Professionalism: A Choice Between The Art of War and Aikido Principles

Morihei Ueshiba, the Japanese founder of the martial art of Aikido.

Today’s thoughtful post comes to us from our colleague Len Jernigan of North Carolina.

Lawyers are often engaged to resolve conflicts. Sometimes the conflicts are resolved peacefully and harmoniously in a win/win environment and other times the resolution comes out acrimoniously and bitterly in a win/lose scenario. The former outcome is always preferred, yet many of us unwittingly choose a method of professional behavior that drives us toward a hostile, embittered and emotionally draining environment that we didn’t want.

How can this happen?

For insight, let’s look at an ancient Chinese military philosopher, Sun Tzu, who wrote The Art of War during the fourth century, B.C., and then compare it to the relatively recent principles expounded by Morihei Ueshiba, the Japanese founder of the martial art of Aikido. The Art of War was brought to the attention of the western world when it was translated into French and published in Paris in 1772. Napoleon is believed to have read and studied it. In more recent times, trial litigators and corporate executives have quoted from it in order to justify their tactics. Sun Tzu recognized that war was a matter of vital importance to the state and that it was mandatory that it be studied and mastered. (Machiavelli, when he wrote The Prince in 1513 A.D., had a similar vision about the importance of obtaining and holding power).

Sun Tzu was ruthless. He once had two of the King’s concubines beheaded after they repeatedly failed to follow his explicit instructions. Afterwards, all the other concubines followed orders as told. Sun Tzu was clever. He believed that all warfare is based on deception. He advocated angering the opposing general in order to confuse him, and sought to keep him under strain so he would wear down. Sun Tzu was aggressive. When his forces were abundant he urged attack. He encouraged agitation of the enemy and counseled striking where the enemy was most vulnerable.

Many lawyers follow these tactics in an attempt to gain strategic advantage over opposing counsel. Their goal is to win “the war” for their client and they will use any tactic allowed by the Local Rules or the Rules of Civil Procedure, etc., and can adamantly defend their actions by saying nothing they have done violated the Rules of Professional Conduct. Although Continue reading »

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A Word Of Caution On Facebook

A word of caution to injured workers: use Facebook at your own risk. An Arkansas Court of Appeals has held that Facebook photos can be used to deny worker’s compensation to an injured worker. The photos showed a man drinking and partying at a time he claimed he was in excruciating pain. The Appeals Court found there was no abuse of discretion in allowing the photographs into evidence because they had a bearing on his credibility.

Our office routinely cautions injured workers against any Facebook postings after a work injury for just that reason. While clients may feel that this impinges on their “private” life, they need to be aware that the insurance company will scour the internet, past employment histories, and medical records for any information that can be used in defense of a claim. Whether or not the photos are related to the injury or the need for medical care, they can often affect client credibility. In fact, we have dismissed several claims because of Facebook postings—and had to salvage some settlements due to post-compromise social media postings! Tom Domer is one of the editors of the national magazine for the Workers Injury Law and Advocacy Group (WILG) called the Worker’s First Watch. This month’s issue contains an article on the dangers of social media and its use against injured workers and worker’s compensation proceedings. [need link to WILG website and WFW issue – Jason: can you check for the link at the WILG website for the current issue.]

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NIOSH Alerts Home Healthcare Workers About Latex Allergies

latex glovesToday we have a guest post from my colleague Jon Gelman of New Jersey.

NIOSH (The National Institute for Occupational Health and Safety) has published a booklet to educate Home Healthcare Workers about preventing latex allergies. Latex products are made from natural rubber, and sensitivity can develop after repeated exposure. Limiting exposure to latex can help prevent allergic reactions for both home healthcare workers and their clients.

Once Natural Rubber Latex (NRL) sensitivity occurs, allergic individuals continue to experience symptoms, which have included life-threatening reactions, not only on exposure to NRL in the workplace but also upon receiving or accompanying a family member receiving healthcare services at inpatient as well as office-based settings.

In September of 1997, the Food and Drug Administration (FDA) issued a final rule requiring cautionary statements in the labeling of all medical devices that contain natural rubber likely to come in contact with humans. The rule provides that such products must contain the following cautionary statement in bold print: “Caution: This product contains natural rubber latex which may cause allergic reactions.” Additionally, the FDA issued a final ruling that the labeling of medical devices that contain natural rubber, likely to come in contact with humans, shall not contain the term “hypoallergenic”.

Over the last few years, there has been a significant increase in the number of workers’ compensation claims filed against employers on behalf of individuals who have suffered latex allergic reactions. Scientists and government officials estimate that about 950,000 U.S. health care workers have developed an allergic sensitivity to latex.
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For over 3 decades the Law Offices of Jon L. Gelman have been representing injured workers and their families who have suffered occupational accidents and illnesses.

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How do we earn your trust?

Earning your client's trust is a crucial part of being an attorney.

Today we have a guest post from our colleague Roger Moore of Nebraska.

In its most basic form, trust is defined as “reliance on the integrity, strength, and ability of a person”.

Trust can also be defined as “a person on whom one relies”.

I was reminded of this earlier this week when a client for whom I had settled a case dropped by our office. This client had been a truck driver and lived out of state. While we were working on his case we never had the opportunity to meet in person, yet he came to trust me to look out for his best interests and advise him along the course of his workers’ compensation injury. He came by to thank me for the work I had done for him which had been completed over a year and a half ago.

As I spoke with him I began to understand how stressful it must be to trust someone who lives halfway across the country and with whom you may never meet in person. This is a unique aspect of trucking cases we handle which isn’t found in other types of work-related injuries.

Due to his injury he was unable to return to trucking. However, were been able to negotiate a settlement which allowed him to live his life Continue reading »

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My Injury Was My Fault. Does This Mean I Can’t Collect Workers’ Comp’?

If you were not following your employer's safety rules, you can still collect workers' comp', but staying safe is always your best bet.

Workers’ Comp is “No Fault” (even if it is the worker’s fault).

Workers may be reluctant to file a workers’ comp claim is they feel the injury is due to their own fault. Sometimes they feel that the injury was due to their own violation of a safety rule. In some states, this could bar a workers’ comp, recovery—but not in Wisconsin. An injury caused by the employee’s failure to use a safety device or adhere to a safety rule results in a 15% decrease in workers’ comp benefits, to a cap of $15,000, but the worker can still claim benefits. A worker earning $600/week, with a $400/week disability rate would only lose $60/week.

A worker’s failure to use a safety device causing injury will not reduce benefits if the device isn’t adequately maintained or easily accessible, nor will a worker’s rule violation reduce benefits if the safety rule is unreasonable or not reasonably enforced.

Employers and insurers sometimes deny claims that involve a worker’s intoxication or use of non-prescription drugs. This is inappropriate. However, the benefits can be reduced by 15% if the injury is due to intoxication or drug use.

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Does Going Back To Work Ruin My Comp Case?

Today we have a guest post from our colleague Todd Jones of New York.

Does returning to work ruin your workers’ compensation case?

Not at all! This question comes up a lot in workers’ compensation cases. When someone is injured they have to balance their personal and professional obligations while including their injury as a new variable.

This is completely understandable. Often times people want to try to get back to work but are not sure if their body will hold up. This uncertainty can cast a shadow over everything a person has to consider when they have a work injury.

First and foremost you should speak to your doctor and find out what you are physically capable of. While your injury may be improving, you may not be able to return at 100%. If you can only work part-time or in some other lesser capacity, you may be entitled to an award for reduced earnings.

For example, Joe made $900 per week before he was hurt, but because of his injury can only work in a limited capacity and make $600 per week now. If it is found that the injury is the cause of that reduced wage, then Joe may be entitled to 2/3 the difference – or a $200 award – while his injury causes that reduction.

If your doctor clears you to return to work in at least a limited capacity, you should be sure to keep track of the paperwork provided to you by both your doctor and your employer. “If you have questions about reduced earnings, and whether this might be an issue on your case, be sure to consult with an attorney.”

Finally, there are a number of issues that can continue to arise on any claim. One of them is the potential for a “reduced earnings” award that is the result of a person’s returning to work, but not at full duty or full time.

A Return To Work Checklist

  1. Doctor’s note and limitations.
  2. Letter from employer about your return to work.
  3. Paystubs and tax information following your return to work.
  4. Continued reports from your doctor.

And most importantly, if you return to work but find that your condition is getting worse or your symptoms increase, see your doctor immediately and further discuss how you should proceed.

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Loss of Health Insurance Access: The Personal Toll on the Unexpected Uninsured.

Access to health insurance is under attack. President’s Obama’s comprehensive health care reform law, intended to increase health care coverage for millions of Americans, faced extreme scrutiny by the U.S. Supreme Court last week. Congressman Paul Ryan’s federal budget plan is a cynical and careless proposal that would slash Medicaid programs, while providing tax cuts for the wealthy. In Wisconsin, Governor Walker and his fellow Republicans also propose gutting funds to the state’s vital Medicaid program. The ultimate goal is hard to deny: certain politicians and interest groups actually want a country with more uninsured citizens.

The personal toll on the uninsured is devastating, especially for those dealing with work injuries. As a worker’s compensation attorney, the following scenario plays out on a daily basis: A hard-working individual—who is lucky enough to have health insurance through the employer—is injured at work through no fault of his own. The injury is severe enough to not allow a return to work or the employer simply terminates the employee (this insidious action happens far too often with far too little publicity). After termination, the injured worker is offered federal COBRA rights to continue paying the health insurance premiums at the full 100%, which of course, is near impossible when you are off work without income. Thus, the worker loses health insurance for himself and for his family. On the flip side, the worker’s compensation insurance company is supposed to pay for reasonable medical treatment expenses related to the injury; however, the carrier usually hires an “independent” medical doctor to deny the worker’s compensation claim. The injured worker is then left out in the cold with an injury that requires medical treatment, but he has no ability to get that medical treatment without health insurance or worker’ compensation coverage. The worker then calls me and asks the emotionally-laden question: “What do I do?”

This situation is not hyperbole. It happens every single day, and I field this question multiple times a day—usually from a crying client or spouse. If these individuals do not have access to health insurance or health care, a vicious downward spiral can occur. They are injured without the ability to get fixed and reenter the job market. Without income from a job, homes and savings are lost. Marriages dissolve. Mental health issues arise. Chronic pain conditions exist. An otherwise hard-working individual effectively becomes an unproductive, potentially drain on society.

Access to health insurance alters this equation. If the worker had adequate access to health insurance, especially Medicaid, he could obtain the medical care that could allow a return to work, regardless of whether the worker’s compensation insurer accepted or denied the claim. Whether work-related or not, injured individuals should have the opportunity to get healthly in our country. The attack on universal health care coverage and Medicaid coverage only exacerbates the problem.

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NFL Concussion Suits Barred by “Exclusive Remedy”? Why can’t I sue my employer?

We get calls every day from angry injured workers who want to sue their employer for negligence. It could be an employer removing a guard on a machine, a foreman ignoring a safety rule, or an injury caused by an employer’s failure to train an employee. Many employees are genuinely and bitterly disappointed when we explain a worker cannot sue his employer for negligence and that his only “exclusive” remedy is through worker’s compensation.

Aaron Rodgers concussionIn liability suits filed by hundreds of former pro football players who suffer from concussion-related injuries, the players claim the league negligently mislead them about the dangers of concussions. Attorneys for the injured players indicate it is likely the NFL will argue that football players should be covered exclusively by worker’s compensation.

The deal cut by employers and workers in Wisconsin in 1911 still stands: Employers give up the right to common law defenses (contributory and co-employee negligence, assumption of risk) for a fixed schedule of benefits; employees give up the right to sue their employer in tort (and to recover tort-like damages) in return for worker’s compensation benefits. No matter how nefarious the employer or Continue reading »

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Beware Part Time Employment

Workers' Compensation will only cover you for the specific job on which you got hurt.

Wisconsin pays worker’s compensation benefits based only on the job on which an employee works, even if the employee’s injury makes it impossible for him to work in his regular job. In these difficult economic times, many workers are forced to take a second part time job to supplement their incomes. Unfortunately if the worker is hurt at the part time job, only the wages earned from the part time job will be used to calculate worker’s compensation benefits, even if an injury on the part time job means the worker will not be able to return to his full time job.

For example, a cook re-hired at a former wage by the restaurant where he was hurt could not claim a Loss of Earning Capacity based on his inability to return to his second job as a cab driver. Continue reading »

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Workplace Stress Can Make You Sick

Today’s article is a guest post by our colleague Jon Rehm of Nebraska.

In this economy where hirings are seldom and lay-offs are frequent, the American workplace is becoming a tough territory to navigate. The Centers for Disease Control (CDC) and Prevention research says that Americans now work more hours than both Japanese and Western European workers.

And this is a serious concern, because workplace stress has been established to have a clear and direct link to negative health consequences.

A recent European study showed that people who work long hours(11+) are more than twice as likely to experience major depression than those who work 7-8 hours a day. In a different study, scientists discovered that the risk of heart diseases among stressed workers are 67% greater.  Meanwhile, Continue reading »

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Overtime Counts Towards Workers’ Compensation Awards

Workers who regularly work overtime get their time-and-a-half rates figured in the computation for disability benefits.

An Oregon Court of Appeals recently ruled that a claimant’s regular work includes overtime for purposes of determining worker’s compensation benefits.  For Wisconsin workers, this issue was settled decades ago.  Regularly scheduled overtime counts towards calculating the employee’s average weekly wage, which is the basis for payment of workers’ compensation benefits.

Workers in Wisconsin are entitled to two-thirds of their gross average weekly wage before taxes.  All workers’ compensation benefits are tax free.  The idea of paying two-thirds was to reflect most workers’ average take home pay, so they would suffer no significant wage loss during a period of injury.

 

Computation for Wisconsin Workers’ Benefits

For Wisconsin workers, the average weekly wage is the higher of the employee’s hourly wage multiplied by the hours regularly scheduled to work at the time of injury or, the actual gross earnings during the 52 week period before the injury divided by the number of weeks worked during that period.  The higher value is the employee’s average weekly wage for benefit calculation purposes.

When an employee is injured, the employer routinely submits a WKC-12 report to the worker’s compensation insurance company, which specifically declares the   injured worker’s average weekly wage. I often see reports that omit overtime from the calculation.

 

Worker’s Regular Schedule

Computation for injury benefits should be based on a worker’s regular schedule. A regular schedule refers to the typical work schedule designed by the employer for employees doing the injured worker’s type of work  for at least a 90-day period prior to the date of the injury.  This means that overtime hours may or may not be part of the regular schedule.

If the injured worker was regularly scheduled to work overtime hours (with the corresponding premium pay – usually at time and a half) for at least a 90 day period prior to the injury, then the hourly rate including the overtime premium pay, must be used to calculate the average weekly wage.

For example, if an employee has an hourly rate of $10, then his workers’ compensation benefits should be computed based on a $400 average weekly wage. However, if the same employee has a regularly scheduled 45-hour work week at least 90 days before he incurred his injury, then he has an average weekly wage of $475.00 (earning $10 per hour plus time and a half after 40 hours= $10 x 40 plus $10 x 15). This amount, not the $400 basic wage, should be used to compute for his benefits, thus yielding an additional $50 per week in Temporary Total Disability benefits.

Additional items of value are also included as part of the average weekly wage.  Specifically, these include incentive pay, shift premium pay, tips, profit sharing, and bonuses.  Additional things of value include employer-paid room and board, free meals, rent remission, and housing or apartment costs including utilities.  Unfortunately for Wisconsin workers, fringe benefits like employer-paid health insurance and employer contributions to 401(k) investment plans are not part of the average weekly wage calculation (Theuer v. LIRC 2001, Wi 26).

 

 

Photo Credit: graur razvan ionut / FreeDigitalPhotos.net

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Injuries to In-Home Care Providers: Compensable?

Home care providers may or may not be considered to be employees of the person they are caring for.

A growing segment of the workforce involves individuals providing in-home medical care and assistance to private individuals. The assistance can range from a few hours per day, to 24/7 medical and domestic care for incapacitated individuals.

If the in-home care provider gets hurt while performing work duties, does this entitle the care provider to worker’s compensation benefits?

In a previous blog post, we discussed nannies, baby-sitters and domestic servants. “Home care providers” are treated differently (though an argument could be made that the care recipients from a nanny or from an in-home care provider are equally dependent — a baby and an elderly individual often have similar needs). The Commission held that persons providing personal/medical care to an “invalid” are not domestic servants (and thus, not statutorily exempt from the Act’s coverage). (Ambrose v. Harley Vandeveer Family Trust, WC Claim No. 86-39393 (LIRC Feb. 28, 1989); Winkler v. Vivian Smith, WC. Claim No. 1998059089 (LIRC Jun 29, 2000))

The Department generally considers that persons hired in a private home to give primary care to an individual whose duties involve assisting  in walking, bathing, preparing meals and special diets, supervising use of medications and exercise therapy and other duties commonly associated with the meaning of primary-care giver, meet the definition of home-care provider.

 If the domestic servant exemption does not apply, the question is: are home care providers to be considered as employees of the cared-for individual?

Interestingly, another statutory exception which may apply involves that of the cared-for individuals enterprise, as the person providing personal/medical care does not perform these services as part of the trade, business, occupation or profession of the cared-for individual (102.07(4)(a)2). Since the cared-for individual is not in the business of providing in-home care, there would be no worker’s compensation coverage, unless the cared-for individual elects to award these. Thus, the Department, based on this statutory exception, suggests that no employer-employee relationship exists under the Act.

As the Commission has left this issue largely undecided in the case of a private cared-for individual hiring their care provider, arguments exist both for and against coverage. Alternatively, if a county referred the home care provider to the individual and the county set the provider’s rate of pay, the county is the employer for worker’s compensation purposes. (See Cobb v. County of Barron, WC Claim No. 2006-043003 (LIRC Dec. 11, 2008); Nickell v. Kewaunee County, WC Claim No. 94064155 (LIRC Sept. 24, 1996)).

 

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