NEWS & RESOURCES

Month: June 2020

यदि तपाईलाई काममा चोट लागेको छ भने पहिलो कदम चाल्नु

ओहायोमा कामको सिलसिलामा हालसालै तपाईलाई चोटपटक लागेको छ भने यो पोष्ट पढ्नुहोस्

नमस्ते, मालेक र मालेक ओहियोमा घाइते कामदारहरूको प्रतिनिधित्व गर्नमा गर्व गर्दछन्। सुरुमा तपाई काममा घाइते हुँदा के गर्ने भनेर अलमल्लमा पर्न सक्नुहुन्छ। यहाँ केहि आधारभूत चरणहरू छन् जुन तपाईले सुरू गर्न सक्नुहुन्छ।

१) तपाईलाई चोट लागेको छ भनेर आफ्नो  सुपरभाईजर वा प्रबन्धक वा नेतृत्वलाई जानकारी गराउनुहोस् ।

२) मेडिकल सहयोग लिनुहोस्

३) मेडिकल सेवा प्रदायकलाई तपाईलाई कामको सिलसिलामा चोट लागेको छ भनी भन्नुहोस् र जे भएको थियो, त्यसको स्पष्ट विवरण दिनुहोस्

४) यदी तपाई काममा फर्कन सक्षम हुनु हुन्न भने, आफ्नो सुपरभाईजर र मानव श्रोत व्यवस्थापनलाई सम्पर्क गरी तपाई काममा फर्कन नसक्ने कुरा जानकारी गराउनुहोस् । यदी तपाईले जानकारी गराउनु भएन भने, तपाईले कार्यक्षेत्रको नीति “no call, no show” उल्लंघन गर्नुभएको मानी निष्काशित हुन सक्नु हुनेछ ।

यो मानौं यो जीवन जोखिममा पर्ने आपतकाल होइन, पहिले तपाईको सुपरवाइजरलाई तपाईको चोटपटकको बारेमा बताउनुहोस्। एक दुर्घटना फारम भर्नुहोस्। तपाईको सुपरभाइजरलाई सोध्नुहोस् कि फार्म पनि भर्नुहोस्। यदि यस दुर्घटनामा साक्षी छन् भने, तिनीहरूलाई साक्षी बयान भर्न भन्नुहोस्।

अर्को चरणमा मेडिकल उपचार गराउनुपर्नेछ । पुनः तपाईले यो ज्यानै जाने ईमरजेन्सी होईन भनी ठानेर ईमरजेन्सीमा नगई एक निश्चित रकम लिने कुनै आकस्मिक हेरचाह गर्ने वा वाक-ईन क्लिनिकमा मात्र जाने निर्णय गर्न सक्नु हुनेछ । तपाई किन त्यसो गर्न चाहनु हुन्छ ? यदी तपाईले कामदारको क्षतिपूर्ति दावी गर्न पाउनुहुन्छ भने, ईमरजेन्सी चार्ज तपाईको कामदारको क्षतिपूर्ति दावी अन्तर्गत पेश गरिनेछ । यदी त्यो नभए, तपाईले ईमरजेन्सीको बिल भुक्तान गर्नु पर्ने हुन्छ । ईमरजेन्सीमा उपचार गराए बापत हजार डलर तिर्नु पर्ने भन्दा १-२ सय डलर खर्चेर कुनै आकस्मिक हेरचाह गर्ने वा वाक-ईन क्लिनिकमै जानु राम्रो होला । तपाई आफ्नो प्राथमिक हेरचाह चिकित्सक कहाँ जान पनि सक्नु हुन्छ । यदि यो जीवन वा मृत्यु आपतकालीन हो ER मा जानुहोस्।

यस सुरूवाती मेडिकल भिजिटको सम्पूर्ण उद्देश्य तपाईको घाउचोटको उपचार गराउन तथा तपाईको कार्यक्षेत्रमा भएको चोटपटक र घाईते भएको शरीरको अंगको अभिलेखिकरणको लागी हो । ताकि, जब तपाई ईमरजेन्सी/ आकस्मिक हेरचाह /वाक-ईन क्लिनिक  वा प्राथमिक सेवा चिकित्सक कहाँ जानुहुनेछ, उहाँहरुले तपाईलाई कामको सिलसिलामा लागेको चोटबारे स्पष्ट जानकारी दिन सकुन् । साथै उहाँहरुलाई स्पष्ट संग बताउनुहोस् कि, तपाई कसरी घाईते हुनुभएको थियो । यदी तपाईलाई अंग्रेजी बोल्न गाह्रो छ भने, कुनै आफन्त वा साथीलाई तपाईको लागी अनुवाद गर्न लगाउनुहोस् । स्वास्थ सेवा प्रदायकहरुले तपाईको चोटपटक सम्बन्धी सही विवरण अभिलेख गर्नु महत्वपूर्ण हुन्छ । कामदारको क्षतिपूर्ति दावी गर्नका लागी यी अभिलेखिकरण नै सबथोक हुन् ।

तपाईले FIRST REPORT OF INJURY फारम वा FROI-1 पेश गर्न चहानुहुनेछ । सामान्यतय यदी तपाई ईमरजेन्सी वा अकस्मिक हेरचाहमा जानु भएको खण्डमा उनीहरुले तपाईको चोट कामसंग सम्बन्धित हो कि होईन भनेर सोध्नेछन् । यदी यो चोट कामसंग सम्बन्धित हो भने, उनीहरुले FROI-1 फारम भरेर BWC मा पठाउनेछन् । यसले BWC दाबी प्रकृया सुरु गर्नेछ । तपाईले FROI-1 फारम आफैले भरेर मेडिकल सेवा प्रदायकको हस्ताक्षर तथा मिति बिना पनि पेश गर्न सक्नुहुनेछ, तथापि, तपाईको चोट वा चोट लागेको शरीरको अंगहरु मेडिकल सेवा प्रदायकले कामको सिलसिलामा लागेको चोट हुन् भनी सम्बन्धित गराएको हुनुपर्छ ।

अन्ततः ईमरजेन्सी वा अकस्मिक हेरचाहले तपाईलाई दुई वा तीन दिनका लागी वर्क एक्सक्युज स्लिप (work excuse slip) दिन सक्नेछ । यदी तपाई दुई वा तीन दिन भित्र काममा फर्कन सक्नु हुन्न भने तपाईले कामदारको क्षतिपूर्ति सम्बन्धी डाक्टरलाई लामो समय सम्मको लागी छुट्टीका लागी लेख्न लगाउनुपर्ने हुन्छ । यो अत्यन्तै महत्वपूर्ण हुन्छ कि, तपाई काममा जान नसकेको दिन आफ्नो रोजगारदातालाई “म घाईते भएको कारण भोली काममा जान सक्दिन” भनी सम्पर्क गर्नुहोस् । यो तपाईले दैनिक गर्नु पर्नेछ । यदी तपाईले गर्नु भएन भने, तपाईको रोजगारदाताले “no call, no show” नीति अन्तर्गत तपाईलाई कामबाट निकालिदिन सक्नेछ । तपाई बिरामी हुनुहुन्छ वा काम गर्न सक्नु हुन्न भनरे तपाईको रोजगारदातालाई थाहा छ भनी कहिले पनि नसोच्नुहोला

 

यदी कार्य क्षेत्रमा लागेको तपाईको चोट सानो काटेको वा घाउ भन्दा अधिक छ भने, म तपाईलाई मालेक र मालेक का कामदार क्षतिपूर्ति सम्बन्धी वकीललाई निःशुल्क परामर्शका लागी १-६१४-४४४-७४४० वा ईमेल kip@maleklawfirm.com मा  सम्पर्क गर्न सल्लाह दिन्छु ।

Changes to Voluntary Abandonment in House Bill 81

Voluntary Abandonment and House Bill 81

Governor Dewine has signed House Bill 81 this past Tuesday, June 16, 2020. It is effective in 90 days (approximately September 14, 2020). The bill is available to read here. So injuries that happen after the date the changes go into effect will be subject to the new changes.

Why am I posting about a house bill. Doesn’t the Ohio legislature release new laws and changes to laws all the time. The reason are two changes made to the Ohio Revised code which may have significant impact on your Ohio Workers’ Comp claim. Specifically 4121.471 and 4123.52(F).

 

Less time to file a VSSR claim

 

Under  the updated 4121.471, you will now only have a year within which to file an application for a VSSR award. VSSR being a “violation of a specific safety requirement.” Previously you had two years within which you could file a VSSR. Not really sure the rational for reducing the time to file from two years to one year. Anytime you reduce the amount of time an injured worker can do something, I don’t feel its a good thing for the injured workers.

The magical math to calculate the VSSR award is the following: the max comp rate for the year of the violation multiplied by the number of weeks of compensation already paid in the claim multiplied by the percentage of the award. So if you had two years within which to file a VSSR award, the number of weeks of compensation that could have been in the calculation was approximately 104 (52 weeks in a year times 2). Now it will be limited to approximately 52 weeks.

Part of the rational behind the VSSR award is to penalize the employer. That is accomplished because the employer is on the hook for the VSSR award. This incentives the employer to correct their unsafe practices.  Now, the employer’s monetary penalty can therefore potentially be much less. Less incentive to change.

The injured workers potential amount of compensation they may receive through the vssr award may be much less. Again not a fan of this change.

 

Removal of Judicially created doctrine of Voluntary Abandonment

 

4123.52 (F) is read as follows:

If an employee is unable to work or suffers a wage loss as the direct result of an impairment arising from an injury or occupational disease, the employee is entitled to receive compensation under this section, provided the employee is otherwise qualified. If an employee is not working or has suffered a wage loss as the direct result of reasons unrelated to the allowed injury or occupational disease, the employee is not eligible to receive compensation under this section. It is the intent of the general assembly to supersede any previous judicial decision that applied the doctrine of voluntary abandonment to a claim brought under this section.

I’m not sure how this change to the revised code changes anything. I’ve created a number of articles and videos about voluntary abandonment including a discussion of a more recent case Klein v. Precision Excavating. In a nutshell, the voluntary abandonment doctrine is something along the following lines, if after you are injured you do some act that causes you to be terminated, This act severs your entitlement to compensation (temporary total disability and possibly permanent total disability). Your voluntary act removed you from the workplace, not your work injury. In order to qualify for temporary total disability compensation your work injury must have removed you from the workplace.

So the sequence of events goes like this. You get injured, you get certified as temporary totally disabled by a doc, you may be entitled to ttd comp. With voluntary abandonment, you get injured, you do some act after the injury occurred that causes you to be terminated, regardless of whether or not you are certified temporarily and totally disabled by a doc, you ARE NOT entitled to ttd comp. You “voluntarily abandoned” workplace. Some examples of voluntary abandonment include getting fired because you cursed out your boss, you resigned or quit from your job, you violated a “no show, no call” policy whereby you didn’t show up at work or call in sick.

 

Effects of the Changes

 

The newly revised code section wipes the slate clean as to voluntary abandonment, it supersedes any previous judicial decision. But is that really how this thing is going to work out. To me it seems to codify the voluntary abandonment doctrine. Are Ohio courts going to walk back from relying on decisions from cases like Klein v. Precision Excavating, or are they going to make the same judicial decisions, which will then be set in stone by the Ohio Supreme Court.

In addition, in the past the voluntary abandonment doctrine was not applied to pre-injury conduct and conduct that happened at the same time as the injury. So for instance if you smoked a joint over the weekend, according to a case called Cordell you can be terminated for cause for violating a drug free work place policy, but still receive ttd compensation. Likewise following the Gross II case, aka “fried chicken case”, if you’re injury was caused by a workplace rule violation, again you can be fired for cause for violating that workplace rule, but still receive compensation.

I suspect these changes to the law will cause more litigation and confusion rather than clarifying things.

If you have any questions or concerns please call Malek & Malek Law Firm at 1-614-444-7440 or email kip@maleklawfirm.com

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