Workers' Compensation Educational Sessions
Marijuana Implications to the Workforce, the Workplace, and to Work Comp
The continued growth in legalization of medical cannabis and recreational marijuana around the U.S. creates some unique challenges to employers. On the one hand, only eight states now have not legalized either medical or recreational use and a February 2017 Quinnipiac poll found that 59% believe marijuana (regardless of use) and 93% believe medical cannabis should be legal. On the other hand, new U.S Attorney General Jeff Sessions created a buzz by saying that the federal government should enforce the laws that make marijuana illegal and OSHA believes that blanket post-accident testing is inappropriate. There are now six states in which Work Comp has reimbursed for medical cannabis based on it being deemed “reasonable and necessary” but court cases in California, Washington, New Mexico, Michigan and Colorado where the ability to terminate for-cause was upheld. So the question isn’t whether the workforce is impaired (by marijuana, opioid, alcohol or illicit drug) but how to manage it. Should pre-employment and/or post-accident testing be done? Should drug free policies include explicit language around marijuana because presence does not necessarily equate to impairment? How can an employee be judged by their ability to perform their duties without running afoul of the ADA, HIPAA or state law? How can an employer best foster a safe workplace while still having enough employees to get the job done? The subject of marijuana is driving a lot of these questions and there do not appear to be any simple answers. But Mark and Mark will try!
Monday, October 9, 2017, 10:15 am – 11:30 am
Senior Vice President
Vice President Communications & Strategic Analysis
Mental Health and Wellbeing – Total Employee Wellness
The evolution of the cleanup phase for the opioid epidemic in Work Comp has led to an epiphany – psychological wellness has as much to do with the physical ailment in regards to regaining health and function. This coincides with the increasing acknowledgement within Human Resource departments that wellness programs – physical, psychological, financial – can create a ROI on the efficiency and effectiveness of their workplace. While absenteeism is a large concern that wellness can address, presenteeism (working while sick or distracted) can be just as important to address. Helping people accomplish a resilient attitude and lifestyle, with the ability to cope with stresses not just at work but also at home, is considered by many to be just as important as corporate culture in business productivity. But how can that be done? Isn’t an EAP sufficient? Not necessarily. This panel will discuss the importance of these business focuses and specific tactics that can be used by employers to foster this approach and cite some specific examples where this has been accomplished.
Monday, October 9, 2017, 1:45 pm – 3:00 pm
Senior Vice President
Additional speaker to be announced
Urine Drug Testing: Adding Value to a Medical Management Program
Much has been written about the misuse, abuse and diversion of prescription medicines and the rise of certain illicit substances. This includes staggering statistics about the increasing number of emergency room visits, hospitalizations, overdoses and deaths. Urine drug testing (UDT) is a valuable component of an overall risk mitigation program when prescription medications with the potential for misuse, abuse and diversion are used to treat patients as well as providing information about the recent use of illicit substances. Multiple professional societies’ guidelines and Medicare policy emphasize the essential role of UDT as part of a comprehensive approach to safe prescribing. Unfortunately research shows that clinicians are not following the recommendations in these guidelines. We will discuss the value of UDT as part of an overall risk mitigation program, recommendations from professional societies on the frequency of UDT and how a pharmacy benefit manager can utilize the objective information obtained from UDT’s to help their patients.
Monday, October 9, 2017, 3:15 pm – 4:30 pm
Director, Clinical Affairs, Managed Markets Lead
Chief Clinical Officer
Intersection of ADAAA, FMLA & Workers’ Compensation
Employment laws related to leave of absence and accommodation also apply to workers’ compensation claims, adding another layer of complexity to an already challenging situation. It is critical for workers’ compensation payers to understand the nuances of federal laws like the Americans with Disabilities Act Amendments Act (ADAAA) and The Family and Medical Leave Act (FMLA) in addition to developing a plan to work closely with employers to protect them from compliance fines, penalties and lawsuits. This panel of experts will discuss some of the trends and challenges associated with leave of absence and accommodation laws and how they apply to workers’ compensation.
Tuesday, October 10, 2017, 10:15 am – 11:30 am
VP Communication & Strategic Analysis
Sr. VP, Disability and Absence Practice & Compliance
Sedgwick Claims Management Services, Inc.
Director Total Health and Productivity Management
OSHA Under the Trump Administration
OSHA compliance can be very challenging for employers as the rules and regulations associated with this are constantly changing. The change from the Obama administration to the Trump administration is having a significant impact on OSHA enforcement efforts. This session will discuss the evolving landscape of OSHA and what employers need to do in order to stay in compliance and avoid costly fines and penalties.
Tuesday, October 10, 2017, 1:45 pm – 3:00 pm
Amanda Czepiel, J.D.
Senior Managing Editor
Business and Legal Resources
Don Enke, ARM
Assistant Vice President Risk Services
Medical Services On Demand: A Look at New Delivery Models
Getting the right medical treatment to the right patient at the right time has not always been possible — until now. Evolving treatment options combined with advances in technology now allow the best medical care available, regardless of time or distance. In some cases that means bringing the provider right to the patient — at work or home; in others it means having an expert physician during the medical appointment via video; in still others, it may involve a hybrid of the two. These new models of healthcare delivery can result in faster returns-to-work and, in some cases, preventing or ending ‘creeping catastrophic’ claims — those seemingly simple injuries that go off the rails. Find out what mobile medicine is all about as these experts explore better and more efficient ways to deliver healthcare.
Tuesday, October 10, 2017, 3:15 pm – 4:30 pm
Dr. Teresa Bartlett
Senior Vice President, Medical Quality
CEO, Network Medical Director
Integrated Medical Case Solutions