The employer is required to provide the injured person with a "injury report/accident report" one copy for their personnel files, and one for the injured. The employer is also to provide the insured with compensation for lost wages due to the injury as well as payment for any medical bills or phamacy charges if incurred by the injured, or provide a workers' compensation insurance for the injured person. Well then, to follow that, what can an injured employee do if an emoloyer does not do these things and instead, lays that person off?
legally no, since no one knows about it. Morally, yes.
An employer is legally allowed to ask an employee why he or she is calling out sick. In addition, they can ask for evidence on the same including a letter from the doctor.
Legally? There are none for the employer. Employee status is not secret or confidential - expect no privacy.
Legally, though local laws may vary, the employer can require the employee to report to work in a uniform without providing any assistance to the employee to acquire that uniform. Ethics of this situation are debatable. Ultimately, either you want to work there or you don't.
He can get away with forgetting. as long as he pays on demand.
legally By filing an unemployment claim and if the state finds for the employer you can appeal the state's decision.
Certainly. Employers are legally entitled to know if you pose a danger to self or others. EMployer violates no law by knowing what meds you take.
Legally your previous employer cannot give a negative feedback to a potential new employer. All they can do is verify employment, dates of employment, and the position held by the employee.
If the health issues interfere with the ability to adequately do the job, the employer may lay off that employee. Employers are not legally required to support an individual who is less productive than what is expected.
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.
The only questions that are truly legal are if the employee worked their and what their position was. They can also ask if they are eligible for rehire.
No, the auctioneer would not be legally responsible if someone got hurt at an auction. The auctioneer is only an employee.
To avoid any issues - legal, ethical, or otherwise - a past employer should provide employment verification for previous employees for as long as the employer is legally required to maintain records on that employee, which varies depending on the type of record and local laws.
That depends on whether you are an employee or a manufactured product. If you are an employee, then your employer can't force you to do anything that you don't want to do, simply because you're an employee, not a slave. Whenever your employer asks you to do anything, you always have three choices for your resonse: 1). Comply 2). Negotiate 3). Walk
Yes, it is more likely it is the insurance provider's requirement rather than the employer.
In the EU, the employer is explicitly required to perform a Risk Assessment. In the US a Risk assessment is not explicitly required in most instances, but must be performed, at least in an informal way, if the employer is to be able to determine which job functions are adequately protected and which need additional attention.
Neither, This is generally addressed in the terms of your employment. Sometimes the company will provide the coverage while other times The employee will. However, Most often, when working in the employ of another the employer will carry the necessary coverage.
Regardless of the state, no employer is required to hire anyone whom they do not wish to hire. It is not a civil rights issue.
No, unless the employer is the police.
can employer leagly count your tips
The steps in terminating an employee legally include conducting a private session with the employee in the presence of a witness, preparing a final paycheck, and having the employee pick his belongings honorably.
They can't take something that belongs to you, but you should not be making personal calls while on the job. You could be fired for that.
Your emploiyer is legally obliged to provide lavatory and hand-basin for his employers use this is enforced by the Act of Health and Safety
some are legally required. For example, employers must provide workers' compensation insurance, which pays the medical bills for job-related injuries and provides an income for employees who become disabled because of a job-related injury.