Professionals in Workers’ Compensation2012 – 2013Membership Directory

Professionals in Workers' CompensationPO Box 65893Tacoma WA 98464

Phone: (206) 249-7922Facsimile: (206) 888-4697

www.pwc.org

INFORMATION ABOUT PWC

PWC Mission Statement

Professionals in Workers’ Compensation (PWC) is a progressive organization of professionals from the many fields and disciplines that play an integral role in workers compensation. Our goal is to provide quality educational and skill-building programs for our members by creating opportunities for networking and learning. We also serve as a venue for establishing and maintaining relationships that engender a respectful view of the common goals and challenges faced by those in the workers compensation field.

Benefits of PWC Membership

PWC provides educational programs throughout the year, designed to benefit industrial insurance professionals. PWC programs keep you up-to-date on developments in medical, vocational, administrative and legal aspects of workers’ compensation. In addition, we celebrate our commonalties at our Annual Banquet, with good food, high spirits, entertainment, great speakers, and thought-provoking dialogue.

Through these activities we encourage members to communicate their positions and viewpoints, share their knowledge and learn from fellow members. By participating in our programs and networking opportunities, members gain a professional advantage from the opportunity to meet, understand and communicate with their peers.

And now PWC has made it even easier for busy professionals to join, and to keep their memberships up-to-date! Try out our web registration, and use PayPal to pay electronically. Type www.pwc.org into your browser location bar, or scan our QR code with your smart phone to go directly there!

Ways you can support PWC

PWC is a non-profit organization, made up of an all-volunteer Board of Directors, and individual and business members. The Board organizes each event, including program and banquet planning, contacting speakers, printing and mailing invitations, maintaining PWC’s website, and tracking membership. Our Board members are professionals in workers’ compensation, not professional event planners, but our commitment to PWC drives us to make it reach its potential.

The involvement of the PWC membership at every level is crucial to our success. Know of a topic that PWC should cover? Let us know! Have an idea for a speaker? Tell us! Have a skill that you could share? Outreach? Spreadsheets? Graphics? Curious about the names you see in your day-to-day workers’ compensation activities? Come staff a sign-in table at a program, or at the banquet, and you’ll see some of those faces!

Please take our new Interest Inventory at www.pwc.org (click on “Interest Inventory” at the top of the page. Or contact our Volunteer Coordinator Todd Gendreau: tgendreau@scsvoc.com or (253) 853-4150.

We always need people to help keep the engine of PWC humming!

PWC also welcomes anyone interested in serving on the Board of Directors. Serving on the PWC Board is rewarding in many ways. It allows you to support and serve the workers’ compensation community, and to be recognized within that community. The PWC Board is a supportive environment within which to expand your skills. We have big ideas! We have achieved several of our goals

and we know that we can make PWC even better. Your input and energy can help us continue to thrive.

Contact us to join the PWC team: contact@pwc.org

Professional in Workers’ Compensation 2012-2013 Board of Directors

President Marilyn Thomas, Strategic Consulting Services, Inc.

Vice PresidentPatti Kratzke, PK Consulting and Case Management

(Publications Chair)

SecretaryJeff Rodgers, WCS, Inc.

TreasurerNorma Rivera, Capen Industrial Rehabilitation Services

Associate Treasurer Sandi Ruff, Marketing & Program Development Consultant

Membership Chair Tara Campbell, Strategic Consulting Services, Inc.

Volunteer CoordinatorTodd Gendreau, Strategic Consulting Services, Inc.

Meade P. Brown, Jr., Attorney

Christina Casady, Capen Industrial Rehabilitation Services

Ian Chong, Ergonomics, Inc.

Jamie Hodge, Strategic Consulting Services, Inc.

A word about the Directory TeamOur organization is made up of hard-working and dedicated volunteers. Every effort has been made to make sure that contact information is correct and up-to-date, and that the ads provided by our generous supporters look as spiffy as possible. If you find an error, however, do let us know – but please be gentle. This is not as easy as it looks!

Mark Your Calendars!PWC Presentations:

September 20, 2012Brad Bates, PhD:

Measuring Effort during Cognitive and Academic Testing:

We know if you’re really trying

November 15, 2012Jos Cove, MD:

Indicators for Back Surgery & Predictors of Outcome*Directories will be distributed at this meeting*

January 17, 2013Legislative Updates

January 24, 2013Thurston County PresentationLegislative Updates Reprise

March 21, 2013PWC Annual Banquet

at the Boeing Museum of FlightMembers attend at a discounted rate

May 16, 1213Disability Drivers

Programs include dinner and CE letter. Members attend programs (except banquet) for free.

Non-members are welcome to attend for $20.

All events held at Seattle locations, except for our Thurston County presentation. For further information, check Events page at www.pwc.org. Except for the Annual Banquet invitations, PWC uses electronic communication for announcements. Please keep us updated on your

email and mailing addresses: contact@pwc.org

Event updates, as well as Membership and Publication deadlines are always available at

www.pwc.org

PWC 2012-2013 Sponsorships

PWC would like to thank our many generous sponsors from the past year. Without your support, we would not be able to offer the many exciting programs and activities that our members have come to appreciate.

Our thank-you gift to sponsors at the $150 level or higher is an ad in our annual directory. And starting this year, we now also provide one complimentary membership for our $250 and $350 level sponsors!

If you or your company are interested in providing a sponsorship, please visit our website at www.pwc.org, and click on “Sponsorships,” or contact a member of the PWC Board. A list of our Board members is provided in this directory, or you can look us up on the PWC website at www.pwc.org.

Thank You to our 2012-2013 Sponsors!

Platinum Sponsorship $350ACS Translations

Apple Physical Therapy Capen Industrial Rehabilitation

Comprehensive Risk ManagementHolmes, Weddle & BarcottMeade P. Brown, Jr., P.S.

Northwest Center for Integrated MedicineNorthwest Return to Work

Objective Medical Assessments Corporation (OMAC)Peoples Injury Network Northwest (PINN)

Performance Work RehabilitationPK Consulting and Case Management

Rehabilitation Institute of Washington (RIW)Strategic Consulting Systems, Inc.

Summit PharmacyThe Walthew Law Firm

UBC, Inc.Wallace, Klor & Mann, P.C.

Gold Sponsorship $250Approach Management Services

Moschetto & Koplin, Inc, PSOSC Vocational Systems, Inc.

Pratt, Day & Stratton, PLLCSunrise Medical Consultants

Silver Sponsorship $150Cascade Rehab Associates / Summit Rehabilitation, LLC

Larry A. Lehmbecker Law FirmMES Solutions

Puget Sound Vocational Services, Inc.WA Chapter, International Association of Rehabilitation Professionals

(IARP)

Bronze SponsorshipBarbara Bengston

NurseWorks Northwest

PWC MEMBERS

RESOURCES

Board of Industrial Appeals, Protest / Appeal Process

Return to Work Priorities

RCW 51.32.095Vocational rehabilitation services

When vocational rehabilitation is determined to be both necessary and likely to make the worker employable at gainful employment, then the following order of priorities shall be used:

(a) Return to the previous job with the same employer;

(b) Modification of the previous job with the same employer including transitional return to work;

(c) A new job with the same employer in keeping with any limitations or restrictions;

(d) Modification of a new job with the same employer including transitional return to work;

(e) Modification of the previous job with a new employer;

(f) A new job with a new employer or self-employment based upon transferable skills;

(g) Modification of a new job with a new employer;

(h) A new job with a new employer or self-employment involving on-the-job training;

(i) Short-term retraining and job placement.

Physical Demand Levels

According to the DOT (Dictionary of Occupational Titles, the Physical Demand Levels reflect the estimated overall strength that is required to perform a job. It is expressed in one five terms: Sedentary Light, Medium, Heavy and Very Heavy. Although other sources have further defined these levels with “sub categories” (i.e. Light-Medium) they should be used for reference or communication purposes only.

In part, determining the physical demand level is based upon the ability of the worker to perform material weight handling. Material weight handling should include the ability to lift, carry and push/pull. Push/pull should always be measure in pounds of force, and should not be recorded with the number of pounds pushed or pulled, as the force required varies depending upon the base of the material weight (on wheels, the type of surface and grade).

Another critical component in determining ability to work at a specific level is the worker’s is the ability to perform the following activities: Sitting, standing, walking, the use of the upper or lower extremities to use controls and the ability to perform maneuvers (crouching, squatting, kneeling etc.). The following are the descriptions of each Physical Demand Level:

SEDENTARY WORK

Material weight requirements: Lift/carry/push/pull or move objects including the human body that is 10# or less, on an occasional level (1/3 of the time). This also includes a negligible amount of force/weight on a frequent (2/3 of the time) basis.

Other factors: Sitting most of the time, but may include standing and walking for brief periods of time. It should be noted that jobs of the sedentary type require only occasional standing or walking.

Other factors: Requirements of walking or standing to a significant degree or if the job requires sitting for most of the time in combination with pushing and/or pulling of arm/leg controls. A job may also be considered Light if it requires working at a production rate pace, with constant pushing and pulling of material even though the weight of those materials are negligible. This is due to the constant stress and strain of maintaining a production rate in an industrial setting.

MEDIUM WORK

Material weight requirements: Lift/carry/push/pull or move objects that are 20 to 50# on an occasional level(1/3 of the time) and/or 10-25# of force/weight on a frequent (2/3 of the time) basis. This should also include a negligible up to 10# of force/weight on a constant (2/3 or more of the time) basis.

Other factors: In excess of those as defined in Light level of work.

HEAVY WORK

Material weight requirements: Lift/carry/push/pull or move objects that are 50-100# on an occasionally (1/3 of the time) and/or 25-50# of force/weight frequently (2/3 of the time) basis and 10-20# constantly (2/3 or more of the time).

Other factors: In excess of those as previously defined. This level is primarily involves standing/walking and performing combinations of maneuvers.

VERY HEAVY WORK

Material weight requirements: Lift/carry/push/pull or move objects that are in excess of 100# occasionally (1/3 of the time) and/or in excess of 50# of force/weight frequently (2/3 of the time) basis and 20# constantly (2/3 or more of the time).

Other factors: In excess of those as previously defined. This level is primarily involves standing/walking and performing combinations of maneuvers.

E-MAIL ETIQUETTE / Ian Chong, CPE / ian@ergoinc.com

I spend at least a half an hour each morning sifting through e-mail, plus 15 minute increments throughout the day -- that’s probably normal for everyone. If you have 50 messages every weekday, that’s more than 13,000 each year. Entire books are written on e-mail etiquette, but who has time to digest them? Articles abound, but we thought we would sift through the hundreds of rules to help you busy professionals recapture some lost time.

Here are some basic rules for e-mail etiquette and other things that we all need occasional reminders. The point is to communicate effectively and don’t let e-mail become a black hole for time. Allow your reader to get on with their (and your) life.

Replying: Be especially careful when replying to an e-mail sent to a large number of people. E-mail storms are created when someone on a list replies to all. Some write back to complain, others write back, etc. Those who are shipping e-mails to large groups should indicate clearly that replies should go only to the sender. When you reply to a message, check the list of recipients before sending.

Sharing: ALL e-mail is public; it’s like photocopying a letter and distributing it. E-mail from one person to another should never be shared with others unless you have permission (or it is obviously intended to be shared). The same etiquette that applies to paper letters applies to e-mail.

Signing: It’s polite to include a “signature” at the end of your message – name, affiliation, address & phone. Less is more here. Signature blocks with many lines of personal data or with cute phrases and quotes merely waste space, and change cute to tiring

Mass Mailing: 3 absolute rules to follow: 1) Never send e-mail in a way that allows anyone to reply to all recipients – ask an expert if you don’t know how, it called an alias; 2) Always add instructions at the end of the e-mail telling people how to remove themselves from future mailings. 3) Always include the name of a real person along with contact info so recipients have a way to comment.

Responding on a Serious Issue: Always, always wait before you respond on a serious issue. Because e-mail discussions can have the immediacy of a conversation, without body language or the transience of the spoken word, written words can be vastly misinterpreted. Every sentence you write can be read and reread for hidden meaning. Friendships and relationships have been lost this way. Compose a response: read it over; then wait for a day to read it a second time. Everyone who has ignored this advice has lived to regret it.

Notes: Here are a Couple More Words of Wisdom

Tone: Remember, when we converse, we expect other people to observe certain rules of behavior. This generally doesn’t come across in the cyberspace world, even with smileys. Not everyone understands the specific emotions, thoughts and feelings you have when you are e-mailing. Unless personal, lean towards a professional demeanor, and especially stay away from sarcasm!

Clearly summarize your message in the subject line: Properly titled messages help people organize and prioritize their e-mail.

Change the subject line when you change the subject: This makes e-mails easier to sort through.

Don’t use the CC (carbon Copy) function to copy your message to everyone: These days everyone receives too much e-mail. Unnecessary messages are annoying. If only a few people really need to receive your message, only direct it to them.

Use BCCs (Blind Carbon Copies) when addressing a message that will go to a large group of people who don’t necessarily know each other: Just as it’s not polite to give out a person’s phone number without their knowledge, it’s not polite to broadcast everyone’s e-mail address. If you send an e-mail to 30 people and use the To or CC fields to address the message, all 30 people see each other’s address. By using BCC, each recipient sees only 2—theirs and yours

Don’t write anything you wouldn’t say in public: Anyone can easily forward your message, even accidentally. This could leave you in an embarrassing position if you divulged personal or confidential information. If you don’t want to potentially share something you write, consider using the phone.

USING CAPS IS CONSIDERED SHOUTING: So don’t do it unless you mean it!

Use a smiley to make sure that a statement is NOT misunderstood: Smileys are typically used in personal e-mail and are not considered appropriate for business. They should rarely be used in the office. If your message needs a smiley for better understanding, most likely you should not be delivering it via e-mail. Even with a smiley, someone may misunderstand you.

32 MOST IMPORTANT E-MAIL RULES For those who like concise lists

1. Be concise and to the point2. Answer all questions, and pre-empt further questions3. Use proper spelling, grammar and punctuation4. Make it personal5. Use templates or frequently used responses6. Answer swiftly7. Do not attach unnecessary files8. Use proper structure and layout9. Do not overuse high priority option10. Do not write in CAPITALS – the equivalent of shouting11. Don’t leave out the message thread12. Add disclaimers if necessary13. Read the e-mail before you send it14. Do not overuse Reply to All15. Mass mailings: use the bcc field, or do a mail merge16. Take care with abbreviations and emoticons17. Be careful with formatting18. Take care with rich text and HTML messages19. Do not forward chain letters20. Do not request delivery and read receipts21. Do not ask to recall a message22. Do not copy a message or attachment without permission23. Do not use e-mail to discuss confidential information24. Use a meaningful subject25. Use active instead of passive26. Avoid using URGENT and IMPORTANT27. Avoid long sentences 28. Don’t send/forward defamatory, offensive, racist or

obscene remarks29. Don’t forward virus hoaxes30. Keep your language gender neutral 31. Don’t reply to spam32. Use CC field sparingly

For your continuing education: E-mail Etiquette Made Easy, $14.95By Judith Kallos, E-mail etiquette expertA little book that purportedly has it all!

Orwww.netmanners.com

PHYSICAL DEMAND LEVELS

According to the DOT (Dictionary of Occupational Titles, the Physical Demand Levels reflect the estimated overall strength that is required to perform a job. It is expressed in one five terms: Sedentary Light, Medium, Heavy and Very Heavy. Although other sources have further defined these levels with “sub categories” (i.e. Light-Medium) they should be used for reference or communication purposes only.

In part, determining the physical demand level is based upon the ability of the worker to perform material weight handling. Material weight handling should include the ability to lift, carry and push/pull. Push/pull should always be measure in pounds of force, and should not be recorded with the number of pounds pushed or pulled, as the force required varies depending upon the base of the material weight (on wheels, the type of surface and grade).

Another critical component in determining ability to work at a specific level is the worker’s is the ability to perform the following activities: Sitting, standing, walking, the use of the upper or lower extremities to use controls and the ability to perform maneuvers (crouching, squatting, kneeling etc.). The following are the descriptions of each Physical Demand Level:

SEDENTARY WORK

Material weight requirements: Lift/carry/push/pull or move objects including the human body that is 10# or less, on an occasional level (1/3 of the time). This also includes a negligible amount of force/weight on a frequent (2/3 of the time) basis.

Other factors: Sitting most of the time, but may include standing and walking for brief periods of time. It should be noted that jobs of the sedentary type require only occasional standing or walking.

Other factors: Requirements of walking or standing to a significant degree or if the job requires sitting for most of the time in combination with pushing and/or pulling of arm/leg controls. A job may also be considered Light if it requires working at a production rate pace, with constant pushing and pulling of material even though the weight of those materials are negligible. This is due to the constant stress and strain of maintaining a production rate in an industrial setting.

PHYSICAL DEMAND LEVELS (CONTINUED):

LIGHT WORK

Material Weight Requirements: Lift/carry/push/pull or move objects exerting up to 20 pounds of force occasionally (up to 1/3 of the time), and/or up to 10 pounds of force frequently (up to 2/3 of the time), and/or a negligible amount of force constantly (activity or condition exists 2/3 or more of the time) to move objects.

MEDIUM WORK

Material weight requirements: Lift/carry/push/pull or move objects that are 20 to 50# on an occasional level (1/3 of the time) and/or 10-25# of force/weight on a frequent (2/3 of the time) basis. This should also include a negligible up to 10# of force/weight on a constant (2/3 or more of the time) basis.

Other factors: In excess of those as defined in Light level of work.

HEAVY WORK

Material weight requirements: Lift/carry/push/pull or move objects that are 50-100# on an occasionally (1/3 of the time) and/or 25-50# of force/weight frequently (2/3 of the time) basis and 10-20# constantly (2/3 or more of the time).

Other factors: In excess of those as previously defined. This level is primarily involves standing/walking and performing combinations of maneuvers.

VERY HEAVY WORK

Material weight requirements: Lift/carry/push/pull or move objects that are in excess of 100# occasionally (1/3 of the time) and/or in excess of 50# of force/weight frequently (2/3 of the time) basis and 20# constantly (2/3 or more of the time).

Other factors: In excess of those as previously defined. This level is primarily involves standing/walking and performing combinations of maneuvers.

SPONSORS