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Seattle, WA: 206-521-5676 Olympia, WA: 360-236-8748 Portland/Salem, OR: 503-768-9742 Info@SolutionsNW.com
Earning Potential: What Does Personal Injury Earning Capacity Mean

Earning Potential: What Does Personal Injury Earning Capacity Mean

Earning Potential: What Does Personal Injury Earning Capacity Mean

Medical costs in the United States are notoriously high with an average visit to the ER costing about $2,200.00 with insurance. Add a sudden, severe injury on top of that. A personal injury victim could be looking at a tough financial mountain to climb.

Apart from the physical and financial stress, this type of sudden uncertainty can lead to unnecessary amounts of emotional stress as well. The change in income that results from a personal injury can be significant. Legal help and expert testimony can make all the difference for an individual dealing with this type of scenario.Contact Vocational Consultants for Assessments on Worker Compensation Seattle Washington

In this vocational blog article, we’ll discuss what personal injury earning capacity is for an individual and how it relates to earning potential in general.

Earning Potential vs. Income

Loss of income differs slightly from loss of earning capacity. Loss of income is essentially the exact amount of income lost as a result of time taken off from work due to an injury. In the case of a personal injury victim, recovering compensation for lost wages is possible.

Loss of earning capacity, or loss of earning potential, is slightly different. Lost earning capacity is when a personal injury victim’s ability to earn income has been reduced or taken away entirely. To determine the overall impact this loss has on an individual can be difficult.

Impact

Take for example a delivery driver who delivers heavy boxes of groceries for work. When they are suddenly out of work due to an ankle injury because of an upturned crack in the sidewalk, the financial impact from the worker’s loss of income may correlate to days taken from sick leave or paid time off.

However, maybe that same delivery driver is out of work because a drunk driver hit their car. Now the driver has to have surgery. The loss of earning capacity is more difficult to pinpoint in this case. This is because the injury is more extensive and the future time spent in that job is not as certain.

Proving loss of earning capacity in this scenario would need to include testimony from expert witnesses, current wages, work-related experience, and more.

Items of Note

If someone happens to be a victim of an injury, proving a future amount of earned money could include anything from future raises or responsibilities, expected working years left, or potential promotions.

These various factors will help determine future compensation with respect to loss of earning capacity.

These all encompass the economic hardships that an individual can expect to suffer through the tenure of their working life. By taking into account all necessary factors to the case at hand, an individual’s personal injury rights are taken care of under the Tort Law umbrella.

Every Business Should Retain Vocational Experts

If your business or someone you know could benefit from help with issues surrounding  personal injury in the workplace, our Vocational Consultants at Solutions Northwest Inc. are available Monday through Friday to offer help. We offer comprehensive personal injury assessments to determine an individual’s ability to work and their future earning potential.

Please feel free to utilize our contact form here for more information.

If you want to speak to a vocational consultant, the vocational experts at Solutions Northwest Inc. can help. Contact us today to learn more about what’s involved in the process.

Our vocational experts are involved in personal injury, workers’ compensation, family law and can provide vocational expert witness testimony.

Contact us today to make an appointment.

Subscribe to our blog for more work related tips from Solutions Northwest, Inc., experts available in: Seattle, WA, Tacoma, WA, Olympia, WA, Vancouver, WA, Kent, WA Renton, WA, Beaverton, WA.

Contact the Vocational Consultants at Solutions Northwest Inc. Below:

Multiple Locations

Corporate Office: 120 State Ave. NE #397
Olympia, WA 98501
Business Hours: 8am-5pm M-F
Corporate FAX: 360-866-4773
Email: Info@solutionsnw.com

Seattle, WA

206-521-5676

San Diego, CA

877-976-9462

Portland/Salem, OR

503-768-9742

Olympia, WA

360-236-8748

Contact our Vocational Consultants

How To Improve Your Disability Leave Management

How To Improve Your Disability Leave Management

How To Improve Your Disability Leave Management

Have you ever hired a fantastic employee who you want to keep on your team for as long as possible?

As a business manager, you want to build and retain a team of great workers, but the threat of a worker becoming injured always remains. When your workers suffer injuries that lead to disabilities, they often need time away from work to recuperate, impacting your team.

In response, many companies have introduced disability leave management. This involves overseeing and seeking to strengthen programs to help employees heal and get them back to work.

But how do you build and fortify your disability leave? Keep reading to learn more!

Use a Return-to-Work Program

Fewer than half of all workplaces in the United States have existing return-to-work programs. By failing to implement these programs, though, they run the risk of losing their talent should a disability occur.

Return-to-work policies centralize the goal of getting the employee back to work as soon as physically possible. They often involve plans for employees to hold light-duty positions or assignments and still receive a paycheck while they recover.

Contact Vocational Consultants for Assessments on Worker Compensation Seattle WashingtonThis helps you keep your talent because most people can’t afford to take many days off without pay, even if they still need to recuperate. It might push them to look for other forms of employment if their injury temporarily prevents them from working for you, and you could end up losing the employee.

So, if you want to keep your workers, consider offering to pay them for lighter work while they recover and offer them their full jobs back after they have healed.

Forming a Return-to-Work Policy

How do you create a return-to-work policy?

First, focus on determining eligibility. What criteria will employees need to meet? What options might you offer to people in different positions? How will your employees exit the policy and return to their regular?

You should also put an employee or a team of workers, including a leave of absence coordinator, in charge of managing your disability leave management. This establishes a clear group of people who will be in charge of making decisions and smooth over any problems that arise.

Consider hiring a vocational consultant to provide you with greater detail setting up a return-to-work policy for your employees. Investing in a vocational legal expert will pay off in the long run.

Learn to Identify Accommodations

The Americans with Disabilities Act (ADA) requires employers not to discriminate against workers with disabilities and to provide reasonable accommodations for them.

Yet, when an employer remains unfamiliar with the disability, it may be difficult to determine which accommodations are reasonable and necessary. Use the regulations outlined by the ADA to assist you in identifying proper accommodations and think carefully about how you can alter the employee’s day-to-day work so that they can still perform their job.

You can also work with vocational legal experts to learn how to best meet the regulations and discover great accommodations.

Ready to Improve Your Disability Leave Management?

As a business, the best way to retain your employees will involve improving disability leave management policy.

Having a system through which you allow employees to recover from injuries while still working helps. When you follow the advice above, you increase your chances of keeping your top workers on your team, even if they suffer from disabilities. Continue to be proactive and consider hiring a vocational legal expert to help.

Contact our vocational experts at Solutions Northwest Inc.  – our vocational experts are involved in personal injury, workers’ compensation, and family law.

If you need our guidance, our legal experts are ready to guide you through the process. Contact us today to make an appointment.

Subscribe to our blog for more work related tips from Solutions Northwest, Inc., experts available in: Seattle, WA, Tacoma, WA, Olympia, WA, Vancouver, WA, Kent, WA Renton, WA, Beaverton, WA

Contact the Vocational Consultants at Solutions Northwest Inc. Below:

Multiple Locations

Corporate Office: 120 State Ave. NE #397
Olympia, WA 98501
Business Hours: 8am-5pm M-F
Corporate FAX: 360-866-4773
Email: Info@solutionsnw.com

Seattle, WA

206-521-5676

San Diego, CA

877-976-9462

Portland/Salem, OR

503-768-9742

Olympia, WA

360-236-8748

Contact our Vocational Consultants

5 Critical Disability Leave Management Strategies for Employers

5 Critical Disability Leave Management Strategies for Employers

5 Disability Leave Management Strategies for Employers

As businesses adapt to long-term remote working arrangements for their employees, managing disability leave becomes even more challenging.

Employees have many types of questions. Does disability leave cover mental health issues? Can I take pregnancy disability leave? How will a disability affect my job in an economically unstable time?

Read on to learn more about 5 disability leave management strategies that will help you build a healthier, more productive workplace for all your employees.

1. Integrate your health and wellness programs with disability management.

An integrated approach to health and wellness programs and disability management helps employees avoid unnecessary absences. They can connect to proactive care and assistance, including early identification and intervention when issues come up.

Many of the tools and resources for absence management and return-to-work programs overlap. You can implement best practices across all systems of employee support. You can also optimize and streamline your administrative structure.

Connecting health and wellness programs to disability management promotes a care-based work environment. It helps create awareness that disability doesn’t necessarily mean absences. The employment rate for people with disabilities remains lower than that of the general population.

You can demonstrate that opportunities to continue working remain open.

2. Manage disability leave through human resources.Contact Vocational Consultants for Assessments on Worker Compensation Seattle Washington

Employers use different management structures to coordinate disability leave. For employees, where they have to go for help impacts their experience.

Employees who have to go through their direct supervisor for disability leave often have higher levels of stress about the process. They may fear losing their job or facing retaliation.

A Morneau Shepell survey found that working with human resources instead of a direct supervisor led to improved communication while employees were on leave. Employees returned to work sooner. They reported feeling like their employer valued them.

3. Prioritize workplace accommodations.

The Americans with Disabilities Act generally requires that employers with 15 or more employees provide reasonable accommodations for disabled employees. However, workplace accommodations are about more than legal compliance.

Workplace accommodations help employees return to work sooner after disability leave and remain on the job. In many cases, accommodations are simple and cost little to nothing.

You’ll need to clearly identify and effectively manage any workplace accommodations. This will enable you to evaluate their effectiveness.

4. Communicate policy expectations and accountabilities clearly for disability management.

Once you define your policies for disability management, you need to communicate them clearly and repeatedly to employees at all levels of the organization. Employees should have easy access to information about eligibility and program requirements. Employees more likely to seek help sooner and are less likely to try to circumvent the system.

Remember that expectations and accountabilities apply to employees and leadership. Your messaging should include both groups. Transparency promotes a culture of accommodation and helps de-stigmatize disabilities.

Communication requires confidentiality. Employees expect that if they come forward for help, their employer isn’t going to examine their private lives and medical histories. The reporting and claims management systems you put in place must meet or exceed the requirements of privacy laws.

5. Invest in tracking and reporting.

Absence reporting systems that only provide lagging or snapshot data don’t help you identify risks early. Upgrading to a better software system will give you real-time tracking, reporting, and trend analysis capabilities. This lets you support employees in real-time.

Software that integrates disability management lets you track, report, and manage workplace incidents and workplace accidents. You can manage sick leave, disability benefits, and accommodations. This streamlines your case administration and improves communication among stakeholders.

Find partners to improve disability leave management at your workplace. Contact vocational legal experts.

Better disability leave management increases employee morale and boosts your business’s productivity. If you’re not sure where to start, the vocational experts at Solutions Northwest Inc. can help. We specialize in Americans with Disabilities Act (ADA) accommodation issues, disability and injury management, and worker compensation.

Contact us to start developing the system that helps your employees stay at work, not just return to work.

Subscribe to our blog for more work related tips from the vocational experts at  Solutions Northwest, Inc., available in: Seattle, WA, Tacoma, WA, Olympia, WA, Vancouver, WA, Kent, WA Renton, WA, Beaverton, WA.

Contact the Vocational Consultants at Solutions Northwest Inc. Below:

Multiple Locations

Corporate Office: 120 State Ave. NE #397
Olympia, WA 98501
Business Hours: 8am-5pm M-F
Corporate FAX: 360-866-4773
Email: Info@solutionsnw.com

Seattle, WA

206-521-5676

San Diego, CA

877-976-9462

Portland/Salem, OR

503-768-9742

Olympia, WA

360-236-8748

Contact our Vocational Consultants

Vocational Experts Guide to Projecting Future Loss of Earnings

Vocational Experts Guide to Projecting Future Loss of Earnings

A Guide to Projecting Future Loss of Earnings

In 2019, there were 2.8 workplace injuries for every 100 workers. 

Personal injury cases will often involve a calculation of a plaintiff’s loss of future earnings. The amount awarded is based on a variety of factors. Keep reading to learn more from our vocational legal experts about claims, lost wages, and future earnings.

Contact Vocational Consultants for Assessments on Worker Compensation Seattle WashingtonWhat makes for future loss of earnings?

First, let’s pinpoint exactly what makes for future loss of earnings. When someone is awarded a class of damages in a worker’s comp or personal injury claim, that’s a future loss of earnings.

This typically happens when an injury is permanent or significantly affects the plaintiff’s ability to work and earn money in the future. Whatever the level of loss of capacity is determined, the plaintiff is entitled to reduce that value in lost earnings. 

Future loss of earnings is also referred to as impairment of earning power or loss of future earning capacity. A plaintiff is not required to have lost earnings to be awarded money for future lost earnings.

It’s technically based on the “potential” to earn money in the future. It does not matter if the plaintiff has not capitalized on that potential in the past. 

How is future loss of earnings calculated?

Future loss of earnings is calculated based on the plaintiff’s ability to earn more money in the future. Past earnings or wages do not calculate it. A judge will estimate and calculate what a plaintiff’s earning capacity was before their injury.

Then, they will factor in what the plaintiff’s reduced earning capacity is after the injury. The plaintiff will be awarded compensation based on the difference in their potential earning power, not based on the plaintiff’s current or past wages. 

How does a plaintiff prove loss of earnings?

The first thing a plaintiff will need to get is the medical evidence from their injury. This will give an idea or prognosis about what their future recovery situation will be like.

Next, a date will be determined on which they should return to work. If returning to work isn’t possible, the plaintiff must determine when they would have retired.

Once the period of absence or length of time a plaintiff would have stayed on the job is determined; it can be determined what money should be owed in future loss of earnings.

Have more questions? Get in touch with a vocational legal expert.

This blog provides a brief overview of the information on compensation for future loss of earnings. However, we always recommend you consult a vocational expert on these matters.

Consider contacting a vocational personal injury expert. At Solutions Northwest Inc., we can help you find a vocational expert or give you general vocational consulting. Our vocational experts are involved in personal injury, workers’ compensation, and family law.

If you need our guidance, our legal experts are ready to guide you through the process.

Contact us today to make an appointment.

Subscribe to our blog for more work related tips from Solutions Northwest, Inc., experts available in: Seattle, WA, Tacoma, WA, Olympia, WA, Vancouver, WA, Kent, WA Renton, WA, Beaverton, WA.

Contact the Vocational Consultants at Solutions Northwest Inc. Below:

Multiple Locations

Corporate Office: 120 State Ave. NE #397
Olympia, WA 98501
Business Hours: 8am-5pm M-F
Corporate FAX: 360-866-4773
Email: Info@solutionsnw.com

Seattle, WA

206-521-5676

San Diego, CA

877-976-9462

Portland/Salem, OR

503-768-9742

Olympia, WA

360-236-8748

Contact our Vocational Consultants

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