Treating the Cause and Not the Symptoms
Let’s be real for a second.
As an employer, you have a nightmare scenario. And no, it’s not the OSHA inspector showing up unannounced (though that’s not fun either).
It’s the forklift driver.
The one who hurt his back three weeks ago. He’s back on “light duty,” maybe moving some pallets, maybe driving the truck. He looks fine. He says he feels fine.
But you know he’s taking something for the pain.
And you have this gnawing feeling in the pit of your stomach: Is he safe? Is he high? If he crashes that forklift into a rack of inventory—or worse, into another employee—am I liable?
It is a terrifying spot to be in. You want to support your employee’s recovery, but you have a business to protect. You have a safety record to maintain.
This is where the difference between a “Doc in the Box” and a true Occupational Medicine partner becomes crystal clear. It all comes down to one piece of paper that most employers never even ask about:
The Pain Management Agreement.
If your workers’ comp doctor isn’t using one—and I mean strictly enforcing one—they aren’t just treating a patient. They are handing you a liability time bomb.
Let’s talk about why we do things differently at Vally Medical Group.
The “Candy Man” vs. The Compliance Partner
We’ve all heard the horror stories. The “pill mills.” The doctors who write a script for 30 days of Oxycodone, wave goodbye, and say, “See you next month.”
In the world of workers’ comp, that approach is a disaster.
When a doctor prescribes powerful medication without a strict framework, they are essentially handing the keys to a Ferrari to a teenager and saying, “Have fun, try not to crash.”
At Vally Medical Group, we take a different approach. We believe in compassion with boundaries.
Yes, pain is real. Yes, sometimes medication is necessary to get through the acute phase of an injury. We aren’t monsters; we want your people to be comfortable.
But we also know that opioids are dangerous. We know they can ruin lives. And we know they can ruin businesses.
That is why we utilize a strict Pain Management Agreement for any patient requiring ongoing medication.
What is a Pain Management Agreement?
Think of it as a contract. A very serious, no-nonsense contract between the doctor and the patient.
It’s not just a formality. It’s a set of rules that says: “We will help you manage your pain, but you must play by the rules to ensure everyone’s safety.”
If you’ve ever found yourself Googling “pain management contract pdf” trying to figure out if your current provider is doing their job, here is what you should be looking for. (And yes, this is exactly what we do).
The 4 Pillars of Our Agreement (And Why They Protect You)
When we have an injured worker sign this agreement, we are effectively building a safety wall around your workplace. Here is how it works:
1. The “One Pharmacy” Rule
The patient must designate one single pharmacy for all their prescriptions.
Why this protects you: It stops “Doctor Shopping.” We can track exactly what they are getting and when. They can’t get a script from us, then go to an urgent care down the street for another one, and fill them at different places. We close the loop.
2. Random Pill Counts
This one surprises people, but it’s crucial. We reserve the right to call the patient in at any time and say, “Bring in your bottle. We need to count the pills.”
Why this protects you: If we prescribed 30 pills five days ago, and there are only 2 left… we have a major problem. It means they are over-medicating (making them unsafe on your job site) or they are diverting (selling) the medication. Either way, we catch it immediately. And we stop it.
3. Mandatory Urine Drug Screening
We test. Regularly. And randomly.
Why this protects you: We need to know two things:
- Are they taking what we prescribed? (If not, are they selling it?)
- Are they taking things we didn’t prescribe? (Like illegal narcotics or unprescribed sedatives).
If an employee tests positive for something they shouldn’t have, or negative for the meds they should have, that is a breach of contract. We notify the relevant parties. The safety risk is neutralized.
4. The “Sole Provider” Clause
They agree that only Dr. Vally (or our designated team) can manage their pain medication. No prescriptions from the dentist, the ER, or the PCP without our prior knowledge.
Why this protects you: It prevents accidental overdoses and dangerous drug interactions that could cause a workplace accident.
“But Isn’t This Too Harsh?”
I get asked this sometimes. “Dr. Vally, isn’t this a bit intense for a sprained back?”
My answer is always the same: Safety is never too intense.
We aren’t doing this to be the “bad guys.” We are doing this because we care about the long-term health of your employee.
The data is clear. The longer an employee stays on opioids without structure, the lower their chances of ever returning to work. We don’t want your employee to become a statistic. We want them to get better, get off the meds, and get back to being a productive member of your team.
Our strictness is actually a form of care.
And for you, the employer? It’s peace of mind.
When you see a “Return to Work” note from Vally Medical Group, you don’t have to wonder if we just threw medication at the problem. You know that we are actively managing, monitoring, and mitigating the risk.
The Bottom Line: Who Is Watching the Gate?
In Hawaii, your workers’ comp premiums are high enough. You don’t need the added cost of a secondary accident caused by an impaired worker.
You wouldn’t hire a driver with a suspended license. You wouldn’t hire a crane operator without certification.
So why would you send your injured workers to a doctor who treats prescriptions like candy?
ou need a workers’ comp provider who takes compliance as seriously as you do.
At Vally Medical Group, we aren’t just treating the injury. We are protecting your company’s future.
If you are tired of wondering what’s happening with your claims, or if you’re worried about the liability lurking in your workforce right now… let’s fix it.
Don’t wait for the forklift to crash.
