The News You Need for March 10
Lessons, advocating, air rage, and an independent contractor question.
Dr. Leslie Cadet: THE Trailblazer in Occupational Medicine?
Dr. Leslie Cadet is a force to be reckoned with—an occupational and environmental medicine physician whose work transforms the lives of injured workers and helps employers navigate the complexities of workers’ compensation. A woman of resilience, brilliance, and deep conviction, she has carved out a career dedicated to healing, advocacy, and systemic improvement. Her journey is one of perseverance, faith, and an unyielding commitment to making a difference.?
A Mission Rooted in Service?
Dr. Cadet’s path to medicine began in the U.S. Air Force, where she had the privilege of caring for aviators, ensuring they were fit to fly. It was there that she internalized a powerful truth: every person in an organization plays a critical role, and no one can afford to be left on the sidelines. This belief has remained the foundation of her work in the civilian sector, where she now ensures that injured workers receive the care they need to recover and return to their livelihoods.?
Her dual role in patient care and employer consulting has given her a unique perspective on workers’ compensation. She does not see the industry a bureaucratic system of claims and policies but as a vital mechanism that, when handled correctly, can support both workers and businesses in meaningful ways.?
Overcoming Obstacles with Grit and Determination?
Dr. Cadet’s journey through medical school was anything but easy. She faced academic and personal struggles, compounded by those who doubted her ability to succeed. Yet, she refused to accept failure as an option. Pushing forward despite the adversity, she achieved her goal, not just for herself but for the thousands of patients who have since benefited from her care.?
Her unwavering faith has been a guiding force in her life. She believes that healing is a divine calling, rooted in the origins of medicine itself. For her, the ability to serve as a physician is a sacred assignment—one that fuels her dedication, even in the face of setbacks.?
Navigating the Challenges of Women in Medicine?
The medical profession, particularly Western medicine, was not designed with women in mind. Balancing a career in medicine while embracing the role of motherhood presented its own set of challenges. But Dr. Cadet refused to conform to outdated expectations. She found a way to structure her career on her terms, ensuring she could excel as both a physician and a mother.?
Dr. Cadet does not see motherhood as a competing priority but a noble calling that should never be sidelined for the sake of professional success. She is living proof that women do not have to choose between career and family—they can have both, and they can do so unapologetically.?
Achievements That Inspire?
Dr. Cadet’s career is marked by significant achievements. She served her country in the Air Force, trained at Harvard, and established her own consulting practice. Each milestone is a testament to her dedication and expertise.?
Dr. Cadet also knows that success is not a straight path. Difficult times and setbacks are inevitable, but she approaches them as training grounds—opportunities to refine her skills, expand her knowledge, and emerge even stronger. She believes that challenges are not roadblocks but necessary steps on the journey to excellence.?
Words of Wisdom for Future Leaders?
To women entering the medical and insurance industries, Dr. Cadet has a powerful message:?You can do it. You belong at the table. We need you.?She emphasizes the importance of claiming one’s space and not allowing fear or self-doubt to dictate career choices.?
She also advocates for rejecting the notion that work-life balance is unattainable. She is a living example that it is possible to craft a career that aligns with one’s personal values and priorities. The key, she says, is to ignore those who claim otherwise and to boldly create a professional path that works for you.?
A Vision for the Future of Workers’ Compensation?
One of the most profound insights Dr. Cadet wishes more people understood is that workers’ compensation is not just about claims—it is about people. Too often, the system is viewed through a transactional lens, but she believes it should be centered on fairness, support, and mutual success.?
For injured workers, she fights to ensure they receive the medical care and assistance they need to recover fully. For employers, she works to develop programs that balance compassion with effective claims management. Her goal is to create a system where both employees and employers thrive, rather than being pitted against each other.?
Leading with Integrity and Impact?
Dr. Cadet defines leadership as a combination of integrity, respect, and selflessness—qualities she embodies daily in her interactions. Whether mentoring, consulting, or advocating for better medical practices, she leads by example, demonstrating the kind of dedication that inspires those around her.?
Her story showcases the power of perseverance, purpose, and the unwavering belief that positive change is always possible. As she continues to make waves in occupational medicine and workers’ compensation, her impact will undoubtedly resonate for years to come.?
A powerhouse of brilliance and compassion, Dr. Cadet is redefining what it means to lead in medicine and workers’ compensation. Her journey reminds us all that resilience, faith, and determination can turn challenges into triumphs and that true leadership is about lifting others along the way.?
Advocating Without Apology: The Art of Self-Advocacy with Grace & Power?
The Issue: Why Women Struggle with Self-Advocacy?
Advocating for oneself is essential in career growth, leadership, and personal success. Yet, many women struggle to assert their needs, voice their accomplishments, and negotiate for what they deserve. Whether asking for a raise, requesting a leadership opportunity, or setting boundaries, self-advocacy often comes with hesitation or fear of being perceived as too demanding, aggressive, or self-serving.?
From an early age, many women are socialized to be accommodating, polite, and non-confrontational. In professional settings, this conditioning can translate into downplaying achievements, avoiding conflict, and hesitating to push for fair treatment. Studies show that women are less likely than men to negotiate salaries or promotions, even when they are just as qualified.?
However, self-advocacy is not about being pushy or self-centered—it is about?owning your worth, communicating effectively, and positioning yourself for opportunities?without guilt or apology. Learning to advocate for yourself is not just a career tool but a?form of self-respect and empowerment.?
Why It Is Challenging?
Despite these challenges, self-advocacy is a skill that can be developed. With the right strategies, women can?assert their needs, highlight their value, and create opportunities for themselves.?
What We Can Do for Ourselves: Practical Strategies for Self-Advocacy?
1. Shift Your Mindset: Self-Advocacy is Not Selfish?
Recognize that speaking up for yourself is not about arrogance but ensuring fair treatment and growth. Reframe self-advocacy as a way to?inspire and empower others?who may also struggle to speak up. See negotiation and advocacy as a normal part of professional success, not an exception.?
2. Get Clear on Your Value and Articulate It with Confidence?
Know your skills, strengths, and accomplishments—keep a running list of your contributions. Practice talking about your achievements without downplaying them. Use clear, confident language: Instead of saying, “I think I did a good job,” say, “I successfully led this project, which resulted in [specific outcome].”?
3. Prepare and Practice Before High-Stakes Conversations?
Preparation is key in negotiating salary, requesting a promotion, or pitching an idea. Gather data and facts to support your request—use performance metrics, industry standards, and success stories. Role-play difficult conversations with a trusted colleague, mentor, or coach to build confidence.?
4. Use Assertive Communication (Without Over-Explaining or Apologizing)?
Speak clearly and directly—avoid phrases like "I just wanted to" or "I am sorry to bother you." Use body language that conveys confidence—maintain eye contact, stand or sit with a strong posture, and avoid nervous gestures. Do not feel the need to?over-explain?your reasoning; your value and contributions stand on their own.?
5. Set Boundaries and Enforce Them?
Advocate for your time and well-being by?saying no when necessary?without guilt. If someone interrupts or disregards your input,?reassert yourself?by confidently restating your point. Make self-care a non-negotiable part of self-advocacy—prioritizing yourself allows you to show up stronger.?
How to Support Others: Creating a Culture of Self-Advocacy?
1. Amplify and Acknowledge Other Women’s Voices?
When a woman shares an idea in a meeting, reinforce it by saying, "That is a great point, [Name]. Let's explore that further." Encourage women around you to take up leadership roles and negotiate for their worth. Recognize and celebrate women’s successes publicly to normalize self-advocacy.?
2. Provide Mentorship and Sponsorship for Women Who Struggle with Self-Advocacy?
Help younger professionals or peers navigate difficult career growth and salary negotiation conversations. Advocate for women by recommending them for leadership roles or high-visibility projects. Offer constructive feedback to help women refine their self-advocacy skills.?
3. Challenge Bias and Advocate for Systemic Change?
Speak up when you notice unfair treatment or biases preventing women from advancing. Support organizational policies that promote?pay equity, inclusive leadership development, and mentorship programs. Encourage workplaces to foster a culture where self-advocacy is expected and rewarded rather than discouraged.?
A Call to Action: Own Your Voice, Own Your Success?
Women must stop waiting for permission to take up space, advocate for themselves, or ask for what they deserve. The ability to?own your value, set boundaries, and negotiate for your worth?is not a luxury—it is a necessity.?
Self-advocacy does not mean demanding without merit. It means?standing firmly in your abilities, making your contributions known, and creating opportunities for yourself.?The more women model this behavior, the more we shift workplace cultures to recognize and reward confident, capable leadership.?
The next time you hesitate to speak up, ask for a raise or take credit for your work, remind yourself: Your voice matters. Your work is valuable. You deserve to be here.?
Step forward boldly. Advocate without apology.?Your success starts with you.?
Air Rage Still an Issue for Airlines
Newark, NJ (WorkersCompensation.com) – Unruly passengers are still a danger for flight crews and passengers on air flights across the country.
The Federal Aviation Administration (FAA) has reported hundreds of new incidents of unruly passengers. Since reaching a high of nearly 6,000 incidents in 2021, the number of unruly passenger incidents has continued to stay high.
“Incidents where airline passengers have disrupted flights with threatening or violent behavior are an ongoing problem and airlines have seen rapid growth in occurrences since 2021. The FAA has a zero-tolerance policy on unruly passenger behavior,” the FAA said.
So far this year, the FAA has recorded nearly 240 incidents. Last year, the FAA reported a total of 2,102, up from 2,072 incidents in 2022. In comparison, in 2017 the FAA only reported 544 unruly passenger incidents. There were only 889 incidents in 2018, 1,161 in 2019 and 1,009 in 2020.
Earlier this month, a Florida couple was accused of assaulting airport employees who would not let them board a flight after they arrived late.
The Miami-Dade Sheriff Office said Rafael Seirafe-Novaes, 40 and Beatriz Rapoport De Campos Maia, 29 were arrested on March 2 for the incident.
Surveillance video at Miami International Airport showed the couple arriving around 8:35 a.m., late for their American Airlines flight to Cancun. The couple then tried to force their way onto the flight. Both suspects ignored signs and verbal commands from ticket agents before pushing their way through staff into the restricted area to board the flight.
Video showed Seirafe-Novaes pushing two victims and Rapoport De Campos Maia pushing the victims and throwing coffee at them. Seirafe-Novaes was eventually arrested and escorted out of the terminal in handcuffs.
"Prior to boarding?American Airlines Flight 2494 from Miami (MIA) to Cancún (CUN), law enforcement responded to the gate for two disruptive customers," American Airlines said in a statement. "Acts of violence are not tolerated by American Airlines, and we are committed to working closely with law enforcement in their investigation."
Seirafe-Novaes was charged with resisting an officer without violence and trespassing, while Maia was charged with two counts of battery and trespassing.
The attacks come just a month after an incident in New Jersey.
In February, the U.S. Attorney's Office, District of New Jersey charged a New Jersey man with threatening flight attendants and crew members, as well as passengers, on a flight from Miami to Newark. According to the complaint, Luis Vaquero made “threats of physical violence against a disabled minor and mocking a group of Jewish passengers.” Officials said he also threatened a flight attendant who refused to serve him more alcohol.
When the plane arrived at Newark Liberty International Airport on Sunday, officials said, the captain made an announcement that law enforcement would be removing a passenger. At that point, Vaquero left his seat and began banging on the flight deck door and cursing at the captain. When the plane arrived at its gate, the captain came out of the flight deck and Vaquero approached him, screamed at him and threatened him until law enforcement was able to board the plane and escort Vaquero off the plane.
"The defendant is charged with threatening flight crew members and passengers while traveling to Newark," Vikas Khanna, the acting U.S. Attorney, said in a press release. "We are committed to keeping the skies safe for flying and will prosecute those who criminally interfere with the professionals responsible for ensuring passenger safety."
According to the International Air Transport Association, unruly behavior incidents involve non-compliance, verbal abuse and intoxication.
In a 2023 document called “Even safer and more enjoyable air travel for all: A strategy for reducing unruly and disruptive passenger incidents,” the IATA said that while “only a tiny minority” of passengers behave badly, these travelers “have a disproportionate impact.” Incidents can “threaten the safety and security of the aircraft, other passengers, and crew,” the group said, as well as impacting the mental health of crew and passengers.
Did Getting Injured on a Sunday Bar Worker from WC Benefits?
Chris Parker
What Do You Think?
Employers can generally avoid paying worker’s compensation benefits by showing that the worker is an independent contractor. Only it’s not always clear. One case highlights some of the signs courts look for and one that may not necessarily matter.
Wasn't there a famous book where someone worked six days and rested on the seventh, but did that make him an independent contractor? That question came up in the case of a worker who cleaned equipment for an excavation company.
The owner hired the claimant on an open-ended basis and instructed her how to water the ground at excavation sites to control dust, pick up tools, and clean and fuel equipment. The company was legally required to control dust at excavation sites and clean equipment before transporting it.
The owner provided the claimant a truck, a company debit card, and tools. He paid her hourly without taking out taxes.
On a Friday afternoon, the owner told her to clean some excavating equipment so it could be picked up Monday morning. The equipment did not arrive until Sunday afternoon, so that’s when the claimant washed it. She climbed up to clean the back window when she fell and injured herself.
The company opposed her workers’ compensation claim, asserting that she was an independent contractor, and that she was injured on a Sunday when the company was closed and no one was authorized to work.
In Arizona, only employees injured in the course of employment are eligible for compensation. Independent contractors are not.
An employee is a worker over whose work the employer retains supervision or control.?An IC is a worker who is not subject to the employer’s control and is engaged only in the performance of a definite job or piece of work.
Was the claimant the excavation company’s employee?
A. Yes. The owner told her what to do and instructed her to have the equipment cleaned for Monday.
B. No. The fact that she was working Sunday when the company was closed indicated that she was not under the company’s control or supervision.
If you selected A, you agreed with the court in J-King Excavating v. Industrial Comm’n of Arizona, No. CA-IC 24-0025 (Ariz. Ct. App. 02/27/25), which held that the claimant was an employee.
The court noted that Arizona courts apply the control test to determine whether a particular worker is an employee. Courts look at all the facts, examining various red flags. These signs of control include:
There were various signs that the claimant was an employee, the court concluded. First, her work was open-ended, rather than being for a specific job. Also, the company provided her the tools she needed.?
Further, she performed duties that were in the regular course of the business. This latter sign was underlined by the fact that the company was legally bound to control dust and clean equipment. In addition, the owner specifically instructed her how to carry out her work.?
The court was not persuaded by the company’s argument that tje claimant was not authorized to work Sundays and thus was not under the company’s control.??
“Contrary to J-King's argument, [the claimant] worked on Sunday because she was not provided with the necessary equipment until Sunday, and J-King wanted her to finish by Monday morning,” the court wrote.
The owner’s instructions to have the cleaning done for Monday also showed the company was exercising control over her consistent with an employer-employee relationship.
The claimant was an employee eligible for workers' compensation when she was injured, the court ruled.