White Paper Summary

One reason is because baby boomers are retiring and exiting the workforce at a rapid pace leaving the younger generation to take the reigns. Additionally, there is a cost benefit to offering this option. It’s more affordable than traditional considerations and offers employees the opportunity to have a good work/life balance. Employers must have a solid plan in place for managing remote employees where both parties have a clear understanding of expectations, including at-home work-related injuries.

Determining if an at-home injury is compensable hinges, in large part, upon a clear cut determination of whether the employee was furthering their employer’s interest at the time of injury or if they were performing a normal activity of life. This can be a fine distinction, so it is important to thoroughly investigate each individual loss to ensure your compensability determination is well thought-out. There are many examples that warrant consideration beyond simply the facts of the loss, including the law in the applicable jurisdiction. Outlined below are some important considerations for employers.

To learn more about ORGIG, please visit their website.