Things have changed…
We, at Petra Coach, have adapted to meet this change. Prior to last week – our work coaching organizations around the world was mostly VITAMINS (making businesses the healthiest they could be) – last week we shifted our focus to MEDICINE (ensuring business survival WHILE keeping them healthy).
We got into this business because we’re passionate about helping businesses and entrepreneurs thrive. Strong leaders are the key to success in every situation—including this one. The way leaders and businesses handle this disruption will determine in part, how our country and how our world manages the disruption. It’s our passion and mission to support you and ensure you come out stronger.
That’s the sentiment and motivation behind our Town Hall… We have experts on the line who will provide you with the information you need to address key aspects of your operations.
Watch the video above to learn what our legal, financial, business, HR, medical and technological experts have to say about operating your business amid COVID-19.
We will be updating this blog with resources and Q&A referenced during the town hall.
Coronavirus disease (COVID-19) presents an interesting issue for Tennessee Workers’ Compensation claims with respect to causation. Given the increasing incidence of community spread, the current lack of prevalent testing, and the possibility that infected individuals are presently asymptomatic and continuing to engage in their regular work duties, litigating the compensability of COVID-19 in a Tennessee Workers’ Compensation claim would appear to present a host of challenges. Specifically, pinpointing the source of one’s infection with COVID-19 within the workplace and/or one’s work activities would likely necessitate a degree of speculation on the part of any authorized treating physician. While Tennessee currently only has a limited number of COVID-19 cases reported, it is highly likely that COVID-19 emerges as an issue that Tennessee Workers’ Compensation judges will have to address in short order given the projections about how widespread this disease may eventually become and the tangible impact a COVID. With the above in mind, it would appear at first glance that relatively few types of employment would potentially lend themselves to a finding of compensability as to a COVID-19 diagnosis. Specifically, healthcare professionals, law enforcement officers, fire fighters, and other first responders who routinely interact with individuals in need of medical treatment would appear to be at a higher risk of contracting COVID-19 as part of their regular work activities. However, as previously discussed, given the projected increase in community spread, the present lack of testing, and the possibility that people afflicted with COVID-19 are asymptomatic and engaging in their normal work/life routines, it is possible that more and more individuals beyond the professions just mentioned will find themselves in a situation that lends itself to contracting COVID-19. Regardless, any compensable diagnosis for COVID-19 would necessitate a finding by an authorized treating physician that the disease arose primarily out of (i.
More from Chan (Insurance):
Typical employer based health insurance contracts allow for placing employees on a leave of absence for up to 6 months and maintain them on the active employee group health plan, without having to terminate them and offer COBRA or state continuation. This can be for a non-qualified leave of absence (i.e. not FMLA etc. but rather due to business conditions or otherwise). I am not sure as to employment law related exposures associated with this, just that the insurance companies allow for it. The employer does need to continue to pay the same portion of the premiums as prior to leave.