Workplace Health, Fall 2025

Improving Communication Flow in Workers’ Comp

Shane Mangrum, MD

Physicians play an important role in the process of caring for injured workers and facilitating their eventual successful return-to-work. As part of this role, medical providers ideally do the following:

1. Assess impairment

2. Provide treatment and care

3. Communicate with third parties

Physicians are used to the “providing treatment and care” part of things. They can be neglectful, however, when it comes to the issues related to impairment and recognizing the importance of clear, timely communication with third parties. Medical providers often do not see themselves or their work as part of the return-to-work process. They might consider it to be someone else’s job, or so it can seem.

The truth is, physicians are a critical part of the Workers’ Compensation process of facilitating a successful returnto-work for an injured employee. A study by the U.S. Department of Labor (DOL) has shown that “employees treated by physicians who more frequently used the recommended best practices experienced quicker return-towork” than those not employing best practices.

Communication is critical to successful outcomes. Poor communication from medical providers is cited as the number one issue causing delays in return-to-work, according to WorkCompWire. However, all communication does not have to be poor. Studies have shown that when communication is good, timely, and in line with best practices, the result is fewer disability days and lower disability costs per employee – all according to the DOL.

Here is a list of things physicians can do to improve communication and be better facilitators of successful return to work for injured employees:

Clarify the use of terms and definitions shaping the process of RTW. Terms like restriction, limitation, and tolerance have very specific meanings to adjusters and employers. Physicians, though, may have a looser sense of definitions for these terms. Restriction, for example, is defined by the American Medical Association’s (AMA) A Physician’s Guide to Return-to-Work as “what the patient should NOT do based on the risk of harm.” Limitation is defined as “something the patient cannot physically do.”

Tolerance, on the other hand, relates more to how comfortable a person is doing a given task. These differences have real meaning in the workplace and the area of workers’ compensation, and to do our jobs well, physicians need to use them deliberately.

Provide streamlined, clear forms to communicate restrictions, limitations, and expectations. A return-to-work/work status form should be supplied for every office visit. Remember, it’s not your job as a clinician to decide IF they return to work, only to help safely navigate the necessary restrictions to avoid additional injury or exacerbation of the existing injury.

Be available to communicate in order to navigate potential hurdles to positive outcomes.

Communication is the key. As much as we may try, everyone looks at these situations through their own lens. Sometimes, a single phone call is all it takes to clarify matters and smooth the path back to optimal function.

Shane Mangrum, MD is a double board-certified physiatrist at Axion Spine & Neurosurgery in Atlanta. He specializes in non-surgical treatment of spine and musculoskeletal conditions with a holistic approach. A Harvard and University of Utah graduate, he trained at Mayo Clinic and the University of Utah in physical medicine and rehabilitation.

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Page 49 – Common Workplace Spinal Injuries

Page 52 – Message from the Publisher

2025 Upcoming Educational Events: Workplace Health Magazine gets around!

Disclosure: Event dates could be postponed, cancelled, or virtual. Please use the following as a guide. If you would like your event added to the Workplace Health magazine calendar of events, please contact Michelle Wilds at michellewilds@selectonenetwork. com. Workplace Health magazine would love to come and cover your event.

August

17-20- WCI-Orlando, Florida

24-27-HR Florida Conference and ExpoKissimmee, Florida

25-27- Georgia State Board of WC Conference- Alpharetta, Georgia

September

3-5-Georgia Safety Conference-Savannah, Georgia

7-10 – Tennessee SHRM ConferenceNashville, Tennessee

9-10 – SHRM Mississippi State ConferenceBiloxi, Mississippi

11-Atlanta Logistics Cornhole TournamentHapeville, Georgia

12-Alabama DOL WC Seminar- Orange Beach, Alabama

18 – Defense Collaborative – Fort Worth, Texas

24-26 – SC SHRM State Conference- Myrtle Beach, South Carolina

24-26 – NC SHRM State ConferenceGreensboro, North Carolina

30-October 2- North Carolina WC Educational Conference-Raleigh, North Carolina

October

1-Georgia Workers Compensation Association Employer ForumLawrenceville, Georgia

6- Atlanta RIMS Golf and Pickleball Tournament- Johns Creek, Georgia

8-10- Georgia SHRM Conference- Stone Mountain, Georgia

9- Atlanta Logistics Fall Golf TournamentLocust Grove, Georgia

15-17- National Association of Rehabilitation Providers and Agencies- Fall Conference-Phoenix, Arizona

19-21-South Carolina WC Employers

Association Annual Conference- Myrtle Beach, South Carolina

22-Alabama DOL WC Seminar-Birmingham, Alabama

25-30-American Congress of Rehabilitation Medicine- Chicago, Illinois

28-Defense Collaborative Atlanta eventAtlanta, Georgia

November

6-7- Alabama Workers Compensation Organization-Birmingham, Alabama

10-14- Southern Association of WC Administrators All Committee ConferenceColorado Springs, Colorado

11-13- National WC and Disability Conference- Nashville, Tennessee

19-21- Tennessee PRIMA Annual Conference- Franklin, Tennessee

February 2026

12-13 – South Carolina Environmental Health and Safety Conference – Greenville, South Carolina

26- Workplace Health SymposiumAugusta, Georgia

March 2026

3-4 – WCRI Annual Conference- Boston, Massachusetts

25-26 – Alabama DOL WC SeminarOrange Beach, Alabama

25-27 – CLM Annual Conference – Lake Buena Vista, Florida

April 2026

15- SBWC Regional Seminar- Gainesville, Georgia

20-23 – American Case Management Association Conference- Orlando, Florida

22- SBWC Regional Seminar- Tifton, Georgia

22-23 – Alabama DOL WC SeminarHuntsville, Alabama

22-24 – Georgia PRIMA Annual ConferenceRome, Georgia

27- SBWC Regional Seminar- Cartersville, Georgia

May 2026

3-6- RISKWORLD- Philadelphia, Pennsylvania

4-6 – Tennessee Safety and Health Conference- Nashville, Tennessee

6- SBWC Regional Seminar- Savannah, Georgia

31- June 3- National Council of Self Insureds- Rancho Mirage, California

June 2026

7-10- National PRIMA- Fort Lauderdale, Florida

10-12- Georgia Workers’ Compensation Association – Gainesville, Georgia

16-19- SHRM National ConferenceOrlando, Florida

July 2026

13-17 – SAWCA Annual Convention- St. Petersburg, Florida

August 2026

30- September 2- SHRM Florida State Conference- Orlando, Florida

23-26 – WCI- Orlando, Florida

September 2026

15-16 – Alabama DOL WC Seminar- Orange Beach, Alabama

29-30 – National WC and Disability Conference- Las Vegas, Nevada

October 2026

22-23 – Alabama DOL WC SeminarBirmingham, Alabama

Improving Outcomes through Injured Worker Engagement

Lauren Larkey, PT, MTC, CEAS, NASM-CPT

We often hear the phrase “perception is reality.” While its truth can vary by situation, in the context of workers’ compensation, this saying is particularly relevant. It underscores how communication between key stakeholders can impact the length and cost of injury claims and highlights the need for proactive measures to prevent or identify negative perceptions by injured workers.

A 2016 study demonstrated that higher cost claims were associated with injured workers’ depressed mood, pain catastrophization, and poor recovery expectations. Surprisingly, this same study revealed injury severity and self-reported pain levels were not associated with claim rate of incurrence, duration or costs. Research has also shown that injured workers often feel confused about what is perceived as an overly complicated workers’ compensation system.

Understanding the influences of injured worker perception on treatment outcome and ultimately claims cost, Bardavon has launched an initiative to increase the engagement of individuals undergoing physical or occupational therapy. The Recovery+ program allows Bardavon’s health coaches to directly engage employees through text messaging.

In addition to direct texting, Recovery+ deploys surveys that help the coaches identify potential negative perceptions and respond to feedback in near real-time. In its first six months, Recovery+ has seen over fifty percent (50%) of invited injured workers use the texting platform. The results of our injured worker customer satisfaction surveys showed users returned a median user satisfaction score of 9 out of 10 when rating the following categories:

• Overall Recovery+ program

• Booking an appointment

• Satisfaction with their health coach

User satisfaction with the Bardavon network physical therapist was 10 out of 10.

As expected, there are still injured workers expressing frustration surrounding the gaps in education and communication related to the workers compensation system. In these occurrences, Bardavon coaches serve both as an informational source to the injured worker and as communication liaisons to key stakeholders, such as nurse case managers, adjusters, and health care providers.

The Recovery+ program contains content that educates the injured worker on basic workers’ compensation processes and the roles of various stakeholders. These include the benefits of therapy, punctual attendance, non-pharmaceutical pain management, and how Bardavon health coaches can assist with the recovery process.

This feedback indicates the influence of Bardavon’s Recovery+ program on injured worker’s perception during the recovery process. Being able to make communication easier and proactively intervene with any identified concerns that may impact their rehabilitation or return to work will give the injured worker an experience unique to any other PT/OT Network. The synergistic collaboration with existing nurse-led case management creates positive outcomes for workers and clients.

Judicious utilization of technology keeps injured workers’ perception looking up while driving claims costs down.

Lauren Larkey is Business Development Executive for Bardavon Health, a nationwide digital MSK network. A physical therapist with advanced certifications in manual therapy, dry needling, ergonomics, and personal training, she is also a speaker, CEU presenter, and Georgia Safety Conference board member. She enjoys traveling, fitness, and time with family and friends.

Pertinent Legislation for Employers and Employees

David Langham, Judge

The rest of 2025 will focus on the impacts of the budget reconciliation act (H.R. 1) signed in July, a.k.a. “The One Big Beautiful Bill.” There are perceived Medicaid funding impacts and eligibility, insurability under the 2010 Affordable Care Act (ACA), and likely cost-shifting. Note: there is no mention of workers’ compensation. H.R. 1 may nonetheless impact workplace health and workers’ compensation.

Cost shifting is a primary point. Reductions in federal financial support for Medicaid and the ACA may affect healthcare providers’ bottom line in various ways. If more people choose to be uninsured, providers may have to absorb uncollectible or unpursued care costs. Provider reaction is likely to be increased charges to paying patients—self-pay, health insured, or workers’ compensation. Thus, the overall payment participation shift may pressure the cost of care for workplace injury, as well as employer-provided or subsidized health care, upward. Premorbidity and comorbidity may also be impacted in the workplace. Many work injuries involve pre-existing but relevant health conditions such as diabetes, obesity, and, of course, prior injury or surgery relative to the work injury result. Those conditions may be more readily treated, managed, and controlled by those with access to health insurance of some form. There is therefore some potential that the absence of health coverage may either predispose injury or extend the predictable recovery period after a work injury.

There is also a perspective that those who work, an axiomaticism of “work injury,” will tend to retain either health insurance, Medicaid, or both. The caution may nonetheless remain regarding new hires being in a transitional time—gaining health coverage and readdressing morbidities that might have been less significantly treated during a period before employment. Those newer employees may present more potential for comorbidity interaction with a workplace accident.

That potential should perhaps be considered in conjunction with various studies that have supported that the potential for work injury is notable for new employees. Those new hires are adapting to novel tasks, surroundings, and risks that may require some time to accept, manage, and memorize.

For management, there may be added administrative work related to various states’ “verification requirements” for Medicaid- or ACA-eligible employees required to work. A corollary may be an increase in the volume of job applicants as Medicaid participants seek to satisfy the work requirements of H.R. 1. Many hiring professionals have expressed their perceptions that automation and technology have increased applicant volume already and complicated interview and other process decisions. An increased applicant volume resulting from H.R. 1 may impact that workplace function further.

Any strain on management and systems may be on top of changes in H.R. 1 to tax liability for tip income, overtime pay, and the documentation and reporting associated with it. Those changes will almost certainly moderate rapidly as systems and software adapt. Nonetheless, these broad management responsibility changes bear consideration. Management will have to adapt.

A second potential cost shift may occur in the more practical injury reporting process. There are, anecdotally, some workers who avoid workers’ compensation. They suffer an injury and make a conscious (“I would rather not do comp”) or unconscious (“I don’t remember when/where that bruise, bump, cut, etc. happened”) decision to go see their physician, foregoing reporting to the employer and the breadth of benefits from workers’ compensation. Some of that “comp avoidance” may be simply bureaucracy avoidance, doctor choice, or provider availability. Nonetheless, any absence of health coverage through Medicaid or ACA may conversely encourage some increase in work-injury reporting and the associated investigation, documentation, and management. The choice between workers’ compensation or group/Medicaid is likely different for many than the choice between workers’ compensation treatment, no treatment, or personal out-of-pocket care.

The remainder of 2025 will be interesting as the changes to the workplace, employers, and employees integrated and adjustments are processed.

David Langham has been Florida’s Deputy Chief Judge of Compensation Claims since 2006. He has delivered more than 1,900 professional lectures, published over 40 articles, and 1,800-plus blog posts regarding the law, technology, and professionalism. He authored Florida Workers’ Compensation: Its History, Evolution, and Function (2023) and The Mock Trial Performance (2023). He lives in Pensacola, Florida with his wife Pamela Langham, Esq.

Impact and Aftermath of a Workplace Injury on a Family

Kristin Green

In Workers’ Compensation, it’s not our job to change anyone’s reality, but isn’t it our job to see the reality they may face after the injury occurs?

A Workers’ Compensation injury is not just about the person who gets hurt. Often, there are family members who are lost, scared, and not being heard. They are in a vulnerable place. Of all the millions of Workers’ Compensation claims we see in a year, how often do we hear the voice of a child of an injured employee? How often do we take the time to learn more about what they encountered and the effects on their mental health?

In 1993, Chris Mosher was eight (8) when his father fell twenty (20) feet from a ladder at work. He landed on the concrete on his elbows, giving him significant back, shoulder, and neck injuries that resulted in numerous surgeries over the years. His dad was unable to resume his career. Now a single-income family, Chris’s mom took on the responsibility of taking care of everything. Chris remembers thinking, “My dad will never be able to throw a baseball with me again.”

At such a young age, children’s psyches are not fully developed, and they don’t completely understand when things go wrong, why it happened, and oftentimes, they take on challenges themselves at a young age.

When a family faces an injury that puts someone out of work indefinitely, the immediate concern is income and paying the bills. With Chris’s dad having a catastrophic injury, his mom worried about all the doctor visits, surgeries, and working with the insurance carrier to accomplish all of this, giving her little time to work while providing for the family.

Life wasn’t easy, but they made the most of what they had – their family unit and the will to keep going strong. Chris recalls hard days for his mom, watching her struggle to get things done urgently for his dad, who was often in pain. They went through years of battles with the insurance carrier.

Chris and his brother, Dave, began working at a young age, as they realized how they could contribute to a tough situation. The young men grew up faster than most and gave it their all to pay their way, when and where they could, to diminish the burden of the impact of their dad’s workplace injury on the family. They learned how to manage their money and help as much as they could. This directly impacted the work ethic they have carried throughout their lives.

What we don’t consider is the impact a parent’s injury can have on the mental health of children. Children shouldn’t have to take on responsibilities at a young age, worry about how the bills would be paid, or wonder where the next meal would come from.

Chris’s dad had a love for sports and collectibles. Chris, wanting to do more with his dad, also developed a love for both. Around 1999, Chris began buying and selling collectibles, such as trading cards, and started to sell them on eBay. Chris created DDC Collectibles (Dave, Dave, Chris) as a way to do something together, with something they all loved. Eight years ago, they created an LLC, and now his dad enjoys his time with a hobby he is passionate about with his two sons.

Here are some of his perspectives on the impacts and how this has changed his life, and thoughts on how to help children who have had this kind of situation in life:

What do you feel the impact was on your dad?

“It changed the direction of his life, his day-to-day, and growing his career. It changed how our family operated. Being such a personable man and loved by many, it took away the daily connection with people for some time.”

Your mom?

“My mom’s life got flipped upside down. When the injury happened, she was taking care of everything – doctors’ appointments, managing the claim with the insurance carrier, and taking care of us. For what was probably an impossible situation at the moment, she was relentless in doing everything she could to keep our lives as normal as they could be. She’s the strongest woman I know.”

Your brother?

“I am incredibly grateful for my brother, Dave. It’s an absolute gift to have a brother to help me navigate, even if things were difficult for him. He always showed me that things were good and still does to this day.”

And the impact it had on you?

“A lot of how I viewed things shifted tremendously. There were a lot of stages of anger, sadness, and worry. But then I flipped it, and I am grateful my dad is alive. It could have been a lot worse. It showed Dave and me that family is first, and we have always been that way, no matter what the circumstances. Everything I have done in my career is a direct reflection of my childhood, always wanting to give back.”

How has this event in your life changed the way you live each day?

“My perspective is a lot different than most. You only learn through experience. Each challenge built my character. I have it in me to always be grateful to have the opportunity to do the things I do and be involved with the amazing people I have in my life. Life is hard, and it’s hard on varying levels for people depending on what’s going on in their lives. Even on my tough days, I have it better than most, and it’s my goal to be as impactful as I can to make a difference in someone’s life. My life is spent serving, guiding, and providing. That’s how my childhood shaped me.”

What could our industry have done differently?

“It was a different world at that time. I saw my mom struggle daily with coverage on all things to take care of my dad. I never understood that. You have someone with a catastrophic injury, and everything is an obstacle. It was chaos – one challenge after another. He needed care – everything was so delayed, and it was so difficult to get things done. The industry could be better at avoiding delays in care when you are dealing with a human being who’s injured and needs immediate care.”

What can you share with others who’ve had a parent injured at work?

“Take a deep breath. Maybe two. There are a lot of people in the world who are ready to help you – be open to it. No matter how tough things get in your mind. Life is great – just keep moving forward. Be the positive force your family needs.”

What actions have you taken to make a difference for other children who are going through something similar?

“I coached and ran a baseball club for fifteen years. It was really impactful this past year to learn that Kids’ Chance existed. Once I started meeting board members of Kids’ Chance across many states, I knew I could make a serious impact here, speaking, guiding, helping fundraise, and lending my network to an incredible community of really great people.”

Chris is now the CEO and founder of Authentic Apparel. Before that, he was the vice president of apparel for 3 Step Sports. And before that, he ran one of the largest baseball fast-pitch clubs in the country, Northeast Hurricanes. He coached for over fifteen years, guiding and mentoring countless athletes who still stay in touch with him to this day.

Now, Kids’ Chance is near and dear to Chris’s heart. This wasn’t an opportunity he and his brother had thirtythree (33) years ago. Chris has been connecting with chapters across the country to share with them his story and would like to set up a program for each state to increase scholarship funds.

This is his way to give back, make the biggest impact, and help positively change children’s lives. He would also like to offer mentorship to any of the children impacted by a parent being injured. Once you’ve been in those shoes, you can relate to the situation. Though each person is different, it’s another way to give back.

Reflecting on what a child goes through during this time is a reminder that we can still be kind, see the perspective of the whole family, and work within the confines of workers’ compensation regulations and rules. Sometimes it’s about giving someone a voice to share because it can change the trajectory of a claim and someone’s life.

Be open to learning and listening. Be open to being the change in our industry and seeing the vulnerability of an injured employee and their family. Be the good human we all have in us. Embrace the perspective.

Kristin Green, President and Chief Purpose Officer of David Corey Company, leads with passion, purpose, and twenty-two (22) years of business development experience. Founder of Bag of Happies, she champions kindness in workers’ compensation, advocating for injured employees to be seen, heard, and valued while inspiring a culture of good humans.

A Message from the Chairman

Ben Vinson, Chairman and Chief Appellate Judge

Howdy y’all! Hope everyone is having a fun and successful year so far. We are staying on track at the State Board of Workers’ Compensation to provide efficient and effective service for our many interested parties and stakeholders. We enjoyed hosting our 2025 Regional Seminars in Valdosta, Alpharetta, and Savannah, with an entertaining program at each site and excellent panel presentations on the issues that matter most for workers’ compensation professionals in Georgia. We are very excited about our upcoming Annual Educational Conference and our Insurance Adjuster Training Program to be held August 25-27 at the Hotel at Avalon in Alpharetta. The 2025 theme is Pioneering Uncharted Territories in Workers’ Compensation: Adventures in the New Frontier. It will be action-packed and filled with valuable content, so saddle up and join us for a fantastic lineup of speakers and events.

On the 2025 legislative front, the Georgia General Assembly finished the session when they adjourned sine die on Friday, April 4. Much of the focus this year was on tort reform, state income tax cuts, school safety, and as always, the state budget. The FY2025 amended budget and the FY2026 full budget included support for hurricane relief, infrastructure, education, workforce development, and public safety. We are grateful to Governor Kemp and our legislative leaders for supporting our agency in the budget and throughout the legislative process. Here are more details on a few issues relevant to the workers’ compensation system.

Peace Officers:

HB105 was amended late in the session to add language from SB279 regarding the peace officer indemnification fund. We worked with Senator Brian Strickland on the best wording to accomplish the goal of providing notice to DOAS and the injured peace officer when the State Board believes a peace officer is eligible for the fund. HB105 passed both chambers and was signed into law by Governor Kemp on May 8. We are coordinating with DOAS on the specific notice procedure.

Professional Employer Organizations (PEOs):

HB250 passed the House and remains in the Senate Insurance committee for next year. We facilitated discussion on this issue in Advisory Council and received very helpful feedback. HB250 is based on a model act for PEOs and includes a few provisions that raise concerns for different stakeholders in our industry. Fair comments were delivered at the different committee hearings, and we will continue to follow this issue into the next session to find out if any form of regulation for PEOs is possible.

Longshore Act:

HB574 and SB321 were introduced and remain in their respective committees for consideration next year. Both bills seek to shift Georgia law from concurrent state and federal jurisdiction to exclusive federal jurisdiction for longshoremen’s work injuries. We have discussed this issue with the Advisory Council a few times in the past, so we are in a good position to study it again in detail and be prepared for further consideration as the legislative process plays out.

Have a great finish to the year in 2025 and feel free to contact me anytime with questions or comments about the State Board or any other matter. Ben Vinson is the Chairman and Chief Appellate Judge of the State Board of Workers’ Compensation, appointed by Governor Brian Kemp in May 2021. He handles policy and regulatory issues for the state agency in addition to hearing workers’ compensation cases on appeal. He graduated from Furman University and the University of Georgia School of Law. He resides in Greensboro, Georgia, with his wife and two children.

Education and Engagement to Improve Outcomes

Brian Allen

There’s an adage: “An ounce of prevention is worth a pound of cure.” In the workplace, this typically refers to safety training and ergonomic practices aimed at preventing injuries.

Since its creation in 1911, the Georgia Department of Labor has worked to uphold such safety measures, and federal standards followed with the establishment of the Occupational Safety and Health Administration (OSHA) in 1971. One key principle of safety is education and training employees to do their jobs safely. But what about after an injury occurs? What form of “prevention” can help recovery?

Emerging research highlights the value of patient education and engagement in injury recovery and surgical preparation. The Four Pillars of Recovery are 1) mindset, 2) nutrition, 3) physical activity, and 4) rest, and are shown to significantly improve outcomes, yet these are rarely emphasized in traditional treatment plans.

After a workplace injury, employees often face fear, frustration, and uncertainty. Helping them stay positive and focused on recovery is critical. Research published in Arthroscopy (Dec. 2024) by Berthold and Boorman found that “high psychological resilience plays an important role in achieving a positive postoperative outcome.” Supporting a mindset can lead to better mental health, less pain, and improved function.

Nutrition is another often-overlooked factor. A 2025 study in the Healthcare Journal (Basel) reported that twenty-four to sixty-five percent (24–65%) of surgical patients are malnourished or at risk, not due to hunger, but from eating the wrong types of food. Proper education can help employees understand the nutritional needs essential for healing and withstanding surgery.

Physical activity is generally understood to help recovery, but few recognize the benefits before surgery. According to the UK’s Centre for Perioperative Care, pre-surgery exercise can cut the risk of complications by around forty percent (40%). With the right tools and guidance, employees can be encouraged to safely stay active before and after surgery.

Rest is also crucial, but it must be quality rest. True rest isn’t opioid-induced sedation or passive inactivity. It’s sleep that follows a balanced, active day, allowing the body to focus energy on healing. Education can help employees understand and prioritize this form of rest.

A comprehensive patient education program that addresses these four pillars—mindset, nutrition, physical activity, and rest—can help injured employees stay intentionally focused on recovery. For those needing extra support, peer-to-peer coaching can enhance engagement. Dr. Melissa Tonn of OccMD in Dallas, Texas, reports ten to thirty percent (10–30%) better outcomes using an education and engagement program.

Injured workers want to recover; they just need to know how. An ounce of education and engagement early in the recovery process can help save a pound of costs related to a protracted return to work.

Brian Allen, co-founder of Optimized Outcome Solutions and VP of Government Affairs at Mitchell’s Pharmacy Solutions, is a national expert in workers’ compensation policy. A former Utah state legislator, he’s passionate about improving injured workers’ recovery through education, advocacy, and industry leadership.

Smaller Employers, Smaller OSHA Penalties for Safety Violations

Graham Newsome, J.D.

In a move designed to bolster small business support while enhancing workplace safety and compliance, the U.S. Department of Labor (DOL) has released updated guidance related to penalty and debt collection procedures through the Occupational Safety and Health Administration (OSHA). This change, announced on July 14, 2025, and documented in OSHA’s Field Operations Manual, is aimed at easing the financial and procedural burden on small businesses while ensuring prompt hazard abatement. The policy change reflects a broader strategy to promote regulatory fairness and improved compliance across employers of varying sizes.

The central thrust of this policy is to tailor the enforcement of safety regulations in a way that acknowledges the limitations and constraints faced by small businesses. In essence, this approach attempts to strike a fair balance between accountability and flexibility. By reducing penalties for smaller employers and those acting in good faith, OSHA hopes to promote cooperation and voluntary compliance, rather than punitive enforcement alone.

Key Changes to OSHA’s Penalty Policy

The revisions in OSHA’s Field Operations Manual bring about several important changes in how penalties are assessed and applied. Among the most impactful updates is the increase in penalty reductions available to small businesses. Previously, only employers with ten (10) or fewer employees could qualify for a seventy percent (70%) penalty reduction. Under the revised guidelines, this eligibility now extends to employers with up to twenty-five (25) employees.

This significant shift in policy reflects a growing recognition of the challenges small employers face in complying with federal safety regulations. Expanding the size threshold means more businesses can access reduced penalties, allowing them to allocate more of their limited resources toward actually addressing hazards in the workplace, rather than paying fines.

Additionally, the new guidance introduces a provision that allows for a fifteen percent (15%) penalty reduction for employers who take immediate action to correct or address identified hazards. This rewards swift compliance and encourages employers to resolve safety issues quickly rather than delay or contest citations. It represents a shift in OSHA’s enforcement philosophy—moving away from purely punitive measures and toward proactive, outcome-focused responses.

Consideration of Compliance History

Another significant aspect of the new policy is the expanded penalty reductions based on an employer’s history of compliance. The updated procedures now allow for a twenty percent (20%) penalty reduction for businesses that either have never been inspected by federal OSHA or a state-run OSHA plan, or have undergone inspection within the last five years and were found to be free from serious, willful, or failure-to-abate violations.

This change reinforces the concept of rewarding employers for consistent compliance and responsible safety management. It provides a financial incentive for businesses to maintain clean safety records and fosters a culture of continuous improvement and diligence in workplace safety practices.

Employers who demonstrate a commitment to workplace safety over time—and have a verifiable track record to support that commitment—are recognized through reduced financial penalties. This revision not only encourages long-term compliance but also lessens the financial impact of isolated or minor infractions.

Effective Date and Scope of the New Guidelines

The revised guidance went into effect immediately upon its announcement. However, OSHA made clear that penalties assessed before July 14, 2025, will remain subject to the previous penalty framework. For ongoing investigations or open cases where penalties have not yet been issued, the new policy will apply, allowing employers currently under review to potentially benefit from the revised reduction criteria.

This detail is important, particularly for businesses already under investigation, as it may affect their penalty exposure and compliance strategy moving forward. By delineating a clear cut-off and implementation policy,

OSHA ensures procedural clarity for both inspectors and employers navigating the enforcement process.

Discretion and Enforcement Integrity

While the revised policy is generally favorable to small and compliant employers, OSHA retains the discretion to deny penalty reductions in certain cases. Specifically, if an adjustment would not support the goals of the Occupational Safety and Health Act (OSH Act), OSHA can withhold reductions. This provision ensures that the flexibility offered by the new guidelines does not compromise the core mission of protecting worker safety.

This discretionary authority acts as a safeguard, ensuring that reductions are applied judiciously and that habitual violators or egregious offenders do not benefit from leniency. In other words, while the policy is more accommodating to responsible small employers, it still holds all businesses accountable when necessary.

Broader Implications for Workplace Safety and Economic Development

This policy change aligns with the broader federal effort to stimulate small business growth and reduce regulatory burdens, especially in the post-pandemic economic landscape. By decreasing the financial penalties for small businesses and incentivizing prompt hazard abatement, OSHA encourages a more collaborative relationship with the private sector.

Small businesses—often considered the backbone of the U.S. economy—can now redirect funds that might have gone toward paying penalties into enhancing safety measures, hiring compliance staff, or investing in training and protective equipment. In the long term, this could result in safer workplaces, fewer accidents, and improved productivity.

From a regulatory perspective, the emphasis on good faith compliance, historical safety performance, and prompt hazard mitigation marks a strategic shift toward supportive enforcement. It signals OSHA’s intent to work more closely with businesses, especially smaller ones, as partners in workplace safety rather than simply as subjects of regulation.

Encouraging a Culture of Safety and Responsibility

Perhaps one of the most meaningful takeaways from the revised policy is its emphasis on cultivating a proactive culture of workplace safety. By linking financial incentives to positive behavior—such as swift abatement of hazards and clean inspection histories—OSHA is effectively steering businesses toward long-term investment in safety infrastructure.

Instead of operating in fear of fines and penalties, employers are encouraged to view OSHA as a resource for building safer work environments. This could lead to greater openness in reporting hazards, more willingness to undergo voluntary inspections, and increased interest in training and safety programs.

In this light, OSHA’s updated penalty and debt collection guidance is more than a regulatory adjustment—it’s a strategic policy move aimed at transforming how businesses interact with federal workplace safety oversight. By blending enforcement with support, it sets the stage for a more effective and cooperative compliance ecosystem.

Conclusion

In summary, the U.S. Department of Labor’s update to OSHA’s penalty and debt collection policies represents a significant step forward in aligning workplace safety enforcement with the needs of small businesses. With expanded eligibility for penalty reductions, new incentives for prompt hazard correction, and recognition of positive compliance history, the revised guidance is poised to promote safer workplaces without unduly penalizing resource-constrained employers.

Graham Newsome, J.D., is a partner with Chartwell Law out of Atlanta, defending corporations in employment litigation cases. He received both his undergraduate and law degrees from the University of Georgia.

More Than a Claim Number: Seeing the Human Behind the Injury

Kermit Jones, Jr., DMin

When someone gets injured on the job, the world doesn’t just pause. Bills are still due. Groceries still need to be bought. Children still need support. But for the injured worker, everything else becomes uncertain: income, stability, dignity, and often, identity.

What may appear on a spreadsheet as “Claim #247894” is, in fact, a person facing a life-altering crisis. The workers’ compensation system exists to provide support during these moments, yet the process itself can unintentionally compound the injury psychologically, emotionally, and socially. Understanding this is not just a matter of improving outcomes. It’s a matter of humanizing them.

The Cost Beyond the Diagnosis

When a worker gets hurt, their pain isn’t limited to a physical wound. The injury often triggers a cascade of psychosocial challenges: isolation, financial stress, anxiety, depression, and a loss of purpose. Many workers tie their identity to their job; it defines their value, routine, and even social interactions. Losing that routine means losing more than a paycheck.

For those living paycheck to paycheck—which includes many in the working-class communities served by state systems—one missed check can mean the difference between their family eating or going hungry. It can mean skipping medications, overdue utility bills, or the inability to cover gas for medical appointments. In states like Alabama, where economic vulnerability is already high, these disruptions can create long-term instability. It’s not that the system doesn’t care. It’s that the system isn’t built to feel. People are. And that’s where adjusters, claims processors, and case managers have an opportunity to become more than functionaries. They can become anchors of empathy in a storm of confusion.

The Power of Being Seen

Years ago, I had a billing dispute with a cable company. I was supposed to receive a promotional discount, but it wasn’t applied. When I called to resolve the issue, I was transferred to a representative named Samantha, who insisted there was nothing she could do. She became increasingly agitated to the point of being short-tempered, dismissive, and angry.

Rather than escalate, I paused and gently asked, “Samantha… is everything okay?”

There was a long silence. It took a few moments before I realized she was crying.

Samantha told me her grandmother had just passed away. The woman who raised her. She’d recently moved to a new town, exhausted all her sick leave caring for her daughter, and wasn’t able to attend the funeral. Her family was angry, accusatory, and unforgiving. Samantha was broken.

All I did was listen. Toward the end of our conversation, I asked, “What would your grandmother say to you right now?” Samantha paused, then said, “She’d probably tell me it’s going to be okay. We already said our goodbyes.” I echoed back, “Then I’ll simply tell you what she would: It’s going to be okay.”

I then asked if she wanted me to simply stay on the phone with her until the end of her shift in a few minutes, an offer she declined. She asked me to wait a few more minutes.

She fixed my bill (the one she couldn’t do anything about earlier). I insisted that wasn’t my intent, and she said, “You’re the first person who hasn’t yelled at me today. And you saw me as a human being.”

That’s the lesson. The gift of empathy isn’t about fixing everything. It’s about seeing someone, fully, even in their lowest moments.

Psychosocial Considerations: Not Barriers, But Realities

In workers’ comp conversations, we sometimes hear the term psychosocial barriers. But the word “barrier” implies something negative: something to overcome. What if, instead, we thought of them as considerations? These are the everyday struggles people face: transportation issues, childcare needs, grief, fear, shame, lack of digital access, or simply not understanding the system. Dismissing these realities as “non-compliance” is easy. However, recognizing them as signs of deeper struggle is where empathy begins.

When a worker misses a follow-up appointment, it may not be due to indifference. It might be because they didn’t have gas money or because their only babysitter fell through. What seems like irresponsibility may be a sign of exhaustion or quiet despair.

Empathy doesn’t require us to excuse irresponsibility. It requires us to pause and ask better questions before making (often wrong) assumptions.

The Emotional Toll of Delay

One of the most damaging psychological blows a worker can face after injury is uncertainty. Not knowing if a claim will be approved. Not knowing when the next check will arrive. Not knowing if they’re being believed. Not knowing if they can trust their adjuster.

Understand, we know adjusters can be trusted. Yet, some days stretch into weeks with no communication, allowing fear to creep in. That fear doesn’t stay in one place; it expands. It damages trust. It fuels resentment. And sometimes, it causes a person to give up altogether.

This is why a simple call saying, “I haven’t forgotten about you. There’s no update yet, but I promised I’d call,” can do more than any policy manual. It restores trust. It reminds the injured worker that they are not alone in the process.

Working with the Working Poor

In A Framework for Understanding Poverty, Dr. Ruby Payne describes how the working poor often live with a “tyranny of the moment.” The focus is on immediate survival, not long-term planning. If you’ve never had to count quarters for gas or wonder how you’ll feed your kids, it can be easy to overlook how critical small delays or denials are to someone’s well-being.

Mileage reimbursements aren’t just about fairness; they may be how someone gets to their next medical appointment. Denying a claim for lack of a form may feel like due diligence, but to the worker, it may feel like betrayal.

To navigate this complexity, we must see the person behind the paperwork. We must recognize the difference between a system that protects itself and a system that serves.

The Role of Trust

Everything hinges on trust. When injured workers follow up repeatedly, it’s not always because they’re impatient. It’s often because they’ve learned (through lived experience) not to count on the system. They’re not doubting you personally. They’re doubting the reliability of a process that may have failed them before.

Trust is built through consistent, compassionate communication. If you say you’ll call, call (even if there’s no update). If you promise to follow through, do it (even if the outcome isn’t what they hoped for). If you need to preschedule a couple of emails that each have different resources, they can go a long way to reminding people they are not forgotten.

Trust doesn’t mean always saying yes. It means always being honest, clear, and humane.

A Call to See Differently

The people you work with may come across as angry, defensive, or even hostile. But ask yourself: Are they bad people … or just people who’ve been hurt?

If we can remember that everyone we encounter is fighting battles we cannot see, then empathy becomes more than a feeling … it becomes a professional skill. It becomes the quiet power that transforms a claim into a conversation and a case file into a person.

You may be the only person the worker speaks to today who doesn’t see them as broken, irresponsible, or expendable. You may be the one voice that reminds them of their dignity. You may be the first one to see them not as a claimant, but as a human being.

Kermit Jones, Jr. is an author, speaker, and executive coach specializing in leadership development, organizational culture, and business growth strategies with a focus on resilience, empathy, and measurable impact.

Compensability Determinations in South Carolina

Andrew T. Smith

As a Workers’ Compensation defense attorney, one of the most common questions I receive is whether an alleged accident qualifies as compensable under the South Carolina Workers’ Compensation Act. Generally speaking, to be compensable, injuries by accident must (1) “arise out of the employment and (2) occur during the “course of employment.”

To be clear, this two-part test under Section 42-1-160 is distinct from the colloquial phrase “in the course and scope of employment.” Further, within the two-part test under 42-1-60, each element is distinct from the other, but each element must be satisfied in the threshold inquiry of compensability for a standard injury-by-accident. In denied claims, the Claimant must prove that the accident was compensable to be entitled to benefits under the Act.

Under the first part of the test, “arising out of” refers to the origin or cause of the accident. The case law on this subject in South Carolina is extensive, and it addresses many different factual scenarios. The short version is that there must be a causal connection between the Claimant’s employment and the alleged injuries. Of course, one of the most common scenarios we see is where the Claimant is alleging that an acute work accident aggravated a medical condition that pre-existed the accident itself. South Carolina’s aggravation rules are extremely claimantfriendly. As a practical matter, the Claimant must simply obtain the required medical evidence (often in the form of a questionnaire) stating that the Claimant’s work accident aggravated the Claimant’s pre-existing condition. Therefore, when evaluating this element, I typically recommend that carriers conduct an ISO search and investigate the Claimant’s prior medical history.

Under the second part of the test, the phrase “in the course of employment” refers to the time, place, and circumstances in which the alleged accident occurred. In most alleged work accidents, this is an easy question to answer if the Claimant was performing their normal job duties when the alleged accident occurred. Still, it is critical to be aware that South Carolina law addresses compensability differently in many situations where a Claimant is not performing their typical job duties when the accident occurs.

For example, under the Going and Coming Rule, injuries sustained while an employee is driving from home to work (or vice-versa) are typically not compensable. However, South Carolina law sets forth several exceptions to this rule, including when the means of transportation is provided by the Employer, or when the Claimant’s travel time is included in their wages. The inquiry for this element is fact-specific, so it is critical to thoroughly investigate the circumstances of questionable accidents before determining compensability.

Ultimately, when questions arise about the compensability of an accident, I recommend that you contact local defense counsel before making a compensability determination so that the claim is handled appropriately from the outset.

Andrew T. Smith is a workers’ compensation defense attorney in the Charleston, South Carolina, office of Willson Jones Carter & Baxley, P.A. Andrew handles a wide variety of workers’ compensation claims. Andrew is also a member of the South Carolina Workers’ Compensation Educational Association. He can be reached at atsmith@wjcblaw.com.

The Clinical Pathway of an Injured Worker: A Strategic Approach to Improving Outcomes and ROI in Workers’ Compensation

Carlos Pinedo

In the interconnected system of workers’ compensation, the appropriate clinical pathway for our injured workers is pivotal. From the moment an injury occurs, a chain of decisions is set in motion that can either streamline recovery for safe return-to-work or create costly direct and indirect costs in care. This article outlines the critical stages of that journey, identifies key stakeholder roles, and highlights opportunities to align clinical best practices.

Journey into Your Average Employee’s Workday

Each morning, millions of employees across the country wake up and go about their daily work routines. They grab a quick breakfast, commute through familiar streets, clock in, work several hours before grabbing lunch on the go, then clock out to return home. Whether working in a warehouse, office, factory, or field, the average employee shows up ready to meet their employer’s expectations. Often pushing through fatigue, distractions, or physical demands. The journey in our pathway involves our hard-working employees who, unfortunately, experienced a work-related injury.

Early Identification & Rapid Response

The pathway begins with early recognition. Prompt injury reporting, rapid clinical triage, and streamlined referral processes set the tone for the entire recovery. Engaging with an experienced provider in functional outcomes significantly reduces unnecessary delays and minimizes risks. Workers Comp Specialists performing tests, including Pre-Employment Testing, ergonomic interventions, and Job Site Analysis, help employers align function and identify risk factors for greater safety environments.

As a stakeholder, we should also take a deeper look at our involvement in the employees’ recovery. Are we clearly communicating, guiding, and educating the injured workers throughout their process? Does the injured worker understand, trust, and buy-in into their own recovery? In any instance, the injured worker’s motivation and compliance can shift negatively, resulting in greater challenges and costly claims.

The appropriate steps and timely involvement with the right providers are crucial. It’s a cost-saving imperative with costs increasing each passing day from direct and indirect expenses. Delays increase the likelihood of chronic pain, psychosocial complications, and ultimately, claim costs. Over the last two decades, working directly with injured workers, I often come across other underlying psychosocial behaviors. Those involved in an employee’s recovery should consider other factors impacting the recovery process. The work-related injury not only affects their ability to work but also affects their lifestyle critical to physical and mental stress. This often leads to changes in behavior, including lack of motivation, fear of losing their job, symptom magnification, depression, anxiety, and frustration. On average, the injured worker receives their first Physical Therapy treatment two to three weeks post injury, increasing employee frustration, requiring a skilled therapist to “Disarm & Engage” providing support and assurance with employee buy-in, which plays a key role in outcomes.

Once the injured worker enters care, a comprehensive evaluation is essential. Initial treatments usually involve Physical/Occupational Therapy. At times, leading within specialized testing, including Functional Capacity Evaluations, utilizing Physical Demand Classifications. To properly assess an IW for RTW capabilities, an updated, detailed Job Description is required to ensure each job-specific task is assessed for safe RTW for full duty or when recommending Modified Duty for permanent limitations when needed. In this phase, clinicians, MDs, case managers, and adjusters align on RTW expectations. Establishing clear, measurable goals and a recovery plan of care.

Multidisciplinary Coordination & Communication

Minor injuries within a healthy employee may not require such extensive recovery plans; however, a high percentage of work-related injuries is more traumatic than the average. As a Stakeholder, consider the employees’ comorbidities and past medical history on how they contribute to recovery. Collaboration ensures every stakeholder stays aligned with open communication and outcomes. Team-based approach helps reduce miscommunication, time delays, unnecessary expenses, and patient frustration. It empowers the injured workers, providing clear plans and a support system throughout recovery.

Clinicians who engage with both patients and payers help increase recovery, encourage adherence to goals, and reduce delays. From a stakeholder perspective, consistent communication means fewer surprises, strategic planning, and more control over claim direction, promoting patient compliance. As the injured worker progresses, therapists must reassess and communicate changes in function and physical readiness. This guides employers on whether a modified duty role is appropriate or if the worker is prepared for full duty. This progression promotes safety, healing, delivers measurable returns, reduces costs, shortens claim durations, and creates a more resilient workforce.

A Clinical Pathway Built on Partnership

Fostering strong relationships with your Stakeholders is key while collaborating with the right resources whose best interests and intentions are to help the employee in their recovery. Successful recovery is the result of coordinated care, clear communication, and shared accountability. By aligning clinical expertise with strategic oversight, stakeholders can create a pathway to support healing, reduce costs, and ensure a safer, workforce. The clinical pathway isn’t just about It’s about and

Carlos Pineda is a Senior Regional Workers’ Compensation Specialist at CORA Physical Therapy with over twenty years’ experience. He oversees multi-regional operations, specializes in FCEs, ergonomic assessments, and occupational health programs, and holds multiple certifications. A recognized industry speaker, he’s known for clinical expertise, leadership, quality assurance, and strong stakeholder relationships.

Revolutionizing Spine Surgery with Robotic Technology

Larry Parker MD

In recent years, robotic-assisted technology has transformed many areas of healthcare — and spine surgery is no exception. At TOC, we’re proud to offer advanced robotic guidance in spinal procedures, providing patients with a safer, more precise approach to care.

Spine surgery is complex. The spine houses the spinal cord and an intricate network of nerves that impact mobility, sensation, and overall health. When injury, degenerative conditions, or structural abnormalities lead to chronic pain or instability, surgery can become necessary. Historically, traditional spine surgery required large incisions and greater disruption of surrounding tissue, often leading to longer recovery times and higher risks. Robotic-assisted surgery has changed that landscape.

With robotic guidance, spine surgeons can now achieve a higher level of precision when placing screws, implants, or other hardware needed to stabilize the spine. The process begins well before the operating room; it starts with a detailed pre-operative plan. Using 3D imaging from CT scans, surgeons create a customized map of the patient’s spine. This allows us to plan the exact size, placement, and angle of each implant, tailored to each patient’s unique anatomy.

During surgery, the robotic system translates this virtual plan into real-time assistance. The robotic arm helps guide the surgeon’s instruments with sub-millimeter accuracy, minimizing the risk of human error and reducing the need for repeated imaging during the procedure. Importantly, the surgeon remains fully in control; the robot does not perform the surgery itself, but rather enhances the surgeon’s capability. For patients, robotic spine surgery can offer multiple benefits:

• Smaller incisions: Less disruption to muscles and tissues surrounding the spine.

• Reduced blood loss: The precision of the technique limits trauma to nearby structures.

• Lower risk of complications: Improved accuracy can reduce the likelihood of misplaced hardware or revision surgeries.

• Faster recovery: Many patients experience less post-operative pain and a quicker return to work and daily activities.

These advantages can be particularly important in the context of workers’ compensation cases, where getting individuals safely back to work is a top priority. Industries that involve heavy labor, repetitive motion, or physically demanding tasks often see spine injuries or degeneration over time. Robotic-assisted surgery can provide a pathway to faster, more reliable recovery for these workers, supporting both personal health and workforce productivity.

Of course, not every patient is a candidate for robotic spine surgery. The decision depends on the specific condition, overall health, and the complexity of the case. However, for many procedures, including those to address degenerative disc disease, spinal stenosis, and certain fractures, robotic assistance offers a valuable option.

At The Orthpaedic Center, we’re committed to delivering the most advanced care to our patients, and roboticassisted spine surgery is just one example of how innovation is reshaping the way we treat spinal conditions. For patients facing the possibility of spine surgery, it’s worth asking your surgeon whether robotic assistance is an option that might enhance your outcome.

Larry Parker MD is a board-certified orthopedic spine surgeon specializing in advanced spine care, including minimally invasive and robotic-assisted surgery, dedicated to helping patients restore mobility and improve quality of life.

Majority Group Plaintiffs Have the Same Burden Under Title VII

Graham Newsome, J.D.

On June 5, 2025, the U.S. Supreme Court issued a unanimous decision in Ames v. Ohio Department of Youth Services, fundamentally reshaping how courts interpret Title VII of the Civil Rights Act of 1964. The ruling struck down a judicial doctrine used in several federal circuits that imposed a higher burden on plaintiffs from majority demographic groups—such as white or heterosexual individuals—when alleging workplace discrimination.

The Court affirmed that Title VII protects all individuals equally, regardless of their group status.

Facts of the Case

Marlean Ames, a heterosexual woman employed by the Ohio Department of Youth Services since 2004, applied for a management role in 2019. She was passed over in favor of a lesbian candidate and later demoted, replaced by a gay man. Ames sued under Title VII, alleging discrimination based on her sexual orientation. Both the District Court and the Sixth Circuit Court of Appeals ruled against her, citing the McDonnell Douglas burden-shifting framework and requiring Ames—because she was from a majority group—to show “background circumstances” suggesting her employer was unusually biased against such groups. This added hurdle had created a split among federal circuits, with some imposing this extra burden while others did not.

The Court’s Analysis

Justice Ketanji Brown Jackson, writing for a unanimous Court, rejected the “background circumstances” rule as incompatible with Title VII’s plain text. The statute protects “any individual” from discrimination based on race, color, religion, sex, or national origin—without distinguishing between majority or minority status. The Court emphasized that legal standards must be consistent and individual-focused, not based on group identity.

Furthermore, the Court criticized the rigid application of the McDonnell Douglas framework. While reaffirming that framework’s general utility in discrimination cases, the Court clarified that it should remain flexible and context-specific. Adding an extra evidentiary burden for majority-group plaintiffs goes against the framework’s intended purpose and the text of Title VII.

What the Court’s Decision Means

Majority-group plaintiffs no longer need to prove “background circumstances” to bring a discrimination claim, leveling the legal playing field under Title VII. This decision also reinforces a textualist approach, relying strictly on statutory language rather than judicially invented doctrines. Lastly, the decision acts as a cautionary flag for courts that shape the burden-shifting framework of McDonnell Douglas into a rigid test.

This ruling removes the circuit split, ensuring uniform application of Title VII nationwide. It also enhances access to legal remedies for majority-group employees and may prompt employers to reevaluate their diversity, equity, and inclusion (DEI) policies to avoid unintentional discrimination. Ultimately, the Ames decision affirms the foundational principle that civil rights protections apply equally to all individuals, regardless of demographic identity.

Graham Newsome, J.D., is a partner with Chartwell Law out of Atlanta, defending corporations in employment litigation cases. He received both his undergraduate and law degrees from the University of Georgia.

Speedy Return to Work with Scan.com

Dennis Sponer

Each day an injured employee is out of work, the costs mount. Employers face lost productivity and staffing disruptions, while carriers absorb wage replacements and medical expenses. Injured workers themselves are caught in a limbo that often hinders recovery. One often-overlooked culprit behind these delays? Medical imaging.

Roughly twenty-five percent (25%) of workplace injuries require diagnostic scans like MRIs or CT scans. Even short delays in scheduling and interpreting these scans can postpone treatment and lengthen disability. For example, a ten-day imaging delay for an employee earning $200/day costs $2,000 per case. In large organizations, that adds up fast.

Harvard Medical School’s review of 126,000 outpatient imaging requests found that nearly half were delayed by over ten (10) days. In Workers’ Compensation, delays are often longer due to pre-authorizations and multi-party coordination. These delays postpone treatment, worsen injuries, and increase costs.

In one example, an Atlanta worker waited six (6) weeks for an MRI that should have taken just days. The delay turned a moderate back injury into a severe herniation requiring surgery and months off work—at significant cost to his employer.

Fast imaging doesn’t just save money. It empowers quicker diagnoses and smarter return-to-work decisions. The faster a scan is performed, the sooner a physician can design a treatment plan or clear a modified duty return. Rapid diagnostics also build trust. Workers who feel their case is treated urgently are more engaged in recovery and less likely to litigate.

That’s where a digital-first platform such as Scan.com comes in. These platforms enable real-time scheduling of diagnostic imaging. No more chasing authorizations or calling call centers for availability. With Scan.com, payers and employers can schedule and receive imaging results in as little as 24–48 hours—cutting through red tape and accelerating care.

The platform enhances worker satisfaction by reducing confusion and wait times. For carriers, it lowers claim durations and litigation risk. For employers, it gets staff back to work faster, reducing costs and improving morale. According to Aon, early returnto-work programs dramatically cut the risk of legal action and decrease indemnity payments and lost workdays.

Scan.com represents a smarter way forward for workers’ compensation: faster diagnostics, better outcomes, and reduced costs across the board. In a system where every day matters, speed isn’t just efficient, it’s essential.

Dennis Sponer is an attorney and founder of several healthtech startups, including SRX Advisors. He works with Scan.com to expand their workers’ comp offerings. He can be reached at dsponer@scan.com.

The U.S. Department of Labor Is Rolling Back

Graham Newsome, J.D.

On July 1, 2025, U.S. Secretary of Labor Lori Chavez-DeRemer announced a major deregulatory initiative by the Department of Labor, unveiling sixty-three (63) actions aimed at eliminating outdated and burdensome regulations. This move supports President Trump’s broader goal of boosting job creation, economic growth, and reducing red tape. The US DOL’s efforts mark the most aggressive deregulation push among federal agencies, following the administration’s new Executive Order, Unleashing Prosperity through Deregulation, requiring the removal of 10 regulations for every new one added. Officials say the rollback will empower workers, help small businesses, and stimulate economic recovery.

Notable Areas of Deregulation

1. Workplace Safety

Under one of the proposed changes, OSHA would essentially limit its authority to regulate inherently risky industries such as motorsports, animal handling, high-risk journalism, and entertainment. This could prevent citations that target the core nature of the work in these fields, providing a legal shield for businesses whose operations involve unavoidable hazards.

The proposal represents a strategic philosophical shift: instead of broadly regulating based on risk, OSHA would focus more narrowly on violations of established, specific standards. While this may reduce arbitrary or subjective enforcement, critics argue it could leave significant gaps in worker protection—particularly in industries with rapidly evolving risks. Employers in these high-risk sectors are encouraged to support the proposal during the open comment period, which ends September 2, 2025.

Another change to workplace safety regs relates to eliminating the requirement for medical evaluations prior to employees using certain types of respirators, specifically filtering facepiece respirators (FFRs) and loosefitting powered air-purifying respirators (PAPRs). Currently, these evaluations are part of OSHA’s Respiratory Protection Standard, intended to ensure workers are medically fit to wear a respirator, especially under stressful or physically demanding conditions.

OSHA justifies the proposal by citing preliminary findings suggesting that the physiological burden posed by these respirators varies greatly based on individual circumstances. The agency implies that in some cases, mandatory evaluations may be excessive or not justified by current evidence. If adopted, this could ease compliance for many employers but also raises concerns over whether some workers could be put at risk without proper medical screening.

2. Healthcare and Migrant Workers

The DOL aims to remove FLSA protections for in-home care workers, potentially eliminating minimum wage and overtime requirements for millions of home healthcare employees, including companions and personal attendants.

The DOL also proposes eliminating parts of the 2024 rule that strengthened labor rights for H-2A seasonal agricultural workers, including protections for collective action and organizing. The rollback would codify the agency’s earlier decision to suspend enforcement of these provisions.

Conclusion

The July 1 release of over sixty proposed regulatory actions marks only the beginning of a lengthy rulemaking process. Most of these actions are still in the proposal stage, meaning they must go through several steps before becoming enforceable. The next phase involves publication in the Federal Register, which will trigger public comment periods lasting thirty to sixty (30-60) days.

Make sure your organization tracks developments through reliable legal updates and regulatory briefings and involves legal counsel as necessary to stay abreast and in line with the DOL’s rollback efforts, which will likely continue under the Unleashing Prosperity through Deregulation executive order.

Graham Newsome, J.D., is a partner with Chartwell Law out of Atlanta, defending corporations in employment litigation cases. He received both his undergraduate and law degrees from the University of Georgia.

Don’t Get Off on the Wrong Foot

Michael Hull, MD

When it comes to work-related injuries, you don’t want to get off on the wrong foot. Pinnacle Orthopaedics is dedicated to providing the most advanced and comprehensive orthopaedic care in order to return the injured worker to work as quickly and effectively as possible. Traumatic injuries strike suddenly and often with immediate pain, like from a fall. Some on-the-job injuries come from wear and tear from repetitive movement.

And some can be prevented just by wearing proper attire – including footwear.

This does not mean to say we should always wear steel-toed work boots or good supportive sneakers on the job, but footwear should be appropriate for the activity. For example, running shoes are not ideal for hiking, and dress shoes may not provide enough support for extended periods of standing. With twenty-six (26) bones and more than a hundred muscles, tendons, and ligaments, caring for your feet should not be taken lightly.

There is a plethora of injuries that can come from improper footwear. There are obvious ones like blisters, corns, calluses, and ingrown toenails from too loose or too tight shoes. Then, there are more painful and debilitating conditions like bunions, plantar fasciitis, ankle sprains, Achilles tendonitis, and hammer toe.

Bunions can form from shoes that are too narrow or tight, which squeeze the toes, leading to the development of bony bumps on the side of the foot. They can be extremely painful and disabling. Plantar Fasciitis is caused by a lack of arch support or cushioning in shoes that strains the plantar fascia. This causes heel pain. Poorly fit shoes are the main cause of these conditions, but excessive weight, either of the body or heavy lifting and standing for prolonged periods of time, are also origins.

Improper footwear can cause ankles to roll or twist more easily and cause ankle sprains or Achilles tendon inflammation. Repetitive impact without suitable cushioning can cause stress fractures. Shin splints can be caused by shoes without proper shock absorption for high-impact physical activity, and hammer toe condition – when the toes bend abnormally - are also caused by unsupportive, tight shoes.

Additionally, ill-fitting shoes can cause pain beyond foot pain! Posture and gait can be altered, leading to knee and hip pain, as well as back and spinal pain. Back pain is the most common work-related injury.

The bottom line is that shoes should fit properly, and they should be replaced when worn out. If you experience persistent foot or ankle pain, don’t drag your feet; come see a foot and ankle specialist. It could be a serious condition or something as simple as “Wear better shoes.”

Michael G. Hull, MD is a board-certified orthopaedic surgeon, fellowship trained in foot and ankle reconstruction with Pinnacle Orthopaedics. His specialties include sporting and traumatic injuries, complex hind-foot deformity reconstruction, arthroscopy of the ankle and foot, and ankle replacement.

ABOUT THE PUBLIC RISK MANAGEMENT ASSOCIATION

The Public Risk Management Association (PRIMA) is North America's largest risk management association dedicated solely to the practice of public entity risk management. For three decades, PRIMA has been dedicated to providing hard-hitting, practical education and training for public entity risk management practitioners like you.

There are more than 2,200 PRIMA member entities, of which 1,800 are local governments. These entities realize that membership provides the necessary tools and solutions needed in today's complex and changing risk management environment.

The Georgia Chapter of the Public Risk Management Association (PRIMA) was established in 2004 to provide education, training and professional development opportunities for public sector risk management professionals in the State of Georgia.

Our mission is to enhance the professional skills of our members through:

• quarterly meetings with topics and speakers directly related to the profession

• our annual Educational Series is generally held in spring, an education-intensive multi-day seminar where members learn, network, and meet with private sector representatives from businesses offering services to the membership.

• Networking opportunities throughout the year, allowing members to effectively share and exchange ideas and solutions with their colleagues.

We work to further the best interests of governments, governmental agencies, intergovernmental risk pools, school districts and other special districts in their risk management activities.

LEARN MORE ABOUT GEORGIA PRIMA

We invite you to join us at an upcoming meeting to discover how Georgia PRIMA can contribute to the success of your risk management programs, and benefit your career through our many professional development opportunities. Workplace Health is excited to be a partner with Georgia PRIMA.

Workplace Health Influencers

WPH is super excited about our influencers! They are all over the country sharing our magazine at industry events! When you are out and see one of them- snap a picture and post on social media with our hashtag #wphrocks!

Janna

Godfrey RN, BSN, CCM

Janna has recently joined the Transcom team covering Georgia, Alabama and Mississippi. She brings years of experience in the Worker’s Compensation world and a background as a nurse to serve adjusters and case managers across the US.

Michael Anderson

A National Industry Leader with ties to every state, we are looking forward to having WPH in all the places Michael goes!

Jackie Woods

Jackie travels extensively across multiple states for CORA Physical Therapy, building strong connections with clients and fostering meaningful relationships. As the Director of Workers’ Compensation Business Development with nine years of experience at CORA, she is passionate about creating new opportunities and collaborations.

James Swinton

James Swinton is a former standout athlete. Swinton played college football at Auburn University. After his collegiate career, Swinton signed briefly with the Atlanta Falcons. Currently, Swinton is an accomplished Sales & Business Development Professional with Wright Rehabilitation Services.

Kristi Miller

Kristi joined Vona Case Management as Regional Sales Director in 2024. She has provided regional and national continuing education presentations for workers’ compensation professionals on catastrophic rehabilitation of neurological injuries, the psychological impact of disability on recovery and a variety of other topics impacting claims since 2005.

Claudia Birthisel

Claudia is in her junior year at the University of Alabama, majoring in marketing and minoring in real estate. She is a Workplace Health intern in Alabama. With a special interest in helping those with injuries, she hopes to secure a position in the workers’ compensation industry after graduation.

Kristin Green

Kristin Green is an influential voice in the workers’ compensation industry, serving as President and Chief Purpose Officer of David Corey Company. Known for blending strategy with heart, she founded Bag of Happies and Soleful Socks to bring comfort and give back. Kristin’s mission is simple yet powerful: create a culture of kindness where every injured worker feels seen, heard, and valued.

Common Workplace Spinal Injuries

Wayne Kelley, MD

Spine injuries are a common and often debilitating problem in the workplace. The spine is a complex structure made up of bones, discs, muscles, and nerves. It provides support for the body and protects the spinal cord, which carries messages between the brain and the rest of the body.

Common spine injuries that can occur in the workplace include:

• Herniated disc: This occurs when the soft center of a spinal disc bulges or ruptures through the outer layer. This can compress nerves and cause pain, numbness, or weakness in the arms or legs.

• Spinal stenosis: This condition occurs when the spinal canal narrows, putting pressure on the nerves. This can cause pain, numbness, or weakness in the arms or legs.

• Muscle strain: This is a common injury that can occur when muscles are overstretched or torn. It can cause pain and stiffness in the neck or back.

• Ligament sprain: This is a common injury that can occur when ligaments are stretched or torn. It can cause pain and instability in the neck or back.

• Fracture: This is a break in a bone, which can occur in the vertebrae of the spine. Fractures can be caused by a fall, a car accident, or other trauma.

Several things can be done to prevent spine injuries in the workplace, including:

• Good posture: It is important to maintain good posture when sitting, standing, and lifting.

• Proper lifting techniques: Use your legs, not your back, to lift heavy objects.

• Ergonomic workstations: Make sure your workstation is set up properly to support your back and neck.

• Regular exercise: Exercise can help to strengthen the muscles that support the spine.

• Stretching: Stretching can help improve flexibility and reduce muscle tension.

If you experience a spine injury, it is important to see a doctor for diagnosis and treatment. Treatment may include:

• Rest: Resting the injured area can help reduce pain and inflammation.

• Ice: Applying ice to the injured area can help reduce pain and swelling.

• Heat: Applying heat to the injured area can help to relax muscles and relieve pain.

• Medication: Over-the-counter pain relievers, such as ibuprofen or acetaminophen, can help reduce pain and inflammation.

• Physical therapy: Physical therapy can help to strengthen the muscles that support the spine and improve flexibility.

• Surgery: In some cases, surgery may be necessary to repair a herniated disc or spinal stenosis.

Of course, this is for informational purposes only, so for any medical advice or diagnosis, please consult a professional. If you have a spine injury, it is important to follow your doctor’s instructions for treatment. With proper treatment, most people with spine injuries can make a full recovery.

Wayne Kelley, MD is a board certified, Fellowship Trained orthopedic spine surgeon specializing in the conservative and surgical treatment of all spinal conditions. He has special interest and significant experience in cervical spine problems and degenerative lumbar conditions. He is a military veteran who served in the U.S. Navy for eight years. Dr. Kelley provides care for Workers’ Compensation injuries and performs independent medical examinations for these patients.

Workplace Health Magazine gets around the WC Community!

A Message from the Publisher: The Role

Spiritual Well-Being in Healing

Garlana Mathews – President and CEO

The last six months have been challenging for me personally. Through it all, I’ve been reminded that healing isn’t just physical — it’s emotional, mental, and spiritual. Spiritual well-being, in particular, plays a crucial role in how we navigate hardship, recover from injury, and move forward in hope.

Whether in life or in the workplace, our spiritual health shapes the way we think, decide, and respond. It influences our outlook, our resilience, and even our safety.

Spiritual Well-Being and Our Decisions

When we live with a strong sense of purpose, often grounded in faith, it changes the way we approach each task. We work with focus. We carry a deeper sense of responsibility. Some studies suggest those with strong spiritual convictions may also have a higher degree of risk awareness, which can lead to more cautious — and safer — decision-making.

Faith can also strengthen self-control. Prayer, meditation, and reflection can help us pause before reacting, avoid impulsive choices, and steer clear of unnecessary risks — all of which matter whether you’re on the job or in your personal life.

Spiritual Well-Being and Healing

When challenges come—and they always do—our faith can be a steady anchor. Positive spiritual coping tools, like prayer, Scripture, or gathering with a supportive faith community, can help us navigate pain, fear, and uncertainty. They remind us that we’re not alone, which is a powerful step toward recovery. Research supports what many of us already know from experience: spiritual well-being can ease depression and anxiety, strengthen resilience, and foster hope during healing. On the other hand, a distorted view— seeing illness or injury as a punishment—can deepen discouragement and slow recovery.

A Call to See the Whole Person

In the workplace, this matters more than we might think. Employers who recognize the holistic nature of wellbeing—physical, mental, and spiritual—create environments where people feel supported as whole human beings. This not only boosts morale but can contribute to a safer, more resilient workforce.

As we move through our days, let’s remember to care for our spiritual health as intentionally as we do our physical health. When our hearts are centered, our steps are steadier.

Whatever your current season, whether you’re facing a challenge or walking beside someone who is, I encourage you to lean into the practices, beliefs, and relationships that nourish your spirit. You may find the strength you gain there carries you farther than you imagined.

SELECTONE PREFERRED PROVIDERS

Axion Spine and Neurosurgery

With locations in: Alpharetta, Atlanta, and College Park

Workers’ Compensation Director

Linda Lee: Direct Line: 470.357.0196

Ph: 470-579-3962

Email: workerscomp@axionspine.com

Web address: www.axionspine.com

Physicians: Raymond Walkup, MD • Shane Mangrum, MD

Axis Spine and Pain

With locations in: Macon, Warner Robins, and Dublin

Workers’ Compensation Coordinator

Email: axisworkcomp@partnercare.com

Credentialing Coordinator

Samantha Merrell: Direct 478.474.2947 ext 6421

Email: smerrell@axispaincenter.com

Web address: www.axispaincenter.com

Physicians: Chandresh Viradia MD • Vijay Thillainathan MD

• Sagar Patel MD • Jacob Prine MD • Bryan Covert MD.

• Kristina Michaud MD

Caduceus TeleMed

535 North Central Avenue Hapeville, GA 30354

Workers’ Compensation Coordinator

Jackie Martinez

Ph: 254-TELEMED

Email: telemed@caduceusoccmed.com

Multiple Providers (22 MD/PA/NP)

Georgia Carolina Orthopedics

With locations in: Augusta, Thomson, Sandersville, Waynesboro, Louisville, Evans, and Aiken SC

Workers’ Compensation Coordinator

Alisha Bond: Ph: 706.863.9797 ext 291 | FAX: 706.941.5000

Email: Workerscomp@ortho-augusta.com

Web address: www.augustaaikenortho.com

Augusta- Aiken Physicians: John Bojescul, MD • Justin V. Bundy, MD

• Nicholas M. Capito, MD • Ty William Carter, MD • John H. Franklin, MD

• David Gallagher, MD • Justin M. Head, DO • Douglas E. Holford, MD

• Jeremy M. Jacobs, MD • R. Vaughan Massie, MD • Karim Mahmoud, MD

• Richard W. Pope, MD • Timothy J. Shannon, MD • Mark Snoddy, MD

• Nathan Kukowski, MD • David Doman, MD

Physiatrist: Tara Swim, MD

Legend Orthopedics Physicians: Brian Abell, DO

• Terry Arrington, MD • Randall Meredith, MD

• Zachary Herzwurm, MD • Matthew Link, MD

• Joseph Rectenwald, MD • Douglas Phillips, MD

• Samuel Pitts, MD

Contact for above Legend providers: Keeley LaMarsh: workerscomp@legendortho.com

Georgia Bone and Joint

With locations in: Newnan, Fayetteville, Stockbridge and LaGrange

Workers’ Compensation Coordinator

Donna Stone: Direct Line: 770-502-2128

Ph: 770-502-2175 | FAX: 770-502-2131

Email: Donna.Stone@surgerypartners.com

Web address: www.GeorgiaBoneandJoint.org

Physicians: George Ballantyne, MD

• Michael Gruber, MD • Chad Kessler, MD • Michael Cushing, MD

• Jayson McMath, MD • David Heinsch, MD • Clark Walker, MD

• David Love, MD • Shivam Desai, MD • Michael Webber, MD

• J. Carl Sutton, III, MD • Michael Burke, MD

Orthowest Orthopedics & Spine

With locations in: Carrollton, Bremen, and Villa Rica

Workers’ Compensation Coordinator

Sherrie Ford: Direct Line: 770-834-0873 ext 225

Ph: 770-834-0873 | FAX: 770-834-6118

Web address: www.orthowest.com

Physicians: Taylor B. Cates, MD • Kevin M. Charron, MD

• Anthony W. Colpini, MD • Ralph E. Fleck, Jr., MD • Richard A. Herman, MD

• Bryan P. Kirby, MD • Ki Lin, MD • Daniel L. Maxwell, MD

• E. Franklin Pence, Jr., MD • Gregory S. Slappey, MD

• Adam M. Sunderland, MD • Krishna Guidyala, MD • Robert O’Connell, MD

Optim Orthopedics

Workers’ Compensation Manager

Joshua Sutphen Ph: 912-644-5384 | FAX: 912-644-6190

Direct Line: 912-320-0053

Email: jsutphen@optimorthopedics.com

Web address: www.optimorthopedics.com

Physicians: Don G. Aaron, MD • Thomas Alexander, MD

• Johnathan Christy, MD • Travis Farmer, MD • Delan Gaines, MD

• Jeffrey Goldberg, MD • Mark Kamaleson, MD • Gregory Kolovich, MD

• Thomas Lawhorne, MD • John McCormick, II, MD • Thomas Niemeier, MD

• Christopher Nicholson, MD • David Palmer, MD • Justin Lancaster, MD

• David M. Sedory, MD • George Sutherland, MD • James Wilson, Jr, MD

• Amir Shahien, MD • Robert Shelley, MD • Jordan Paynter, MD

• Wesley Stroud, MD • Jay Cook, MD • Kevin Brooks, MD • John Burke, MD

• Michael Dunn, MD

Performance Orthopaedics & Sports Medicine

With locations in: Atlanta and Duluth

Workers’ Compensation Manager

Kathy Fuentes: Direct Line: 404.220.7843

Ph: 404-973-2444

Email: manager@performanceatl.com

Web address: www.performanceatl.com

Physicians: Stephanie Martin, MD

OlympusMD

With locations in: Snellville and Tucker

Workers’ Compensation Coordinator

Kermaline Swanier | FAX: 770-676-9817

Direct Line: 702)-334-7314

Email: workcomp@olympuspaindocs.com Web address: www.olympuspaindocs.com

Physicians: Omar Hajmurad, MD • Efosa Ogiamien, MD

PROVIDERS (CONTINUED) PREFERRED PARTNERS

Safeway Psychological Services

For information and referrals:

Phone: 888.306.1119

Referrals@safewaycenters.com

Web Address: www.safewaycenters.com

OrthoGeorgia –Orthopaedic Specialists

With locations in: Macon, Milledgeville, Dublin, Warner Robins, Hawkinsville, and Kathleen

Workers’ Compensation Manager

Peggy Boyles, CWCP Manager (Macon): Direct Line: 478-254-5302 | FAX: 478-832-6509

Email: pboyles@orthoga.org

Drs. Blackwell, Dasher, Lee, Thomas

Workers’ Compensation Coordinators

Rita Boling, CWCP 478-254-5387

rboling@orthoga.org

Drs. Jorgensen, Levina, Thornsberry

Barbara Rodriguez, CWCP 478-242-6379 x 701 brodriguez@orthoga.org

Drs. Harris, Kinnebrew, Ludwig, Yaseen

Dawn Coursey, CWCP 478-254-5363 dcoursey@orthoga.org

Drs. Schnetzer, Robinson, Pope, Chrabuszcz

Amber Hart, CWCP 478-749-1613

ahart@orthoga.org

Drs. Brooks, Floyd, Kelley, Stapleton

Rachel Wiggins, CWCP 478-254-5363

rwiggins@orthoga.org

Drs. Ojo, Patel, Toth

Web address: www.orthoga.org

Physicians: William W. Brooks, MD • William B. Dasher III MD

• Wayne Kelley Jr., MD • Ryan E. Schnetzer, MD • Jonathan S. Harris, MD

• Dennis K. Jorgensen, MD • Todd E. Kinnebrew MD • Greg P. Lee, MD

• Brian J. Ludwig, MD • Wood D. Pope, MD • Joseph E. Slappey, MD

• Timothy R. Stapleton, MD • Richard R. Thomas, MD

• Robert M. Thornsberry, MD • Matthew J. Toth, MD • Zaneb Yaseen, MD

• Robert E. Blackwell, MD • Waldo E. Floyd, MD • Yelena Levina, MD

• Maharsh K. Patel, MD • Elliot P. Robinson, MD • John Z. Chrabuszcz, MD

• Oluwatosin J. Ojo, MD • Lindsay Barrera, MD

Advanced Hearing Providers

Ph: 800-598-5300

Email: orders@hearingprovider.com

Web Address: hearingprovider.com

Compass RMS, Risk Management Inc.

Steve Heinen

Ph: 770-540-3810

Email: sheinen@pjins.com

Web Address: Managedcomp.net

Work Bridge Group

National RTW Program Resource

Mail drop locations are situated on both the East and West Coasts

Main - Reno, NV • Corporate – Atlanta, GA (Marietta)

Kerri Butler, Managing Director

Direct Line: 770-294-5936

Ph: 800-890-1620

FAX: 888.530.3222

Emails: Kerri@Workbridgelink.com

Referal@workbridgelink.com

Scheduling@workbridgelink.com

Web Address: www.workbridgelink.com

BeyondCare

470 Johnson Road, Suite 140, Washington, PA 15301

John Tramontina, Executive Vice President Direct Line: 304.216.3258

Ph: 866-839-8819

Email: jtramontina@medicaloutcomeindicators.com

Web Address: beyondcare.us

PBCP Services, LLC 10205 Access Rd Ste B Covington, GA. 30014

Cathy Bowden, MHA, CPC, CPMA, CHISP, CH-CBS

Direct Line: 678-218-9522

Ph: 470-242-7584 ext 101 FAX: 470-443-9230

Email: cathy.bowden@pbcpservices.com

Team Post-Op

14133 NW 8th Street Sunrise, Florida 33325

Oscar Salazar

Direct Line: 954-289-8024 ext 104 Ph: 877-252-0968

FAX: 954.541.5561

Email: info@teampostop.net

Web Address: www.teampostop.net

Zenjuries

Jesse Dantice

Direct Line: 954-289-8024 ext 104 Ph: 888.405.8893

Emails: jd@zenjuries.com workcomp@zenjuries.com

Web Address: www.zenjuries.com