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Other pain relief therapies hold substantial promise in defeating drug dependency.
Tying payment to outcomes will require a paradigm mindset shift in workers' comp.
Payers must remain focused on preventing claims and mitigating severity.
A new survey by Mitchell International Inc. looks at the role advanced technologies may play in workers’ comp.
Presumption laws combined with newer, more expensive cancer drugs are a one-two punch municipalities can ill afford.
At Rochester Regional Health, the workers’ comp and safety team champion employee engagement and positive reinforcement.
When the City of Surprise, Ariz. got proactive about reining in its claims, it also took steps to get employees engaged in making things better for everyone.
An accurate picture of total cost of risk emboldens different management layers to work together to seek solutions.
An exploratory program may help identify answers for some of the thorny issues surrounding medical marijuana in workers' comp.
Determining total cost of risk has value; getting your hands on the right data set is the challenge.
Two recent court decisions have claims payers talking: Should injured employees be able to choose their preferred pharmacy?
Determining it may be inexact; pursuing it merits attention.
Wallace Jones achieved double-digit premium reductions for Ashley Furniture by educating senior leaders and implementing changes over a four-year period.
Cumulative Trauma, or CT claims, continue to harm workers and drive up costs. Defending against these claims means reducing, through analytics and engineering, the chance that workers get hurt to begin with.
Eliminating missed medical appointments can significantly reduce claims costs and improve outcomes for injured workers.
While ergonomic rules never became law, the idea alone fueled a nationwide awareness.
Dispensers are using loopholes to circumvent reforms. But PBMs and payers are pushing back.
The degree to which companies can effectively collect data on their employees hinges upon trust and transparency.
As employer needs and challenges have grown more complex, integrated absence and disability management may provide an answer.
Robust wellness strategies, once perceived as a nicety, should be considered a must-have.