The News You Need for Sept. 25
We continue the journey of learning on compassion fatigue, consider the case of an FMLA claim that had more to do about bad behavior in texting, and look into some compliance info from Minnesota.
Recognizing the Symptoms and Consequences of Compassion Fatigue in Adjusters?
(Part Three of the Compassion Fatigue in Workers' Compensation Adjusters series)?
Compassion fatigue can quietly and gradually creep into the lives of workers' compensation adjusters. Because the symptoms often resemble general stress or burnout, it can be challenging to recognize. Identifying compassion fatigue early is essential to maintaining the emotional well-being of specialists and the quality of care provided to injured workers. In this article, we will discuss the common symptoms of compassion fatigue, the personal consequences it can have on specialists, and how it affects their work performance and the entire organization.?
Compassion Fatigue Symptoms?
Compassion fatigue manifests differently in each individual, but common symptoms do emerge. Claims adjusters and their supervisors should be aware of these symptoms so they can intervene before they lead to burnout or more severe health problems. Some common symptoms are more prevalent than others. Adjusters may feel mentally and emotionally drained after even small interactions. The burden of carrying the emotional burden of others can leave them exhausted and unable to regain energy. This burden-carrying is what we call emotional exhaustion, and it can be an early sign of burnout. A decrease in empathy is another sign of compassion fatigue, which manifests as a significant decrease in empathy toward others. Claims adjusters may find it more challenging to establish emotional connections with injured workers and become more detached from their claims.??
Claims adjusters who suffer from compassion fatigue may become irritable, frustrated, or angry during interactions with claimants, co-workers, or family members. When working with other people, insurance adjusters may appear irritable or angry. Compassion fatigue can lead to a negative outlook, such as skepticism or pessimism. Claims adjusters may become cynical, feeling their efforts to help injured workers are futile or that their role is not making a meaningful difference. Compassion fatigue not only impacts emotional health, but it can also lead to physical symptoms. These include headaches, fatigue, muscle tension, digestive problems, and sleeplessness. It is important to recognize that these symptoms often progress over time. Although a single stressful day at work is not necessarily a sign of compassion fatigue, repeated emotional stress can lead to these persistent and pervasive symptoms.?
Personal Consequences of Compassion Fatigue?
When compassion fatigue sets in, the effects extend beyond the workplace. People in charge of problem-solving may also feel disconnected from their personal lives. They may withdraw from friends and family, feeling too exhausted to participate in social activities that once brought them joy. This isolation can exacerbate feelings of fatigue and make it more difficult for people to seek help.?
Claims adjusters may experience mood swings, low self-esteem, or a loss of interest in hobbies. The emotional impact of compassion fatigue can cause unpredictable mood changes, from sadness to irritability and anxiety. Constant exposure to distressing situations without adequate emotional recovery can make adjusters feel like they are not doing enough, which can lead to feelings of inadequacy or self-doubt. Activities that once provided relaxation or satisfaction no longer hold the same allure, leading to further isolation from personal life. These personal consequences can erode an adjuster's well-being and complicate maintaining healthy relationships outside work. Insurance adjusters must recognize that their emotional exhaustion is affecting their personal lives and take steps to address it before it leads to more serious mental health issues such as anxiety or depression.?
The Impact of Compassion Fatigue on Job Performance?
The impact of compassion fatigue is not only felt personally; It also significantly affects how claims adjusters work. Claims adjusters ensure injured workers receive the necessary benefits and care. When compassion fatigue sets in, the quality of the service they provide can be affected.??
Compassion fatigue affects job performance in the following ways:?
? Emotional exhaustion can impair an adjuster's ability to think clearly and make sound decisions. This impaired ability can lead to hasty or incorrect decisions, negatively impacting the injured worker and the organization.?
? Compassion fatigue can make it difficult for adjusters to stay focused or motivated. As a result, they may have difficulty keeping up with their workload, leading to longer processing times and delays in resolving claims.?
? When adjusters are emotionally and physically exhausted, their attention to detail is affected. This lack of attention to detail can lead to errors in documentation, missed deadlines, or misunderstandings during interactions with injured workers.?
? An insurance adjuster's primary responsibility is to connect empathetically with injured workers. When compassion fatigue sets in, these interactions can become more transactional, with specialists appearing emotionally distant or dismissive, which can make injured workers feel helpless.?
? Compassion fatigue often leads to increased absenteeism, as specialists may need to take time off to recover from emotional and physical exhaustion.?
These performance declines affect individual claims and can have broader implications for the organization, including reputational damage and increased costs related to delays and errors in processing claims.?
Organizational Consequences of Compassion Fatigue?
For organizations that rely on insurance adjusters, compassion fatigue can be a significant problem. High levels of compassion fatigue within an organization can lead to increased employee turnover, hostile work environments, increased costs, and reputational damage. If claims adjusters are not supported in managing their emotional health, they may eventually choose to leave their jobs. Replacing experienced specialists is costly, and a constant turnover rate can disrupt operations. When claims adjusters suffer from compassion fatigue, it can contribute to a toxic work environment.??
Emotional exhaustion can lead to interpersonal conflict, lack of cooperation, and lowered staff morale. The consequences of compassion fatigue (errors, delays, bad decisions) can cause financial losses for the organization. Claims may take longer to resolve, administrative costs may increase, or errors may result in litigation or additional compensation. When claims adjusters become emotionally disengaged from their work, it can affect how claimants and clients view the organization. Injured workers who feel ignored or unsupported are more likely to express dissatisfaction, which can harm the company's reputation in the industry. These organizational consequences make it necessary for businesses to take a proactive approach to combating compassion fatigue. Creating a supportive work environment that prioritizes the emotional well-being of specialists can help reduce the adverse effects of compassion fatigue and improve the company's overall performance.?
Compassion fatigue is a serious problem that affects workers' compensation adjusters on both a personal and professional level. Symptoms such as emotional exhaustion, detachment, and irritability can profoundly impact the specialist's mental health and job performance. Organizations that fail to recognize and address compassion fatigue are at risk of increased employee turnover, decreased productivity, and reputational damage. Recognizing the signs of compassion fatigue early and implementing strategies to support emotional well-being is essential to maintaining a healthy workforce.?
In the following article, we will examine how compassion fatigue affects workers' compensation claim outcomes and how addressing it can improve adjuster performance and the care of injured workers.?
Could Flight Attendant who Landed in Rehab Get FMLA Interference Claim off the Ground?
Chris Parker
What Do You Think?
Chicago, IL (WorkersCompensation.com) -- The FMLA affords employees who take medical leave the right to reinstatement once they return from leave. A case involving a United flight attendant who sent ill-considered messages to a former romantic partner who also worked at the company, addresses whether there are limits to that rule.
The attendant was having a romantic relationship with a female coworker about 20 years his junior. After she broke it off, he allegedly left threatening text messages and left threatening voicemails on her phone. One of the texts read:?
"You do realize, your dad and all his friends are going to get nudes of you? Because you treated me like shit. You better call me because I'm sick of this bullshit."
The company began investigating whether the attendant violated the company’s discrimination and harassment policy. The attendant, for his part, admitted that his messages could have been misconstrued and that they reflected a poor choice of words.
In February 2021, the attendant announced that he was an alcoholic and requested FMLA leave, which the company granted, to enter rehab through April. While he was still in rehab, on Feb. 26, the company fired him for violating its harassment and discrimination policies.
The attendant sued United for FMLA interference, claiming that the company violated the FMLA by not reinstating him when he returned from leave.
To establish his claim, the court noted, the attendant had to show that United denied him FMLA benefits to which he was entitled.
Did United interfere with the attendant’s right to reinstatement?
A. No. He was going to be fired anyway.
B. Yes. The FMLA required the company to reinstate him.
If you selected A, you agreed with the court in Blockhus v. United Airlines, Inc., No.?24-1043?(7th Cir. 09/11/24, unpublished), which held that the employee had no right to reinstatement since there were grounds for firing him.
The court acknowledged the attendant’s argument that United fired him to stop him from being reinstated to his position after he completed his medical leave. An employee, however, is not entitled to return to his former position if he would have been fired regardless of whether he took the leave, the court observed. Thus, the attendant lost nothing to which he was entitled under the FMLA.
Further, no reasonable juror could conclude that the company’s motive for firing him was his use of medical leave. The investigation into his threatening behavior toward the coworker started before he asked for leave.?
“The result of that investigation, not [the attendant’s] FMLA leave, led to his termination,” the court wrote.
How Do You Request a Workers’ Compensation Penalty in Minnesota?
Form Focus
Eagan, MN (WorkersCompensation.com) -- When there's a potential compliance lapse in the North Star state, what can an aggrieved party due to ensure that the possibility of punishment is set in play?
Minnesota has a form for that, and it's one that Simply Research subscribers have access to.
Here's a sneak preview of what the form requires plus some information on what the rules regarding penalties cover.
Late Ongoing Payments
In Minnesota, a late ongoing payment is: 1) payment not made within three business days of the date due; or 2) more than three occasions of late payment in a 12-month period.
Documentation Required
[ ] Indication of pay-period and normal payday from pre-injury employment (such as weekly or twice a month)
[ ] Copies of checks or pay stubs showing dates checks were issued
[ ] Copies of envelopes if postmarked two or more days later than date on check
[ ] For temporary partial disability payments, copies of documents showing dates pay stubs were sent to the insurer
Late Commencement of Permanent Partial Disability
Documentation Required
[ ] Date of medical report citing PPD rating was sent to the insurer; if a copy is available, it should be attached to the form
[ ] Copy of check or pay stub showing date payment was issued
[ ] Copy of envelope if postmarked two or more days later than date on check
Late Payment of Order or Award
Documentation Required
[ ] Copy of award or order
[ ] Copy of check or pay stub showing date payment was issued
[ ] Copy of envelope if postmarked two or more days later than date on check
Late Payment of Medical Bills
Documentation Required
[ ] Date medical bill sent to insurer with a copy of a billing statement and medical information
[ ] Copy of check or pay stub showing date payment was issued
[ ] Copy of envelope if postmarked two or more days later than date on check
Late Commencement or Recommencement of TTD, TPD Benefits
Documentation Required
[ ] Copy of envelope if postmarked two or more days later than date on form
[ ] Copy of Notice of Insurer's Primary Liability Determination
Excessive Billing for Medical Records by Health Care Provider
[ ] Copy of bills received for medical records request
Improper Collection or Attempt to Collect Payment by Health Care Provider
Documentation Required
[ ] Copy of initial bill injured worker received
[ ] Copy of letter from insurer stating treatment is related to the workers' compensation injury
[ ] Supplemental bill injured worker received after health care provider was notified of work-related injury
Comp & Circumstance, Gathering 1
Missed it? Don't worry. We got it here: Comp & Circumstance, Meeting 1 (youtube.com)