Legally, in most situations, an employer cannot "just cancel" any employee's health insurance without notice. A federal law known as ERISA requires 60 days' notice of "material reductions." Courts disagree over whether cancellation is a "material reduction" but all at least agree that concurrent notice (it's still notice to say 'I am canceling your health benefits as of today.') must be given to comply with fiduciary provisions. You should consult an attorney or your local labor board.
No. Under ERISA (a federal law for employer health plans), an employer has to give at least 60 days notice before ending a health plan. The bummer is that COBRA coverage will not be available if the employer ends the plan. The carrier may offer you an individual (non-group) plan.
If such a scenario arises, the employer should be procecuted under the existing law of the land. A case has to be registered by the employees against the unscrupulous employer for cheating.
Depends on how many employees the employer has. COBRA applies only to 20 or more in the last year.
No. Call your States Department of Insurance.
yes
no
Your employer has absolutely no right to submit your social security number anywhere to anyone without your permission.
Can a employer take money out ur wages apart from tax and national insurance without ure consent
Certainly. Employees have no expectation of privacy unless the employer explicitly offers it or a statute compels it. HIPAA does not apply to employers, and ADA does not deal with sickness, ONLY permanent impairments.
yes they can
AnswerCan they? Yes. Should they? No.
No. I don't have the citation off hand, though. If nothing else you'd probably qualify for HIPAA.
Workers Compensation is necessary because an employee who is injured at his / her job can collect medical benefits, salary & scheduled bodily injury compensation while he / she is hurt without having to sue his / her employer first and prove negligence in order to get compensated. Workers Compensation is meant to be insurance to help the employee while injured until he / she is able to return to work. Without this insurance, employees would have to sue their employers (with money they don't have) and win before getting compensated. This form of 'no-fault' insurance for injured employees was supposed be an 'exclusive remedy' between employee and employer. Unfortunately, attorneys have intervened in the process and added extra costs and problems to the system.