Recording (306), saved 2026-09-24 16:28
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Length:      180.0 minutes (3:00:00)
File saved:  2026-09-24 16:28
Words:       16,450
Paragraphs:  291
Source file: Recording (306).m4a
Coverage:    the whole file, start to finish. Nothing was cut.
Breaks:      2 stretch(es) of 15 min or longer, marked in the text:
             1:24:42 to 1:40:32 (15.8 min, no speech, room noise only)
             2:43:59 to 3:00:00 (16.0 min, silence)

Timestamps mark where each passage begins. Paragraph breaks follow real
pauses in the audio. Speakers are not labelled, because no diarization
model was used and guessing who spoke would be invention.

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[0:00:00]
That's just how it goes. Let's see here. Hold on one second.

[0:00:10]
I'm chatting to you. That looks like I did create the other one, but it took you off
somehow. Okay.

[0:00:18]
Okay. Whatever. I got it. What's that Brandon?

[0:00:26]
Welcome to training.

[0:00:30]
Yeah, it can. So that part I would be really careful so they don't get too confused on that
because like that we're saying code per medical, but then when we get to like the absence
record? The absence record guidelines just make sure because it will go over that to not put
them on TAW film last time. So just kind of we can go up but we can't go down about
supporting medical information from management unless we're putting them regular duty. So
yeah, there's a lot of do this unless bad or do this, but not that. So um all right. So

[0:01:39]
then as tolerated, this is always a fun one. Um so over these, tell them that they always
need to make sure that they're coming back to this virus because that we do get a lot of
best tolerated type of work statuses and they need to make sure they're using this resource
to make sure that they are not starting TWA or continuing TWA based on and as tolerated type
of.

[0:02:11]
I think that they all we need to check this part because I mean, Lossin is pretty easy, is
Lossin or not? That's it. But in about TWA will be kind of like difficult because we need to
confirm the resolution really apply or not can be taken as returned to regular duty as to
layer or now. Yeah.

[0:02:35]
And this one, I would make sure to go over to because if they are in one of these boots.
Then most likely they're we're going to be putting them on to you or keeping them on to you.
So that's. That's a different type of. And it has to be like a foot type thing. not an old
brace, but it has to be some type of surgical shoe or that it has open toes. They'll
probably have to Google it. So I would use a Google image to show them what a surgical boot
looks like,

[0:03:15]
so that way they can see because really it's about their foot being exposed and they can't
walk around a production floor or something. You know, they have to have on secured approved
shoes that are closed to and these types of things are not closed to. I always have a
question about those boats because, for example, I mean, I go ahead of the decided because
there is a last party that I said that there is some some jobs that will require like, like,
for the where requirements.

[0:03:54]
So that will be considered a restriction. we know both is not like restriction, both could
be TV, face anything like that, but we can use that restriction. So the example of IRIS is
shorter, loader, and loader, package driver, but I wonder if there is more or not just, or
just those.

[0:04:16]
Here's sorry, you're saying that has one of these. Yeah, for example, we have yeah, like the
cam, walker and surgical bus, something like that. So there isn't some job that we don't
require your footwear. Right. So so I just give you an example, sort their load their unload
their unpacking scar driver. But I wonder if we have more of them. I mean we have more job
that would work out your footwear or just just only only those sort the load they don't load
their unpacking It's car driver who could be more.

[0:04:50]
It could be, I mean, those are the main ones like I would even say like, those like car
washers, anyone who is not in an office setting like us. So, I know warehouse workers, I
don't think they typically, I'm not 100% sure on them, I would say code code and then let
management push back but we don't get too many people like office type jobs but every night
at the end I think I think one coach is one coach or one I'll tell me to always go with more
severe I mean if we can't

[0:05:40]
confirmed on we anything. I mean, just go ahead and set the W on way forward. I'm trying to
push it back. Yeah, yeah, exactly. You let them be the ones to tell us, you know, that they
don't need the TW and why. Definitely. Let's see here. Let me repeat it in movement. Yeah,
It's hard when the providers just give a very big thing like limit repetitive movement.
Well, how much are they supposed to limit it? You know, things like that. I wear that's
fine.

[0:06:22]
If they're unsure, of course, give it the coach. And then it tells them here, I think this
part's a a little bit newer. I have definitely only see that part if you're unsure. I think
they only see that part. Yeah, a lot of times they do. It seems that way. Sometimes I look
at them like right here. The answer is right here. You just keep all the centers, all the
points and and just go to the councilor's like coach. Yeah, yep, they definitely do.

[0:07:03]
Okay, so this here, so in the absence record of the restriction remaining on the medical is
one of these restrictions. The only exception is if management dictates that the absence
record will be ongoing until they are released from this restriction. So yeah, if management
wants to

[0:07:25]
keep the employee on modified duty or TW based on one of the restrictions that appear they
can and then we would just keep that TW going until it is lifted.

[0:07:40]
Oh, wait, I have a question there. So, for example, we know that we don't start a sequence
based on those restrictions but we know that management can do it and we will take as much
made it. Now, the last appointment, I mean, as to continue the sequence, I know, ended, but
we'll do now. I mean, we go with just on a front-end or a medical or to management decide
when returns to regular duty because we are going to take it as management at the TWA. Yeah,
so the way that we would want to handle that, so I say if it was keep wound clean, dry,
covered, and management's like, well, we, you know, we have to put them on TW because their
job doesn't allow them to keep their wound dry or whatever.

[0:08:41]
So, um, we would keep it going, so unless they specifically say, you know, that, that the,
I'm trying to even think of what would be a good reason.

[0:09:03]
We would have to go ahead and keep them on that TAW, if they're stating that

[0:09:09]
The employee can't work while wearing a splint or they can't work while it happened to keep
their

[0:09:16]
Dry, so they had to put them on TAW then yeah, we would go ahead and keep them on TAW Until
that restriction is lifted and if they do ask us to bring back I would push back and ask
them, you know, please explain how they are are now able to do their job with the same
restriction. I'd make them to explain a lot more than just asking us and it because yes, it
is management directed in a sense. But kind of but not really because these are technically
restrictions.

[0:09:51]
We just don't look at them as something we would start TW on. But if management does, then
hey, it's a restriction.

[0:10:04]
That makes sense. No, it is. Okay. All right. Good old TWA refusals love those. Want to I
would even do some. Like a little question exercises on that. Because TWA refusals can be. a
little confusing at first especially um you know you because you always want to think oh
they're not working then they must be lost time yeah that would be the normal assumption
yeah so but once they're offered that TAW so we always want to tell them after you're
offered the TAW or the employees

[0:10:56]
offer the TW, they cannot then put themselves on last time. So they can during a break in
calendar. So that's the thing that kind of gets lost or confused. Like during a break in
calendar, an employee can dictate all they want. If they decide not to go into work because
of the injury, we will give them lost time because they have not sought treatment yet. But
after, after season or management offers them to, you know, TW, then they can't get lost
time by refusing to not work the TW. We would have to still code TW. So, um, this is kind

[0:11:42]
of how I explain that. Um, hourly restrictions. So just letting them know like, hey, not
only are there physical restrictions, but there are hourly restrictions as well. So if the
employee normally works eight hours and the doctor says they can only work five, that's
going to be TAW because they can't work their full shift, they can't work the hours that
they're expected to work. So that's also considered TAW, um, the, oh, yes, definitely one
that's, um, good to go over, um, thoroughly is the EJF versus restricted duty order section.
When management gives, um, pushbacks,

[0:12:35]
saying, oh, they didn't need any T-A-W, you know, they continued working regular duty. So I
think, especially when they're new, they feel like management's given me direction, I must
do what management says. That's not true. So I tell them like just because management says
something or ask because something doesn't mean we have to do it, especially when we get to
the change request,

[0:13:07]
like, okay, they're asking us to do some, we still have to follow our rules. So, just
because they say the employee that need TWA and work regularly doesn't mean we're going to
say, okay, no problem, no, if what we have for their EJF

[0:13:25]
shows that the restrictions given and impacts their job, we're going to push back.

[0:13:31]
and some of the requests for EJF when no TAW.

[0:13:40]
And then white crew members, we don't get too too many of those, but quite a bit as you
know, we see in our escalations. But there is no such thing as TAW for them. They get
restrictions, as they go straight to the last time.

[0:13:59]
I would their wife. It's just because they don't, like, especially with a captain, there's
nothing else for them to do but fly the plane. Oh, okay, okay. Yeah. So they don't even,
they're not like, come in and do some paperwork. They're just like, no, you can't fly the
plane then, you know. You can do anything else. Yep, they want to break it out of here. I'm
back when you're 100%. All right, so we're going through TW and then we're going to move on
to lost time.

[0:14:47]
Yeah.

[0:15:02]
Oh, shuffle the last time, both of those wonderful keywords and phrases. One on here that.
Okay, Jonathan, just to make sure you're familiar with code 17, right? Yeah, compensation.
Okay, all right. So I want to make sure. and I use the bail roll. It's a confusing sentence
and the bail roll call. But yeah, mostly I got it. Okay, feel them. All right. So then, um,
go through all these keywords. I would just let them know what a code 17 is. And, you know,
some of these just so they.

[0:15:47]
And they're saying, do you just say code 17? The first thing they're probably going to say,
like, what was that? So is that a code? I should be saying. So, you know, just give them a
brief explanation that it's a payroll code that usually we would see like management using.
So they say that, and that's what that means. It means they were lost time. overnight
hospitalization. Um, yeah, so this one, um, what's really important about the overnight is,
um, it's, uh, making sure to emphasize to them about it, having to be within 24 hours of the
injury.

[0:16:35]
Um, if it happens two months down the road, we do not updated on our claim. So I would just
make sure that, you know, like this one has to be within 24 hours of injury. And this here,
if it's solely for observation or diagnostic testing, and I would give examples on what an
observation or diagnostic testing would be. so that they know us like observation a lot
times with like head injuries. For example,

[0:17:13]
they keep them there to observe, make sure that they don't

[0:17:17]
nothing happens, you know, so they might keep them overnight to observe them. So if that's
the case, we would not update it to hospitalize overnight. So they're not like actively
getting treatment, they're just watching them to make sure that they don't get worse. And
then, same for diagnostic testing, we wouldn't consider that overnight and last time.

[0:18:00]
Here.

[0:18:06]
Okay, so here's our last time to TAW, that we kind of talked about on the last one. So
making sure that they understand that its employee is already lost time, do not put them
back to TAW based on the medical. And I will tell you one thing also that having examples is
good is explaining that when they are on lost time and management does bring them back to
TAW. It does not have to be on the data service of that medical. So. Yeah, I mean, I always
say that, I mean, I mean, it depends. It's not always the same date, but I will, I will not
use a medical from June 10 to 30 to today, for example, I mean, it's in the same month,
month, I mean, I will use it.

[0:19:12]
use it. It's not the same day of the service, but for example, like three, four months ago,
I will not use it. I have this feeling. I think I say that more than once. I don't know, but
I want your opinion now. We are talking about this transition. Sure. So it all falls back on
if we have have the most current medical. OK, so I was right because, for example, in that
claim, I help, I don't remember when that was last week. They have a medical from June.

[0:19:48]
And it's about me last night, 24. A management want to start CW like night, 24, but there is
no medical or nothing. So I say, I say, OK, the night of the chain request is playing that
we need the medical from night, 24 to make the transition from Los Angeles to TW because I'm
not using the document from June if we know that it probably has that point in this week.

[0:20:10]
Yes, so if they, so if the day that they were trying to return them on T.A.W. So I get the
medical on June said that they can have restrictions, but the next follow-up was not until
today.

[0:20:29]
Then, and they wanted to return them today, then yeah we would have to have that medical.
But if they wanted to return them any day in between that June day and before today they can
as long as there's no indication that there was any other appointments anywhere between that
time. Usually we don't see a big long gap like that but

[0:20:53]
but yeah so that's the thing. We just have to have the most recent medical that supports the
the date that they're wanting them to return. So, for example, if they treat on May 22nd

[0:21:08]
and they are given restrictions currently the last time, their follow-up appointment is not
until June 30th. If management wanted to bring them back to WN June 27th, they can because
the employee's most recent medical support them working TAW for that time and that's
assuming we're not missing any, there's no, there were no other visits in between. Okay, now
that is really good. I mean to keep it in mind. So the last, the recent medical document.
Yeah, if we, if we, if we have a difference of, of a year, it's still considered more

[0:21:53]
recent America. For example, make up from 2025, employee didn't seek any more treatment. We
don't have anything on note or anything. Management decided to send us a request to started
a new this year so it's it. I would give that claim a good look over and I would be talking
about it. Yeah, I mean, we don't. We have a period of the point, sick treatment.
Technically, we could, if we, you know, look and confirm that there was no other visit, you
know, things like that. But yeah, I would give it a really thorough review first.

[0:22:37]
Just before the, okay. Yeah, because that's that's a long time. And there's usually
something that's happened in between then. Especially if it's like restrictions. Now, I know
sometimes they will keep them on an extended, you know, a tie lost time. And then use the
restrictions, bring them back to UW. So they'll say they might, if they know them, boys
injured pretty bad. A lot of times what they'll do is they'll keep them going on lost time
all the way until they, even if it's for like six months.

[0:23:19]
And if they see, okay, they've been going through like rehab, they're almost ready to come
back to work. we just got to work them in slowly. So now we're going to use their TAW days.
Can remember, they only get like 30. So now they're going to use their TAW days at the end
of the treatment to bring them back slowly, and then bring them back to regular duty after
that. So sometimes you'll see that. But yeah, so that that transition can be a little bit
tricky, especially when because we always,

[0:24:03]
because we're going to go over with them, starting TWA on the data service, but just having
to make sure to also explain to them that the transition back from last time to TWA is a a
little bit different. We're not sticking to that, you know, the T.A.W. starting to happen to
be on the day of the service. There's different rules for that.

[0:24:32]
Well, um, okay, okay, okay, I am back. I just get disconnected for a one moment. Oh, you
did? Oh, okay. What's the last? I think I didn't hear the last part. Well, I was just
saying, nothing that I didn't already say just was saying that just kind of make sure to go
over the difference with them between starting to based on medical. Like we normally would
and how the rules are different from that versus transitioning them from lost time to TAW. I
think we did create a few scenarios for the, just for practice.

[0:25:17]
Yes. Yeah, I'll let them see what that looks like so they can have a visual of it. So for
sure. Last time sequence reminders. Okay, so that's just reminds them always extend out 365
days as far as estimated and date. Always make sure to create a task and make the next last
time change. So that's going to be important. to go over with them as that last time updates
has and also not making the two updates on the same day, which is, you know, is this
information here, and making the updates on two separate days, if they need to start in the
absence record.

[0:26:18]
All at once. Let's see and then it gives them an example there and remind them there should
always be an open due date to follow up with on a claim where there's an open absence
sequence whether that's lost time or TAW, but should always have some kind of due date. I
guess what we should say unless the claim is over the five years. Okay so ending last time
over 180 days this process here has not been taught for quite some time because I think
that's That's why I, okay, no, I remember that I talked to you about the return that we used

[0:27:19]
the Rick Smash, no, I mean, no, not the Richmond, how we call it, the, oh my God, I forgot.
The Richmond has been lost time that we used to end the sequence because it was, and I
thought it was on this one, but I thought it was here. I know what you're talking about
because we didn't have that. We didn't have the wrist management last time for a while. I
have have run away. And... Just grab this random claim here since it has lost time on it.

[0:28:11]
Or is it. Is it like TPT date or something. Oh, actual return to work TPA. Yeah. Yeah. I was
so glad that I didn't spend so long since we've done it. Oh yeah. Oh okay that will. Yes. So
this one we haven't actually done for quite some time. Because we didn't have access to
that. So, I guess now that we haven't back. back, we can teach on it again. Oh, yes. I don't
even think I have this on the itinerary. So because at that time, we didn't have that. Well,
I mean, I mean, it's

[0:29:16]
normal that you know, how it because if we see day all the time, it's working like more new
claims, more sort of like that. And these kind of like, this is for like really, really all
those claims. Yeah they don't normally have that for the beginning. Yeah and I will need to
familiarize myself with this processing in and not everyone knows it so um we got to figure
out like do like how we're gonna bring this back because it would have to be reviewed with
more than just

[0:29:52]
any future classes. So we'll hold off on that. Let's see here.

[0:30:13]
from the restrictions. Yeah. I just did the update for that one. So it's not. I look a
little bit different. Let me. Hold on. Let me grab. What's the address? 26661. I'm just
going to pull this one up.

[0:30:41]
because it has the updates from the social at all,

[0:30:49]
the virus. So, how comfortable are you with the MMI virus?

[0:30:58]
Well, that I can remember so far is like when the American documents is giving like
permanent research And prostitution sorry, I remember that if the employee wasn't TW, we
need to send something. I don't remember. Okay. Now I see your screen. So we need to send an
email an email about about this because um, it should be on T. All you actually if the
employees are in permanent restitution. It's almost like a place should be a lot of time.
Yeah, but I'm doing this in an email. Um, and about, we don't, I remember that we always

[0:31:36]
checked it said that that that one hundred and eighty eighty day shape the day check because
like the employee didn't think it more treatment. I mean, we can't find anything on the
nose. I mean, we have the lost sign open. That's it. And I am pretty sure about their return
to work. Now about the return to work, we will need something called the ATA. And I just
remember the accommodation. Yes, but we need to make sure, okay, the ATA does not always
show the return to work date that can be in the remarks and the chair request,

[0:32:14]
we need to make sure the employee did asset the ADA like an employee sign it. Yes, so so
what we want is management must provide us with the disability return to work agreement form
prior to making the return to work update I did add that on there prior to what prior to
making the return to work update. Okay. Okay. Yes. So we have to have that form. They can't
just say they're going to send it. It's, you know, it's similar to medical got to have it
first before we make that update.

[0:32:56]
And then and management, but it's with the date that the employee has returned to work. And
employees returning to work from last time that have an approved video. Okay. Yeah. So
really those are the two things. Management has to tell us when the employee returns and
they we have to have that return to work agreement form on file. Let's see here. Yeah. In
the way that we can get the information to make these updates. I don't know about nuts from
the district. Yeah, I know we can, I mean, it's not like a man that's really to be attached
in the

[0:33:51]
in the same request. I mean, it could be in the in the in the files on the letter.

[0:34:02]
We took about the return to world date.

[0:34:05]
Let me check on this one because we used to be able to use note. Not just any notes. Um,
more of, um, kind of like the risk management notes, uh, uh, to make immediate updates. But,
um, when we got our new charm, or due charm us, then that kind of pretty much changed. So we
don't use the notes anymore, but let me, I need to check on that because I think that
actually needs to be updated. So I'm going to check on that before. Okay. Ashley and Tammy
make the updates to this Iris.

[0:34:56]
See if how we're going to handle that. Um, okay. Oh, no, no, no, no, no. And on set, it's me
to make a little note here.

[0:35:44]
Okay. Sorry about that. Okay. And then that's really it. But like, yeah, you're spun on with
what you're saying. So like, if they're on TWA and they get permanent restrictions, we
should be sending out that email. Basically, you know, because they should be on last time
they have permanent restrictions, because they can't be on TWA forever. And then, and then
last time, then we just set it out for 180 days because honestly ADA can take up to six
months. Yeah, before they find something. I mean, hopefully it'll be by them, but I think
the max time is six months and sometimes it does take that long.

[0:36:36]
So if there's nothing else to fall up on, we're going to set it out for 180 days and come
back to us then.

[0:36:55]
Okay, reviewing employees should start time next one. That's not it. What in the world. I'm
trying to get nothing but. Oh, I'm missing a number. Let's see. RMI. Is it archives? Is the
shift start time archive. Let me see something.

[0:37:49]
It is okay, but I typed it in wrong. I was like, wait a minute. But it's just our time.
Okay. So our next iris that we review the. And we have the keywords here, free shift, mid
shift, post shift, and then go through the overview with them reviewing the endusing time
stamps. Um, and then, um, this is also where we could, uh, we're, we're not going to review
this iris just yet. Um, we will review it after absence record guidelines, but, um, but this
is where we want to tell them to always make sure they go to check for how many hours the
employee works because, um,

[0:38:58]
They don't want to just see full-time and say eight hours and part-time and say four hours
because if it's found in essential job functions that can throw off our absence record. So
make sure to let them know always check the shift start time or not shift start time but the
hours worked in the EJF Iris. And then this will just go through with, you know, doing their
shift start time and I go through that.

[0:39:36]
Lots of examples in here, which is nice.

[0:39:41]
Yes, we can always give them examples in training, but

[0:39:45]
to have the examples come back to an iris is always a good thing.

[0:39:52]
Do you have any questions on this iris? I don't remember in this slide, but it's about the
chief staff, the time is on. I just remember, for example, like a medical document is 8 a.m.
And the appointment was at 8 a.m. that will be considered impressive on the chief. I think I
saw that before, but I don't remember where that is considered like a mid-shift something
like that or perceive. Yeah, I think that is, and if it's not in hearing, then I think it's
an absence record guide lines.

[0:40:36]
I remember something like that, for example, also the same example but backwards. at, for
example, appointment at 8 a.m. Sorry, yeah, say a.m. And the employee at that time, the
employee is out of the clock. I mean, it's of, I mean, finished his shift, but I will
consider that mid shift because the employee didn't have the time, like, like, clock off or
something like that. I mean, I remember he saw something like that. We talked about that but
I don't remember which idea it is. So now you're talking about time. It's that I was

[0:41:08]
So this one I'm showing there's an example of that so like where the shift start time is 9
o'clock and then they seek treatment with a check in time of 9 o'clock and then we explain
that it's a pre shift, but I think there is one with more of an explanation. It might be an
absence record guidelines, which is the next virus review. So let me see.

[0:42:08]
There it is. Under General Guidelines definitions pre-shift if an employee seen at the exact
same time matching their shifts start. Yeah.

[0:42:26]
Okay, okay, got it now. Oh, right. So, you know, this, this Iris is always a nice fun one
to, to go through. It will take 20 a time and as it should because, you know, absent records
are very important. So I am taking your time going through this one and I would definitely
have examples to go through. So let's see here. Management directed and explaining the
difference between that and medically directed. General guidelines. You know, most of these
are pretty important. Pritch, Bishop, Bishop, Bishop, future dated.

[0:43:26]
This one I will tell you always takes time because. Typically there's always a lot of
questions. Yeah, so going through this one thoroughly with them will be important just so
they understand, you know how we use the word and clarification and what it means how to
count, even if, you know, like pull up a calendar and count the days so they can see, you
know how you're counting them. them. So, you know, just to kind of have that visual to go
along with it because some of the, you know,

[0:44:18]
at least one of these they're going to kind of get caught up on. So, okay, and then putting
the day the visit. So with this one here, I would make sure to let them know not only for
like offer us a shift but return to work the next day and then also add in, you know, if
it's more than than the next day, then it's considered lost time.

[0:44:58]
And oh, and for example, I got a question. I think I need any more practice in the in the
matrix. I think I need practice in that part. I think I just understand like the four
columns. The four first columns. The rest is going to be difficult. Yeah. So the matrix. I
can tell you I. I have no idea. That was created when I came into Andrea and Otto. I
honestly never even use it, but I like, I know how to use it, but I don't use it.

[0:45:40]
That makes sense. To be honest, when I was ACM, I never used it. Yeah. Yeah, I don't, I
don't use that. I feel like this has been, this absence worker guideline has been updated so
much. And so well that it's really not needed. So. But yeah, we can definitely go through
that one. You know, and. or do I have it on fear?

[0:46:19]
Oh, yeah, it's down towards the bottom. Okay. Kind of. All right. But yeah, we'll definitely
go through that one. And I mean, the good thing is, it's not really only used like if you do
use it, you only need it for midship visits, but. Like yeah. And the only, and the only
option we use is when I probably didn't return to work after the appointment that we always
consider regular. And the other day. So. Yeah. And most of it we only know that is. Yeah, we
only use that power. And I don't know why they put so much information there.

[0:46:54]
Yeah. Yeah, I don't know. I'm like, well, the code must severe unless management tells us
otherwise.

[0:47:03]
Let's see. Return to earth the next day. Let's see. Okay. Yeah. But each one of these. I
have a visual example form. So, whether excuse from work for office visit, you know, just
like a visual example of the medical that would say that same with offer us a shift, which,
you know, we usually see that with concentra. And then the same with return of the work the
next day.

[0:47:41]
And yeah, okay. So then I'm going over these stunning apps records. Make sure to let them
know. Yes, these are similar. And we can mention that the offers of the shifts on 10 days
using the different words like off of the run reminder of the day, something like that.
Yeah.

[0:48:01]
Yeah. I mean they tend to look for over this year or maybe like a whirling like time to this
any intention. Exactly. Yes, that's important to because we don't want them step on certain
words like that. You know, they have to pay attention to the context and how things are like
similar verbiage. So because not all doctors and facilities write the same way. So, you
know, this is similar verbiage. It won't be all be exactly. But how, you know, iris writes,
writes it. With these two, with starting to, I mean, starting last time,

[0:48:51]
let them know that some of these are similar, they are not the same and to be careful with
that and also making sure to stress that TWA can be a partial

[0:49:05]
shift. So if they work any TWA day, then that day because it is TWA however, if they work
any part of the day, it cannot be lost time. So it has to be the full days, which is why mid
shift, We start the next day, unless management asks us to start it on the data service, but
just for them to like have in their mind that when they're looking at time stands. If, if it
is mid shift and it happens to be lost time, they cannot start lost time that day, they have
to start the next day, because the employee would have already worked part of that shift and
it has to be the full day for it to be lost time.

[0:49:50]
So, but if management asks us to start it on that day, we're fine with that.

[0:50:05]
Please profile for other open. Yeah, I sometimes I feel like this isn't done quite enough.
I've kind of felt like our new group doesn't more though. But and this is like any time so
not just when it's new planes, so I feel like a lot of times people will just check on when
it's a new claim and not when it is, you know, they're back into the claim. Because
sometimes another plane gets opened and they know it's like a loop. Yeah, so making sure to
do that because we don't want to have more than one absence record open during the same time
period.

[0:51:00]
24 hour rule definitely take time on that practice exercises for that, you know, if you can,
you can, um, you know, provide. I was still, you know, wait to get through a little bit more
of the training before doing this, but one thing is having like medical, then, you know,
finding the start date, not like a long medical for them to, you know, go through, but maybe
just give a shift start time. data service works that is okay when would we start the TAW
based on the information that we have or when we start the last time.

[0:51:53]
Okay now management's asking us to start at this day. Can we can't we you know what day are
we starting it on so things like that. kind of, you know, really get them used to that
24-hour rule. Let's see here, I'm sorry, on the data. Andrea, that's the most questions I've
ever heard. Yeah, crossman night workers.

[0:52:22]
This part here. So it can be tricky and this will come with time for them really because
they just have to have enough practice before they really fully get this down, but when it
comes to absence record complex. From due to management creating a conflict and also
applying that 24 hour rule. So like when, for example, if I think that it gives an example
down here, but let's see. Like date of injuries, January first, management starts and on
January second. Now I don't like this one. Okay, I'll give my own example.

[0:53:17]
So when it comes to management creating a conflict and that's still applying, that's going
to be our rule. tricky when it's a situation like if the date of injury is March 3rd.
Medical treatment is March Third gives T.A.W. Management Assess to Start T.A.W. on March
6th, okay.

[0:53:53]
Oh, no, I don't like that one. Sorry.

[0:53:56]
Data Madrid's March 3rd Treatment Date is March 4th. Mid-Shift, okay. Mid-Shift Management
Assess to Start T.A.W. on March 6th, okay. So they're creating a conflict because they're
asking for more than 24 hours, but we still give them just the one day. So we would start on
the fifth, but it would still be a conflicting start date. So that one can be a little bit
tricky when we still apply the 24 hour rule, even though they're asking for a date that's
more than the 24 hours but we still give it to them just not

[0:54:39]
all the dates. We just give them 24 hours and that's it. So I would you know kind of explain
it like that. Like if management asks us for more than just the 24 hours our rule is they
only get 24 and that's it. So we will give them the next day. Of course unless it's a pre-
shift but we'll give them the next but no more and we would send the conflict. They have to
explain the rest of the days.

[0:55:09]
I think the most tricky party to do for our rule.

[0:55:15]
One to apply it and then you know especially when they give us dates that aren't only 24
hours when they give it outside of the 24 hours you know I think that really kind of trips
people up a little bit. Okay, so then we have our transitioning sequences. There is that
again transitioning from last time to TAW. So this one gives, this Iris gives an example of
that, so that's nice to have that here as well for the transitioning and then ending absence
records. Luckily, TAWM your last time, I'll fall under the same rules for ending, so that's
good.

[0:56:21]
So, yeah, this is newer here where we talk about council appointments for future data in
return to work dates. So. Okay, so just so for example, we know that we have a future a
future or a time to work. But even before you were sick before, then say that of the right
time to work with or at the sequence now we have a new rule. If that appointment was
canceled or not, or miss, we can end it. We can use the right time to work future.

[0:56:59]
Yeah, that's basically basically that. So yeah, it's so if they had an appointment on future
date.

[0:57:14]
So yeah, so yeah, so they said, you know, we're seeing today on September 24th, you can
return to work on September 30th, you also have a follow up on September 30th, if they miss
or cancel that appointment on September 30th, we are going to keep it open. But if
management tries to end it after that appointment, then they need to consult a coach. Okay.
And then we decide what we want to do. Um, I'll see. You should see some. A day. Okay. Yes.
This is just for the ending.

[0:57:58]
Um, her medical. Then, um, always make sure to send this. When we don't hear anything from
management. Um, and not only. Um, So not to be confused with management just saying hey
employee return to work here's the medical that's not good enough so we have to let them
know that there must be a date provided otherwise we send this email because just by
management saying employee return to work our day count could still possibly be wrong
because we have that like 24 hour rule. So if they don't provide the date and they tell us
employee return to work, we still have

[0:58:42]
this in the email, but if they provide the return to work, they then we do not need to send
the email.

[0:58:52]
And then we have our exceptions to the rules for ending the absence record. And that will go
through with them. I mean, they still might come across terminated employees, so that that
is fine. I still want to go over that information with them. And then just let them know as
it'll fall in their widget, which the coach will work, but sometimes they might get to a
first just because they're working the claim for a different task or something. In that
case, yeah, that's fine. 80 and you return to works. We don't require return to work
medical. Important notes when starting

[0:59:44]
and ending. So this reminds them about the when entering a complete lost time sequence. Make
sure to do it on two separate days. Stand up. There's anything that stands out. We need to
really like there's So there's so many examples in here, so that's, that makes things
helpful as you're, you know, training them on it. Um, maybe you return the work. So, um, I
feel like I don't think I have an example form of the ADA. I bet I could probably find one
maybe by going through the escalation emails because, you know, it wouldn't hurt to have.

[1:00:30]
a form for visual reference when showing them what that ADA form looks like.

[1:00:45]
Okay, and this tells us again, lost time sequences, do it on two separate days, if you're
entering a complete sequence. Medical that extends an absence sequence without directly
addressing a work set that may appear as lost time.

[1:01:08]
Okay, so this update is slightly new so just want to make sure if you're fully familiar with
it and if you have any questions on it. on it.

[1:01:36]
Okay, I remember this part. So for example, let's say appointment in July, TW, appointment
in August. Say it returns to February, but on September. So we are not taking that as the
last time we are going to take that as a continuum of the TW. Okay. Yeah. Okay. All right.
Sometimes it's like so. I think we have our ruling. I need to be from the same provider,
right? Yes. Yes. Okay. Yeah. Yes. So this only applies when the medical comes from the same
provider and the work status is continuous.

[1:02:14]
If the second medical had said in a service 885, it kind of worked to you on 1011, it would
sit in the dates from 108 to 1011 as last time. That was okay, okay, yes. Yeah, I remember
that. I think there was a rule about it provided, I was thinking. Yeah, you're right. Okay,
and then this just shows how to zero out an absence record. I would make sure to tell them
to be really careful when they're updating the last time sequences, especially because, you
know, as with.

[1:02:56]
Yeah, and we need to do ISRA working. Were they. Yeah. I'm like, saying it. Come on, man.
because it's the duplicate panels that just, you know, the old time consuming and, you know,
errors happen, I get it, but just, you know, just, because I do always tell them like almost
everything you do can be fixed. Like, the only thing that we can't go and edit and change
are your notes And, you know, you just make another note correcting your previous note, but
when it comes to absence records, yes, you can, you know, correct them, but lost times a
little bit different and takes additional steps.

[1:03:44]
So, just be really careful when you're making updates, make sure that, you know, everything
is correct. Correct? I mean, TAW also, but yeah. All right. So steps for zero out and when
not to zero out,

[1:04:08]
let me make sure this declines that are suppressed cannot be modified after to say consult a
coach. Definitely to say consult a coach. Yes. I think it does mention that but in the
processing chart requires 90s to work. Unfortunately, yeah. And I noticed that one time I
was about to send someone the Irish like, hey, wait, wait a minute. Um, or no, I think I had
to send an escalation for it. That's what it was. And I was about to put that in there. I'm
like, Tang, and then even say it. So I can't even be like, I risk that you can, you can be
mad because I support it.

[1:04:54]
Oh, like, oh, man, we forgot to update in all the other places. So, um, all on one second. I
just want to, um, Um, no, I'm thinking I'm just going to go through all of them and try to
find anything that mention suppressed and make sure that it has cancelled the coach.

[1:05:35]
Oh, and so,

[1:05:47]
on the stress lines.

[1:05:52]
Oh, my word. Okay. Um. Um. Um. Okay. Okay.

[1:06:07]
All right, and then our 24-hour rule and step a little bit more with some examples, and then
starting absence records in the absence records.

[1:06:30]
Crossman night workers. I do have a claim that I use for an example for, where is it at? All
right, and I work is always going to be tricky. Yeah, when we have to force the day, because
to get a lot of emails from the G-Sharmas team when we did not force a day on Crossman
Nightworkers. I haven't seen many lately, which is good, but they seem to be coming in quite
a bit. So I don't think I've seen since the center because I don't remember I happened to
hand in the off to coach.

[1:07:26]
So how familiar are you with forcing the day?

[1:07:34]
I think I only stood to do that like once, that's it. Okay. But remember, for example, we
have a medical document, like we are going to start the sequence in the same day in January,
and we are going to end the next day in a resource-regular duty. Like mostly in those cases,
Hudson Rock is going to show like zero days.

[1:07:58]
So in that case, we need to force one day, giving the resource to work on the next day. And
we are going to set a nose and like a for a good faith and like that. Yes, that's exactly
right, so instead of, so even though like they were trying to work the next day, we would
have to change the end date to the next day so that it would force it to show a one day
count. And then yes, there's a little blurb, where is it at? Oh, wait, where is it at? Good
faith.

[1:08:33]
There it is. Okay. So you would just copy and paste that into your notes in regards to why
you updated the absence record that way. But yeah, you got it. That's absolutely right. This
example here, this was one that actually that was an actual claim. I remember to be to got
this one and it was pretty crazy. So we added this example in here. And this one is one
where it's more than just out one day return to work. There was like, we'll see, interworker
was seen on 5-1,

[1:09:24]
placed on last time by the medical provider. Okay, great. And then the police is seen again
on 5-2 and given to you with a return to work of 5-3. Man, why you late that? Yeah, then
management asked us to start the TWA on 5-2 with a return to work regularly, date on 5.3. So
it was all of it. We needed to do the last time. We needed to do the T-A-W. So we had to
code last time 5.1 and it 5.2. So it would force that one day.

[1:09:59]
And then T-A-W, we started on 5.2, even though it was overlapping that. And then it ended on
5.3. By the way, ended on 5.3. I think that it's still needed to be forced for the one day.
Or because the fine fight is going to be count as a low sign. So we need only one day of TW.
So they fight three. Yeah. It was crazy. I think we've only seen one like this, that one
time, but we thought, you know what? Let's put this in. I hope you could see it any more.

[1:10:33]
Yeah. Just in case we get another one, let's just put that in Iris. But yeah, I don't
remember if I ever have encountering something that crazy again, but usually it's just the
one day that we have to force.

[1:10:54]
So, and then it gives us more examples down here as well. So all right.

[1:11:07]
Good night.

[1:11:13]
Oh, and in the itinerary, I actually have the example of the one day count for crossman
networker. So the claim link is in the itinerary for us to use for that example. Thank you
very much.

[1:11:40]
Well, of course. I have my phone. Yes.

[1:12:05]
Alright, so it's this claim here and it has the one day for so it was really supposed to be
one day of lost time, but we had to force it and they gone for two. So then this is where we
see our day count of the one day. So just so, you know, you can show them what that would
look like.

[1:12:38]
Yeah, we need that. They actually come to one day.

[1:12:42]
Yeah, if it shows a zero, but yet there's lost time coded, it like shows up on the G-Sharmas
teams dashboard. So they'll usually send us an email if that happens. And then we just get
it corrected. Okay.

[1:13:13]
The next one is the, it's the EJF, iris that we go into net.

[1:13:28]
show them this one here. And then also grab a claim. I would grab like maybe three different
claims that, you know, would have different job codes for them to be able to look them up.
who they you know they can pull the iris up along with you and then show them how to just
like do the control and then they can search for the different job codes. Yeah, me how
tonight goes how to find the idea. And where to find it on the claim and then um and then
with after that

[1:14:09]
I go into one of them usually you know I just pick one of the ones we typically use like
package driver. We see a lot of those. And I also at this time explain how this is broken
down, so they know what they're looking at. So I go through, you know, the list,

[1:14:34]
Harry push pool, you know, all these. And then I show them here, like there's a lot of
additional information we typically should not use under here, but one thing that we
definitely do use is this is where it shows us how many hours that there's that they work.
So nine and a half hours is what we would use for a package driver, even though the claim
says full time, we don't use eight hours because their EJF says 9.5 and then so really using
anything down here would depend on what

[1:15:19]
the restrictions say and you know and then you know if it's not found up here the
restriction from the medical. So let's see, in pain and acceptable work pays. So for
example, if they were told not to work in an environment with any dust or dirt, like
sometimes we get that with like the different like loaders and stuff like that or even
drivers depending on, you know, what their injury is. So then here where it says that they
are exposed to noise dust or tunes. They wouldn't be able to do their central job functions
because they're normally exposed to that.

[1:16:11]
that. So it depends on what the restriction is. Typically, it's one of these, but it can't
be found down here. Let me look at the first page. It's always about the weight and I can
find more in the second page. Yeah, so like the weight and then like walking, standing,
bending, things like that. So you're going to be here hiding. And then I said not too much
down here, but things like maybe even enclosed working areas, maybe if they say don't work
in any enclosed work areas for whatever for whatever reason.

[1:17:04]
So it's first and foremost, like the heat, too, when they're driving and asking if they're
working, and they're pulling by your man, I mean, I was going to, you're going to pull that,
and they see in their rolls, something like that. Exactly. drivers don't even have air
conditioning in their chest, so, yeah, when they have to work in air conditioning places, or
sometimes it'll say don't work in any weather above 70 degrees or something like that. Just
go ahead and put them on restrictions because we're not going to watch the weather or
anything. Yeah, I mean, yeah, I'm a genius, I think they that way. Yeah.

[1:17:47]
So yeah, so I would just, you know, go through through these with them just so they're
familiar with how to tell review the ejs and how we use it. And and then let's see here,
where are they from? Oh there it's okay. Absence Breaker, indicator of some complex would be
next.

[1:18:34]
Okay. So, absence record. Let me see. There's a. I'm going to leave. What about you?

[1:18:50]
There we go. All right. So, um, going over this year. Um. Oh, wait.

[1:19:14]
Oh, okay. Sorry. Um, I'll focus on my January, but we're, we're, we're supposed to be. All
right. So absence record indicators and conflicts. Um, so going over the overview. Um,
conflicts. So, um, I would just kind of explain. I wouldn't, you know, sometimes, uh, like I
read off to them this information. also explain what things are, works that is on medical
documentation. And then just, you know, saying that's where the doctor tells them if they
can work with restrictions or lost time or regular duty, TWA agreement form or BJO, with the
TWA start date listed. And let's see here.

[1:20:10]
there. I think we have an example. This is such a bad image. I don't know if we can try to
replace that. I might see if Tammy can put a better image in here. So I don't think this one
zoons in or anything. I don't think. I'm going to say I'm going to put a better image in
there because the last time form, I don't think we see them often anymore why we didn't see
them often before, but they were kind of coming up and said,

[1:20:59]
And so, you know, we added it to, like as an acceptable form, just like the TW agreement. I
think I never see it would be actually. Yeah, they were pretty rare before. So we kind of
thought maybe it was something that they were us are using a lot, but we know I don't think
we see them anymore at all. But if we do then we will allow them. I know there is a copy of
it in the in the absence record workshop. There's a good picture of it. Some I'll see if we
can get it reposted in here.

[1:21:50]
But if anything you can always save it to your one note. Because that's what I do, and then
just show it then. Um, Let's see. What are we looking at? Oh, conflict sources that can be
used to start claim. Okay. So we're going to do the different sources that we can use to
start the claim, change your class email from management phone calls. This needs to be so.
Okay.

[1:22:33]
That needs to be changed or deleted, actually, because we're not going to use the notes of
all ever to start an absence record anymore. So

[1:23:08]
So we'll see how it's going to go. 3970. I might have it saved somewhere. Maybe. All right.
One second. Sorry. Make another. for these text sheets. No, no, no, no, no, no, no, no, no.
Thank you. No, no, no, no, no.

[1:23:51]
Do you want to, do you want to take a break before we before we have until four. So you want
to take a break for like 15 minutes. Yeah, I wasn't going to do that because I really need
support to the bathroom. Okay. I was going to say that. Okay, okay, well, you could have
thought me and Jonathan, you could have like, Hey, I was I was I was thinking trying to hold
it a little longer

[1:24:30]
Oh, no, okay, all right. Let's take a break for 15 minutes. I think I've got back

[1:24:40]
Okay

[1:24:42 to 1:40:32]  ---- BREAK, 15.8 min of no speech, room noise only. Recording continues below. ----

[1:40:32]
I'm back. Are you back, Jonathan?

[1:44:04]
I don't know, but I think it's there, huh?

[1:44:17]
Hello, hello, I am back.

[1:44:22]
Sorry that I take a few minutes more.

[1:44:45]
and the screen

[1:44:59]
All right, we'll continue on with the conflict thing. I'm making sure there's nothing that
stands out that you have questions on. I need to dig into a little deeper. I made a note to
get rid of that.

[1:45:32]
I love you. I love you.

[1:45:40]
Yeah, so make sure to emphasize that we need an actual explanation when it comes to our
conflicts. So when we send out our conflicts, there should be a full explanation. So if it's
a start date conflict, they can't just respond back with just the date. We want to make sure
that they know we are actually looking for an explanation. They have to tell us why there is
a conflict, not just, oh, you know, it's this date. You know, or here's the correct date. I
need to tell us more.

[1:46:22]
Let's see. And I believe, I know I believe that change request has examples of acceptable.
Yeah, I think so. Oh, yeah. Okay, and then another thing is holding most severe when it
comes to conflicting dates. Um, this is another one that can get tricky when it comes to
conflicting start dates and using the 24 hour rule because we don't use a 24 hour rule when
it's the conflict is management versus management. So we need to make sure that they know,
like if they give us two different dates,

[1:47:17]
we don't use the 24-hour rule and just, you know, use the later date. So when it's
management that gets two different dates, we use the earlier date for the most severe date.
It's not here that when we have a conflict management management, we don't need to escalate
the conflict, it's not here. I mean, for example, when management, for example, today, I
entered to a search request 920, but tomorrow I enter a search request to start 819, it's
more than every year, and we don't escalate the conflict.

[1:47:56]
I was thinking it was here you said that we don't escalate the conflict yeah I mean for
example let's say today we had a chair request to start all of sign 920 but tomorrow we got
another chair request saying it's all of sign 919 it's more severe and we use the 919 and we
don't escalate conflict oh I see what you're saying okay I was thinking it was here

[1:48:28]
It's not always in there

[1:48:37]
I was thinking it was here in the carol and conflict.

[1:48:47]
But you remember what I'm saying? I mean, I remember that I said one idea. I wasn't is in
the indicator and conflict.

[1:49:21]
Yeah, I'm getting over to...

[1:49:32]
Yep, I was on mute. Oh my, what did you say, Jonathan? You weren't mute. Yes, I don't even
remember. Looking on mute, except for when my dog was barking, but I thought I got off since
then. So I don't know. But you remember the idea that I'm talking about. I think I do. I
thought it was in change request, but maybe it's down here with lost time. Okay, I think
it's down here outliers. Oh my guys, or yeah, yeah, it's right below that.

[1:50:30]
Thank you very much.

[1:50:36]
I think it is called not a little bit. I think we found it.

[1:50:41]
Okay, when reviewing Los Angeles, the last time.

[1:50:46]
In that part, even as many as I need to make Los Angeles a beer America, a lot of employees
to work during that rain because you lost time. And Los Angeles completely. If we found that
BLS, So they complete. What is that part? So if it, um, so let's see. If they're making the
absence record more severe, this conflict does not need to be addressed unless they. Okay.
They look again. So. So if it is management versus management. And they give us two
different lost time start date.

[1:51:25]
Um, then. If they're making it more severe, we don't address the conflict, but then if we
just change it, but then if they try to make it like if they later send us something to try
to make it the less severe option, then we will send the complex. But I think I remember I
think I remember I ask you about these if we can apply this in a role to T. A. W. I remember
you say no, but now that we are here, I want to know, I mean why, why, why, why, why we can
apply to a T. W.

[1:52:00]
to. For T-A-W because with T-A-W it's different because there is a possibility of a lost
time somewhere. So if they say if they ask us to start lost time on 519, I'm sorry not lost
time. If they ask us to start T-A-W on 519 that is fine but then if they ask us to start on
518 instead Then we still send the conflict because we want to know why they are changing.
Yeah, like what's going on so with last time since that's like the most severe coding.

[1:52:42]
We don't really question if they're making it more severe because it they're making it the
most severe. Yeah, we just have to, when it's not the most severe that they're looking for
and they're trying to change the date, we're trying to figure out why.

[1:53:02]
Okay.

[1:53:05]
Yeah, because there is a room for possibility for the last time. I mean, there is no
possibility of something more severe than last time. Okay, I got it now. Yeah. Yeah, yeah,
um, I think we'll see everything. Okay, so we looked at that. that they did an injury
conflict, that's more than one day.

[1:53:49]
Remember, I don't think I have an example of medical that free dates, the data injury. So,
that would be a good example to find and show to them. Yeah, I mean, just to add some, it's
going to show something like that, yeah. Yeah. So, just to show, you know, here's our claim,
this specific date of injury on the, or I'm sorry, data service predates the date of injury
just so they can actually see what that mean, you know, what that looks like.

[1:54:30]
And then this is the task example of the IDE predates data because all of this is, it's
fairly new. So as far as man and Iris.

[1:54:50]
And let the outliers next up.

[1:55:00]
indicators, all right sources that are considered indicators, initial injury review form,
history section on medical documents, post injury coaching, so that those are some of the
things that we might find in the files, but it's not limited to that. So there could be
other things in the files, like even legal documents could have indicators.

[1:55:34]
So, but we never reviewed any of those.

[1:55:43]
I do. I mean, we know we can do it by they normally don't. I mean, they see some words in
attorney and they will escape that document.

[1:55:53]
They should at least give them through. Especially like when we have those claims that are
where we need to do the indemnity,

[1:56:08]
medical indemnity, update to yes. Whenever there's any kind of legal documents, I definitely
look on there to see if it mentioned Sometimes it might mention different providers or
treatment or if an employee missed any work, so I would definitely check those documents,
anything that's in the files. notes, first management notes, pay employee notes, area notes,
financials, or transaction history, phone calls or emails from the injured employee. You
know what? We can maybe add something here when they say phone calls or even from the
injured employee,

[1:56:58]
For example, the employee can now determine his own work status, so we will use it as an
indicator, maybe. Yeah. I mean, like a young explanation, but I mean, we can tell them, but
maybe we can add their tools so they can see a why. Well, the thing, so I mean, the whole
subject about this, I would assume they would, you know, put them to put these. put these
together. Sources that are considered indicators and must first be questioned part in making
any changes. And then the phone calls for emails from the injured employee falls under that.

[1:57:42]
So I got I'm hoping that that would be. But I do think going off of your idea that there may
be places in like absence record guidelines, maybe. Is it mentioned phone calls from.

[1:58:06]
I think I'm not going to go on. So. Oh, okay, now that's not the. You

[1:58:47]
So maybe even adding here, like maybe next year, this cannot be, um, the kind of, the kind
of title, like, for example, we have managed made it to make, I'll get it to employ
directly. Sounds weird, but. Um, so. Because I don't want to think that there is a such
thing as employee directed. Yeah. I know it's not, but I just want to let them know that
employee cannot direct his own word to the status. For example, when they sign the the UPA
to the status form, when the there is a signature of employee, I know remember there is one
part that is said that we cannot use it.

[1:59:39]
you said when the provisiness you're, I think it is an idea to remember that it's had to
wear. But it's like a general specification and when they probably call, there is no social
like employees going to call or sign because they probably say it.

[1:59:56]
Yeah, I think that the signature thing is on the reviewing medical, like it can't be signed
by land for E. I believe. Thanks, and I said that.

[2:00:22]
There it is. If we receive a UPS work status from farm completed by the injured employee who
cannot accept the medical and it cannot be used to update the claim. Okay. I think I was on
there the whole time. I just need to look up. So that that is in the reviewing medical. I do
want I need to find

[2:00:56]
I really feel like putting a statement in this line cannot be the injured employee because
sometimes the injured employee is the management. So I think we. Yeah, because, yeah,
because sometimes or for example, when the employee is a supervisor. Right. So sometimes
they feel like they can call in and things like that. So I think if we put management
director when the district requests an absence record be started and there is no supporting
medical and then we could put in parentheses this cannot. This cannot be the injured
employee or something like that so that they know that they cannot request an absence
record.

[2:01:49]
So, the only thing, you know, was putting it here, that's kind of, or where did it go? So,
okay. So, putting it here, I don't think would be necessary because this is already saying
that. So, this is already saying that, um, sources that are considered indicators, I must be
first question prior to making any changes. Um, so if we want to kind of maybe change this
and maybe say, um, you know, sources that are considered indicators and first must be
questioned, um, to the employees management team.

[2:02:34]
Um, and we need to see, you know, question and answered by the, um, the district prior to
making any changes like we can add that in there. Um, but it would be anything in the, um,
files that

[2:02:49]
Not the work status basically.

[2:02:52]
Notes, whether it's management, employee notes, carrier notes, transactions, and phone calls
or emails from the injured employee. So they would be considered. All these would be
considered just indicators. Then we can't make any updates based on what they say.

[2:03:12]
Yeah.

[2:03:15]
I mean, we can't find a place to put it. And I would even go as far as to say indicators, I
would say absence record indicators, because that's, that's what it would be. Yeah,
actually, yeah. Just to kind of, you know, give it a little more clarification. Okay, hold
on one second.

[2:04:06]
That's it, that's it.

[2:04:54]
Or let me say LT-TAW indicators and must firstly question.

[2:05:16]
Okay, yeah, all right. Um, good night.

[2:05:28]
Sometimes this gets little lost as far as when we see an indicator and there's a breaking
calendar we do have to address both at the same time. Even though breaking counter, we are
asking with the work duty status, but indicator is a little more exact, so we would send
both.

[2:06:04]
This does not necessarily tell them that they have to consult a coach. I would just strongly
encourage it. So that's what I tell them and training like, you know, you could or Iris and
make that update, but I strongly encourage to check with the coach first to see. Yeah, I
think we also mentioned that, right? And the last training, I mean, for we are good for
breaking calendar the way complete until that, I mean, you can just go ahead and put all
efforts out there but always with indicator, you can sort of coach.

[2:06:38]
Yeah, absolutely. Yeah, because right now, I mean, Iris says that they can update it, but I
would never really recommend that because there is. Yeah, I don't want to affect the like
other sequencing, more than like overlapping something. Yeah. And sometimes the indicator,
it's sometimes, I find a lot of times they're not indicators at all. You know, there might
be referencing something totally different. So I think it's got to be. To be honest, I don't
feel a little lighter. I don't really like that sequence. It's basically the care to be
honest.

[2:07:21]
Oh, why? with I always like check everything before like like saying like yeah you can do it
and go ahead so the sequence like that but I always like I don't know and I feel like sure
because

[2:07:34]
I don't want to like mess up something. It depends on what it is so like um transactions I
will but I still check against what the carrier notes say because sometimes they overpaid
them and and carry notes will say, they actually return to work. We overpaid them for this
and they're working on getting that paid back. So things like that, when I say like this
isn't an indicator because carry notes says that it was an overpayment and they overpaid
them for me. So now I wouldn't code based on that.

[2:08:15]
But if it's pretty clear or it doesn't say that there was an overpayment or something. And
if it's clear that they were out and it was due to the injury,

[2:08:28]
then I will have them go ahead and cook last time because management had their opportunity
to get back with us and give us an answer on

[2:08:38]
if they were lost time or if they weren't lost time. So management had the opportunity and
they didn't take it. So we're on a code. If, if, when we check it, if, um, if we can, but I
don't do it all the time, it just, it depends on what the indicator is. Yeah, I mean, we
have a, like, a really clear indicator and we have support of the national history. I check
word, it doesn't work with anything. I would just go ahead and say, start a lot of sign.

[2:09:10]
But I need to check everything I mean. Yeah, and honestly, work day is not one I will check
because there are times that they might be on short term disability or they might be on
FMLA, which that even if they are, we would still be able to, you know, code our lost time.
So, if they're out on disability due to the injury on the claim. So we would still code lost
time for that. So they would they would need to suppress the claim. Otherwise, we would code
lost time if they're out on disability or the injury on the claim.

[2:10:03]
Yeah, a lot of times, liberty will deny the claim. So then they file for short term
disability. So that way, you know, they that's how they will get paid. So, if that happens,
then we still code last time, but they may just be like disability and work day instead,
which is fine, but the claim itself still needs to be coded because them filing disability
and things like that has to do with compensability pay, you know, things like that, not OSHA
recordability. So those two things are always separate, which is why we kind of always have
to explain

[2:10:53]
ourselves to risk management because they deal with the compensability of things, you know,
with like liberty and employee getting paid and, you know, that kind of thing. And that is
completely separate from OSHA record keeping, which is what we are doing on And so that's
why when they say things to us like Liberty denied the claim. Well, that's great, but we
don't care why that that's that's separate. They're there for, you know, to pay and cover
the expenses part of it, but that's not what we what we do.

[2:11:33]
so if they feel like it was a lie because maybe it wasn't work related or whatever, then
they need to suppress the claim. Um. Yeah, we have a good to know. Let's see here.

[2:12:03]
Okay, this just reminds them if there's multiple indicators and we need to address all of
them. And one email and one task. Okay. All right. Wait, what does that. Okay. Okay, okay.
The specialization one is solely for observation. Okay.

[2:12:28]
Oh, yeah, and this part was as newer also. That's in the employee details. It's more. Yes.
Oh, yeah. It's so hot in here. My goodness. I'm burning up. I don't want to turn my air
conditioning on. It's not hot enough. You have a farm maybe? It's a small one. So my son's
room. I just help the like, go grab it. About place. I'll probably grab it later. Let's see.
Okay. All right. Let's move on to our next thing. Did you have any other questions on
indicators?

[2:13:21]
No, I'm good. So, then we're off to, what do we have to, I think a quiz, yeah, so it's
absence record guidelines. Oh, is this the workshop or the quiz?

[2:13:49]
I don't think it's the workshop that's much later.

[2:13:59]
And I'm going to get up for this. I'm going to go on with this. That's that. But. Oh wait.
Hold on.

[2:14:16]
Okay, here we go. All right, absence record quiz. Oh, it looks like someone was. Oh, wait,
no. Never mind. I forgot it gives the current data here. Someone is working on it. Okay,
when can we start an absence record about supporting medical documentation? When the
management team requests it? Um. And then if medical, so this is also another opportunity to
explain to them, the employee can't request it. That would be all. But if medical
documentation indicates last time, but management wants to change it to TAW, what is
required.

[2:15:03]
medical documentation. Which of the following does not affect how an absence record is
recorded? and this is not a, what?

[2:15:20]
Oh, never mind. Okay. Sorry. Yeah, all the above. I was thinking it was a select multiple,
but no. Okay. Management can make the coding of an absence. And they select which one more
severe than medical lessons. They are only with employee consent less severe than medical.
We had a medical data service for one mid shift that indicates employee can return to work
TAW on 4 to 25. What should we do? And they get the here. And they'll be that first one.
Then we have them review this image over here, which is that TAW offer,

[2:16:18]
because we, you know, it gives us a word problem. We currently have medical data, 1124, 25,
no time stamp. I guess restrictions and based on the 1124, 25 medical and TAW offer shown in
the image, when should TAW be given? I had the feeling I used this same question and this
picture for my IKV. Oh, yeah, I remember. I used to, I used to use it. Oh, nice. Okay. Then
that one is familiar to you.

[2:16:51]
If medical attached to a claim does not have a return to work, date, what happens? It
remains open until supporting defonitation is received. Okay? When should TWS since record
be started if the medical appointment is pre-shift, and have that. How should lost time
absence record be ended if medical has a future return to work date the day before the
return to work date with no 24-hour rule applied. And then last one, if the medical note
states out of work through 98823, one should the employee be coded to return to work.

[2:17:35]
This is a good test, actually, woo. This is pretty good.

[2:17:39]
Yeah, get a little, you know, make some work a little bit harder as we get through, you
know, further in training. So, um, and then, you know, with these quizzes and stuff, you can
always

[2:17:56]
modify them. And one thing to, to remember, not only do we want to make sure, like,
PowerPoint slides are updated, but also quiz questions because we want to make sure they
still apply and depending on new things that we add, you know, we can always add or new
things that we add to the process, then we may want to add them to the quizzes, just
depending on, you know, what it is.

[2:18:28]
Okay.

[2:18:37]
All right, and then that's it on our quiz.

[2:18:45]
I mean, this one was a pretty good test to be honest.

[2:18:50]
Yeah.

[2:18:53]
All right. And now we are on to conflicting body parts. It is hot over there. And he is
training cats and dogs. Oh, is it? He's dog and cats and dogs. Cats and dogs. Yeah, he's
really in a lot here. Oh, my goodness. It's kind of funny because the building here on the
left is not sunny, but it's cloudy. But on the right, it's really rainy. Oh, I find that so
cool when it's like that. Like you can look over a month or even when you're driving, you're
like sunshine and then rain.

[2:19:32]
And then, you know, it's just so weird when you find those little breaks of weather. And
it's crossing the river, so it will be on the left, it's cloudy, it will be on the lorry,
it's raining already. That's cool. It's kind of funny. Yeah. I remember I was looking out of
our building one time, it was like that, it was like sunny on one side and then rainy on the
other, or when it's sunny and it's raining, that's always kind of cool too. I love the rain
actually, for my mother.

[2:20:09]
I mean, we love to just quash raining and drink some coffee. Oh, man, I'm OK with rain, as
long as it's not like tornado weather, because we live in what's called tornado alley. I
think like our area would be known for like our state would be known for getting tornadoes.
Luckily, I've never seen one, but I don't know if I could have like, I don't know, a lot of
money to build my house, I would build like a storm shelter. We're going to be like a demo
with tornado, I just, you know, in a pound, trying to catch the tornado.

[2:21:03]
That's terrifying to me. I don't see how some people are like, I just want to go outside and
look. I'm like, no way. I am. For what? What is the need? Yeah, no, thank you. I don't need
to see it. Okay, let's see. Oh, conflicting body parts. So again, this is one that's
probably going to take a little time also. Most importantly, is like that right versus left,
making sure that they know. If there's a right versus left conflict, do not update the claim
based on that medical.

[2:21:49]
absolutely nothing on the claim, so I just try to make sure that they do know that. that.
Um, uh, uh, uh, uh, uh, Yeah, new additional body parts. This one's a little bit easier, I
feel, because most of the time, I feel like the conflict doesn't go on and on like the right
versus left. And most of the time, we can usually find a connection. A connection, yes, but
I do have a question here. It's most for, okay, okay, now I so it now, it's most for how
you, because it's okay. If we have a how you claim

[2:22:51]
and we couldn't find any connections or, for example, like, sorry, FDMTULA set by the
additional body part. And we will normally call. But now we see how we are going to escalate
through management. We just send them basically the same thing that we would be sending the
health care provider. We would send it through management. Let me let me look at because I
know maybe we can add the request medical template of the email, but how I mean, what we are
going to put there.

[2:23:30]
Oh yeah, so you forgot I can't do that on emails.

[2:23:35]
I think that okay.

[2:23:44]
Okay. Okay.

[2:23:50]
Let's help them out here.

[2:23:58]
The system needs a rate, are you? Yeah. Maybe it's just me, be patient, be fit.

[2:24:16]
Okay, well, you know what? Let's try. If you open the view or emailed, maybe? I'm gonna try
that. I don't know why you move.

[2:24:34]
I'm going to try wallboard. Okay, now, all right. What is happening?

[2:24:45]
Oh, that is that is why maybe. Oh, so I got them all day. God, then I'll take you here.
Okay. Okay.

[2:25:05]
Okay, let's try now. Yep. Oh, yeah. I thought you know. Well, I don't know. It. Yeah. All
right. So, um, what is it? conflicting body part.

[2:25:32]
Also, we are going to use the template for completing, but I was thinking there was America.
It's technically still considered an RM, but it's just a different. Like it's not the
regular request medical. It's not requesting a medical document. So, yeah, so we would use
on this template here. or for the additional, or even right versus left.

[2:26:06]
But it would still fall under like the RM escalation

[2:26:13]
or request medical escalation.

[2:26:17]
But yeah, so if it's Ohio just instead of sending something to the healthcare provider, hold
on. We typically don't send anything to the health care provider, so we have to call the
health care provider and that would be hard on one. So is he how you, we will clear
everything through management, but I was thinking that, I mean, what email or what we are
going to say today. Oh, okay. Because I was thinking of the clinical normal template, but
now you show me the, the committee

[2:26:49]
body parts. I mean, how are we going to edit some of them? Uh-huh. It would be a lot of
editing if we use that other one. Yeah.

[2:26:59]
So, yeah, we're just using that one and then it can manage metch instead of calling the
provider, and then we'll see here. Yeah, make sure, you know, that this is even in the
normal RM escalation, Iris, but I still make sure that they know, okay, when you're calling
health care provider, you got a document where you call who you spoke with, you know, The
details of the conversation, what you asked them, what they told you, okay, because without
that, it's not gonna be considered a complete installation request.

[2:27:49]
And you'd have to do it over.

[2:27:57]
Yeah, and if the ARM3 expires, then they can set school.

[2:28:07]
All right. 344s. I cannot.

[2:28:17]
Okay, so now we're going to amended conflicting memories that and one important thing is any
of these needs, it has to be a phone call to the provider. Um, a lot of time, you know, they
look at used to sending the, um, factors. Yeah. Um, all the time. Yeah. And one other thing,
um, that it seems like is that when people are calling the health care providers, they are
immediately asking for medical records. And I would not advise them to do that. Yeah, I
mean, I mean, well, I mean, you said to say like, oh, no, but we already had the document.
We just had to clarify something in the document.

[2:29:18]
Yeah. Because medical records will automatically just usually retake the recording. Yeah.
Oh, yeah. Boys, yeah. Yeah. So it's just, you know, when you're training in the summer, no,
like it's best practice. when you're calling the facility, try to get a person on the phone.
Like if someone answers the phone, don't just ask for medical records. Let them know why
you're calling and ask if they can help you. Now, if they spend, say you have to be transfer
to medical records, that's fine, but yeah, so try to, let them know they need to try to
speak

[2:29:56]
with someone on the phone to request the information,

[2:30:02]
especially when it comes to like them and they're conflicting no duty status, because
medical records, we already have the medical record. So medical records really isn't gonna
tell you anything.

[2:30:16]
I have a question, why the missing can be three attempts? I always say like, all we do three
attempts for all of these, then I realize there's only two attempts for missing and three
attempts for completing an amended. I don't know, the only thing that I can think of is why
that the numbers are like that is because with amended and conflicting, we never escalate
that to management. that the numbers are like that is because with amended and conflicting,
we never escalate that to management. So we only want that and request that information

[2:31:01]
from the provider. So we give it one extra attempt. Now, Missy, we will escalate to
management and make a fill in it. Okay, okay. Now I'm not making sense. And so, you know, if
someone asks her when you're a sling and, you know, explain it that way, that, and I also
like to make sure to, that they know, like, hey, when it comes to a mended medical, we're
not going to escalate that's a management because they really can't say what the doctor
meant, like, They can tell us that but we're still going to try to get it from the provider
and then if we can't then a coach will make a decision based on the information that we have
and what management has said but we never want to escalate.

[2:31:59]
Conflicting or amended to management because we really don't want their opinion on it. Yeah,
I mean, they want to save anything that is fit for them. Yeah, so but if it's missing,
there's a possibility that, you know, they have a different document or, you know, like
maybe we only raise up the rest of the document. Yeah, so they may be able to fill that part
in for us. So let's see here, I really wanted to leave that. I'm going to ask the group if
we should delete that.

[2:32:46]
Because we don't ever get way, way back in the day, we used to get calls from OCAL. There
was like specific OCAL from nurses that we'll call in about acclaim. And they could confirm
a conflicting or amended work status and we would use it. It would be just like talking to
the health care provider,

[2:33:14]
but they don't call us anymore. So I'm guessing somewhere along the lines, their process
changed to where they don't contact us for that. So this right here probably does not need
to be here anymore. I'm going to three, two, five, four. We should read the. The. The. Over.
Right. That. And then, let's see, processing. Let's just kind of go over that again when
contacting a provider, make sure you get the name. You know, what it was about. Okay, so
then, you know, these are the questions that they would use when trying to get that
clarification and what to do if they provide a response.

[2:34:27]
Versus if they do not provide a response. Fund for missing work status. See what to do if
they're unable to speak with someone or if they have. If they're not able to leave a
voicemail. And then also management response to the email. And if the if it exists.

[2:34:57]
And then we have our examples for them here with missing unclear and then did or conflicting
medical.

[2:35:10]
And then you can always take this opportunity to ask them since we have learned about
conflicting. We can ask them questions like, okay, you know, based on this conflict or you
can have, you know, use a real medical and ask them when they would, like, what they would
do, what would they have to call, what's the start date, you know, what questions would they
need to ask, things like that. And I have a question. We still consider as amended, for
example, we have a medical today giving TW free time in the morning

[2:35:47]
and then in the afternoon and probably when again, I was giving regular duty. I used to say
that it's amended, it's correct, right? It depends. So it will be conflicting.

[2:36:01]
Not always, it depends on if they had two appointments. Sometimes they have two appointments
in one day, and I know like on like concentra medical, you can see that, you know, where
they have the next appointments at the bottom, and then there's other providers too, but if
they had an appointment already scheduled that same day, know what and be conflicted or
amended, but if they, but if there's no reference to that being a follow-up appointment,
then that it depends on how it's written. So, if it's for example, I mean,

[2:36:39]
like you say two appointments scheduled. We can notice, for example, in the tiring lunch
until I get a time in stamp. Like time is different, different word is said, okay, we will
take like two separate appointments. For example, in the Wednesday morning and AM, giving
TWA, but in the afternoon, they provide another word is said as same date, same time but
regulatory. That would be conflicting. Oh, okay, I was thinking I meant it. So amended would
be if they scrapped something out and changed it like this example here. So like maybe

[2:37:14]
this one says return to work with the limitations 1013 and we can see where they had that
and then they scratched it out and then they're like oh 10 6 you know which is also the data
service. They might initial it here. So this would be I mean, they're changing something on
their, so the conflicting would be if this 10th, 13th, 25 without this here, then we get
another one same date, but now this one says 10, 6, 25 here said that would be conflicting,
but scratched out initials and change like that would be conflict or amended.

[2:37:58]
I mean, okay, it's crash hub will be Amanda. I was thinking that the order in example, I
gave you that will be considered meant to because it was replaced the order for the service.
But, but makes more sense it is conflicting. Yeah, yeah, and then they have, I think there
is. Yeah, so I mean, you'll go over that part too. So it explains up here the difference
with what it amended works that is. Um, let's see, uh, when a doctor updates an existing
works that is noted or new documents received with an amended works status order, this new
document will typically say revise or.

[2:38:40]
Where's the script? Oh, okay, or okay. Yeah, it could be a single document and have items
stretched out and updates initial by the doctor. So yeah, so sometimes it won't even be
scratched out, but it'll say revised or amended. So if it has the, you know, either of those
words, then it would be amended. Okay. So it just means that they change something and we
can see that they changed it but conflicting would be like nothing really says that they
changed anything but they're different.

[2:39:21]
Right. Okay. So, five minutes. Five minutes. I think we can't raise now. Yeah. Yeah, because
how many how many I just have left. Oh my god, didn't like that. So we just did this one. Oh
my god, we are missing one complete base. Almost done. So we've done all that. Look at how
much we've done. We did all that. And then we're here. or I'm 30. Okay, okay. Okay, I get
the 49. 19 more, okay. But tomorrow, so tomorrow you're not going to be here or you're going
to leave early?

[2:40:25]
So I'm gonna leave for a little bit. So yeah, I'll be leaving from two and then I'll be
coming back at four. Okay, so basically, let's continue Monday.

[2:40:39]
Yeah, I mean, we can cover, We can cover stuff tomorrow too, but yeah, I just have to leave
out for a little bit. Okay, and we have a schedule for our intake.

[2:40:52]
I think so. No, I have a meeting. Let me see, I think I saw it in 8, 12 a.m.

[2:41:06]
Why do I have an iris update? Was I invited to that.

[2:41:12]
Good question.

[2:41:14]
Oh, can you invite me? Is that so kind of her? Okay.

[2:41:20]
Probably just so they can make sure that, you know, they don't have to like ask me any
questions. That's fine. So that's from 1015 to 11.

[2:41:31]
I'll just go there if they need me because we do have intake training scheduled tomorrow
from eight to 12. So I'll just hop in when I get in in the morning. Yeah, but we should
start now as we say before, right? Oh, wait, I mean, so the one we really have was nine for
an 11. Um, the one we had before, I think, like earlier this week, are you time out? Yeah.
One was from nine to two, well, and then, or was it a 11, maybe it was 11 because, yeah.

[2:42:10]
So, Tuesday was 11, and when is this supposed to be 11, 30? Yeah.

[2:42:18]
I'll just, I don't know. I mean, connect to the eight, eight, eight, eight. Should we do it
at nine maybe?

[2:42:27]
I'm fine with that. I mean, I'm fine with doing it right when I get in. I'm going to get on
in the morning. I mean, because I need some time to left this patch already. Organize
everything, the starting numbers and everything, the email. So I use that one hour to get
everything ready and just leave it to margarita that covered me. Don't worry about it. Thank
you. We can do it at nine. Make sure to set aside those driving history. Oh, my God, no. I
got to, I saw one safe work already there.

[2:43:01]
I want to say for tomorrow and say dry bin five of them again, okay, perfect. Yeah, so I
don't like it, but okay, I need it. I know I need it. It'll be fine. Trust me. I hated them
at first, but once I hit it for the same day for the first day. Yeah, I mean, Kelly knows
she didn't in them really well. So luckily she was there to answer all my questions. I had a
lot of them. She has a lot of knowledge about those safety and safe methods.

[2:43:31]
Yeah, yeah, she does. So, yeah, I will just pass that on down to you. Oh, my God. Thank you.
Thank you for the time. For today. Yeah, no problem. I will see you again tomorrow. Okay,
see you then, and thank you again, bye-bye. Bye.

[2:43:59 to 3:00:00]  ---- 16.0 min of silence, to the end of the file. ----