Want this question answered?
No, not unless the termination is based on your work performance prior to the disability. You may want to have a good workers compensation attorney talk with you. You could have a wrong-full termination and/or discrimination of disability's claim.
Yes, the insurance is kept but you must pay the full amount your employer paid. If not Cobra insurance will be offered at a very expensive rate.
Yes, an employee can and often will be terminated while on a Long-Term disability claim if there is indication he/she will not be returning to work. There is nothing stating or requiring an employer to keep an employee who is unable to perform the tasks required by their job description on staff.Clearly the Long-Term disability benefits will continue regardless. However, other benefits could be lost once terminated. Check with you insurance provider for specifics on this.
If you did something stupid, you can be fired. Going on disability or Workmen's Comp does not pardon you from the ramifications of committing a terminable offense
The king cobra swallows its struggling prey while its toxins begin the digestion of its victim.
No. It's possible to buy Disablity Coverage while employed, then get disabled while unemployed. There are many types of Disability Coverage.... State Disability, Social Security Disability, Private Individual, etc.
I believe there are ways to make additional income when on disability. You will have to find out the maximum amount your allowed to make while on disability. You are permitted to make up to a certain amount in addition to the amount disability pays you.
Legally, no, an employer should not lay off anyone after disability. However, it does happen. It particularly happens if the employee can no longer do his or her job correctly because of his or her disability.
If you are on short term disability, they cannot fire you. You are likely to face the end of your employment upon return from LOA. Contact HR and find out either how to extend your disability term until fully recovered or ask for information on their COBRA plan and your separation pay.
While you are on leave you have the option of continuing your insurance coverage under the same terms as when you were employed - provided your employer is bound by FMLA. Once your FMLA leave expires and you remain disabled you can continue medical benefits via COBRA.
Depends on the disability.