Recording (308), saved 2026-09-30 10:35
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Length:      180.0 minutes (3:00:00)
File saved:  2026-09-30 10:35
Words:       17,574
Paragraphs:  287
Source file: Recording (308).m4a
Coverage:    the whole file, start to finish. Nothing was cut.
Breaks:      1 stretch(es) of 15 min or longer, marked in the text:
             2:38:50 to 3:00:00 (21.2 min, no speech, room noise only)

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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[0:00:02]
I would definitely have an example of this, because we want to make sure, and I see not even
necessarily with newer reps all the time, but a lot of times there's confusion on when the
employees, when they save them employees out, they need to make sure they're looking at the
context of why them plays out. I always have a, no, not five, but an institution about that
topic because I see that all the time with the older agents, like they cannot be friends
between an indicator and the word

[0:00:47]
to the title for America's document. I always say, like, look how I say, I mean, review
medical, word to the title of word that I mean, that is an institution from the doctor, for
the physician, but it's not saying the employee has been out of work. That would be
different. I mean, I always have that discussion, trying to make the difference between the
institution from the physician, and then the detailed employee has been working by doing for
has been out of work. That would be way different.

[0:01:19]
Yes, yes, so I feel like I just had that question come up. Maybe this week or last week, I
can't remember, but yeah, it was it was that same kind of situation where I had to explain
that the those are not doctors orders. They're just mentioning, you know, what the employee
told them. Yeah, so that is and knowing what the difference between lost time and employing
off for another reason we don't have to ask about that. So, oh my God, I have a fair preclin
today that just mentioned that employee, I think

[0:02:06]
when I was with Rashmi and Tinsel on the visa, that the client, they know it's practically
that. The employee had been out of work since the delivery during the day, but for FMLA.
Okay, so that's a little tricky when it's epimalay and when it's they're out on disability
because they might file epimalay. So epimalay can be for their own injury or illness and it
can also be for a family member. If the context is that, you know, that we could gather that
it was not for the injury, then that's fine.

[0:02:57]
But the employee could have maybe not knowing that it was a work injury or not. Sometimes
they just don't want to deal with work comp and they might have filed for FMLA instead.
Well, in that case, the image of the employee was the employee for anxiety, anxiety, and
they put no word later. Oh, OK. All right. So that's fine then. So I would try to find an
example of maybe not the management telling us that it's not work-related. Like as you're
working and helping, that's kind of like how I find examples.

[0:03:39]
And then to start adding that to your one note as you come across them so that you can't
give examples, because I think a good example would be for them to see what could be
confused as a lost time indicator, but it's saying they're out for some other reason, not
work related. So they can see, you know, you can show them like, hey, see how this says that
they, you know, haven't been at work. You know, this would not be for lost time because they
were out of work because they have

[0:04:16]
the flu or, you know, whatever. So, yeah, so even like an example like that, that you say,
yeah, it shows their out of work, but this would not be a lost time indicator. And then you
can show them an example of what a lot of time indicator actually I think we can we can use
the common indicator that is from concentra and also one for the nodes. Yeah, absolutely.
You have a good commenter of all 55, but you don't be working more than 55, but you have
been out of work.

[0:04:52]
Yeah, they do.

[0:04:55]
We can use that one. I know another for them. Yes. Uh-huh.

[0:05:03]
Yeah, that sounds really good.

[0:05:06]
Oh my gosh, my eyes, it's so bad. Okay, sorry. I think I need to take my context out. Oh my
god. The eyes are so dry. Oh, okay, oh, um, oh gosh, one second, sorry. Oh, Brian, I picked
you bang.

[0:05:30]
I know I shouldn't sleep at my contact them, but I do because I'm so free. I heard that it's
bad. Huh? I heard that it's bad. Like it's maybe your eye content. That's probably why I
can't see that well because I've been doing that for. That's other than my 20s. But do you
leave it on purpose as you just forget? I don't like that happen to take them out and come
back in and. You know, I just, I just wear them until, you know, I'm ready to change to the
next one.

[0:06:04]
Yeah. So, yeah, I'm bad with that. All right. Let's see. Okay, so we did the duty status
indicators. Medical information. Okay, so. We saw where someone actually did a medical
review from the carrier notes based on the medical information that they found. You know,
like, it'll show like medical reports. Do you see someone doing it? I saw someone do it.
Yes. It's not a common thing. I think that's probably, you know, yeah, but maybe just, you
know, let them know that, yes, we will see where there might be a medical note where it
shows the data serves, it shows

[0:07:13]
the work status, it shows the next point measures, you know, all these things, but we cannot
use that as in place of a medical, in place of requesting medical say that because that's
what that's what they did. So maybe show that example, you know, example of just a carrier
note that lists the the appointment information and just let me know and show the points of
what we can use versus what we cannot use. Excuse me, or how we use it, we use it for
possible indicators, but we still have to request

[0:07:55]
a medical. Okay. So let's see here. So carry notes often mentioned healthcare providers that
treated an employee's work injury. Healthcare providers could be listed as just the
provider's name. Oh yes. So, this is another thing when we're going to this, and it will
tell them to use Google. I know it mentions it. I can't see it. There it goes. Okay. Yeah,
no problem. I love Google information. Yes. Google, I want people to be very comfortable
with going to Google. So like, I know with the last class, I was really trying to tell them
like use Google, you know, just, you know, just, you know, just, you're old brain, Google.

[0:08:54]
Yeah, with Iris and Google, Iris and Google all the time. Because, and also show them an
example of how to Google adopters, information. So, they might see in the medical section,
er, I'm sorry, in the carrier notes. the carrier notes, that maybe it just mentions the
doctor's name and maybe what kind of doctor they are. So they went to the orthopedic doctor,
orthopedic doctor, Dr. Sims. Okay. So then when they go to Google, that doctor, they don't,
they shouldn't just Google doctor Okay, so make sure that they put in more information to
help narrow it down because you might have like 50 doctors in the United States.

[0:09:49]
So narrow it down with, okay, what state is an employee and add that in your Google search.
Okay, also we know that this is an orthopedic doctor. Add that into the Google search. So
you're adding doctor sends, you're adding the state, you're adding orthopedic. So then we
have a real good chance at finding the correct information. So they have to kind of

[0:10:20]
think outside of just taking the information, like just taking one little piece of
information, they have to really think critically and in order to find the information that
they need. Because otherwise, if you just do like kind of a short search like that and you
don't find it, of course, then they're going to go to an RHPD, probably never get answered,
you know. So just making sure that they Google plenty of information. Also,

[0:10:59]
sometimes there are too many locations but if it's a location that's like a clinic, You
know, like if it was a care now clinic, for example, and we know, okay, but there's probably
like

[0:11:12]
three different care now clinics within that, you know, in that city or surrounding area.
Then it's quite possible for them to just call one and get the information. You know, they
might be able to say, oh, no, they weren't seen at this clinic. They were seen at the other
one and, you know, and tell us that. So I always try to have them call one of the clinics
and see if they can get the information if not then we can do the RHPD. Let's see if the
facility is one of the portal facilities, they definitely need to be checking that portal.

[0:11:52]
And then if they still can't find anything, then they can do the RHPD. Okay, so yes, when it
comes to the adding to the contacts, you know, this was one of our somewhat newer processes.
We don't want to just add anyone in there and everyone in there. I believe what's the
criteria, what do they have to either have appointment scheduled or they have to have
treated. So it's employee has been referred to a new provider or is considering a transfer
of care to a new provider and treatment with this provider has not been confirmed we have to
call first we don't want to add them to the contacts.

[0:12:41]
and we should be making two attempts to them, and then after two attempts, some RHPD,

[0:12:51]
and then give some examples down here. So we did a schedule appointment will be enough to
edit. I was thinking only if we conformed with what's in. Now, if they actually have the,

[0:13:06]
if the appointment is scheduled, then we're okay to add it to the contacts. They don't have
to have treatment. It's just like, we don't wanna do it if they've just been referred. Like,
we're going to- Okay, so, but they need to be specific. Like, is the schedule the
appointment? Yes, it has to show that scheduled. So, like maybe if CCN says, they scheduled
an appointment with Dr. Smith, or throw on, you know, to give a date or whatever, that's
fine. You know, we can go ahead and add them to the contacts at that point,

[0:13:47]
even if it's a future dated scheduled appointment date. So as long as they're scheduled or
have been treated, we'll add it to the contacts. Okay, so let's see. date of injury conflict
so that can be found in the carrier notes and they should be using the iris there to address
it. It's more than 25 or 25 24 hours. And then office visit dates. Hold on.

[0:14:28]
Okay, here it is. I was like, where's the pre-date thing? Okay, so office visit dates. and
they want to make sure TV look at it. I mean, I want to look for a sample from the DIY
conflict because they all think that the only conflict is when we have a natural date. I
remember I told one of the new way that it's not necessarily like a sad date. For example,
you see that America has been in pain for two weeks ago that would be announced to
corporates not the same they don't even know.

[0:15:04]
Yeah, they thought they had to have an exact date. Yeah, they didn't seem that bad. No, I
mean, we found a better place in La Senna than employee. That's where the pain and the
injury happened like one month ago and week ago, even two days ago. Right. To be enough to
confront your white conflict. Yeah. That's. Oh, okay. I mean... I mean, yeah, there's
something we can explain. I know it sounds kind of obvious, but they would think that we
need like a real day, but it's not necessarily, I mean, we can

[0:15:41]
put on some time back kind of berries, just under a wet to say it is, he has a different
way. You know, I'm pretty sure I said that in training when I get there not going to
remember everything, but again, I do think that that is one that's kind of like a, let's
say, definitely like a common sense thing, but I would still, I think because they will be
related with the data engineering and the American document, so I think they always think
that it has to be like a

[0:16:13]
natural thing. Yeah, I see, yeah. But yeah, when going over the conflict then definitely,
You know, we want to make it a point that it does not have to be an actual date. Let's see.
And also, I can't remember if I pulled an example on that or if I just spoke to it. But
yeah, that they should already know that but that's definitely something to make sure to
mention. I know there's so many things that I say someone should know, but you know, yeah,
they always

[0:17:12]
surprised me with new things, okay, so office visits dates, seeing on a certain date, Okay,
yes, so if they find office visit dates that we haven't already requested or don't already
have, we need to make sure that we start the RM process and request the documents.

[0:17:39]
Yeah, if CCN mentions that it was misrescudial but it canceled, then the request medical for
that data service is not going to be needed.

[0:17:53]
Okay, so this is how it's great. The important is kind of like very important notes.
Improved. Improverent. Yeah, that's what it means. I understand. What do you mean we are the
first hour right, or I don't know. That, yeah, this art needs to be removed important. Yeah,
but I try to make this very impressive. I think I don't know. Oh, yeah. This is definitely
not the way. Okay, important notes, if there's mentioned anywhere in the claim, including
carrying notes, wrist management notes, medical, et cetera, that the employee treated for
the work

[0:18:55]
related injury prior to the date of injury on the claim, then do not request the medical
from that provider. And that, let's see, we would send the consideration of suppression for
the incorrect DOI, by in the email that the employee was seeking treatment for this injury
prior to the date of injury. We would set that RDS in a few and then the body notate the
provider information and the data service that predates the claim. And the same task note
that the medical will not be requested until a claim is opened with the correct

[0:19:34]
date of injury or the date of injury is updated to the claim as a medical will predate the
claim. do a conflict will not be needed because we're going to go straight to this
suppression. Excuse me. One other thing I want to say in the task is this just reminded me
is and I think I only saw one person maybe doing that not putting good information in their
task notes. And I can't remember what it was it might have been like a request medical or
something and they're just they didn't

[0:20:17]
put the like I think the health care provider or the data service or maybe they just put the
health care provider only but yeah just making sure which I do go over that with them but
maybe that this needs to be like done over a little more just because it makes it clear. I
always tell them like if you're working behind someone else or you get a call on a claim,
you don't want to go digging through a claim trying to figure out what the task is for,
especially when you have someone

[0:20:52]
on the phone. So put good notes on what the task is and label it correctly because that way
you can can just go there, click in it, and say, oh, it is for this because no one has time
to sit there and find the task, find the email, find the claim note that goes with it, and
all that. So they need to make sure they're putting enough information in their task notes.
Okay. And other types, other note types, this one, we'll have to get updated a little

[0:21:30]
but I'll see here, like that's gotta go.

[0:21:38]
Okay, wrist management notes. We need to remove this because we don't have to view and edit
anymore.

[0:21:49]
Updating. Thank you, thank you. Okay. Oh, yes.

[0:21:55]
And next office visit. Why did Ellie mount the Ellie claim to view their response and notes?

[0:22:08]
So before the way that G. Sherman was, was in order for us to see the risk management notes,
we had to go into edit claim and then we could see it. But now, and for a while, we can just
see it. But it doesn't have to be in the edit claim view. Okay. Yeah. So, um, all that part
removed. I'm updating what was injury illness. Did you did the next office visit? Yep. So
all the things that we can use. From the risk management section. other sections
occasionally there will be additional information important to claim

[0:22:58]
and other sections of the RM sector such as comments in the left test session. That is
really weird spacing. That discusses me. I'm going to see if hopefully Tammy can fix it. I
don't I don't know. Updating iris I've seen has not been, it's not easy. Like it's not like
using word doc or anything like that. It's pretty.

[0:23:28]
Not user friendly. So locate previous updates in the RM section, select the more button, oh
okay, so yeah, this part's important. This is kind of a newer addition to this IRS which is
making sure to use that claim timeline to see updates from the risk management section
because sometimes they do change things like even appointment dates and things like that. So
I want to make sure that they look in there in the claim timeline. And then this just shows
the different areas of where all of these where all of this is down here. So I don't even
know if that's a

[0:24:24]
little bit better. So TWA start date and then we have that's indicator only. But honestly,
we've been told that this date is something entered by risk management. But no, from what I
can tell based on the claim and just kind of testing it, that goes in as soon as we put an
absence record. As soon as we put TWA on the claim, that date is going automatically
populate. It's not something that with management puts in. I think they used to, but now it
just automatically populate. So, we have no answer you see.

[0:25:04]
No, not really, but because we asked and they told us the G-sharmist team did tell us that

[0:25:15]
that it doesn't automatically populate, then we're still going to just say it's an
indicator. But it's it's just going to match with whatever the absence record was. Okay.
Last office visit, date there, can use to confirm TBFAs, yes, so the current treatment. So
the same thing with risk management, you can use it to confirm TBFAs, yes, but not no. We
cannot use it to confirm it as no. We can use the diagnosis. Basically, the risk management
section is going to have the same exec rules as care claim

[0:26:00]
notes. We can't use it to start an absence record. We can't use it to confirm TVFA is no.
When it comes to the diagnosis, it's the same thing. So we would use what's on medical and
we have the option of using this here. Or if we don't have any medical in the clay, we have
to use the diagnosis here, just like we would for

[0:26:35]
carrier notes. Then we have our next office is it and then current health care provider
right there.

[0:26:47]
Okay, and then here's an example of fields to review when it hams the risk management to wh
section, which we actually have the, we now have the risk management lost time section,
again, which is nice also because sometimes we can find information in there. So just
highlights here on this example, data Inventory, TWA start date, last office visit, current
treatment, and said diagnosis there, the next office visit, current medical provider, and of
course there are other fields that sometimes have additional information like under here,
next office visit, EE, filling

[0:27:37]
out better, expects to be released to regular duty at next office visit. So, you know, we
still want to make sure that even though it's not highlighted, but we always want to still
review and take into consideration the additional fields that they may fill out. Okay, so
that was it on that. Jonathan, I'm going to, I need my eyes are killing me. So I need to go
grab my glasses real quick and get these contacts out of my eyeballs. I don't know how to
say your time.

[0:28:19]
Give me just like one and a half minute and I will be right back. Okay. Thank you.

[0:30:04]
Okay, I'm so sorry about that, but I feel so much better. Oh my gosh. Yeah, I'm a buddy. Um,
all right. Oh, I can see better too. Um, let's see. Okay, so office is at day eight. Okay,
so we went over to that. Okay, one more of all of that. Okay. Not there. Where am I going?
Oh, he's dokey.

[0:30:40]
Let's take. Oh, we're seeing that. Can you help me? Okay, that one. Yeah. Okay, so then
we're going to move on to this iris here.

[0:31:00]
I think we talked about the, no, no, no, no, no, that's just something different. Sorry. I
think we see this, I think it was for intake and was covering the 650 number and all that
stuff. Okay. Okay. Yeah. All right. So we're having medical documentation. um this one uh i
would definitely make sure this is one they definitely a lot of times try to get away from
using when they're reviewing the like i don't even know why but they stray from it very
quickly and just start doing their own thing and i'm like you know um i'm like well hold on
like let's

[0:31:53]
Let's go back. Did we follow each step, you know, so make sure that they are sticking to
using this because there's kind of a step by step guide using this sometimes it's a little
difficult when you have more than one document, for example, like concentra medical, for
example, you know, we have to look at the work status and we have to look at the
transcription. Yeah, so you basically have to kind of go through this twice and you know
they'll get used to like those type of documents, but this is very helpful when you're just
reviewing one medical document versus one that has like a work status and a transcription.

[0:32:39]
But also they kind of skip past this too, I've noticed, like the validating, you know,
check, make sure data entries good, making sure the description matches, you know, all those
kind of things, make sure we have, you know, like the name matches. So I want to make sure
that they're always doing that.

[0:33:12]
But yeah, so just to kind of quickly go through these steps, so when they get to reviewing
the medical, especially, just make sure they're following each one of these steps, looking
at everything. So this part I always have to kind of explain how to do this or actually I
think last training class might have been the first one since we've had this update in here,
but this first step is supposed to be what they document on their note pad. So as they're
reviewing the medical, they're going to take down the facility name, contact information,
physician name, you know, they're comparing the medical diagnosis to what is on the claim
and the IMBPT or the what was the injury illness, so they should be making sure to do that.

[0:34:11]
DataVinjury document that, the data service, and let's see here, okay, so they need to make
sure to do that step, so I'm in the first date of service per medical, and we're the work
status. So again they should they should as they're coming down not so much on what they put
on their notepad but yeah so like for example the treatment rendered plan if TBFA cannot be
confirmed document that as well. So they actually should be going back to their TBFA iris
that we would would have already reviewed to see if the treatment is considered TBFA yes or
no. So they

[0:35:13]
should be using the iris to check on that so they can document it correctly. What was about
to say I left my mind okay so okay so they should be still using other iris articles to kind
of figure out you know what they're updating oh that's what I was going to say I'm making
sure to really explain the difference between treatment and work status. Okay, they're not
the same thing. Work status is only three different things to be lost time full duty.
Treatment is bad. When you say

[0:36:05]
make the difference, I mean, how do you normally explain? I mean the difference. So So I
tell them like when we're looking for work status, then we're looking for, there's only
three things that we're looking for. If the employee can work regular duty, if they have any
type of restrictions that keep them from working and then, or that keep them from regular
duty, and then if they need to be off work, so that is the work status. What can they do?
So, treatment is always going to be what the doctor did for the employee.

[0:36:45]
Did they give them any prescription medicine for their pain? Did they give them some kind of
blint for their wrist? Did they have to perform surgery on them? So treatment is what the
doctor did for the employee and then the work status is, what can they do at work? Okay.
Okay. Okay. Okay. Yeah. And then let's see. Going through the history of present illness and
then explain that's where we can find things like the absence record indicators, additional
training providers. Also, like concentramedical is always such a great example to use
because

[0:37:33]
they usually have like all these things like the history section, you know, they have the
retreatment section, that's the appointment section. So their medical is always a good go
to.

[0:37:46]
Care now is fine too, but I do like that concentric does have the work status on both and
care now, they only have it on, I think, is it the DWC? Yeah. So let's see. Okay, so then
after they document everything on their notepad, then when they get to step This is what
they should be taking from their notepad and updating the claim based on their medical
review. Let's see. This is our new edition. If medical treatment is updated to yes, you must
also update TBFA to yes until TBFA can

[0:38:41]
be confirmed as yes or no. Yay, love that new process which we would have known that a long
time ago. Facility names. Oh, dear, dear, dear, dear, dear. Oh, gee, I remember it's time
you say it. Yep, yep. We got all of those Irish articles updated. Family or family. Facility
names. facility contact information and physician name. So review contacts and the medical
information section of the claim if the provider including physician's name that was
documented listed in either of these sections. Yes, no action needed. If the medical
information has a different

[0:39:34]
provider at this new provider to contact. If the medical information section has no provider
update the provider section with the information that was not notated. So if it's a
different provider, they need to put it over in the contacts if the medical section is
already filled out. And then if it's not filled out, then they'll fill it in with the
information from the medical. And this tells them again, if we only have like partial
facility information, they should be using Google. I maybe the doctor signed it and it has
their phone number.

[0:40:17]
Google the phone number, find the location so we can fill out the information so that way we
We don't have to send an RHPD.

[0:40:31]
Yes, I think we've been pretty good with this, but also let them know if we get a UPS work
status form that is completed by the injured employee. We're not going to use it absolutely
not. Then the DOI, if there's no data injury, then skip this step. I would also let them
know, because sometimes they call the health care provider for things that we don't need.
For example, maybe there wasn't a diagnosis listed on the medical. is okay. There doesn't
have to be a diagnosis. So, or if maybe they didn't put the date of

[0:41:32]
injury on the claim, they don't have to call the doctor for that. Most of the time we don't
have to call about a next appointment. A lot of the times we don't. Sometimes we may. The
data service and relevant timestamps, okay, and this just has them looking to see if the
data service is on or before, after the date of injury and how to recognize a breaking
calendar. I'm sorry, when there is treatment, we do not send a breaking calendar for the
report date. You do not send it for the report date when there is medical.

[0:42:41]
Okay. Yeah, because for whatever reason that one is that is. That always happens like we
have treatment saw and they see that that gap there for. For the. Oh my gosh. report date.
And they send that breaking calendar. So let's see here. So at this point, looking for a
breaking calendar, if, if there is one, then they need to follow the BIC iris, if no, then
they, they're going to, if it's before the date of injury, however, that they need to go to
this iris here because we are not

[0:43:39]
going to be able to use the medical if it predates the claim. Is the data service the
initial office visit? So if the data service is on the date of injury, then we do not need
to call the health care provider. So, we're good with assuming that that is the first
initial on the set. Yeah, you will be, yeah. Yeah, I'm always saying the same. Yeah, yeah.
See, time stands. Should always be going to absence record guidelines. Work status
information. Michael does not address the work status document that as well.

[0:44:21]
Yeah, they should be documenting if it does not address it. then going over to this iris. If
the work set starts an absence record or ends an absence record, they need to definitely be
going over to absence record guidelines. Watch for absence record conflicts. The claim has
an absence record and the medical allows full duty on a future date,

[0:44:49]
yet with no next office visit, sure a lost time update task is set to reinsert the claim and
in that absence record. Then it just talks about the, you know, if the employees released a
return to work in the data service,

[0:45:10]
is a future date that we go ahead and take that as a release to regular duty, unless it's
stated otherwise, or if an employee has treated somewhere else before on or before that
future date. I'll see you.

[0:45:33]
We are medical states employees hospitalized are admitted more than 24 hours. It should be
considered loss time. If the medical that's another good example to have is medical that
has. Where they were hospitalized overnight, but it doesn't necessarily say off work. I
think that's so one we rush me today that the medical say I mean he didn't say like it like
in a corner really like a small. I mean a day 728 discharge. I mean, but abbreviation
discharge. You like 30. 730. I mean, I said 31.

[0:46:14]
Sorry that it was was like a two, three days. Okay, yes. See something like that would be
good. Especially if it doesn't say that they need to be out of work, so that way we can show
like hey we just have to know, you know, so because clearly they couldn't have worked right
so if they're hospitalized, they're in the hospital they can't go to work. Now let's see
here. The last time will remain open until we receive some kind of supporting documentation
that allows the employee to return to work discharge from the hospital does not equal
regular duties. So

[0:46:55]
you know we want to let them know just because they're discharged home doesn't mean that
they are able to just go back to work. So we keep that last time open and if hospitalization
is solely for observation or diagnostic testing. This is not going to be considered lost
time.

[0:47:22]
Maybe that talks about if medical doesn't address the work status.

[0:47:27]
Next office visit and referrals to other providers. There's kind of goes over the referrals,
there's wonderful examples, treatment rendered, treatment plan, and if TBFA cannot be
confirmed, make sure they document that.

[0:48:13]
Okay, all right, exiting the claim and making the note that reminds them to close any tasks
that the medical resolves, so like if they had an RHPD out for it, RM out for it or next
office visit, they need to make sure that they are closing that task. we don't want to have
tests open that are not needed and see format any documentation from the medical per the
below standard listed in update. Yeah I feel like I see too many files that are not updated
so I would show them kind of

[0:49:08]
like a file that does not have all of the medicals updated versus a file that does and show
them the difference like okay this one's easier to view because we can see all of these
office visit dates. And then on this one you know you're just going to have to kind of guess
which one this is. So, you know, let them know the importance of making sure that they
update their files appropriately. Okay. And gives an example of the claim note here. So
these down here.

[0:49:56]
They used to have, there used to be like, I wonder if I can find it in the old training
because this used to kind of go with a question and answer where they're supposed to find
this. And I feel like someone, it might have been Chrissy, who mentioned replacing this with
a more updated concentration medical. But this just here, it just kind of shows the
different areas. So the name of the facility, phone number and address, service date versus
case date, visit type,

[0:50:43]
diagnosis, treating provider, time in. I'll use that, not the time out. that is regular
activity so just you know it kind of just shows you the different sections. Oh I remember
what it was. These numbers used to go with what was up here. That would be benefit. Yeah but
I don't think it does anymore. facility named Diagnosis is number two. No, it doesn't. Yeah,
because before Diagnosis was number four and now Diagnosis is number two, so it really
doesn't go with the number of items anymore.

[0:51:38]
for forest data service and now number five is so, I mean, I could always just kind of redo
this part and, you know, put the more updated form medical in here and put the correct
numbers, though, and always go back and fix that so that way it goes with all, you know,
these up here. So each, yeah, it's like, yeah, it will be awesome. Yeah. Um. So now all the
mega should be on the top and then for each click and guide you to the to the next test.

[0:52:27]
I think so. Again. For example, if each number is like red box, you know, it will lead you
to the right contest, so the maker should be on the top. I mean, at the beginning, the maker
document and all the test like well, and then you click and they got you to each test and
each paragraph. Oh, I think that's interesting.

[0:52:58]
I think you're really good.

[0:53:03]
And mine, yeah, I don't know why not. Yeah. That shouldn't be any problem. Um, definitely.
All right. That is that one. Um, and then. How about you learning? Yeah. Why is this. Okay.

[0:53:39]
If you have medical documentation, right, if a medical document is entirely illegible, what
should you do first? Salt a coach. If only a small part of the medical document is
illegible, like a physician's name or diagnosis, what should you do? Notated in the notes.

[0:54:10]
When reviewing multiple medical visits, and what order should you review them?

[0:54:16]
Or not chronological order, oldest to most recent? Yes.

[0:54:22]
Don't review them out of order, you. That will probably confuse you. When should you update
the medical information section with provider details? only if no provider is listed in
medical information. When should? Yeah. I think I don't get it. When do you show up? Yeah,
so it's like in the medical section of the claim. One should you update that section with
provider details and then so the answer would be only if no provider is listed in medical
information. So if it's, and Iris, it told us if it was blank on me, go back to it.

[0:55:27]
That didn't even need a different world, I don't know.

[0:55:45]
Oh yeah, if the medical information has a different provider at this new provider to the
contacts, if the medical information section has no provider update the provider section
with the information that was notated. So you said you think this one should be where to go
reword it. I think so. I don't know. It looks kind of like up to me. Yeah. I don't know what
do you think. Should we put HCP provider or just make like the last word? when you should
know the information that's shown.

[0:56:24]
It's like a when you should know the making information that's shown with the head of room.

[0:56:36]
Okay, okay, I think I got it now. I mean, what's going on like I'm busy when I read it, but
I think I get it now

[0:56:53]
It was going to compete in that first, but no, no, I think I get it now. Okay, did that
extra words in there make it a little more clear at all? I was thinking maybe, I was really
out of no language. When you show, you know, he's using the community to incorporate
details. I think maybe it was the only part of it. that was the part that's confusing me,
but no, I think I can get it now. Okay.

[0:57:32]
All right

[0:57:38]
I

[0:57:43]
Come on.

[0:58:08]
Are you going to make sure you're okay, Lola? I'm going to make that. All right. I get
looking out of my. How can I change that? What should be done if a UPS work status form is
unsigned? We cannot accept the form. The word unsigned. Did I receive the word unsigned?
Hold on. I would say only when it was signed by the employee work.

[0:58:46]
No, if we can see how you pay the board of the cells.

[0:59:02]
We cannot accept the form. What injuries can be related to a LLC loss of consciousness.

[0:59:16]
And trees can be related. Yeah.

[0:59:22]
Yeah, that's, that's a tricky one too. Um. Why, why, um. Okay, suspect it. Okay, we cannot
use this bit. I'm actually going to want now. Let's see. Always win. What are you going to
do for us?

[0:59:54]
Yeah, um, because the concussion does not mean loss of concussion. Okay, you got to know.
Yeah, circuit. Yep. I want to see the word concussion on the algorithm. My concussion is
much different, so we sometimes still see that I'm medical, but yeah, you can definitely
have a concussion without loss of consciousness. Definitely happens all the time. I actually
want to put another one in here that we get asked about a lot. Um.

[1:00:38]
Let's

[1:00:52]
So that's what we call it here in Colombia, cascara, like the peel of the banana. Cascara,
like a little tricky, like a, yeah, like the peel of the banana when you can in sleep. Yeah,
we say like that, the cascarita, cascarita, that is more. Wow, cascarita, cascarita. Yeah,
that's perfect. Okay. So, the 24 hour discrepancy between the show start date and the and
the data service does not require escalation. True, TBFA must be documented every time it
appears in a new medical visit, even if it was already confirmed.

[1:01:42]
False, the use of post-stop walking boot with no work status automatically qualifies the
claim of C.A.W. until clarified. Yep.

[1:01:52]
If an OB date has passed and you don't have documentation

[1:02:00]
to visit, what should you do? with our own process. All right. Perfect. So they do that. And
then after that, we move on to to processing change request.

[1:02:20]
That's saying, the change your equals. They take time in the, in the version of the channel
requests. Ideas. Yes. Definitely. Because, yeah, these generic words will affect the old
shackle of. What's on the client always. As long as the add sense or the TVFA. Switching
start dates and dates. All the same. That's it. Oh yeah. Mm hmm. Oh. Mm hmm hmm hmm. That's
here to tell us about Canada and Puerto Rico claims and how we do not work those but. They
can come over on a change request, but.

[1:03:13]
If they do, then we'll just send, uh, uh, use our template for the nine, but they're, you
know, depending on if it's Canada Puerto Rico.

[1:03:30]
Super important one to let them know about. Consult a coach before denying a second change
request, but. Okay. They have to know that it that means for the same reason and the problem
we should probably add that. But consult a coach before denying a second change request for
the same request or for the same reason. Because we can deny multiple change request. They
can deny multiple without a code stamp. But yeah, I mean, only for the same reason that the
United First one. Yeah, it would be okay.

[1:04:14]
Um, what does that mean?

[1:04:18]
You're not going to believe that one time Oscar asked me about Ako Shistan to approve a
second chair request for the same reason. I mean, I mean, well, you're talking about why? If
you ask me coach, then we'll approve a second chair request for the same thing.

[1:04:35]
And who asked you that? I don't remember when, but what's no part of me was this year, and
he said, oh, I was thinking of the same chair. I mean, it's just for denial. He definitely
had what I can remember what he asked today, and I'm like, you've been here way too long to
ask that question. True. I don't remember what it was, but I was just like, what? Okay.
Yeah. He sometimes asked some question I didn't like. You don't even like. Yeah. Let's see
here.

[1:05:19]
Compare date. Okay. So change your post starting in apps and circuit to you or lost time. So
they're going to want to make sure that they compare the dates, though, yeah, just kind of,
you know, go through the iris. It gives them a lot of good information, like even like with
the conflicting lost time versus TWA start dates and management directed on TWA lost time.
But some of the things that become a little tricky also is when we get different management
responses so like one one thing they might say might be an email another thing might be in a

[1:06:02]
change request and we have to make sure that we're looking at all these things compared with
any medical we may have to get to our correct start or end date to update the claim. One
other thing that I like to let them know is just because they are management and they are
asking us to do something does not mean we have to do it. We can tell them know like if it's
not if our process doesn't allow us to do something then we're not going to do it. I think
sometimes not everyone but some some reps

[1:06:43]
they kind of get into the mindset of, but it's management asking me so I should do it.

[1:06:51]
But that's not how we operate. We operate based on our process, which operates with OSHA
guidelines. And most local management does not know all the OSHA guidelines that we do. So
we have to do it. What is our process? So it's okay to tell them local management. No, we
can't do something. If we really cannot do it. Yeah, so change request ending an absence
record. Make sure that they are using the 24 hour rule. They have the you know the iris
links here that they should be using.

[1:07:38]
Um, super important for suppressed claims. Please tell them. Yes, don't such a thing. Do not
touch a thing. Yeah, they have to consult a coach prior to updating any absence record on a
suppressed claim. Even when it's one of those situations where maybe there's duplicate
claims or something. something or it interferes with an older claim because what they will
end up doing, which I've seen is zero out everything. I'm like, why did we zero out from
2022 just to start an absence record in 2026 on the new claim? Yeah, so yeah, so definitely
and not just absence

[1:08:36]
We're not making any updates. We're not updating TVFA. We're not doing anything on a
suppressed claim. Do not update a thing. All right. Transitioning sequences. Let's see.
Okay, so.

[1:09:02]
Review the absence record, start dates, not the end date. Oh, and TWA and last time in a
change request on a claim that does not have lost time or TWA is not an indicator of lost
time or TWA. So sometimes we get that like this example here. The claims the notion zero,
the NTW does not indicate that there was TWA. So, if we just had a claim without an absence
record and they say NTAW329 turned to regular duty. And we don't have any medical supporting
NTAW, then we're not going to send an indicator for that.

[1:09:43]
Same with this example here, if our claim is in OSHA 3 and they just say, And last time,
please place employee on full duty. We're just going to end the TAW, you know, as long as we
have the medical. And we're not going to send a last time indicator based on that. We're
turned to regular duty date. See if there's anything. We're trying to find an example of the
second point in the central or doing matches with the end date. We, because that happens so
many times.

[1:10:28]
It's in here. Yeah, so down here, there should be some. Oh, yeah, examples of unusual change
requests. Let's see. Yeah, so this one here. Okay. Okay. Yeah. Okay. You got to know. There
we go. Number two, yeah. With return regular duty date in TWA lost time dates are the same.
Is that what you said? Yeah, okay. So it shows us when they have the same dates for end and
regular duty, then it shows an example of start TWA start lost time are the same. Um, and
then it was over an example of transitioning sequences.

[1:11:24]
So this one shows start lost time 1212, start T-A-W 1216, oh wait, hold on, start lost time
1212 In last time, 1229, start T-A-W-1216, N-T-A-W-U, 1229, and regular duty, 1229. So,
yeah, so what we would do is return to regular duty day, oh wait, I'm sorry. So as long as
medical allows, we would start the last time on 1212. We would start the TAW on 1216. We
didn't say that end of the 15. I know it sounds obvious, obvious, obvious. Uh-huh. But they
might live in an open boat.

[1:12:20]
Oh, yeah. Well, on the sample. I mean, following the sample, they will. It's all of a
sudden. It's up to you 16. They will leave you both. You're right. Right. Unfortunately.
Yeah, I didn't want to be right about. But you're right. I know, I know my people. Oh, man.
Um, all right. So we will would not continue last time due to the end last time date. So,
yes. So we would start last time total in last time 1215 start. And then we would end last
time on 1229.

[1:13:09]
But it's just saying we would not continue out the last time because I've been putting the
last time and date in here like that. We would go ahead and transition them to 1216 or TW on
1216. So then, you know, they have these things to remember. Um

[1:13:50]
Some example responses. Okay, so I'm going to sit here consult a coach before denying a
second change request asking for the same or similar change. Yeah, they definitely need to
make sure that they're using this template, even though I really most of the time I feel
like management doesn't even read it. for the additional process time. And one thing that I
make sure to always tell them is when it comes to change requests, if they are denying a
change request, same with approving, but especially with denying it, make sure they're
saying why they're denying it.

[1:14:38]
Because if they don't, then that's just going to either create an additional change requests
or a phone call or an escalation email to coaches because they're denying a request and not
explaining why it was denied so I always tell them if you know you had a request but in and

[1:15:02]
someone denies it the first thing you're going to want to know is why so we want to do the
same tell them why it's denied. And then also if we are able to approve anything within that
request then we need to put what we're what we are able to do. So we would still deny it but
let them know why it was denied but then also let them know what we are able to do. I don't
know how many times we talk about the chair request and I still see my deny chair request

[1:15:46]
so they'll see if they knew it was my nation, why would somebody do that? Oh, you're saying,
like, when they deny it? Yeah. Yeah. Yeah. That's, yeah. Definitely need to be putting why.

[1:16:09]
Oh, I have that.

[1:16:19]
What is true about approved change requests? I have been processed and you know further
action. I'm not a fan of this question. I don't know, it's a. I don't know, it's a. What is
true about the pro channeling queen?

[1:16:58]
I've had enough. I mean, what is this proof of check? I'm going to get a second check
request. Oh, let me see. Where is it at? Yeah, so it says it here. So it's just like if
you're. Okay, okay. approved, uh, uh, uh, change because that's been approved. I's already
in the approved status.

[1:17:29]
Then it just means that someone already processed it.

[1:17:34]
You don't have to do any additional.

[1:17:39]
Okay. All right.

[1:17:43]
Means sounds going to like, if they asked me what is the true, the, uh, about approval and I
wouldn't know what to say. Yeah. That one, I mean, if they're looking at iris, which they
are, you know, we encourage them to use their irises are taking these tests. So that one,
they should be able to find okay. Okay.

[1:18:08]
I just don't think it's the most beneficial question, I guess.

[1:18:18]
What must you do before denying a second change request? Like this question I like. I like a
lot. Was not you do before the line of second chair request. Okay. Yes. Add something to it.
Oops. Oops.

[1:18:50]
Did I go?

[1:19:11]
Now we'll be just perfect.

[1:19:15]
Because as you said you can deny multiple channels equate without cautious. Uh-huh. Yeah.

[1:19:23]
Okay.

[1:19:31]
Okay, let's see if both last five and TWA requested for the same time frame, how should you
code it initially? This is the most severe.

[1:20:05]
When does the 24-hour rule not apply? It's really an appeal to the day. Okay, yes. Thank
you. If new provider info submitter but no medical is included or on file, what should you
do? I need to make a sense your contact and I'll request medical school age. No, this. If
new provider info is submitted but no medical is included or on file. submitted where? Oh,
on the change request. Uh, okay.

[1:21:00]
Oh, I did that part.

[1:21:03]
Um, no, I just wasn't thinking because we are in the change request test. Yeah, I mean, I
wasn't getting that. Oh, I just forgot who I get. I'm like, what? Where? But no, that was
just me. All right, the boarding documentation from a change request must be attached to the
claims blank section, unless it's a duplicate. Hey, so the answer we'd be looking for is
file or files. Once a change request is marked and not know for the action is needed, true.
Um, medicals required to end the absence record unless it is confirmed that the record is
100% management directed, true.

[1:21:53]
That definitely does not happen often. If you are unsure about management's explanation for
requested change, you should proceed anyways. Yeah. When you're unsure, just do it, just do
it. You best compare all new medical documents to current ones before attaching to avoid
duplicates. True. Absolutely. At SWM report, might contain information relevant to TWA or
lost time indicators. True. When management asks us to change the OSHA code from 1 to 0,
what information is required prior to making the change? Medical confirming TBA as yes or no
and TBA questions fully completed.

[1:22:46]
Um, Hi. Hi.

[1:23:00]
So, when denying a change request, what information must you include in your remarks? And a
clear detail note that documents what cannot be done and why. Sure, false. Do not approve or
deny the request until all requested changes.

[1:23:28]
Did not approve or deny their request until all requests it changes have been reviewed and
completed true. Oh, yes, that's one to definitely let them know of. Do not approve or deny a
change request until the updates have been made. I think they still do it anyways. But, and
I always tell them why we don't do that, which is because there are certain people who are
watching these requests. And as soon as they come in, they check frames. I remember, I don't
know if you remember, I remember Paula, but not the Paula from now.

[1:24:12]
like the old problem when it was in the UPAs. I don't remember if she approved all the chair
requests and it's not working like in the afternoon. I don't know why, but yeah. Yeah.

[1:24:26]
Yeah. And then we get all this pleasure from Nicole's and you're free. Marcia, that's
saying, why is your son is not on date? And why is the world there? Oh my god. Yeah, I was
like, what in the world? like some of them understand like if it's been like it over an hour
I'd be like okay but I remember one of them was just a couple of minutes and I'm like really
like you couldn't wait just like a minute but I get it if it's saying approved and you check
it and it's not done then

[1:25:01]
you know they ought to ask I guess yeah but I don't know later remember yeah they sound not
probing? We're working in any way. Yeah, that's just a no. That's just, I'm just trying to
get it off the dashboard. I think that's not good work habits at all. All right, conflicting
body parts. This is always a, I don't want to get through. It's actually not bad. Um, really
in the conflicting body parts may has really, um, is either going to be like additional body
parts or right versus left, right versus left to me is, of course, the more complicated one.

[1:26:12]
Um, so yeah, because I have a few questions about this conflicting body part. I don't know
if it could be taken as maybe a future update. But yeah, me going ahead, I will get to the
point. And when we are at the moment. Okay, no problem. Okay, so. The first thing they need
to make sure that they're doing is looking for another claim that's going to be super
important. Because there might be a different claim, especially when it comes to, you know,
like a new and conflicting body part, there might be some other claim out there that does
happen sometimes.

[1:26:59]
But the right versus left one of the most important things that they should know is if they
identify this conflict that they do not make any updates on the claim based on that medical
provider. So don't update privacy, don't update TFA, don't update the health care provider
information, don't add anything to the context. Don't touch the claim, that's it. Don't
change anything based on that medical, but also important for them to know is that there can
be management directed to your last time. So if our claim is an OSHA zero, and then we get
our right versus left, and then maybe the medical

[1:27:51]
says that the point needs to be out of work, but since we can't update it for the medical,
you know, we're not adding an absence record. But I don't remember that all day because
before, we didn't even have any sequence. Say that again. I remember that all day because
before that, we didn't start any sequence based on anything. I remember there was a little
escalation calling and everything so I remember that update. So now we will do management
directed you know last time for T&W so the only issue is they cannot end it based on the
medical because until that

[1:28:39]
conflict is resolved. So we can start it, you know, but we cannot end it until the
conflict's resolved.

[1:28:52]
But then, you know, just go through the steps of, you know, how they escalate the issue. And
then for new and additional body parts, the first thing is looking for a connection. I feel
like a lot of times we do in the finding a connection, whether you know you can go to
carrier notes, notes, or like risk management notes, sometimes maybe even the 301s might
kind of give a connection. When there are falls, that's usually makes additional body parts,
makes sense. So I always just kind of look at the medical and, you know, if it's all talking
about the

[1:29:46]
same injury. You know, it's like the same incident, I should say, not the same injury. If
the incidents are the same, you know, maybe the injury on the claim was for a dog bite,
right? A dog bite to their left calf. Okay, but in the 301s of like what happens, you know,
what was employee doing things like that and mentions that the employee was running and
they, you know, fell down, you know, running from the dog, the dog bit them on the left
calf. So they put

[1:30:27]
it in for a dog bite. But then the medical mentions the same thing. Employee was running
from a dog,

[1:30:34]
they fell, the dog bit them on the left calf and the employees, you know, sprained their
right wrist when they fell. That, like, because the whole story is the same and they add
that additional body part, we're good with adding that. So, that is our connection. It's the
same incident. Yes, it's in a new body part that wasn't on the claim, but it makes sense And
as far as how that injury got there, so an example of one that probably would not make sense
would be like, I think here, is the employee, if the employee was working

[1:31:32]
in the head, they dropped a 50-pound box on their foot and you know injured their right toe,
okay so they have a toe injury. And then all of a sudden you know they're complaining of of,
I don't know, pain in their neck. Okay. So that does not connect with the foot injury,
because a lot of times what employees will do is they will have an injury, but while they're
at the doctor, they're like, oh, you know what? Also, I've been having this pain. I think
it's from work.

[1:32:15]
You know, this pain in my neck. I've been having for a while. Yeah, you know, they might,
they'll start mentioning other body parts. So with that, that wouldn't be a connection for
that claim.

[1:32:28]
So I'm going to have a question for the connection. When I can, we can use from some time,
this is in Japan, like, like, your terminal asset, like this body part, and if they, you
know, if they add the new additional body part, we can use it as a connection. Because I
think I use that more than once, but now I wonder if now we are seeing this idea. I would,
if the connection, I, because, for example, the injury started with the knee and then in the
term, they add the grays or the hand, I see the hand, but I mean, it wasn't

[1:33:21]
a fault, I mean, but now, but then it's in the current clean notes that they use the mutual
asset, the knee, and the hand.

[1:33:33]
So sometimes I use that as a non-legged connection, but just to end up to update the
individual apart with the hand, with the new Asian or body part.

[1:33:44]
And when you're finding this in the carrier notes, are they giving any type of explanation,
or is it just under accepted body? No, for example, when we see, like, they accept the
claim, like the letter and they say, it's in the claim and they say the diagnosis and they
put their diagnosis. Yeah.

[1:34:05]
So I wouldn't, and this might be something where we might have to like, oh, we don't have
that group chat anymore.

[1:34:16]
I was gonna say, I'm kind of discuss as, you know, a group with the coaches and auditors.

[1:34:24]
to see, you know, I wouldn't only because I know Liberty Mutual that they're different in
the way of like we typically don't even pay attention to to whether they approve or deny an
injury. And that's because, you know, their focus is for pay, so compensability reasons
versus ours is OSHA recordability for the work injury. So I don't and there may have been a
different injury and there might be it might be under a totally different claim. I don't
know if that that might be the reason why they are accepting it.

[1:35:21]
I would I wouldn't want to unless there was a really good connection found everyone else
might feel different, but it could be a good topic of discussion. So yeah, I'll take that
question back and I think I got the liver yeah, go ahead, thank you.

[1:38:49]
Okay, so we're gonna send him back. No problem at all. No, we got the grossity delivery. Oh,
nice. Yeah, we fun like some like Whitsel, like they just give you that promotion, like this
kind of meat, like I don't know, pork, and chicken, whatever I mean. And they have like a
kind of Wisconsin glitter. We base table on everything. I mean, he said you're time. So we
just pay, yeah. Yeah, absolutely.

[1:39:22]
I was working for us. I mean, it's a bit like a little money because you went to the, to
the, the supermarket and you don't know what brand you decide to buy. And I might be most
expensive brand and everything that would cost more.

[1:39:39]
Yeah, I love something online. Actually, I get like I do like my one more grocery. I do like
a pickup, but I like picking everything online because one it saves me money because I am
someone who likes to go up and down every aisle. Yeah, I always end up with more than I
need. That is true. But I like comparing to and I can see the reviews on different things.
I'm like, okay, this one's, you know, this one's good and or they have like a less expensive
version of something.

[1:40:10]
something, so I can see everything. Yeah, I love it.

[1:40:16]
Yeah, I just got, I just put everything in the fridge. I will organize that later. Yeah, all
right. Okay, dokey.

[1:40:26]
Okay, hello, where were we? Oh, were you asking me about?

[1:40:34]
Oh, okay, so we have a topic to discuss. the, for the connection of the new HTML body part.

[1:40:43]
And I do have a few questions for a complete body part.

[1:40:49]
Because sometimes this is not like a really open, but sometimes like we have two medical,
like we say, like you claim too many, one complete body part and one for the corral body
part. So in most cases, I usually say, okay, we don't use the one that is completing and you
just can't go here and they declined with the one with the correct body part. But I don't
know. When you say, you're, so are you talking about like a right versus left type of
conflicting body part.

[1:41:26]
Okay, so like one might have the conflict, but then the other one doesn't, is that what
you're saying? Yeah, maybe, for example, let's say employee, right hand and the America
front concentrates a live time and has an American from the ER that doesn't give you any
diagnosis.

[1:41:50]
So what we can do in that case. We can use the the one that does not have the diagnosis so
like because it's from a different provider, so so when it comes to the right versus left
and I think does it say.

[1:42:28]
I thought it specifically said that from this provider, but I think that's the the predated
for suppression that says you can't take anything from this provider. Yeah, I also ask you
this one, because I remember one time, I think Camille was the one told me, we have the same
situation, completing body part, the employee had an appointment with an rep provide the
regular duty, management wants to ask the sick and to ask to end the sequence. the medical
that you really don't do it doesn't provide any diagnosis. So I remember

[1:43:11]
time it told me like no, don't use it because it's not making any reference for which body
part is produced really not something like that. That makes sense. That makes sense. I mean,
yes, that does make sense because maybe the claim is completely wrong. So yeah, in this
situation, We can have some other situation like an or medical with the correct body part or
without any body part. Yeah, let me take that one back to hold on one second. I got to write
it down or you know what I won't remember by the time we're done.

[1:43:54]
Yeah, maybe, yeah, maybe I told me to discuss about this idea is completely about it.
Complete ribosolib and additional body part. Say that one more time, that we can say this
idea to be a discussion group maybe about the injury body part with the situation I just
tell you and the connection to the new additional body part. Okay. all right do that I can
um do you want me to okay so I can definitely have do you want me to just do like a chat
with with everyone for this question may it be I mean like like a sure meeting

[1:44:43]
maybe, we're crazy and Ashley, maybe, maybe, I don't know if Ashley is available, I don't
know. Tommy, to either, maybe. Definitely, I definitely would want to include Ashley

[1:45:02]
because yeah, yeah, I definitely would want to include Ashley in that. Yeah. Um, let me just
write this down so it could be an email, maybe just let it on the beginning, maybe, and then
like if we see it having doubts on the data and then make sure meeting, catch me after a
meeting.

[1:45:38]
Oops, last. I'm going to go on. Like. Different. I'm kind of. And. Work. I mean, no,
diagnosis. vertical

[1:46:16]
Wonderful. Okay, got that question and then shoot. What was the other thing that we were, I
said we could take that it was. Oh, when you're to me to accept in the current now that I
said the new additional worker. Yeah, more time. When leadership is all set, the new
additional employee part? Yes, OK.

[1:47:22]
Sorry, I'm just writing, um, writing the question down. So, okay, cool, cool, cool. Got it.
Um, let's see. All right. Um, okay, so those are good questions. Very good questions. So we
can definitely try to get on the same page about those because there is no written rule on
that and I feel like those are going to be things that we would probably all do differently,
but maybe we can, you know, discuss and have like one one way of doing it.

[1:48:09]
All right. Did we go through everything on this one? Yes. Okay. And did you have any other
questions on this process? No, I think was everything. Okay. All right. Yeah, because I
normally get everything, but I just have that question for those situations. Okay. All
right. Perfect.

[1:48:47]
Yeah, and if they do get to this step here number four on the right versus left, make sure
to let them know that it has to be a phone call. Like any type of escalation that we do to
the healthcare provider that's outside of just asking for a work status. It has to be a
phone call, so if it's for any type of clarification on something, it's a phone call. We
don't want them sending faxes for these things. I think it is a Ohio claim. Unless it's an
Ohio claim, if it's an Ohio claim, we are not going to call that.

[1:49:30]
Oh, I see that part. Now we get it. Yeah, and yeah, so that rule is for every situation, we
do not call them for anything. No compilates, no, no anything. We're not going to call them.
Okay

[1:50:03]
All right, so then we move on to the mending.

[1:50:13]
I'm flicking in no duty status orders. All right, so same thing again. If we're if we're
following any of these steps in this iris, it should be a phone call only, unless it's an
Ohio claim, then they should be using the Ohio Iris. Iris. I have the feeling we see this. I
was already. Did we say this one? Yeah, because I remember I asked you. And I always I
always say that for all this situation, three attempts. But then I realized only for
completing and. And Amanda is three attempt and for missing it just two because.

[1:51:00]
For me, we can escalate that to management team because they might as the completed medical
document or may know the Word of the status, but for the complete and amended not because
they will Trying to accommodate the response that fit them. I Think I remember you bring
that up, but it was on a different

[1:51:23]
Iris Yeah, I was thinking about this one No, we hadn't made it down this one. I'm just going
right in order of, um, yeah. So, uh, sorry. Um, all right. So, midi conflicting, no duty
status orders, make sure that they are calling on those. Um, and then, um, mentions here do
not confuse amended medical and contemporaneous medical. Um, just let them know that we will
eventually review contemporaneous. And so, um, and kind of go over what that is. Um, because
it mentions that I have more than one spot.

[1:52:15]
Don't confuse amended with the contemporaneous and don't confuse conflicting with
contemporaneous. If you want, you can also just give them a very brief description of what
contemporary contemporaneous medical is so they can have like somewhat of an idea. let's
see. And now there are examples in here of conflicting medical and unclear work statuses,
but I still like to have examples as well just for them to to see something else. So just
FY. Yeah, examples of conflicting or amending is always good to have as you're going through
this one. Let's see here. And then just, you know, kind of go through the

[1:53:24]
iris of

[1:53:34]
Okay. I think you're on mute. Oh, no, sorry. I was checking that urgent one real quick, but
it's nothing or nothing for us. Let's see here. Well, I think, well, Margarita's on break
isn't she? Yeah. Is Margarita, um, is she doing the more, more claims or more, um, more
work? I think, okay, yeah, yeah, see some bread, but supposed to be back. Okay, she's back.
Okay. I was looking at that one. Tammy just sent it popped up as Erna. Um, now, but that was
for Bobby. Yeah. Okay. We can assist with this. That's baby.

[1:54:43]
Yeah, he said, well, he said the other meeting is over at three, so it shouldn't be just
about done with that. Yeah, my juice back. Okay, I'll hopefully she can help out with that.
Okey, dokey. Um, okay. And then the thing did he start is. And if there's anything else. So
yeah, I mean the iris is pretty straight forward. And there are examples in there. But
again, I would just. include maybe a couple more examples, especially like if maybe there's
an amended

[1:55:49]
concentra a lot of times those theirs will say that it's amended so that would be a good
example of an amended and then also all that one that one shows how it's amended but like of
the crossing out of it. So that one's not bad. We can, we can, I just want to myself, I
mean, just, just searching in teams, like completing what the results are, something like
that. I mean, I will talk about some, some claims, some question from the agent so we can
use it. Yes, yep. Yep, yep. That would be a good one.

[1:56:28]
All right. Oh, this one recording claims from multiple employees with multiple entries. Oh,
definitely not my favorite Iris. What is this one? This one. With multiple absences, those
two are not my phase. Did I? Oh, I did. It's down here. Okay. All right. So recording claims
for these.

[1:57:08]
Oh, okay.

[1:57:10]
Recording claims for employees with multiple injuries. So there is one thing in here that
needs to be fixed. I think it's in this one or no, no, it's not. It's in the companion
claims and multiple absences, there's something that needs to be fixed. And it has to do
with absences records, but give me one second. So make sure re-entry, contributory, entry
duplicate, injury companion claim. Let's see, about guidelines, I'm going to buy things, I
feel like they were doing pretty okay on these, except for the constant question of is this
a companion claim?

[1:58:24]
Yeah, so this one, I mean, we can show them an example of, you know, a companion claim, and
just say, like, see how there's tasks, you know, that have a due date. So it's, you know,
actively being worked. And so that would be a companion claim. So we can show them an
example of that and then just go over the iris on this one. Yeah, because then it's got a
lot of information. It is a lot. Yeah.

[1:59:21]
All right, lots in there, and then this one does mean an update on the coding of the claim.
So this one for the campaign claims with multiple apps. This is yeah. Where is it?

[1:59:53]
I guess in the steps on how to check risk track, campaign claims. Okay, so campaign claims
with open most time on the order claim. So when there are campaign claims with an order
claim that needs last time already has, last time open, leave last time in the order claim,
unless otherwise instructed. Okay. Um, where is that?

[2:00:35]
Where is uh

[2:00:44]
Okay, or is it on this side? Companion, clients. So this one's with open T-A-W. If there's
an indication that the employees are released a folded in or in the claim. Okay, there's an
indication that the employees are in the...

[2:01:12]
Oh, here it is. This. That is the whole thing called to get out of here. Not correct at all.
Wait, wait, wait, I always call most of you. If the old plain calls to get out of here, then
you claim these was the interstitial. The. I think I'm going to miss a coma or the, I don't
know. Now, it's the whole process of this. So it's saying that we always code most severe if
the old claim, so if there's an old claim that has TW on it,

[2:01:49]
and the employee injures themselves again, right? And now they have the new claim. So
sometimes you know they injure themselves while they're working TW. So then they have a new
claim entered. We'll say the new injury requires lost time. the doctor takes them out of
work for the new injury. This is saying that the last time should be held

[2:02:17]
on the older claim instead of the new claim and that is not correct.

[2:02:27]
It should not be held on the older claim. So we will need to leave the last name the new
claim. Yeah, and we would. Okay, okay, that's the older claim. Because we don't want to, I
don't go ahead. And they might think that we need to move the lessons of the older claim,
but it's no.

[2:02:48]
I mean, that's what Iris says, but Iris is actually incorrect.

[2:02:56]
Yeah, because we can't have lost time on a claim just for the sake of, because it's older,
The way that OSHA works is they're looking at that injury, that claim, and how severe it's
coded based on that injury. The new injury has nothing to do with the older injury. The
older injury doesn't need lost time. That claim should never be coded in OSHA 4 just because
a different injury needs lost time. So, we don't want to code a work status provided by a
doctor for a new injury on an older

[2:03:42]
claim just because the, just to hold an absence record on the old claim, but that doesn't
make sense. We would just have to end the TW on the older claim and code the last time on
the newer time.

[2:04:05]
Did I lose you? No. Why don't you? Okay. I mean, I was calm. I mean, I don't. Some of the.
That program made me confuse a little bit. But. I mean, you just explain to me that. I mean,
in this situation, most of. I mean, we were thinking about moving the Los Angeles to the
other claim from the claim, but it's not because the injury is different. So also, I want
you to, yes, keep the Los Angeles claim that's supposed to hold the claim. I mean, from the
injury.

[2:04:45]
Right. I remember, I do that like once. I, when I have multiple assets, I leave the Los
Angeles to the new claim because it was more severe.

[2:04:56]
Yes, that's exactly right. Now, if they say if they both were TAW like it. Yeah, then we
keep it on the older claim, but we're not going to take a more severe claim and then just
move it to the old claim just because. Yeah, so we're not going to do that, but if they're
both if both work statuses are the same, then the older claim holds that absence record.

[2:05:34]
But if one is more severe than the other, then it's going to go on the correct claim that
that work status belongs to. Yeah, I'm just making a note. Update the iris. I think probably
just delete that. Completely. Management asked for lost opportunity to be coded on a newer
claim, but there is still lost time. I put them on a claim that is five years older. Um,
that is over five years old, consults coach, okay? If it claims five years older or less,
the claim must have a task set.

[2:06:20]
Okay, well, I mean, if at least five years old or less, okay, okay, five years or less, just
five. Okay, now when it's more, okay, no, no, no, no, no, I see that they, they're writing,
okay. Yeah, because really it's not, it's, it is claims older than five years, but really we
just need to say six years and older because we don't use a role, what we call a rolling
calendar year, meaning if five years, if a claim hit five years today because, you know,
because of the date, we still would work until the end of this year. So, um,

[2:07:05]
So even though it might be, you know, five years old now, or even if it's five years old and
five years and two months, we're still going to work it until we get to. That's a good point
actually. Yeah. Until we get to the following January, so I guess maybe not six years, it
just, it just depends. Yeah, they're basically situations.

[2:07:37]
Like where it falls within the year. Um, okay. And remember they cannot overlap. I'll just
remember if you're unsure, consult a coach, full duty indicator email, send. Okay. I feel
like that's been added now.

[2:07:59]
I think. We wish part of the day. Um, this email. But I think this was entered in here
before Pete got it updated and the, uh, and the emails. But I don't remember that was
because, yeah, we've had those old playing with a little sign open. I see it's I don't know
how many years. Yeah, no, so this is right, but I just don't think we have to, before we had
to copy and paste this into an email, like this whole thing, but I think Pete got it added
the template added so we actually don't need to have, you know, copy and paste it from Iris
now.

[2:08:53]
Yes, I see the temple here. I see it right now. Okay, perfect. With the same, I think it's
called a little bit. I think they added more or... Let me see. Full duty. It has gone to the
tension and in not says I think they added something else that if you are unable to provide
the make a document with this information please complete the attached to the service
questionnaire or it's on or blah blah blah oh okay yeah yeah wait on I think they added
something else but yeah yeah particularly the same that mine I think it's just it

[2:09:44]
just looks bigger on the template because the way that we have to look at our email is so
small and squished. It looks smaller. It's all the same. Okay. Okay. Okay. So, yeah, before
Pete added the template and on the claims for us, we have a... So, no, we don't need to do
that. We can actually remove it.

[2:10:24]
I spelled that wrong.

[2:10:31]
Okay. Fabulous. Okay. And on that, that's the only thing that we really need to fix on there
is mainly that that one piece. But yeah, all right. Let's see. We all move right on along.

[2:11:03]
Do you have any questions on that process at all? No, I'll have.

[2:11:11]
Okay, so get that one's questions.

[2:11:16]
Oh, there is something I need to add to this one. I know which.

[2:11:26]
Okay, so with this one, we said that it lets them know that the press claims cannot be
modified, can't change or zero out the absence record. But then it does say unless absence
interfering with another absence for the same employee. I'm going to need to go to console
that coach. Absolutely, because I almost sent this to someone when they touched the absence
record. I'm like, I was told next time, but then I was like, oh, man, it doesn't even say
it. It's only in the change request.

[2:12:09]
Oh, yeah, I remember you told me that. You went to like, I just called that part by how he
doesn't help you. Yeah, I was like, oh, man, I can't even I didn't have a pretty hand on,
yeah.

[2:12:28]
I was like, dang it, gotta get that update in.

[2:12:32]
I can't tell you, you should have looked at Iris, if it wasn't there.

[2:12:39]
And, sold a couch for, yeah, yeah, okay, that's good enough. Okay, that's good enough. All
right. Okay, so then, you know, just goes over and not work related. One thing that I do.
Make sure to tell them when it comes to not work related. It has to be on the medical
because I feel like we get a lot of questions all the time. Like management said, it's not
work related. Can it should I send the suppression? No, because they're not the doctor. It's
not on the medical.

[2:13:12]
You know, has to be on the medical and management can tell us all day long that it's not
work related. We don't care. I mean, they can, we can tell them they can, like if they send
us a change request saying that, we can definitely tell them they can get with their local
health and safety to discuss, you know, the suppression options, but we're not going to send
the email. duplicate injuries. If you're lucky and find duplicate claims, you know, you can.
An example. Incorrect date of injury and illness.

[2:14:03]
So this one's, we only would send this one after management confirms that the dates are
incorrect. Unless it's more than a data service that predates the date of injury, then we're
going to send that suppression. It's going to send it. No DOI conflict. And this is just the
place, you know, added for them to know how to find the health and safety because all
suppressions go to health and safety. Okay, next one is the IME. Sorry, do you have any
questions on the suppression? Well, just want to be still need a coach system.

[2:14:56]
Do say that again. see me that coaches down for a role in AMV?

[2:15:02]
Oh, no, they should.

[2:15:12]
I don't think that Iris tells them that they must consult a coach, but also we haven't
exactly went over, like we haven't introduced this process. I think that, right? I think we
haven't introduced that already. Yeah. So we haven't introduced this process. So really,
they should be getting a coach and not using this.

[2:15:40]
Oh, that's misspelled.

[2:15:42]
Good lines.

[2:15:45]
Good lines. Yeah, but I don't remember that as a few changes because I remember before, if
the employee continues to continue streaming, we cannot use it, but now we can, and in the
employee's return to the cleaning, something like that, I was given a decision again, well,
we will start a sequence again. Yep. And now I'm pretty aware of the remarks that management
needs to be clearly in the remarks about the return to regulatory data. Yeah, the IMEs,
after you do a few of them, a few of them, you know, get pretty used to the, you know, what
you're looking for. But yeah,

[2:16:29]
we just want to make sure that on the IME that they did treat the exam in the same
condition, oh, they don't treat the employee, but they examined the same condition. Let's
see, determined that the IME did release them to regular duty, usually I don't see them
release them the restrict due to your lost time. And then IME medical must be attached to
the claim. So we have to have the IME medical in order to, you know, make the update.
Management must state the exact date employee returned from work.

[2:17:10]
the return to work date does not have to coincide with the IME date. However, they cannot
back date the return to work date. So usually the return to work date and the IME date are
not going to be the same date. And that is because they typically don't get the IME report
until. Sometimes after life, it's usually not going to be like the same day and then the
employee returns the same day because it's usually a pretty long report. And it takes all
the time before they they send it out.

[2:17:48]
So to me, when I see them returning an employee on the date of an IME on the date that the
IME was performed, that's a red flag for me. because I'm like, how, you know, how is that
even possible? So check work day to confirm if the employee shows return to work. I usually
when I check, they are not showing return. They're usually still out on leave, which is fine
if they're still showing on leave and work day. However, if they are showing return, which I
think I've only seen like maybe one where they were already shown

[2:18:33]
returned. It has to match the date that management's giving us. Otherwise, we're going to
deny it.

[2:18:45]
Yeah, it says employee does not have to show active and work day for us to end it. So they
can still be shown on leave. Sometimes employees return to work due to an IME while
continuing to treat with their HCP if we have already accepted the IME as the authoritative
medical yet the employee continues to treat with the HCP and they have a change in status
like restrictions or taken out of work then the advisor should update the claim absence
accordingly. So yeah, like you said earlier

[2:19:17]
If they are, if they treat after the IME is performed, and then when they treat again, if
they're given TWA or last time, we're going to start that absence record right back up. I
actually had an escalation about that before. That was fun.

[2:19:39]
I was like, yeah, well, they treat it again. So, yeah.

[2:19:42]
Thank you so much again.

[2:19:47]
So um do you think we can do? Yeah absolutely nothing we can do and this is this is the the
process that we were given by the higher ups you know um so I can I'm really bad with names
so I don't remember who they were um but I just know that they I want to say maybe there was
some risk management, maybe help them safety. That was in on now. And they, and this is the
information that they gave during the meeting was like, no, if they treat again, then you
know, we're going

[2:20:27]
to code, you know, based on that appointment, I was like, hey, Yeah, all right, so most
requests will come in the form of a change request, the remarks section in the change
request must date that the employee returned to work, along with the return to work date and
then gives us their examples for someone's unacceptable. So if they just put the end date
here and the remarks says employee has had an IME prime their MMI, please, and their
sequence. Not enough information. What we want to see is something

[2:21:06]
yes, employee return to work on 9-5 after their IME. Just something that lets us know that
they are that they are actually back and not just in this per the IME, like no, we don't in
per IMEs. We end when the employee is actually back to work. I've physically returned back
to the building. And then we have our templates here. Always let them know they can modify
those and how they need to. Okay, so this here. I don't think he's added that yet. That was
one of my.

[2:21:58]
Let me see. Not the yes. because I think this part was all we were waiting on.

[2:22:11]
5, 2, 3, 2, 1.

[2:22:27]
Yeah, we needed to have like the template done and all that. So we just needed to have
these, but I don't think it's been done yet. No, all right. Something to add? Hmm. Something
to add. Well, I've requested it. I think twice now. But it hasn't been, hasn't been done. So
I might. Bring that back up. I'm going to see when the last time is that I requested that
because he's usually pretty quick with getting these done. But so this would be so once this
is complete so this would be like if we happen to have egg and IME in the files but maybe
management hasn't sent a request so to return the employee so it says if you're reviewing a
claim with the IME attach and work they shows an active status so it has to be both.

[2:23:38]
Okay, I'm attached and work they show as an active status, however management has not
requested a return to work for an employee, then that is when we're going to send this the
email out. And then we're going to create a RDS no follow up task for it. So we would just
keep working to claim like normal and just waiting for management requests. Yeah, so it's
kind of like, hey, we saw this. Let us know. And then we're just. Is it like an out of time
to work?

[2:24:15]
Yeah. Just important management and just waiting. Yeah. Exactly. Okay. Exactly. So, but, you
know, once we get this part done, then we can really like review. Are you guys going to
review with the team and we have added. But, um. No, we don't. No, we don't. I was just
looking. It's not there. So maybe the next g-sharm is meeting, which I think is next week.
You're going to bring that up. Yeah, I'm going to have to. Gonna have to do it. Okay. I'm
addressing intake errors.

[2:25:08]
I mean. Yeah, this one.

[2:25:21]
You know, I don't think that, I don't think that, oh, okay, that is there. You didn't, okay.
So, I'm pretty, pretty simple. Just make sure that they know they really need to make sure
that it is truly a duplicate. Okay, because some documents look the same, but they're
amended or they might be conflicting. So they really to make sure that it's actually a
duplicate document before they ask for it to be removed. Because we are not going to double
check their work for the most part.

[2:25:59]
I'm not going to sit there and look at that. review of the, yeah, if the agent lost the
document, it's not my father. Luckily, so they're very sure. Um, and then ID ease. Um,

[2:26:19]
I'm definitely having to process for them. Sorry. Was that a sneeze? Yeah. Oh, bless you.

[2:26:32]
Um, I thought that we had an IDE process. Did we just talk about it? Um, hmm. I might have
just been a conversation because I thought for sure there was one. I'm not to ask Ashley,
yeah, because sometimes, you know, we might like talk about something, but then I don't
know, like I thought there was, there was like an IDE process, and it would also require ICM
to use the, like the no claim in shermas, no claim in G shermas,

[2:27:29]
that as well is what. Okay, I don't remember. I'm gonna have to have, because I remember
that being talked about like, we need to have like something, because when we don't have the
documents, like we can't give it back to intake. Like a long time ago, usually we could
always see who, which intake attached to what, And then we could give back to them and say,
hey, you know, send the no claim. This was for, you know, a different injury or something
like that. But there needs to be a way for, I say I'm to do the same thing.

[2:28:06]
So, which is the no claim.

[2:28:10]
So, good on that. I'm not, it's too much. Okay.

[2:28:20]
All right, so moving on, we'll see how much we can cover in the next five minutes because
it's now your favorite iris article. Which one? Oh my God. Maria? I think we need to save
it. All right, now we're going to get this on out the way and get it out the way. Okay. The
only part of the matter that I get it is the. I think it's the four. The. The first five. I
said that. I don't know. Because that really doesn't even work, it's mostly for the office
of this year.

[2:29:21]
Okay. I think if I remember correctly, I think there's one of these under a lost time that
doesn't work or one of these, but let's, okay. So the first thing about this partial shift
matrix is it's always going to be for like mid shift type visits. I'm not pre-shift, not
post-shift, just the management. And, you know, how to code for that day. Okay. So, let's
see here. Use this matrix, confirm if there's a change request or email from the district
with an absence record update. So, that always be important because most of the time it's
just knowing from management what the employee was doing.

[2:30:09]
So the change request will override the matrix as long as the absence record in date is
within 24 hours of the date of service when the return to regular duty date on the medical
is future date at the 24 hour rule does not apply. And the absence of information from the
district the date of service should be coded most severe. Hey, so let's see, when starting
TWA without a verified start date from the district enter the record per the matrix below
and follow the RDS escalation process, that's to send

[2:30:41]
the TWA offer. Okay, so, first one is employee work status on the day prior to the medical
appointment. So basically, what were they doing before? doesn't usually work too well for
like initial office visits. This is usually like mid, you know, like a follow up visit.
Okay, so if before they went to their appointment, they were on regular duty, given regular
duty on their appointment, then that day is going to be coded as easy peasy. Okay, so if
they were previously regular duty before they went to their visit, went to their

[2:31:35]
visit and got restrictions. If the employee returned to work after the medical appointment
or worked at WCode as T-A-W. So, partial shift, we're going to code T-A-W because we can.
They're going to have to be, yes. Yeah. So, again, that's why I'm like, well, if you just
use the absence record guide lines, you should be fine. Okay, so if you were regular duty
going into your appointment, you go mid shift and get restricted duty. If employees did not
return to work after a medical appointment on that day count as a regular duty and start TW
the next calendar day. The only way you

[2:32:17]
you would know this is if management told you. Yeah, I would say done. Yes, so if they asked
for to you to start the next day or, you know, something like that. Otherwise, we would just
do this, which is most severe and start at the same day. So. The only way you know that they
didn't return to work and work is if management told you so. That's how that one would fall.
Um, so now these, I think those, those two is for all presented chief.

[2:32:54]
Um, regular duty did not work, so if they did not work that day, they went in and got
restrictions, we would code STW. If they were regular duty and they did not work and then
they got restrictions if they didn't return to work started the next day. And they would
still be regular duty. So really, the did not work is not necessary to know, honestly,
because it's not like they were lost time. That makes sense. So, and then we have regular
duty, go in midship, get lost time,

[2:33:37]
regular duty, and start next last time in the next calendar day. Again, that still follows
are absence record guidelines. And because there's no partial lost time date has to be the
whole day. Yes, we'll start.

[2:33:58]
Now, if they're regular duty, but they did not work. And again, really, we would only know
that management told us and they're given lost time then we would code lost time however
we're really not going to know if they worked or not unless management told us that so if we
just have a partial shift. We're just going to start last time the next day. Let's see. If
they were restrictions prior to their appointment, if they were working TAW, they go in mid-
shift and get regular duty.

[2:34:45]
That day of service is still going to be coded as TAW because they would have worked part
partially TAW that day. So that day still has to be covered under TAW maybe regularly the
next day. Obviously that one and then restricted duty if they're TAW went in mid shift and
was taken out of work we still code that data service as TAW because they would have worked
a partial shift. Sorry I'm just can do these real quick, and then we'll go last time. So if
employee was on last time, and they go in mid shift,

[2:35:29]
and they, it wasn't lost time, and I get the medical giving regular duty. If they return to
work after that, then hold on. If employee return to work after medical visit and work
regular duty for partial shift code as regular duty. That means ending the sequence one day
before the later service. Huh, yes. Now, if they did not, and again, we only know this based
on how, if management tells us, if not, then we continue coding that data service as lost
time and then put them regular duty the next day.

[2:36:11]
Otherwise, just we would just follow the rules on absence record guidelines. If, um, let's
see, last time restricted duty, if the employee. Where you just keep one. Hold on. Oh, that
one, that one. Okay, last time. Okay, and then they're given restricted duty. Okay, mid
shift, then if the employee returned to work after that visit, then we would code it STW.
And we really know the management told us. Because we're not going to make that decision.
Exactly. So with these here, we wouldn't do this anyways.

[2:36:53]
So really, it doesn't even need to be part of the matrix, because we don't move employees to
TAW without management telling us. So then last time, last time, last time, but yeah. So the
matrix life that I never ever use it because the absence record guidelines works pretty
flawlessly as far as what. Yeah, I mean, I think the only part that I really use, I mean, is
the fight of, fight, I'm sorry, fit ocean. The graduate did not work. It probably did not
return to after the America appointment

[2:37:35]
on that day, kind of, the graduate. And this is mostly for the office of the chief. Yeah, I
agree. I would like to just throw this iris away, to be honest, but yeah, I think maybe make
the people confused. It will, for sure. You know, ask the team, you know, that are thoughts
on that because like how useful this iris even is. I don't think it's useful at all
actually. But yeah, that's just me. All right, so I think we will end it here.

[2:38:18]
So we went over just a little it. And then I think we'll have enough time to finish
everything tomorrow. Yeah. Yeah. Yeah. All right. Thank you, Rochana. Really appreciate all
your Yeah, it's an inspiration. No problem, I'm glad to help.

[2:38:43]
So you would have at your break. See you and see you. Enjoy for break. All right. Bye. Bye.

[2:38:50 to 3:00:00]  ---- 21.2 min of no speech, room noise only, to the end of the file. ----