EI Sick Benefits: Case Study

When senior executive at Best Employer Company (Heather) was vacationing in the USA, she expected to return injury free. As Human Resource Manager, it is my responsibility to familiarize myself with the company benefits and inform Heather of the details. I feel the information below is well researched and offer good support about why I selected each benefit.

In case study 8 Sick Leave, and the cross-culture communication is a dilemma because of the differences in work ethics between an employee from the United States working in Japan, and what is expected by the supervisor in Japan. The difference is the fact that Kelly, the Canadian employee, is highly educated in the field of management, and wants to follow employment rules and regulations to the best of her ability, within both her norm as well as what is written in her current employment.. On the other hand, the Supervisor in Japan, Mr. Higashi, he wishes to hold to the loyalty to the company and what is the culture norm, rather than what is in line with Japanese employment rules and regulations.

Superior’s current policy of seven vacation days and five sick days a year for the employees is not ideal for emergencies and for an unscheduled occurrence that may require the employee to take a day off. The policy, as written right now, does not give Joan Jackson enough time to properly staff the areas when an employee calls the morning of shift and states he/ she cannot make it to work today. Right now, employees are using sick days to whatever his/ her need is that day, which is more than likely not in regards to the employee being sick. When an employee calls off the morning of work, without any prior knowledge, it will affect the entire company and will make it hard to cover that shift. Also, if more than one employee of that same

The lifecycle of physician-based claim (CMS 1500) is something that we not only need to know, but also how to do from start to finish.

He stopped working on March 1, 2013, the day of his injury. He has been working at his brother’s lawn mower repair shop. He basically comes and goes as he is able and is always paid $320 a week, regardless of how much time he spends at work. He has collected 26 weeks of Unemployment Insurance Benefits and was approved for Medicaid Disability with a $5,000 deductible every six months. He did not get Worker’s Compensation and has been denied Long Term Disability by his private insurer.

The patient is very independent in his home and is able to perform all ADLS within the home without any addtional assistance. MSW asked patient if he was interested in any addtional care giving support in the home, but patient declined addtional support at this time. Patinet stated he gets transportation from his neiabors to the store when needed. MSW offered the patient additional transportation services, but the patient declined needing any addtional transportation services at this time.Patient reported falling back in 2004 off the steps and was air lifted to the hospital. Patient reports having diffculty paying doctors and helicoter bills. Patinet's only income is through SS for $847. Patient reported that was the only time he was fallen in his life. Patinet has only been in the hospital two times during his lifetime. MSW offered life alert services, but the patient was not interested. Patient stated his only concern was being able to afford his doctor and helicotor transportion bills. MSW connected AHCCCS and spoke to represtative regarding getting patient signed up for the medicare savings program. Representative stated the patient has already applied for AHCCCS back in

President Obama on September 7, 2015 executive order was to established paid sick leave and that federal contractors are required to provided up to fifty six hours and seven days of paid sick leave to their employees per year and with this new contract after January 1, 2017. The anticipation made by the white house is that this order of paid sick leave will provide approximation of 300,000 people currently working on federal contracts who do not received this benefits. For employee that are under this order working on the following type of contracts which begins in 2017 some requirement that need to be fulfill is to obtain contract for service of construction, the contracts- like instruments for services must be covered by the Service Contract Act, contract has to allow certain privilege, and last of all the contract has to be in connection with federal property or lands.

How can a low income sick person pay for an expensive treatment especially when they are not currently employed? There are individuals that have the resources to cover any medical expenses that they may encounter in life, but certainly not everyone has such funds. When people are diagnosed with end-stage renal disease (ESRD), the health provider sadly notifies them that they will not be able to perform most of the things that they were used to doing. ESRD patients must adjust to complete change of life styles due to deteriorating health, treatment timing, and transportation from home to dialysis facilities. In most cases, people with ESRD will more than likely lose their jobs because their work and treatment

Per our conversation, Epi-19 is doing fine, since last follow up visit. She missed no missed study dose or adverse events seen. No new medication started (prescribed or over the counter). No illness or hospital/ED visits

“Understanding your employee’s perspective can go a long way towards increasing productivity and happiness” – Kathryn Minshew, founder of The Muse. In today’s highly competitive and robust job market, benefit programs have become an integral aspect of an employer’s total compensation package. In fact, an employer’s total benefit package plays just an important role in attracting and retaining talent for organizations as monetary compensation, according to a recent Glassdoor survey (Chamberlain & Tain, 2016). Given the important role benefit plans play in attracting and retaining talent as well as their impact on employee engagement and happiness it is critical that employers empower their benefits specialists to design a total benefit package that functions in such a way that it ensures the organization is not only in compliance with legal guidelines, but also gives the company a competitive advantage within the labor market it competes in. Furthermore, they should be responsive to the organization’s employee’s needs, as well as any changes in the organization’s competitive environment.

Do healthcare policy holders have a right to know what they are paying for? Do people have a right to know if there is an infectious disease outbreak in their area? These are two examples of the questions being asked when it comes to Explanation of Benefit (EOB) statements and Electronic Health Records (EHRs). The Affordable Care Act (ACA) enacted in 2010, “Has extended coverage for young adults up to twenty-six years old on their parent’s private insurance plan” (Frerich, Garcia, Long et al 1818). EOB statements “Identify the patient, provider, type of care received, total charges for service, amount paid by insurance, and any financial obligation of the policyholder” (Slive and Cramer 383). EHRs contain the medical history of a patient, family history provided by the patient, and medicines taken by the patient. Although both EOB statements and EHRs trigger concerns of confidentiality, EOBs should be used based on the financial responsibility of the policyholder and because of the many ways EHRs benefit doctors and patients.

As previously commented, HAPI’s Executive Vice President, Norm Slaustas and CAP’s, Sr. Claim Specialist, Steven Weizter have been managing the HAPI claims program for nearly two decades. Over the years, both parties have developed an excellent working relationship with one another helping to foster an open line communication, encouraging effective claim strategies all in an effort to manage their claim exposure, mitigate damages and control claim cost.

Good afternoon to all of you. Since I have assumed the role of EEO Officer for Michigan, I have been asked funding questions from both the Port Directors and Diversity & Inclusion Program Committees (DIPC) Chairpersons. After conversing with the Privacy and Diversity leadership, they provide the following answers:

The usability evaluation study was designed and utilized to assess administrative or clinical task in the Electronic Health Record, analyze the utilization of VA Blue Button application, discuss the benefits of using this consumer health informatics software and determine if it meets the needs of consumers, and discuss additional solutions which solves the consumer’s problem. Particularly, this assessment will consider the attributes related to administrative or clinical task usability in the form of content clarity as well as the visual design of this system.

There are great health care benefit programs for employees in most organizations. However, the age limitations are causing serious concerns when it comes to mental care for dependent adults over the age of 26. This needs to change, as mentally ill patients over the age of 26 are left without healthcare insurance; which is never a good thing. Mentally challenged individuals deserve to be protected and covered as dependents under their caregiver’s insurance plans as long as they live. The term dependent should not be restricted to an age, but rather be a term that defines the individual who is unable to provide for themselves due to some mental disorder. Therefore, if organizations change their policies and include the mentally ill as a dependent regardless of age, then, it is likely for economies to see declining crime rates, less cost to taxpayers for essential services, and better overall rehab facilities.