CONGRATULATIONS!Holly Belton has been named the 2015 Workers’ Compensation Claims Professionals’ RisingStar. This award, presented annually by WCCP, was established to recognize a senior leveladjuster who exemplifies the professionalism needed to reach the next level in their career tobecome “Tomorrow's Leader.”

Please join us in congratulating Ms. Belton on this achievement!

WELCOME!Chris Deeley-Isais, the new Insurance Specialist/Risk Manager at the Clay County School Board.

Susan Legutko, the new Workers’ Compensation Representative at the Clay County School Board.

When faced with a new dateof accident involving aquestion as tocompensability, Floridaemployers (and their TPAs)commonly avail themselvesof the “120-day rule.” This isset forth in section440.20(4), Florida Statutes,which provides that, “[I]f acarrier is uncertain of itsobligation to provide allbenefits or compensation,the carrier shall immediatelyand in good faith commenceinvestigation of theemployee’s entitlement tobenefits under this chapterand shall admit or denycompensability within 120days after the initial provisionof compensation orbenefits!”.

This statute does not requirethat the employer/carrieradvise the claimant in writingof their intent to initiate the120-day investigation. And,historically, the First DistrictCourt of Appeal has not

explicitly required that aletter be sent for anemployer/carrier to takeadvantage of the 120-dayrule.1

This, of course, until theirrecent opinion inBabahmetovic v. ScanDesign Florida, Inc. andZenith Insurance Co..2 In thisdecision, the Court stated:We now hold that anemployer/carrier who paysyet does not provide writtennotice “[U]poncommencement of payment”cannot avail itself of the 120day rule to denycompensability, because ithas elected to “pay” ratherthan to “pay andinvestigate.” 3

In so holding, the Courtfound that the employer/

carrier in Babahmetovic hadwaived any right to denycompensability, even withinthe 120-day period, as noletter was sent.

To most, Babahmetovicrepresents a stark departurein the appellate court’sinterpretation of Section440.20(4) and, therefore,how employer/carriersshould handle incomingclaims. Perhaps the mosttroubling aspect of this newdecision is the logisticaldifficulty of complying withthe ruling. A situation willcommonly arise involving anemployee reporting an injuryand being directed to anurgent care clinic. The clinicobtains authorization fromthe carrier, and evaluates/treats the employee.

For the past several years, the UnitedStates Department of Education hasissued legislation and guidance in aneffort to reduce bullying inschools. It appears thatefforts at the federal, stateand local levels to preventbullying may be paying off.

New data indicates the firstsignificant decrease inschool-based bullying sincethe federal government begancollecting that data in 2005. Reportedbullying involving students ages 12-18

has decreased to 22% after remainingaround 28% for much of the pastdecade.

There are three recognizedtypes of bullying: physical,relational (or social) andverbal. Bullying of any typecan occur anywhere and toany student. Researchshows that students whoare bullied are more likely to

struggle in school and skip class.

U.S. Department of Education

JOHNS EASTERN COMPANYIntegrity. Experience. Results.

Publisher Beverly AdkinsEditor-In-Chief Alice BaneGraphic Designer Deirdre Harris

Contributors:

● Healthesystems Clinical Services Team● Kristen Magana, Esquire

Broussard & Cullen, P.A.● Greg Nichols, President

SPNet Clinical Solutions● Rose Rome, Johns Eastern● Sniffen & Spellman, P.A.● U.S. Department of Education

www.johnseastern.com

PO Box 110259Lakewood Ranch, FL 34211-0004

Phone: 941-907-3100Toll Free: 877-326-JECO

Fax: 813-402-7913

JOHNS EASTERN COMPANY, INC.

JOHNS EASTERN COMPANY, INC.Claim Adjusters & Third Party Administrators

6

---

A NEW INTERPRETATION OF THE 120-DAY RULE

How Does theBabahmetovic RulingAffect You and YourInjured Workers?

WWW.JOHNSEASTERN.COM

Continued on page 5

Third Quarter 2015

IN THE SPOTLIGHT

CEUSEMINARS

9/18/15:“FunctionalCapacityEvaluations andAquatic Therapy”by Align Networks.11:30 AM – 2:00PM, Holiday InnLakewood Ranch,6231 Lake OspreyDrive, LakewoodRanch, FL.

10/7/15:“SuccessfulSubrogation 2.0”by Linda Farrell withBoyd & Jenerette,P.A. 11:30 AM –2:00 PM, HolidayInn LakewoodRanch.

Each presentationprovides two hoursof CEU credits.

For more details,contact: Rose Rome atrrome@johnseastern.com

Page 2The Importance ofOffice Ergonomics

Page 4Avoid the Pitfalls ofPhysician Dispensing

Page 3Johns Eastern isGoing Social!

NATIONAL BULLYING RATE DECLINES

This first visit will most certainlybe construed as the “initialprovision of benefits” and, perBabahmetovic, that provision willrender the employer/carrierresponsible for benefitsthereafter unless the “pay andinvestigate” letter was sentcontemporaneously. This, even ifat the time those benefits wereprovided, the employer/carrierhad no reason to suspect theclaim was invalid. This, even if adenial is ultimately issued within120 days of that first provision.

Now, it would seem that a “payand investigate” letter should beissued in every workers’compensation claim upon theprovision of any benefit, unless itis decided to deny within the first14 days (and/or before anybenefits are provided).

It should be noted that thisdecision is not yet final; a Motionfor Rehearing was filed by theemployer/carrier’s counsel at theend of May. We certainlyrecommend that the Court’sultimate disposition of this casebe closely monitored as, again,the current holding maysignificantly alter how employers/carriers should handle newclaims.

1 See, e.g., Jeffrey’s Steel v. ConibearEquipment, Inc., 854 So. 2d 268 (Fla. 1stDCA 2003); Bynum Trans. Inc. v. Snyder, 765So. 2d 752 (Fla. 1st DCA 2000); CheckersRestaurant v. Wiethoff, 925 So. 2d 348 (Fla.1st DCA 2006). In the Motion for Rehearingpending before the First DCA, counsel for theE/SA cited an additional 14 opinions whereina 120-day letter was not required.2 2015 Fla. App. LEXIS 6493.3 Id. at *9.

Kristen Magana, Esq.Broussard & Cullen, P.A.

2 5

DOE ISSUES TITLE IX COORDINATOR RESPONSIBILITIESTitle IX of the 1972 EducationAmendments requires that a recipient,including school districts, colleges,and universities receiving federalfinancial assistance, designate atleast one “responsible employee”whose responsibilities shall include,among other things, coordinating“its efforts to comply with and carryout its responsibilities under [TitleIX], including any investigation ofany complaint communicated tosuch recipient alleging itsnoncompliance with [Title IX] oralleging any actions which would beprohibited by [Title IX]. The recipient shall notify all of its students andemployees of the name, office address and telephonenumber of the employee or employees appointedpursuant to this paragraph.”

These “responsible employees” arenow more commonly referred to as“Title IX Coordinators.”

On April 24, 2015, the U.S.Department of Education (DOE)published a Dear Colleague letterreminding school districts, colleges,and universities of their legalresponsibility to designate Title IXCoordinators. The DOE alsopublished a resource guide for TitleIX Coordinators which includesinformation about their roles, as wellas an overview of Title IX’srequirements.

More information is available at http://www2.ed.gov/policy/rights/guid/ocr/title-ix-coordinators.html.

Sniffen & Spellman, P.A.

CONFERENCECONNECTION

Southeastern RIMSEducational ConferenceAugust 19 - 21, 2015Pinehurst, NC

Workers’ Compensation InstituteEducational ConferenceAugust 23 - 26, 2015Orlando, FL

Georgia Board of Workers’CompensationEducational ConferenceAugust 31 - September 2, 2015Atlanta, GA

Florida PRIMA State ConferenceOctober 11 - 14, 2015Sarasota, FL

As technology continues to insinuate itself into our livesin the form of video displays, keyboards, mice,smartphones and touch screens, we need to be awareof how our habits and the arrangement of equipmentcan impact comfort, health and productivity. It isimportant to realize we often use equipment in non-traditional positions and even standard workstationsneed to be adjusted to meet the needs of eachindividual. Knowing a few basic principles of ergonomicsenables you to make simple adjustments to customizeyour workspace, increase comfort and decrease the riskof injury and improve productivity.

Use the followingguidelines to assess andmake changes to yourhome or office workstation:

• Avoid excessive extended reaching by organizing your desktop so frequently used items are closest to you.

• When using a keyboard, position yourself so your shoulders are relaxed, elbows are at a 90° angle and with your forearms resting on your work surface or armrest of the chair. Also remember to adjust the keyboard to avoid tilt, keeping wrists in a neutral (flat) position when typing.

• Place your mouse in your immediate reach zone and position yourself so the wrist is neutral (flat) and yourforearm is able to rest on the desk.

• Position your computer monitor approximately 18-30 inches away (larger monitors further away and smaller ones closer) and directly in front of you. Adjust the monitor height so the top line of text is at eye level. If the monitor allows tilt, try a slight upward tilt to avoid further neck flexion.

• Use a headset or speaker phone to avoid neck andshoulder discomfort.

• Your chair back should have a lumbar support. If your chair does not have a built-in lumbar support, try using a rolled up towel.

• Adjust the height of your chair so your feet rest flat on the floor. Sit upright in the chair with your lower back against the backrest and shoulders touching the backrest. Your thighs should be parallel to the floor and knees at about the same level as the hips.

• If your chair’s armrests are adjustable, adjust them to the same height as your desk, allowing for a relaxed shoulder position.

• Lastly, try not to stay in one static position for extended periods of time. Alternate between standing and sitting and take short breaks during the work day.

Although many workstationconcerns can be managedsimply with a littleknowledge and someattention to detail, often anexternal consultant canenhance results.

Johns Eastern, through its network of strategic partners,can provide access to office ergonomic solutions forcompanies from self-employed individuals to largecompanies with thousands of workstations.

Upper extremity injuries caused by repetitive motion areoften difficult and costly to treat and, due to the nature ofinjury and work, result in significant lost work time. Aprogram effective at reducing these injuries is likely tohave a high return on investment.

Vendor Partner:

Greg Nichols, President, SPNet Clinical Solutions

THE IMPORTANCE OF OFFICE ERGONOMICS

Continued from page 1

Education LawUpdate

Ted & Barbara Pafundi

Pinellas County Schools

It was great to see so many of our clients at the

FERMA Summer Conference.Where will we see you?

3

Johns Easternhas finished our2nd quarterfundraising activityby providing foodand funds forFeeding EmptyLittle Tummies(F.E.L.T.).

We had greatresults thanks toour awesome

employees! Last year we donated two carloads of foodand just under $2,000. Our goal this year was to takethree carloads of food and $2,500 in cash to F.E.L.T.and we did it! We delivered three carloads of food andraised a total of $2,792. Johns Eastern also made acorporate donation, so we will be donating a total of$4,292 to F.E.L.T.!

In the 3rd quarter, Johns Eastern employees will raiseawareness for United Way.

JOHNS EASTERN GIVES BACK

We invite you to like, share, hashtag and follow

Johns Eastern as we create anonline community to share news

and ideas on:

We also invite you to check outour new blog at

http://johnseasternblog.us/

Come get social with us!!

WE’RE GOING SOCIAL!

Steve HendersonNEFEC

WE’LL SEE YOU OUT & ABOUT THIS SUMMER

Tammy BeauchampGilchrist CountySchool Board

Robert StrattonDuval County Public Schools

Cathy RichardsLee County

School Board

Awilda FonteLisa Becker

Hernando County School Board

Lori LivelyMarion County Public Schools

Doctors often write prescriptions for their patients whichare most commonly filled at a retail pharmacy. However,in workers’ compensation, a number of physicianschoose to dispense prescription medications directlyfrom their office. Because many workers’ compensationpatients are often dealing with pain, some physicianscite patient convenience and access to medicationtherapy as supporting reasons for in-office dispensing.However, this practice often lacks the safeguards offeredby retail pharmacies. Pharmacy dispensing is animportant tool for ensuring safe use of medications, as itprovides a complete picture of the injured worker’streatment regimen, including medications that areunrelated to their workers’ compensation claim.

Benefits of Retail Pharmacy Dispensing The dispensing of medication through aretail pharmacy versus a physician's officeprovides a number of benefits, includingincreased safety and convenience for thepatient, as well as cost and operationalefficiencies for employers, providers, andpayers.

Retail pharmacy dispensing can enhancepatient safety by:• Identifying patients at risk for drug

interactions• Providing a real-time perspective into the

patient’s treatment regimen, including medications outside of workers’ compensation

• Identifying therapeutic duplication

Retail pharmacies can also offer advantages overphysician dispensing, such as:• Convenient locations close to patient’s home• Extended daily hours of operation compared to a

physician’s office• Pharmacists available to discuss medication concerns

Retail pharmacy dispensing expedites onlinetransactions such as:• Confirmation of patient eligibility, authorized

prescribers, and compensable medications• Timely payment to providers at contracted rates• Generic substitution when appropriate

Current Trends in Physician-Dispensed MedicationsThe practice of physician dispensing continues to be aspecific challenge in workers’ compensation. Recently,

there have been some prescribing trends amongdispensing physicians that employers should be awareof. These trends are contributing to increasedmedication costs, and in some cases, may pose safetyconcerns to injured workers.

New or Uncommon Tablet/Capsule Strengths - Whennew pill strengths are manufactured, the averagewholesale price is often higher than standard strengthsof the same medication. This may make them attractiveto dispensing physicians from a profitability standpoint. Arecent example is the muscle relaxant cyclobenzaprine,which has commonly been prescribed at strengths of5mg and 10mg. However, in recent years, dispensing

physicians have increasingly prescribed themore expensive 7.5mg strength.1

Prescription Products Despite OTCAvailability - Some medications, such asanti-ulcer treatments (Prilosec® andZantac®), are readily available to the patientover the counter (OTC). However, whenthese medications are prescribed anddispensed by a physician, they cost 5-15times more.2

Private-Label Topical Analgesics - Thesecostly pain creams share many of the sameingredients as OTC products such as Icy

Hot®, Bengay®, and Ziks pain relief creams, butsometimes at more potent concentrations. The highconcentrations of these ingredients pose potential safetyconcerns, including risk of skin burns.3 Private-labeltopicals are also more expensive than OTC products.

Healthesystems encourages the use of a retailpharmacy instead of physician dispensing, due to thepotential patient safety concerns and excessive costsassociated with the practice. Bottom line – ensure thatyou know where your injured workers are filling theirprescriptions.

1. Wang, Dongchun, Vennela Thumula, and Te-Chun Liu. Are Physician Dispensing Reforms Sustainable? Cambridge, MA: Workers Compensation Research Institute, 2015.

2. Wang, Dongchun. Physician dispensing in workers’ compensation. Cambridge, MA: Workers Compensation Research Institute, 2012.

3. FDA Drug Safety Communication: Rare cases of serious burns with use of over-the-counter topical muscle and joint pain relievers. September 2012. Rockville, MD: US Food and Drug Administration. http://www.fda.gov/drugs/drugsafety/ucm318858.htm. Accessed June 1, 2015.

Vendor Partner: Clinical Services Team, Healthesystems

4

AVOID THE PITFALLS OF PHYSICIAN DISPENSING

This first visit will most certainlybe construed as the “initialprovision of benefits” and, perBabahmetovic, that provision willrender the employer/carrierresponsible for benefitsthereafter unless the “pay andinvestigate” letter was sentcontemporaneously. This, even ifat the time those benefits wereprovided, the employer/carrierhad no reason to suspect theclaim was invalid. This, even if adenial is ultimately issued within120 days of that first provision.

Now, it would seem that a “payand investigate” letter should beissued in every workers’compensation claim upon theprovision of any benefit, unless itis decided to deny within the first14 days (and/or before anybenefits are provided).

It should be noted that thisdecision is not yet final; a Motionfor Rehearing was filed by theemployer/carrier’s counsel at theend of May. We certainlyrecommend that the Court’sultimate disposition of this casebe closely monitored as, again,the current holding maysignificantly alter how employers/carriers should handle newclaims.

1 See, e.g., Jeffrey’s Steel v. ConibearEquipment, Inc., 854 So. 2d 268 (Fla. 1stDCA 2003); Bynum Trans. Inc. v. Snyder, 765So. 2d 752 (Fla. 1st DCA 2000); CheckersRestaurant v. Wiethoff, 925 So. 2d 348 (Fla.1st DCA 2006). In the Motion for Rehearingpending before the First DCA, counsel for theE/SA cited an additional 14 opinions whereina 120-day letter was not required.2 2015 Fla. App. LEXIS 6493.3 Id. at *9.

Kristen Magana, Esq.Broussard & Cullen, P.A.

2 5

DOE ISSUES TITLE IX COORDINATOR RESPONSIBILITIESTitle IX of the 1972 EducationAmendments requires that a recipient,including school districts, colleges,and universities receiving federalfinancial assistance, designate atleast one “responsible employee”whose responsibilities shall include,among other things, coordinating“its efforts to comply with and carryout its responsibilities under [TitleIX], including any investigation ofany complaint communicated tosuch recipient alleging itsnoncompliance with [Title IX] oralleging any actions which would beprohibited by [Title IX]. The recipient shall notify all of its students andemployees of the name, office address and telephonenumber of the employee or employees appointedpursuant to this paragraph.”

These “responsible employees” arenow more commonly referred to as“Title IX Coordinators.”

On April 24, 2015, the U.S.Department of Education (DOE)published a Dear Colleague letterreminding school districts, colleges,and universities of their legalresponsibility to designate Title IXCoordinators. The DOE alsopublished a resource guide for TitleIX Coordinators which includesinformation about their roles, as wellas an overview of Title IX’srequirements.

More information is available at http://www2.ed.gov/policy/rights/guid/ocr/title-ix-coordinators.html.

Sniffen & Spellman, P.A.

CONFERENCECONNECTION

Southeastern RIMSEducational ConferenceAugust 19 - 21, 2015Pinehurst, NC

Workers’ Compensation InstituteEducational ConferenceAugust 23 - 26, 2015Orlando, FL

Georgia Board of Workers’CompensationEducational ConferenceAugust 31 - September 2, 2015Atlanta, GA

Florida PRIMA State ConferenceOctober 11 - 14, 2015Sarasota, FL

As technology continues to insinuate itself into our livesin the form of video displays, keyboards, mice,smartphones and touch screens, we need to be awareof how our habits and the arrangement of equipmentcan impact comfort, health and productivity. It isimportant to realize we often use equipment in non-traditional positions and even standard workstationsneed to be adjusted to meet the needs of eachindividual. Knowing a few basic principles of ergonomicsenables you to make simple adjustments to customizeyour workspace, increase comfort and decrease the riskof injury and improve productivity.

Use the followingguidelines to assess andmake changes to yourhome or office workstation:

• Avoid excessive extended reaching by organizing your desktop so frequently used items are closest to you.

• When using a keyboard, position yourself so your shoulders are relaxed, elbows are at a 90° angle and with your forearms resting on your work surface or armrest of the chair. Also remember to adjust the keyboard to avoid tilt, keeping wrists in a neutral (flat) position when typing.

• Place your mouse in your immediate reach zone and position yourself so the wrist is neutral (flat) and yourforearm is able to rest on the desk.

• Position your computer monitor approximately 18-30 inches away (larger monitors further away and smaller ones closer) and directly in front of you. Adjust the monitor height so the top line of text is at eye level. If the monitor allows tilt, try a slight upward tilt to avoid further neck flexion.

• Use a headset or speaker phone to avoid neck andshoulder discomfort.

• Your chair back should have a lumbar support. If your chair does not have a built-in lumbar support, try using a rolled up towel.

• Adjust the height of your chair so your feet rest flat on the floor. Sit upright in the chair with your lower back against the backrest and shoulders touching the backrest. Your thighs should be parallel to the floor and knees at about the same level as the hips.

• If your chair’s armrests are adjustable, adjust them to the same height as your desk, allowing for a relaxed shoulder position.

• Lastly, try not to stay in one static position for extended periods of time. Alternate between standing and sitting and take short breaks during the work day.

Although many workstationconcerns can be managedsimply with a littleknowledge and someattention to detail, often anexternal consultant canenhance results.

Johns Eastern, through its network of strategic partners,can provide access to office ergonomic solutions forcompanies from self-employed individuals to largecompanies with thousands of workstations.

Upper extremity injuries caused by repetitive motion areoften difficult and costly to treat and, due to the nature ofinjury and work, result in significant lost work time. Aprogram effective at reducing these injuries is likely tohave a high return on investment.

Vendor Partner:

Greg Nichols, President, SPNet Clinical Solutions

THE IMPORTANCE OF OFFICE ERGONOMICS

Continued from page 1

Education LawUpdate

CONGRATULATIONS!Holly Belton has been named the 2015 Workers’ Compensation Claims Professionals’ RisingStar. This award, presented annually by WCCP, was established to recognize a senior leveladjuster who exemplifies the professionalism needed to reach the next level in their career tobecome “Tomorrow's Leader.”

Please join us in congratulating Ms. Belton on this achievement!

WELCOME!Chris Deeley-Isais, the new Insurance Specialist/Risk Manager at the Clay County School Board.

Susan Legutko, the new Workers’ Compensation Representative at the Clay County School Board.

When faced with a new dateof accident involving aquestion as tocompensability, Floridaemployers (and their TPAs)commonly avail themselvesof the “120-day rule.” This isset forth in section440.20(4), Florida Statutes,which provides that, “[I]f acarrier is uncertain of itsobligation to provide allbenefits or compensation,the carrier shall immediatelyand in good faith commenceinvestigation of theemployee’s entitlement tobenefits under this chapterand shall admit or denycompensability within 120days after the initial provisionof compensation orbenefits!”.

This statute does not requirethat the employer/carrieradvise the claimant in writingof their intent to initiate the120-day investigation. And,historically, the First DistrictCourt of Appeal has not

explicitly required that aletter be sent for anemployer/carrier to takeadvantage of the 120-dayrule.1

This, of course, until theirrecent opinion inBabahmetovic v. ScanDesign Florida, Inc. andZenith Insurance Co..2 In thisdecision, the Court stated:We now hold that anemployer/carrier who paysyet does not provide writtennotice “[U]poncommencement of payment”cannot avail itself of the 120day rule to denycompensability, because ithas elected to “pay” ratherthan to “pay andinvestigate.” 3

In so holding, the Courtfound that the employer/

carrier in Babahmetovic hadwaived any right to denycompensability, even withinthe 120-day period, as noletter was sent.

To most, Babahmetovicrepresents a stark departurein the appellate court’sinterpretation of Section440.20(4) and, therefore,how employer/carriersshould handle incomingclaims. Perhaps the mosttroubling aspect of this newdecision is the logisticaldifficulty of complying withthe ruling. A situation willcommonly arise involving anemployee reporting an injuryand being directed to anurgent care clinic. The clinicobtains authorization fromthe carrier, and evaluates/treats the employee.

For the past several years, the UnitedStates Department of Education hasissued legislation and guidance in aneffort to reduce bullying inschools. It appears thatefforts at the federal, stateand local levels to preventbullying may be paying off.

New data indicates the firstsignificant decrease inschool-based bullying sincethe federal government begancollecting that data in 2005. Reportedbullying involving students ages 12-18

has decreased to 22% after remainingaround 28% for much of the pastdecade.

There are three recognizedtypes of bullying: physical,relational (or social) andverbal. Bullying of any typecan occur anywhere and toany student. Researchshows that students whoare bullied are more likely to

struggle in school and skip class.

U.S. Department of Education

JOHNS EASTERN COMPANYIntegrity. Experience. Results.

Publisher Beverly AdkinsEditor-In-Chief Alice BaneGraphic Designer Deirdre Harris

Contributors:

● Healthesystems Clinical Services Team● Kristen Magana, Esquire

Broussard & Cullen, P.A.● Greg Nichols, President

SPNet Clinical Solutions● Rose Rome, Johns Eastern● Sniffen & Spellman, P.A.● U.S. Department of Education

www.johnseastern.com

PO Box 110259Lakewood Ranch, FL 34211-0004

Phone: 941-907-3100Toll Free: 877-326-JECO

Fax: 813-402-7913

JOHNS EASTERN COMPANY, INC.

JOHNS EASTERN COMPANY, INC.Claim Adjusters & Third Party Administrators

6

---

A NEW INTERPRETATION OF THE 120-DAY RULE

How Does theBabahmetovic RulingAffect You and YourInjured Workers?

WWW.JOHNSEASTERN.COM

Continued on page 5

Third Quarter 2015

IN THE SPOTLIGHT

CEUSEMINARS

9/18/15:“FunctionalCapacityEvaluations andAquatic Therapy”by Align Networks.11:30 AM – 2:00PM, Holiday InnLakewood Ranch,6231 Lake OspreyDrive, LakewoodRanch, FL.

10/7/15:“SuccessfulSubrogation 2.0”by Linda Farrell withBoyd & Jenerette,P.A. 11:30 AM –2:00 PM, HolidayInn LakewoodRanch.

Each presentationprovides two hoursof CEU credits.

For more details,contact: Rose Rome atrrome@johnseastern.com

Page 2The Importance ofOffice Ergonomics

Page 4Avoid the Pitfalls ofPhysician Dispensing

Page 3Johns Eastern isGoing Social!

NATIONAL BULLYING RATE DECLINES