Texas Senate Bill SB1814

Texas 2009 - 81st Regular

• Out of Senate Committee: 4/7/09
• Voted on by Senate: 4/16/09
• Out of House Committee: 5/2/09
• Voted on by House: 5/20/09
• Governor Action: 6/19/09
• Enrolled: 5/21/09
• Passed: 6/19/09

Caption

Relating to return-to-work coordination services and a return-to-work reimbursement program for employers participating in the workers' compensation system.

Impact

The proposed changes would specifically influence how workers' compensation cases are managed in Texas, as insurers would be required to step in more proactively during the recovery process. This could lead to a more streamlined return-to-work process, allowing injured workers to return to their duties in modified roles that accommodate their medical restrictions. The bill also allows for a reimbursement of up to $5,000 for employers who incur costs while accommodating these modifications, which could include physical adjustments to the workplace and necessary equipment.

Summary

SB1814 seeks to amend the Texas Labor Code to enhance return-to-work coordination services and establish a reimbursement program for employers participating in the workers' compensation system. The bill mandates insurance carriers to provide ongoing return-to-work coordination services, especially targeted at employers without established programs. By facilitating an injured employee's return to work, the bill aims to reduce the time employees spend away from their jobs, thereby benefiting both the workers and employers who might struggle with labor shortages due to injuries.

Contention

Notably, the bill focuses primarily on small employers, defined within the parameters of the number of employees, which may raise concerns about fairness and accessibility for larger businesses. Critics could argue that this emphasis might inadvertently exclude certain employers who could also benefit from coordination services. Additionally, the bill does not override existing collective bargaining agreements, which could lead to confusion or contention if employers seek to implement changes that are at odds with labor contracts. Furthermore, there may be debates over how the reimbursement framework is structured and whether it adequately supports employers in practice.