Workers Compensation

Not necessarily, It would simply be up to you since its not his name which is going to go on the record. Its ur job on line, and the person you will be complaining to has an upper hand over your employer. So it really is upto you. If he does force you, its your decision that actually matters.

How much is index finger worth in workers compensation

Workers' Compensation Insurance is mandatory for all employers to carry and pay for in all states. (Exceptions for self-insured employers are made; this is another whole topic). Employees are NEVER required to pay any part of the premium for this coverage. It is the EMPLOYER that is 'covered' and the purpose is to protect employers from damages awarded in lawsuits that could conceivably put them out of business. Most workers' compensation laws, in each state, went into effect in the early 1800's, during the industrial revolution, when employees were suffering serious injuries and either 1.) receiving NO compensation at all, or 2.) being awarded compensation via the court systems which generally crippled the employers, thereby eliminating jobs and income for entire companies. States realized that provisions needed to be made that would protect the injured workers and their families, but enable employers to continue operating and providing employment and income. Each state has a department, bureau, commission, etc., that regulates the laws pertaining to workers' compensation. Each state also has a 'state fund', which will provide insurance coverage to employers, for a premium. Forty-eight of the states also have competition with private insurers; three states have 'exclusive funds', meaning only the 'state fund' provides WC coverage: Ohio, Washington, and West Virginia. This means that employers MUST purchase their coverage from the state fund or be self-insured. (They must, of course, show due diligence, showing themselves financially able to be self-insured.)

The answer is YES!

It is a misconception that if you have no "employees" you don't need workers comp insurance. If you have employees, i.e. a manager, maintenance workers, or anything of that sort you will need to secure a policy due to state regulations.

Even if you do not have anyone working for you, there are several companies that will sell you an "if any" policy for $621.00. The reason for this is should you have a sub-contractor on site (landscape, painting, etc.) and their insurance for some reason is cancelled or not effective, the injured worker could sue the association for his medical expenses and lost work time. The "if any" policy would respond at that point.

Given the current economic climate it is a good idea. Many contractors insurance is expiring due to non-payment and other deficiencies.

You shouldn't be treated differently from any other employee as respects healthcare. Contact an attorney in your area to learn about your rights if you feel your coverage was cancelled without proper notice or if you have been treated differently from other employees.

Anyone who works for wages in the USA ...or other compensation, such as a volunteer working for goodwill for his fellow man, or to see a concert for free, or a worker who works to have "free" room and board, or who works for a US employer anywhere else in the world (Foreign Work Comp.)

This would depend on the length of your work time vs the period workers comp represents, as to your injury/sickness. Unemployment generally has a base period of 5 quarters that it derives its calculations on, so it's mainly time related.

Because the 2 programs are identical in purpose (paying you because you are unable to work due to health reasons) you could collect on only one.

My case has been in the Courts since 1986. Twenty-five years----is that long enough? I don't think so because this case still has not been resolved--still going and probably will continue to linger in the courts.

It depends. If you were following all H&S guidelines (boots, etc.) and severly affects your ability to function on a day-to-day basis, then it can be significant (usually in cases of a broken big toe). If not then don't expect too much (I know people who have gotten little more than Statutory Sick Pay).

Amounts received as workers' compensation for an occupational sickness or injury are exempt from tax if paid under a workers' compensation act or a statute like one.act. The exemption also applies to your survivors. The exemption, however, does not apply to retirement plan benefits you receive based on your age, length of service, or prior contributions to the plan, even if you retired because of an occupational sickness or injury.

If part of your workers' compensation reduces your social security or equivalent railroad retirement benefits received, that part is considered social security (or equivalent railroad retirement) benefits and may be taxable. For a discussion of the taxability of these benefits, see Other Income under Miscellaneous Income, later.

Go to the IRS gov web site and use the search box for Publication 525 Taxable and Nontaxable income

Even if a condo association does not have direct employees, there can still be potential situations where workers compensation coverage is beneficial. For instance, should an injury happen on site to a worker from the property management company or to a subcontractor, some states might hold the property owner (the condo association in this case) liable, despite the worker not being a direct employee of the association.

It's also worth bearing in mind how your property management company handles their own insurance. Some property management firms, like Daisy Property Management, ensure that all their staff and subcontractors are properly covered, giving peace of mind to the condo associations we support.

However, it's always beneficial to have a comprehensive review of your condo association's insurance portfolio completed by a licensed insurance professional to ensure there are no gaps in coverage. This should ideally be updated annually or when there are significant changes to the association's properties or operations.

In most states the employer MUST carry Workmens Comp. It's the law. Check with your local wage and hour or whatever it's called in your state. Workmens Comp protects employees while on the job and pays for the medical costs when an accident occurs while at work. On the other hand, if you're talking about health insurance, employers are not required to carry medical policies for employees but many employers do because it is a good way to keep valuable employees from seeking other employment.

That was not a option for me but this is the other answer,

Because there is to much of it

they may find you employment, anywhere of similar distance from your home, similar to travel currently. The employment, MUST, be within your work restrictions. Employer is responsible to pay you at your workmans comp rate.

The workman's compensation is not obligated to the federal or state tax deductions. The business can use the workman's comp given out as a tax deduction and the individual can only attempt a tax deduction if payment has been held for an extended period of time.

Receiving WC benefits provides zero protection against being laid off or even being fired for misconduct or poor performance. The only protection is against being fired or harmed for claiming WC.

Disability income may be multiplied by 125% on a refinance, it depends on the situation but it is possible.

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An employer has to pay for all hours worked. Other than that, it needs to follow its own policies about paid time off. Workers comp laws do not require the EMPLOYER to pay - they require INSURANCE to pay lost time benefits.

That is a decision made by your employer. If you are receiving benefit payments from Comp, the only deductions permitted by law are court ordered payments such as Child Support. If you have a co-pay or a benefit you want to keep, you should either make your premium payment to the company or authorize the Work Comp Carrier to deduct it from your check. Check with your HR department and find out how long you will have until they cease your benefits.

Check a website like salary.com for specific information based on your area, experience, type of employer (private corporation, airline, etc.) and certifications.