Workers’ Compensation and Occupational Health – Page 2

August 08 2025

“I’m Not Just Treating a Back—There’s a Person Behind That Pain”: What Doctors Are Really Facing

By Dr. Rosie Moore, DNP, RN, LNC, LEHP, BC-FMP
“Understanding the Human Side of Injury Recovery: Real Stories, Real Struggles, Real Solutions” – Part 2 of 3

Dr. Patel’s Day

Dr. Patel glanced at her overflowing patient list. One after another, she saw patients struggling with chronic pain, complicated workers’ comp cases, and frustrated employers breathing down her neck for updates. There simply wasn’t enough time to give each person the whole care they deserved.

She wanted to do more—understand their stories, connect the dots, and help them heal completely. But the pressure of paperwork, insurance approvals, and employer demands left her exhausted and often feeling like she was just putting out fires.

The Pressure Cooker of Clinical Practice

Doctors and medical providers are caught in a high-stakes balancing act every day. They strive to:

Deliver quality patient care while managing mounting administrative tasks
Navigate the complexities of workers’ compensation regulations
Communicate with employers, insurers, and patients who each have different priorities
Keep up-to-date with evolving treatment guidelines and functional medicine advances

This tightrope walk often leaves little room to address the root causes behind pain or chronic conditions.

Caught in the Middle

Providers frequently find themselves stuck between:

Patients hoping for relief and understanding
Insurers demanding cost-effective, evidence-based treatments
Employers needing timely, safe return-to-work plans

Miscommunications can lead to delayed approvals, treatment gaps, and increased frustration for everyone involved.

The Gaps No One Sees

Beyond the clinical symptoms are the psychosocial factors: anxiety, fear, family stress, and workplace pressures. Without time or resources to explore these fully, patient outcomes may suffer.

This is where collaborative care models—like incorporating functional medicine and personalized case management—can bridge the gap.

Functional Medicine as a Collaborative Bridge

I partner with providers like Dr. Patel to complement their care by:

Offering root-cause evaluations that consider lifestyle, nutrition, and stress
Coordinating between medical providers, employers, and insurers
Supporting patients emotionally and educationally throughout recovery
Reducing provider administrative burden with clear communication and updates

Together, we create a smoother, more comprehensive healing experience.

Let’s Work Together

If you’re a provider facing these challenges, I’d love to discuss how my functional medicine nurse consulting can lighten your load and improve your patients’ outcomes.

Call to Action:
Let me help you create smoother recoveries and stronger outcomes—for your patients and your peace of mind.
Contact me for a collaboration conversation: jrmnurseconsultants.com

July 07 2025

Florida Workers’ Compensation: Clarifying the 30-Day Work Status Update Requirement

By Rosie Moore, DNP, RN, LNC, LEHP
Functional Medicine Nurse Consultant & Workers’ Compensation Case Manager

One of the most common questions I receive from providers is whether they need to see an injured worker every 30 days to update their work status. While Florida Statute § 440.13(2)(c) is often cited, there tends to be confusion surrounding its interpretation.

Here’s what the statute actually says:

“The physician shall release the employee to return to work with or without restrictions, and such release shall be reported to the employer and the carrier. The physician shall reevaluate the injured worker at intervals not exceeding 30 days, unless the carrier authorizes less frequent visits.”

But what does this really mean in practical terms?

It does not mean the provider must physically see the patient every 30 days. Rather, they must ensure that updated work status documentation is issued at least every 30 days. If the worker has not been seen in person but continues under care with no change in status, the provider may issue a note or DWC-25 indicating that the work status remains the same and that it is being continued based on previous clinical findings.

This clarification is essential, especially for providers managing high caseloads or patients with chronic injuries who may not require in-person follow-up that frequently.

Best Practice Tip:
Document clearly that the extension of restrictions or duty status is based on prior clinical evaluation, and indicate the date of the last in-person visit. This keeps the employer, insurer, and injured worker all aligned.

If you’re a provider navigating Florida workers’ compensation cases and want help streamlining your documentation while remaining compliant, I’m here to help.

Contact Rosie Moore, DNP, RN, LEHP, LNC, BC-FMP
Email: rosie@jrmnurseconsultants.com
Phone: 407-760-1662
Website: www.jrmnurseconsultants.com

July 07 2025

Clarifying 30-Day Reassessment and Work Status for OWCP Providers

By Rosie Moore, DNP, RN, LNC, LEHP
Functional Medicine Nurse Consultant & Workers’ Compensation Case Manager

If you’re a provider treating a federal employee through the U.S. Department of Labor (OWCP), you may be wondering how often you need to see the patient in person in order to address work status and provide documentation such as the CA-17.

Here’s what you need to know:

There is no OWCP rule that requires an in-person visit every 30 days.
While many case managers or employers prefer monthly updates, OWCP allows for completion of the CA-17 and work status documentation based on chart review, as long as your determination is based on recent clinical documentation and your professional judgment.

Can I Complete a CA-17 Without Seeing the Patient?

Yes. If the injured worker is stable and there is no new clinical change, you may complete a CA-17 indicating that work status remains unchanged. You must clearly document that your opinion is based on a review of existing records and that no in-person visit occurred.

Best Practice Language to Include in Your Note:

“Work status extended based on review of existing medical records. No in-person evaluation was conducted at this time.”

This protects you and clearly communicates the basis of your decision.

Reminder: OWCP Forms Are for Administrative Use

The CA-17 and similar forms are tools used by the employer and claims examiner to track capacity for duty. OWCP does not regulate a strict timeline for follow-up unless medical necessity or case complexity requires it.

Final Thoughts

As always, clinical judgment comes first. If the injured worker’s condition changes or you need to reassess capacity for work, schedule a visit. But if nothing has changed, chart review may be appropriate — and acceptable to OWCP — when updating paperwork.

Need Help Staying Compliant Without Extra Work?
As a nurse consultant, I help providers stay on top of OWCP documentation, functional evaluations, and return-to-work protocols—without unnecessary visits.

rosie@jrmnurseconsultants.com
jrmnurseconsultants.com
407-760-1662

Previous page 1 2

Years of experience in Work Comp, Case Management, Disease Management, Utilization Review and Prior Authorization.

Category Archives: Workers’ Compensation and Occupational Health