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Half WC, half Medical Insurance??? Michigan

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  • Half WC, half Medical Insurance??? Michigan

    Hello,

    I am rather inexperienced in HR, and have never come across a WC situation like this - any guidance would be greatly appreciated.

    FACTS:
    1. Employee injured hand at work
    2. Employee needs surgery to repair damage
    3. Throughout testing, carpal tunnel is found in injured hand
    4. Doctor recommends doing surgery for injury and C.T. done at the same time.

    WC is to cover the surgery for the injury, while Medical insurance is to cover the carpal tunnel. Has anyone ever dealt with a situation like this? I predict the answer is going to be that it all depends on our WC company and our medical insurance company. However, this situation is getting stickier and stickier by the moment.

  • #2
    I would turn it over to the two carriers and let them duke it out. Seriously, this is their battle to fight, not yours.
    I post with the full knowledge and support of my employer, though the opinions rendered are my own and not necessarily representative of their position. In other words, I'm a free agent.

    Comment


    • #3
      I'm curious. What possible motivation would I have half a continent away to knowingly give you false information? I don't work for your employer. I don't work for an insurance company. I have plenty else to keep me busy besides answering questions here for free. I answer questions here to help people. Regardless of what you may think, I do know the law and your attempts to be "helpful" in warning others about me come across as petty and immature. You are welcome to take the opinion of someone else over me if you choose, and if you don't like the advice you received from me, I'll issue you a complete refund.
      I post with the full knowledge and support of my employer, though the opinions rendered are my own and not necessarily representative of their position. In other words, I'm a free agent.

      Comment

      The LaborLawTalk.com forum is intended for informational use only and should not be relied upon and is not a substitute for legal advice. The information contained on LaborLawTalk.com are opinions and suggestions of members and is not a representation of the opinions of LaborLawTalk.com. LaborLawTalk.com does not warrant or vouch for the accuracy, completeness or usefulness of any postings or the qualifications of any person responding. Please consult a legal expert or seek the services of an attorney in your area for more accuracy on your specific situation.
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