation Statutes. This presentation will assist risk management and claims professionals with understanding how to analyze, evaluate, and ultimately attempt to resolve claims in a manner that reduces exposure for employers in the most efficient and cost-effective way possible.
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Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
What Policies Should an Employee Handbook Include?
- Workers' Compensation
- Discrimination and Harassment
- Accommodations
- Standards of Conduct
- Drug and Alcohol Policies
- Complaint and Reporting Procedures
- Acknowledgment of Receipt
When Should an Employee Handbook Be Updated?
- Who Should Receive an Employee Handbook
- Changes in the Law
- Changes in Company Procedure
- Communication New Policy
- Need for Customization
Drug Policies and Testing
- Define Your Company's Drug Testing Policy
- Procedures for Random Testing
- Post-Accident Testing
- Obtaining Employee Consent.
Disciplinary Policies
- Communicate Standards of Conduct
- What Constitutes Misconduct
- Disciplinary Procedures
- Training to Enforce Policies and Document Incidents
- Consistency in Applying Discipline
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Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on March 25, 2024.
Call 1-866-352-9540 for further credit information.
- ASA 1.0
- This program may qualify for 1.0 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]. Please retain proof of attendance in the event your CE record is audited.
- AK CLE 1.0
- Alaska attorneys may receive 1.0 hour(s) of continuing legal education for completing this program. Please contact the Alaska Bar Association or go to www.alaskabar.org for details regarding reciprocity with other states.
- AL CLE 1.1
- This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.1 hour(s) credit.
- AR CLE 1.0
- This course has been approved for 1.0 hour(s) of CLE by the Arkansas CLE Board.
- Arizona CLE 1.0
- The Arizona State Bar does not pre-approve or pre-certify MCLE programs. However, records of this program and attendance will be maintained by Lorman Education Services/Noggin Guru for auditing purposes. This activity may qualify for up to 1.0 hour(s) toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.0
- Lorman Education Services/Noggin Guru is a State Bar of California approved MCLE sponsor and this course qualifies for 1.0 CLE hour(s) of participatory credit.
- CT CLE 1.0
- 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: 1.0 CLE credit(s).
- GA CLE 1.0
- This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.0 CLE hour(s).
- MO CLE 1.3
- This course qualifies for self-study CLE credit in Missouri.
- ND CLE 1.0
- North Dakota CLE policy does not allow for pre-approval of any self-study courses. This course may qualify for up to 1.0 hour(s) of CLE credit.
- NH MCLE 1.0
- NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services/Noggin Guru believes this Ondemand course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 64 Minutes.
- NM CLE 1.0
- This program has been approved by the New Mexico Minimum Continuing Legal Education Board for 1.0 hour(s) of credit.
- NV CLE 1.0
- This program has been approved by the Nevada Board of Continuing Legal Education for 1.0 CLE hour(s).
- NY CLE 1.0 including Areas of Professional Practice 1
- This course has been approved in accordance with the requirements of the New York Continuing Legal Education Board for up to a maximum of 1.0 credit hour(s) in the area(s) of Areas of Professional Practice for 1.00 hour. Each hour may be counted only as satisfying one category of credit. Duplicate credit for the same hour of instruction is not permitted. This course qualifies for both established and newly admitted attorneys. Lorman Education- Noggin Guru, Inc. has a financial hardship guideline. Please contact customer service at 1.866.352.9539 for instructions on how to apply.
- VA CLE 1.0
- This program has been approved by the Virginia Mandatory Continuing Legal Education Board for 1.0 CLE credit hour(s).
- VT CLE 1.0
- This self-study program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.0 hour(s) of CLE credit. Please note: Attorneys may only claim 12 credits per compliance period in this format. This course is considered "Non-Moderated Programming without Interactivity".
HR Certification Institute 1.0
- This E-Learning program has been pre-approved for 1.0 (General) recertification credit hours toward aPHR®, 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 1.0
- Lorman Education Services/Noggin Guru Inc. is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
Virginia MCLE requirements do not allow approval for programs that do not include an audio or audiovisual component.
This program was previously offered as a live webinar. Virginia MCLE requirements do not allow approval for attendance at duplicate programs.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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More Program Information
Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Zachary M. Rubinich, Esq.
Rawle & Henderson LLP
- Partner in the Philadelphia office of Rawle & Henderson LLP
- Over twenty years of experience in the field of workers’ compensation
- Defends and counsels a variety of businesses, insurers, and third-party administrators against workers’ compensation claims in Pennsylvania
- Assists clients in identifying ways to control rising workers’ compensation costs without litigation
- Certified as a Workers’ Compensation Law Specialist as authorized by the Supreme Court of Pennsylvania
- J.D. Degree, Widener University Commonwealth Law School; B.A. Degree in political science and government, Lycoming College
Daniel G. Spafford, Esq.
Rawle & Henderson LLP
- Of Counsel at Rawle & Henderson LLP and a member of the firm’s workers’ compensation practice group
- Practice focuses exclusively on workers’ compensation cases
- Previous experience includes handling cases for both employers and employees in civil and workers’ compensation matters
- Regularly handles workers’ compensation matters from start to finish, which includes guiding clients through the case process, interacting with expert witnesses, preparing for depositions, mediations, hearings, and appeal proceedings
- Admitted to practice in New Jersey, New York, and Pennsylvania
- J.D. Degree, Rutgers School of Law; B.S. Degree, California State University Dominguez Hills
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Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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