Long-Term Disability Insurance for Human Resource Workers

Long-Term Disability Insurance for Human Resources Workers

Human resources jobs include managers, specialists, and clerical workers who all address a company’s employees’ needs and see to their training and paperwork. Their primary responsibilities can sometimes be physically or mentally demanding, leading to long-term disabilities.

It is reasonable to assume that, after paying into a long-term disability policy for years, it will be there for you when needed. Unfortunately, insurance companies are notorious for questioning claims and finding reasons to deny them. This situation becomes especially apparent if the company considers your occupation “sedentary” or low demand.

But at Capitan Law, we know your disability deserves validation and consideration – not an outright denial of benefits. If you are a human resources specialist in Pennsylvania, Kentucky, or New Jersey who needs assistance with occupational disability benefits, we can help. Call us at (267) 419-7888 for a free consultation.

Material Duties of Human Resources Workers

There are eight primary areas of human resources, including:

Recruiting and hiring employees
Managing employee benefits
Ensuring fair employee compensation
Labor relations
Compliance with employment laws and company policies
Organizational structure
Payroll management, including protecting sensitive information
Training and development

The Bureau of Labor Statistics divides human resources into several positions, including managers and specialists who share the abovementioned duties. Companies may divide labor among human resources staff or hire generalists who perform the work of specialists and managers.

Specialists, generalists, and managers have similar work conditions, too. They will almost always include office settings where they use computers, interview candidates, and conduct training. Sometimes, their work weeks exceed 40 hours. Managers tend to stay in the office, with specialists traveling and recruiting.

An HR office also includes clerical workers who perform word processing and other administrative tasks. Since managers and clerical workers spend most of their time in the office, the Department of Labor likely considers them sedentary occupations where they sit most of the time and lift items like files, ledgers, and small tools.

Specialists who travel and appear at job fairs may fall under light work. In these positions, employees lift up to 20 pounds, frequently lifting or carrying items over 10 pounds. There is also more walking and standing than in sedentary jobs.

Common Medical Conditions Suffered by Human Resources Workers

Even sedentary and light work can cause disabilities. Examples of disabling conditions in human resources include:

Carpal tunnel syndrome: Being on a computer all day is tough on hands, arms, and wrists. Workers can develop chronic pain to the point that computer work becomes unbearable. Treatments like pain control and surgery can provide some relief, but sometimes, workers aren’t as efficient as before developing the condition.
Back and posture problems: Sitting long hours without a break also affects joints, tissues, nerves, and muscles in the back and neck. Also, lifting items at a job fair could injure a worker, especially if they’re exhausted and not paying attention to body mechanics.
Mental health issues: Human resources can be a stressful environment. Besides the routine items associated with recruiting and training employees, managers and specialists may have to handle sexual harassment claims, employees’ emotional turmoil, and lay-offs. Being exposed to mental pain and suffering can affect human resources workers too.
Health issues: Human resources workers also face health issues that have nothing to do with work. Cancer, vision loss, stroke, heart attacks, and other serious conditions can lead to disability and an inability to work even in a light or sedentary position.

Why Human Resources Workers Have LTD Benefits Denied

Insurance companies assume sedentary and light positions are the least taxing, so they are reluctant to approve claims in those industries. They are often quick to reject these claims for the following reasons:

You can allegedly continue work in another capacity, e.g., from a manager to a specialist or a specialist to a clerical worker.
There are policy limits for mental health conditions.
Your medical documentation is allegedly inaccurate or incomplete.
The policy does not cover your condition.
Your job description is inaccurate, e.g., presented as more sedentary than in reality.

Acceptance of your claim also depends on whether you have “own occupation” or “any occupation” coverage. Own occupation coverage applies when you cannot work your current job. For example, if a back injury keeps you from attending job fairs as a human resources specialist, you may receive benefits because you cannot work that occupation.

But “any occupation” coverage makes denying benefits easier. You can only receive them if you can’t work any job. So, using the human resources specialist example above, the insurance company may see you can’t work job fairs but determine you can work in an office drafting documents, interviewing applicants, and conducting training sessions. The adjuster may then deny your claim because you can perform other work.

Appealing a Claim Denial

You can appeal the decision if the insurance company denies a claim or cuts off a previously approved claim. It is easier to navigate an appeal if you hire an attorney, as they often know the compelling counterarguments and evidence needed to reverse claim decisions.

Common approaches in an appeal can include:

Showing where an adjuster misinterpreted or manipulated policy language
Using expert testimony, doctor reports, and updated medical records to prove disability
Questioning the independent medical examiner’s statements where they show apparent bias for the insurance company and fail to examine you thoroughly
Exposing and examining any holes in the adjuster’s analysis or where they discounted evidence

Need Help with Long-Term Disability Benefits?

There are options if an insurance company denies long-term benefits. You can appeal and provide additional medical evidence proving your inability to work. Your friends, family members, and coworkers can also offer testimony to back up your claims.

But these options are challenging since the insurance company landscape is often complex to navigate. Capitan Law has represented many human resources workers throughout Pennsylvania, Kentucky, and New Jersey, and we can help you too. Our legal team will review your claim and circumstances to determine if you have a case for appeal. If so, we offer aggressive representation to pursue the benefits you deserve and provide income when you can’t work.

Call us today at (267) 419-7888 for a free consultation whether you are filing an initial claim or appealing a previous one. We can help you get started on the right path.

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