The Massachusetts workers’ compensation system requires employers to provide medical and wage loss benefits to employees who have been injured on the job. Under Massachusetts law, workers’ compensation serves as an exclusive remedy for workers injured while operating in the scope and course of their employment. The law shields employers from civil liability for on-the-job injuries in most situations.
Three state agencies in Massachusetts have key roles in the administration and delivery of services under workers' compensation:
Under the Massachusetts Workers’ Compensation Act, most employers are required to provide, secure and pay workers’ compensation for any and all personal injuries sustained by an employee arising out of and in the course of the employment. This requirement includes:
Employees who are injured during the course of employment, or who suffer from work-related mental or emotional disabilities, as well as occupational diseases, are eligible for workers' compensation benefits in Massachusetts. Benefits include:
Despite the act’s broad definition of “employee,” certain types of workers are excluded from coverage under the act. These include:
The distinction between an employee and an independent contractor is determined on a case-by-case inquiry rather than the actual language of the contract or arrangement between parties. Accordingly, employers cannot bypass responsibilities under the workers’ compensation laws by merely designating a worker as an independent contractor.
An employer who wants to treat someone as an independent contractor has to show that work:
Individually, none of these factors conclusively determines the status of the relationship. The Office of Legal Counsel is responsible for making the factual determination as to the relationship of the parties.
Any corporate office who owns at least 25% interest in the corporation may exempt themselves from the provisions of the workers' compensation act. Such an exemption does not apply to employees of a corporation who are not listed as corporate officers. All employees must be covered by a valid workers' compensation policy at all times. Officers desiring to be exempt must sigh the Affidavit of Exemption for Certain Corporate Officers or Directors (Form 153), which can be downloaded at:
Criminal and civil penalties can be imposed on employers who violate the mandatory insurance law. Employers who illegally operate without insurance:
The Americans with Disabilities Act (ADA) prohibits an employer from inquiring about the existence, nature or severity of an applicant’s disability, including workers’ compensation history. However, a prospective employer may inquire about the applicant’s ability to perform specific job functions under the ADA. Upon hiring, the ADA requires the employer to make a reasonable accommodation to an employee’s known disability if the employee is otherwise able to perform the essential functions of the job.
Many employers are allowing employees to work remotely indefinitely and/or implementing a hybrid work schedule. When investigating an alleged remote work injury, the employer should evaluate it like any other claim.
Here are some investigative tips:
Requiring employees to create a dedicated work area at home and establish clear working hours and break times will help to reduce potential liability for accidents occurring any time of the day or night. Employers can also install task monitoring software to record the employee’s computer activities, which can help to identify when the computer was being used or when it was idle. These cases can be complicated and are usually very fact-specific. Employers should work with their third-party administrator (TPA) and/or defense counsel to determine if a remote work injury is compensable.
Clarification of the treating physician’s opinion as to restrictions and impairment should be obtained before permitting an employee who has been absent from the workplace for a work-related injury to return to work. The employer should determine:
An employer should strictly adhere to all medical restrictions issued by the treating physician to avoid additional injury to the employee and subsequent additional liability.
The ADA does not require an employer to create a position for an employee injured on the job who can no longer perform the essential functions of his job. Nevertheless, employers may find it a good business practice to create meaningful employment opportunities for injured employees, while they are restricted from performing their normal jobs due to an on-the-job injury. The intersection between workers’ compensation, the ADA and the FMLA has been called the “Bermuda Triangle” as the simultaneous compliance with each law can be quite difficult. It is recommended that employers consult an experienced employment attorney to assist in navigating these issues.