Daylight Savings Time, the practice of temporarily advancing clocks during the summertime so that evenings have more daylight and mornings have less, has been observed since 1895. The practice is the source of much annual anticipation for individuals eager to benefit from longer days and more day lit hours. A study from the American Psychological Association, however, suggests “springing forward” from Standard Time to Daylight Savings Time may have some unintended consequences such as disrupted sleep patterns and an increased risk for workplace injury. With the change, you have to go to bed earlier and get up earlier than usual. According to the study’s authors, the hour of sleep lost when Americans set their clocks an hour ahead each spring results in higher rates of workplace accidents caused by sleep loss. The study analyzed accident and time use data from the Mine Safety and Health Administration and Bureau of Labor Statistics, concluding that the average person sleeps about 40 minutes less the Sunday night of the time switch resulting in approximately 3.6 more work injuries the following Monday in hazardous occupations such as mining and construction.
If you are injured on the job and your job injury is covered by the Louisiana Workers Compensation Act, your healthcare providers will probably be paid according to the amounts set forth in the Louisiana Workers’ Compensation Fee Schedule. The Fee Schedule sets forth rates for reimbursement according to Current Procedural Terminology (CPT) codes. In the event there is no procedure code because of the procedure is relatively new, the reimbursement is made by report (“BR”). In this situation, it may be best for the healthcare provider to negotiate the fee before the procedure is performed otherwise the provider may be faced with negotiating the fee after the procedure is done. If you are an injured worker or know of an injured worker who has questions about his or her weekly workers compensation payments or medical treatment, have him or her call workers compensation attorney Charles E Lavis Jr at 1-866-558-9151 for a FREE TELEPHONE CONSULTATION or contact him online. For a copy of the Fee Schedule, see Maximum Reimbursement Allowances-Schedule Louisiana Office of Workers’s Comp_Title-40v01-(April-2014) at Page 407 If you are a medical provider or billing company and have questions about the Fee Schedule and updates and revision to it, contact Medical Services Section Office of Workers’ Compensation P.O. Box 94040 Baton Rouge, LA 70804-9040 Telephone: (225) 342-7555 Fax: (225) 342-5665 firstname.lastname@example.org READ WHAT OUR CLIENTS HAVE TO SAY “Charles Lavis Jr helped me out a couple of times with job injury cases. The insurance company tried to mess me over a couple of […]
Louisiana Workers Compensation Death Benefits provide payment to the deceased employee’s family, including a $8,500 funeral benefit. WHO RECEIVES BENEFITS AND IN WHAT ORDER? Dependents are paid according to this schedule: Widow/Widower (“Widow”): 32 ½ % of employee’s average weekly wage Widow and One Child: 46 ¼ % of employee’s average weekly wage Widow and Two or More Children: 65% of employee’s average weekly wage If no Widow & One child alone: 32 ½ % of employee’s average weekly wage If no Widow & Two Children alone: 46 ¼ % of employee’s average weekly wage If no Widow & Three or more Children alone: 65% of employee’s average weekly wage If no Widow or Children, then to dependent father or mother: 32 ½ % of employee’s average weekly wage If no Widow or Children, then to dependent father and mother: 65% of employee’s average weekly wage If there are neither widow, widower, nor child, nor dependent parent entitled to compensation, then to one brother or sister, 32 ½ % of employee’s average weekly wage with 11% additional for each brother or sister in excess of one. If other dependents than those enumerated, 32 ½ % of employee’s average weekly wage for one, and 11% additional for each such dependent in excess of one, subject to a maximum of 65% of employee’s average weekly wage for all, regardless of the number of dependents If the employee leaves no legal dependents, whether biological or adopted, entitled to benefits under any state or […]
Workers’ compensation is an exclusive remedy under Louisiana law for workplace injuries or work-related diseases or illnesses. When an employer knowingly subjects employees to harm, moreover, they may have an intentional tort claim against them. A case before the Louisiana First Circuit Appellate Court analyzed the elements required to bring a successful tort claim against an employer. The employee in this case was injured when a forklift backed up and rolled over his foot. Another employee had been operating the forklift at the time, and his employer rented the forklift from Deep South Equipment Company. The employee brought a lawsuit against Deep South and the forklift’s manufacturer on the ground that his injuries were caused by their negligent acts. He alleged the forklift was not properly maintained, or it malfunctioned because the backup alarm was not working.