Question 1

What is a "panel of physicians" in workers' compensation?

Accepted Answer

A panel of physicians is a list of doctors, selected by the employer, from which an injured employee can choose to receive medical treatment. In Georgia, an employee can select one doctor from this list and is allowed to make one change to another doctor on the same panel. This system gives both the employer and the employee a say in the medical care provided.

Question 2

What are the requirements for a valid panel of physicians in Georgia?

Accepted Answer

To be considered valid, a panel of physicians in Georgia must meet several specific requirements: It must list at least six physicians or professional associations that are reasonably accessible to employees. At least one physician must be an orthopedic surgeon. It cannot include more than two industrial clinics. The panel should include at least one minority physician. It must be posted in a prominent and conspicuous place on the employer's premises. The employer must take reasonable measures to ensure employees understand how the panel works and their right to select a doctor from it.

Question 3

What happens if an employer's panel of physicians is invalid?

Accepted Answer

If the panel is invalid, the employer loses control over the employee's medical care. This is a very significant consequence, as it means the injured employee can go to any doctor they want for treatment. This can lead to higher medical costs, longer recovery periods, and a general loss of control over the direction and cost of the claim.

Question 4

Why is it a mistake to fire an employee immediately after they file a workers' compensation claim?

Accepted Answer

Firing an injured employee right away is a costly mistake for several reasons: Loss of Light-Duty Offer: It eliminates your ability to offer a light-duty job to the employee, which is a primary tool for suspending weekly disability benefit payments. A job offer made to a terminated employee is unlikely to be considered a good-faith offer by the State Board. Increased Legal Risk: It can expose the company to lawsuits under the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA). Weakened Negotiating Position: It removes a major bargaining chip in settlement negotiations. The ability to bring an employee back to work can significantly lower the settlement value of a case; without it, you will likely pay more.

Question 5

How can an employer protect itself from liability when hiring subcontractors?

Accepted Answer

A company can be held liable as a "statutory employer" for injuries to a subcontractor's employee if that subcontractor doesn't have workers' compensation insurance. To protect yourself, you should always require any subcontractor or independent contractor you hire to provide a certificate of workers' compensation insurance. You should also verify that their coverage remains active for the entire time they are working for you.

Question 6

What are the consequences of not carrying required workers' compensation insurance?

Accepted Answer

Failing to have legally required workers' compensation coverage is a serious and costly mistake. The penalties include: A 10% increase in income benefits owed to the injured worker. An additional 15% penalty for any late payment of benefits. The requirement to pay the employee's attorney's fees. It is a misdemeanor offense. Most importantly, the person at the company responsible for obtaining insurance can be held personally liable for paying the benefits if the business cannot.

Question 7

How can an employer misclassify an employee as an independent contractor?

Accepted Answer

In Georgia, a worker is considered an employee unless they meet three specific criteria to qualify as an independent contractor: There is a contract that intends to create an independent contractor relationship. The worker has the right to control the time, manner, and method of the work. The worker is paid a set price per job or per unit, not hourly or by salary. If you pay someone hourly or dictate their work schedule and methods, they will be considered an employee for workers' compensation purposes, regardless of what their contract says.

Question 8

What should an employer do as soon as an employee reports an injury?

Accepted Answer

You should conduct a thorough investigation immediately. Ask the employee for the specific date, time, and location of the injury. Ask how it happened and if there were any witnesses. If an employee simply calls in to report they are "hurt," always ask if the injury is work-related. Secure and save all evidence, especially any relevant security camera footage. Do not erase video footage, even if it appears to show nothing, as destroying potential evidence can lead to legal sanctions against you.

Question 9

Is the EEOC still active under the current administration?

Accepted Answer

Yes. The EEOC is very much alive, and charges are being filed. The agency has shown an increase in aggressive investigations and recently registered its largest public settlement in almost 20 years. (04:41)

Question 10

Do my company's anti-discrimination policies need to be updated?

Accepted Answer

&nbsp;Yes. Policies and employee handbooks should be treated as living documents and audited annually to ensure compliance with recent legal changes. (02:45)

Question 11

Can we choose a job candidate based on their qualifications without risking a discrimination lawsuit?

Accepted Answer

Yes. You can and should choose the most qualified candidate. The key is to base your decision on objective, job-related criteria like experience, skills, and work history. The law is violated when a company uses these criteria as a pretext for a decision actually based on a protected characteristic like age, race, or gender. For example, it's legal to choose a candidate with more experience. It's illegal to reject a candidate with more experience because you assume they're "too old" for the team. (10:42)

Question 12

What is the Pregnant Workers Fairness Act (PWFA), and how does it affect our company handbook?

Accepted Answer

The PWFA requires employers to provide reasonable accommodations for pregnant employees. It's critical to update your handbook to reflect that in some cases, you cannot deny an accommodation for an obvious pregnancy even without a doctor's note. The standard for accommodation has been lowered. (16:09)

Question 13

Can we fire an employee who is out on workers' compensation?

Accepted Answer

Terminating an employee on workers' compensation is legally risky. It is generally more prudent to wait until they return or have reached maximum medical improvement, unless you can prove the position would have been eliminated regardless of their injury. (42:14)

Question 14

Is it okay to put a lactation space in a bathroom?

Accepted Answer

No. Under the Pump Act, the lactation space must be a private area that is not a bathroom. (18:44)

Question 15

Does our company need to put up labor law posters?

Accepted Answer

Yes. Employers should ensure they have up-to-date and legally required posters from various agencies (e.g., EEOC, FLSA, NLRB) displayed in a conspicuous place. (40:24)

Question 16

Should a manager make a complaint for an employee who is being harassed if the employee is not willing to?

Accepted Answer

Yes. Recent EEOC guidance suggests that an individual aware of a colleague in the same protected class being harassed may have standing to bring their own harassment claim, even if they were not the direct target. Employers should take all reports of harassment seriously. (21:58)

Question 17

What is the best way to handle an employee complaint?

Accepted Answer

It is important to have clear, well-documented, and consistently followed procedures for all complaints. Training for managers and an "open door" policy help ensure employees feel heard and that their complaints are taken seriously. (24:06)

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