Source: https://www.neworleanslegal.com/vocational-rehabilitation-services
Timestamp: 2019-04-21 19:10:25+00:00

Document:
How Does Vocational Rehabilitation Work in Louisiana Workers Compensation?
Typically, the vocational rehabilitation process begins after the injured employee's treating physician releases the employee to return to work with restrictions.
Once the employee's treating physician releases the employee to return to work with restrictions, the workers compensation insurance company will typically appoint a vocational counselor to handle the vocational rehabilitation process.
The process may include conducting a labor market survey to determine post-injury wage earning capacity.
Often, the vocational rehab counselor typically will use the treating physician's written work restrictions to locate actual jobs within 30 miles of the employee's geographical area that are actually available and fit within the doctor's work your restrictions.
And sometimes, the workers compensation insurance company will have the employee undergo a functional capacity evaluation (FCE), which is basically an examination by a physical therapist in order to determine the employee's physical ability to perform specific physical functions.
So, the workers compensation insurance company will tell the injured employee that the purpose of the vocational rehab process is to find a new job for the employee.
However, the employee does not need to actually be offered that job, or to receive the job. In fact, there are absolutely no guarantees that the employee will be able to get that new job.
What is guaranteed, however, is that if the doctor signs off on just the employee's ability to potentially do that job, then the workers compensation insurer will reduce or terminate the employee's indemnity (or lost wages) benefits, by whatever amount that new job pays.
Unfortunately, it does not matter if the employee receives the new recommended job, or if the job recommended is not very reliable, or if the job recommended requires more experience than the employee has, or if the job recommended requires physical demands that are too hard on the employee.
So vocation rehab is a trap, because its real purpose is not to find the injured employee a new job, or to provide retraining, but instead merely to give the insurance company the ability to terminate the employee's indemnity (or lost wages) benefits.
Louisiana workers compensation law states that "the goal of rehabilitation services is to return a worker with a disability to work, with a minimum of retraining, as soon as possible after an injury occurs."
So the priority is for the injured worker to return to his or her same job and position. And if that's not possible, injured worker should return to his or her same job and position, with some modifications and/or accommodations.
Return to a related occupation (in the same field) suited to the claimant's education and marketable skills.
So, once the employee's treating physician releases the employee to return to work with restrictions, the workers compensation insurance company will first determine if the employee can return to his or her position, either with or without modifications/accommodations.
What If the Employee Cannot Return to His or Her Old Job?
Often, an injured employee is able to receive workers compensation benefits for a short period of time, and then return to his or her position (either with or without modifications/accommodations). In such a scenario, the workers compensation benefits would end once the employee is able to earning 90% of what he or she was earning before the accident.
But not all employees are so fortunate. Some types of injuries make it difficult or impossible to return to the employee's position or job, even with modifications or accommodations.
If the employee cannot return to his or her position (either with or without modifications/accommodations), then the workers compensation insurance company has to determine if there is a job or jobs that the employee is capable of handling.
This job or jobs does not have to be a job that the employee likes or or prefers or accepts, though it must be in the employee's geographical location.
The workers compensation insurance company will initiate the vocational rehabilitation process, and will initiate determine if there is a job or jobs that the employee is capable of handling. Usually these processes begin with the workers compensation insurance company hiring a vocational rehabilitation counselor.
The insurer is actually using vocational rehabilitation as a means to reduce or terminate the employee's indemnity (or lost wages) benefits.
Unfortunately, an employee's refusal to accept vocational rehabilitation can result in the injured worker's weekly compensation being reduced by 50%!
Who Pays for Vocational Rehabilitation (Voc Rehab) Services?
As noted above, vocational rehabilitation is mandatory - meaning that the injured employee must participate in vocational rehabilitation - so long as the vocational rehabilitation services are deemed beneficial.
If the employee and the insurance company disagree as to whether the vocational rehabilitation services are deemed beneficial, then the OWC Judge will make that determination.
Nonetheless, all payments for all vocational rehabilitation services are covered by and paid for by the workers compensation insurance company.
How Does Job Retraining Work in Louisiana Workers Compensation?
The purpose of vocational rehabilitation is supposed to be to return an injured employee back to work as soon as possible.
However, in reality, of vocational rehabilitation is simply a trap used by the insurance company to minimize or terminate the employee's indemnity (or lost wages) benefits.
Thus, the real purpose of vocational rehabilitation is not to find the injured employee a new job, or to provide job retraining. And for this reason, very little job retraining ever actually occurs in workers compensation claim.
For example, an injured employee will not be offered any job retraining opportunities if the insurance company determines that there are suitable jobs already available to the employee. In such a situation, the insurance company with simply reduce or eliminate altogether the employee's lost wage benefits.
So job retraining is only even a possibility when the employee is injured so badly that it impossible to return to his or her prior job, and there are no other jobs available in the area that match the employee's education and skill level.
But even then, workers compensation insurance companies very rarely provide for retraining programs - either short-term or long-term - due to the cost of such programs and the time needed for such programs.
The costs of a retraining program would include the reasonable costs of board, lodging, and necessary travel, if there are no retraining programs close to the injured employee.
But again, the workers compensation insurance companies don't really care about retraining, they only care about minimizing about eliminating the workers compensation benefits that they are supposed to pay. To eliminate benefits, the insurance company only needs to show the existence of a job that fits the employee's physical capabilities and is located within a reasonable geographic distance. The insurance company does not need to actually find the worker a job to fulfill its obligations.
The workers compensation insurance company can eliminate benefits without the cooperation or participation of the employee - it just needs to notify the employee of the position opening and its wages, and then have the doctor sign off on the employee's ability to do such work.
In the very rare cases where job retraining actually occurs, a request for vocational retraining must be filed within two years from the end date of temporary total disability as determined by the treating physician.
Also, the few injured workers who actually are determined to be eligible for vocational rehab job retraining can typically receive lost wage benefits for up to 26 weeks, with an additional 26-week extension possible in special situations.
In Louisiana, the workers compensation insurance company will typically appoint a vocational rehabilitation counselor to handle the vocational rehabilitation process.
The goal of a vocational rehabilitation counselor should be to help injured workers return to gainful employment as soon as possible.
Testifying as an expert witness regarding availability of suitable employment.
Basically, the simple purpose of the vocational rehabilitation counselor is provide reasons to the workers compensation Judge as to why the employee's lost wage benefits should be reduced or eliminated.
After all, the vocational rehabilitation counselor is chosen by the insurance company, and paid by the insurance company, and therefore can be expected to tell the insurance company exactly what the insurance company wants to hear.
Nevertheless, an injured employee's interactions with the vocational rehabilitation counselor are extremely important the outcome of the employee's workers compensation claim.
If handled poorly, the injured employee's benefits can be reduced or terminated even if the employee is unable to return to work.
And really, the only way for the employee to properly handle a vocational rehabilitation counselor is to be honest and cooperative, but retain an experienced Louisiana workers compensation attorney to push back against and refute the vocational rehabilitation counselor's "conclusions."
Plus, an experienced Louisiana workers compensation attorney can prepare the employee for the employee's meeting with the vocational rehabilitation expert, in order to ensure that the employee continues to receive lost wage disability benefits.
Oftentimes, the workers compensation insurance company will have the employee undergo a functional capacity evaluation (FCE), which is basically an examination by a physical therapist in order to determine the employee's physical ability to perform specific physical functions.
The workers compensation insurance company may also instruct its chosen vocational rehabilitation counselor to conduct a Labor Market Survey, in order to determine post-injury wage earning capacity and thereby reduce or terminate the employee's indemnity (or lost wages) benefits.
A Labor Market Survey is based on the results of a functional capacity evaluation, and will contain a list of actual jobs that the vocational rehabilitation counselor claims are with the employee's physical limitations, education history, and present work skills.
The Labor Market Survey process begins with the insurance company's vocational rehabilitation counselor scheduling a meeting with the injured employee, in which the vocational rehabilitation counselor will assist with preparing a resumé and applying for jobs online.
After meeting with the injured employee, the insurance company's vocational rehabilitation counselor will meet alone with the employee's doctor, in order to try to convince the doctor to sign off on the employee's ability to potentially do some of those jobs.
Afterwards, the vocational rehabilitation counselor will produce by certified mail a Labor Market Survey, which is simply the written list of jobs, including the names and addresses of prospective employers.
The workers compensation insurance company will then use this Labor Market Survey to claim that the employee can return to employment, and thereby reduce or terminate the employee's indemnity (or lost wages) benefits.
A. When an employee has suffered an injury covered by this Chapter which precludes the employee from earning wages equal to wages earned prior to the injury, the employee shall be entitled to prompt rehabilitation services. Vocational rehabilitation services shall be provided by a licensed professional vocational rehabilitation counselor, and all such services provided shall be compliant with the Code of Professional Ethics for Licensed Rehabilitation Counselors as established by R.S. 37:3441 et seq.
(a) Return to the same position.
(b) Return to a modified position.
(c) Return to a related occupation suited to the claimant's education and marketable skills.
(e) Short-term retraining program (less than twenty-six weeks).
(f) Long-term retraining program (more than twenty-six weeks but not more than one year).
(2) Whenever possible, employment in a worker's local job pool must be considered and selected prior to consideration of employment in a worker's statewide job pool.
(3) (a) The employer shall be responsible for the selection of a licensed professional vocational rehabilitation counselor to evaluate and assist the employee in his job placement or vocational training. Should the employer refuse to provide these services, or a dispute arises concerning the work of the vocational counselor, the employee may file a claim with the office to review the need for such services or the quality of services being provided. The employee shall have a right to an expedited summary proceeding pursuant to R.S. 23:1201.1(K)(8). The workers' compensation judge shall set a hearing date within three days of receiving the motion. The hearing shall be held not less than ten, nor more than thirty days, after the employer or payor receives notice, delivered by certified or registered mail, of the employee's motion. The workers' compensation judge shall provide notice of the hearing date to the employer and payor at the same time and in the same manner that notice of the hearing date is provided to the employee or his attorney. For the purposes of this Section, an employee shall not be required to submit the dispute on the issue of vocational services to mediation or go through a pretrial conference before obtaining a hearing. The hearing shall be conducted as a rule to show cause.
(b) An employee shall have no right of action against a vocational counselor for tort damages related to the performance of vocational services unless and until he has exhausted the administrative remedy provided for in Subparagraph (a) of this Paragraph. The running of prescription shall be suspended during the pendency of the administrative proceedings provided for in this Paragraph.
(c) Upon refusal by the employee, the employer or payor may reduce weekly compensation, including supplemental earnings benefits pursuant to R.S. 23:1221(3), by fifty percent for each week of the period of refusal. Reduction of benefits by the employer or payor shall be made in accordance with the provisions of R.S. 23:1201.1(A) through (E).
(a) An insurer or self-insured employer by designating a rehabilitation provider and notifying the office.
(b) The office by requiring the insurer or self-insured employer to designate a rehabilitation provider.
(c) The employee, through a request to the office. The office shall then require the insurer to designate a rehabilitation provider.
(2) Rehabilitation services provided under this Part must be delivered through a rehabilitation counselor approved by the office.
D. Prior to the workers' compensation judge adjudicating an injured employee to be permanently and totally disabled, the workers' compensation judge shall determine whether there is reasonable probability that, with appropriate training or education, the injured employee may be rehabilitated to the extent that such employee can achieve suitable gainful employment and whether it is in the best interest of such individual to undertake such training or education.
E. When it appears that a retraining program is necessary and desirable to restore the injured employee to suitable gainful employment, the employee shall be entitled to a reasonable and proper retraining program for a period not to exceed twenty-six weeks, which period may be extended for an additional period not to exceed twenty-six additional weeks if such extended period is determined to be necessary and proper by the workers' compensation judge. However, no employer or insurer shall be precluded from continuing such retraining beyond such period on a voluntary basis. An injured employee must request and begin retraining within two years from the date of the termination of temporary total disability as determined by the treating physician. If a retraining program requires residence at or near the facility or institution and away from the employee's customary residence, reasonable cost of board, lodging, or travel shall be borne by the employer or insurer. A retraining program shall be performed at facilities within the state when such facilities are available.
F. Temporary disability benefits paid pursuant to R.S. 23:1221(1) shall include such period as may be reasonably required for training in the use of artificial members and appliances and shall include such period as the employee may be receiving training or education under a retraining program pursuant to this Section.
G. The permanency of the employee's total disability under R.S. 23:1221(2) cannot be established, determined, or adjudicated while the employee is employed pursuant to an on-the-job training or a retraining program as provided in Subsections B and E of this Section.
Acts 1983, 1st Ex. Sess., No. 1, §1, eff. July 1, 1983; Acts 1988, No. 938, §1, eff. July 1, 1989; Acts 1989, No. 23, §1, eff. June 15, 1989; Acts 1989, No. 260, §1, eff. Jan. 1, 1990; Acts 1989, No. 454, §6, eff. Jan. 1, 1990; Acts 1997, No. 88, §1, eff. June 11, 1997; Acts 2003, No. 980, §1; Acts 2004, No. 341, §1, eff. June 18, 2004; Acts 2005, No. 257, §1; Acts 2013, No. 337, §1; Acts 2014, No. 811, §12, eff. June 23, 2014.

References: §1
 §1
 §1
 §1
 §6
 §1
 §1
 §1
 §1
 §1
 §12