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Issue 2, Volume 1 June 20070


Since the 1991 publication of the First Edition of The Medical Disability Advisor (MDA), Reed Group has remained committed to the continuous improvement of the evidence-based MDA tool for our loyal customers. We are pleased the MDA guidelines have become a global gold standard for normal physiological recovery times in the working population. In addition to online return to work guidelines, Reed Group also now delivers ACOEM's treatment and utilization review guidelines.

Since 1994, Reed Group has also become a leading provider of disability, FMLA and absence management services for employers and alliance partners throughout the U.S. and abroad. Reed Group's experienced healthcare and leave management professionals focus first on helping the injured or ill individual. They deliver a unique clinical model that consistently produces better outcomes and better employee satisfaction. As a healthcare organization, we understand the relationship between the various reasons for medical absence and the conditions that necessitate employee lost time from work.

Over the course of the last 16 years, Reed Group has developed an independent and proprietary database containing more that 5 million observed case records. Our Guidelines and Service customers benefit from the special data analytic reporting services available through Reed Research, including the predictive modeling of absence and its medical causes. Reed Research provides other data analytic services about which we would be happy to provide information.

Reed Group's 2007 commitment to you is the continued expansion and improvement of our product and service solutions. Please feel free to send us your suggestions at info@reedgroup.com. We appreciate hearing from you.

Sincerely,
Presley Reed, MD


Depression and Family Medical Leaves (FMLA)
by Presley Reed, MD

Stress and depression claims consistently rank amongst the top ten reasons for employee medical and disability leaves from work. Mental health issues present unique challenges to individuals responsible for managing disability and the administration/tracking of FMLA leaves. The treating healthcare provider applies diagnostic criteria and experience in order to establish a mental health diagnosis. Further, mental health professionals may work with treatment protocols when delivering care. Unfortunately, case managers and claims professionals, some not medically trained, who are responsible for approving and denying medical leave are not always comfortable when dealing with mental health cases. This article outlines information that may be useful for future reference.
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Upcoming Events

Make sure to stop by our booth at the following events:

July 16-19
SEAK Dynamics of Disability
Cape Cod, MA

July 15-18
Disability Management Employer Coalition (DMEC)
Boston, MA

July 15-18
Federal Workers' Compensation Conference (FWCC)
Washington, D.C.

August 12-15
Florida Workers' Compensation Institute (FWCI)
Orlando, FL

September 18-22
International Association of Industrial Accident Boards & Commissions (IAIABC)
Phoenix, AZ

September 26-28
Texas Workers' Compensation
Austin, TX


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What's New?

New from Reed Group & ACOEM- UMK Professional
Now includes ACOEM's Occupational Medicine Practice Guidelines, Second Edition online
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MDA Internet Spanish Now Available
MDA Internet is now available in Bilingual (English-Spanish) and Spanish-only versions.
View a sample topic in Spanish, or call a product consultant at 866.889.4449. Callers outside the US please dial 00 1.303.247.1860, ext. 6650.

Texas Adopts MDA
The Medical Disability Advisor chosen as Return to Work Guidelines by Texas Department of Insurance.
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Earn CEU's Online!

MDA 101: How to use The Medical Disability Advisor in Disability Case Management, a self-paced on-line class authored and produced by Reed Group and Webility.
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Reed Group now offers online courses pre-approved to earn CEUs. Click here to see what's available.

Case Manager Tips

Intermittent FMLA
Is intermittent FMLA the bane of your existence? For those who administer and manage FMLA absence, intermittent absence is the most problematic and least understood use of Family Medical Leave types.
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