Workers Compensation

No.

Well, yes, he can fire you, but he is likely violating federal law if he does. Especially considering the Workers Comp issue.

ADA requires employers to REASONABLY accommodate ONLY "qualified individuals with a disability" - workers who can still perform all work functions the employer calls essential.

If you can't perform ALL essential functions, no accommodation required. If you do not request accommodation by suggesting one, no employer duty to initiate reasonable accommodation.

If there is an accommodation that would let you perform all essential job functions, the employer makes a unilateral decisioin whether it is reasonable - inexpensive, does not violate a contract, or unfairly burden other employees.

It's not safe to assume so - and rules vary by state. Negotiate this with your clients, and I think the best bet is to carry your own coverage.

it means that the employer is disputing how the accident or injury occured and benefits may not be paid out during this time

Amounts you receive as workers' compensation for an occupational sickness or injury are fully exempt from tax if they are paid under a workers' compensation act or a statute in the nature of a workers' compensation 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

NO!

Contextual performance can be defined as any activities that contribute to the social and psychological core of an organization. It is an important aspect of job performance.

to improve the factory

Starting a staffing agency is alot easier and less expensive than most entrepreneurs think. If you are thinking about starting your own medical staffing agency, nursing staffing agency, radiology staffing agency or ultrasound staffing agency you can greatly benefit from initially downloading free material. I encourage any new entrepreneur to visit http://www.vismedical.com and download there free ebook guide to starting a medical staffing agency. Good Luck! Roy Vera, R.T., MBA vismedical.com

yes, china does have a minimum wage but it is very low. Research showed that the lowest average annual income of the 183 countries and regions in the world is approximately US$6,078, while China's is only US$896.

You need to take seriously what you have been told. Workmen's Compensation protection may totally end once a physician certifies you as fit to return to work; and, any restrictions which may be attached to that certification as pertain to the type of work you are able to do are open to interpretation. Violation of these restrictions by either you or your employer introduce complications that may make legal action necessary. Such action, even proving to be finally in your favor, could provide little benefit for you. You need to keep in mind that your employer's intentions are to provide the most of whatever they produce, and do that with the least complication, at the least expense. Any employee that is unable to function at optimum efficiency and produce consistently, within the framework the employer applies to all other employees, is at risk of being cut from the payroll. If that employee is protected by Workmen's Compensation, the employer cannot do that in most cases. Once that protection ends, the employee is out in the open--- and measured the same as any other employee. If that employee is considered to be a liability, then it is entirely possible that the employer will seek to eliminate that liability--- whether through termination or other means which force the worker to quit their job voluntarily. That does not mean that every employer will do this; but, it is a distinct possibility. You also have a mark on your employment record with that employer which may or may not be conveyed to another potential employer directly or indirectly, as the law allows. This mark says that you both were injured and that you filed for and received benefits under Workmen's Compensation. If seen by a prospective employer, this could eliminate you from consideration of a position with them. All of this is the back edge of the two-edged sword that is Workmen's Compensation. You need to take a hard look at your employer's propensities in dealing with their employees. Your good work ethic, attention to detail, and service record may not outweigh an employer's distaste for those who have legally caused them discomfort; and, retaliation through firing is an open option for all those who are "at will" employees... To depend upon an employer's "good graces" for a good outcome is often fruitless. If your condition has improved to the point that you can demonstrate that your ability has not diminished, and that your capacity for meaningful work is at least as strong as before, you might beat the odds; but, in your employment jacket there will remain the record of this "incident" on your record which has moved you one step closer to the door. Your employment by anyone is never guaranteed; but, not every employer uses their Human Resources Department solely for the purpose of finding employees to terminate. The larger the employer, the more turnover may be expected. Once Workmen's Compensation coverage has ended for you, you will need to get back to work; and, you will have potentially more "work" to do in that regard than you anticipated. Being as prepared for what may come is your best option...

Simplified and by way of example pro rata can be calculated as follows: Assume you have three contributing "pools," A, B and C. A contains $1,200,000.00

B contains $159,000.00

C contains $300,000.00 Now assume an "assessment" of $88,000.00 for which the three pools are obligated to pay on a pro rata share based on the pool value A's share will be ((A value) / (total value of all pools)) x (assessment)

($1,200,000 / ($1,200,000 + $159,000 + $300,000)) x $88,000

($1,200,00 / $1,659,000) x $88,000 .7233273 x $88,000 = $63,652.80

Take the dollar amount of each mutual/stocks ÷ by total market value × client requested dollar amount. Your client calls requesting $10000 from his account. He has 8 mutual funds in the account with a total value of $30806.44. Example: Fund # 1. Has $4233.69 ÷ 30806.44 (which is the total value of all the mutual funds) then × $10000.00 (requested amount). You would do this for each remaining mutual fund in the account.

Involved in quinary activities

That is up to your employer. In every state there is a waiting period before you would be able to collect money for lost time from work. Example: The waiting period for NY is 7 days, but in California the waiting period is only 3 days.

Lets say you are a injured worker from California and your Dr said you were able to work, but had to have certain work restrictions. Your employer does not have any alternative work for your because of your restrictions. After three days you would be entitled to lost time wages. However, if your employer was able to accommodate your restrictions, you will have to return to work, or take personal time off.

Lost time does not include any appt that you might have for follow ups or any time of physical therapy/chiro. This is for every state.

So by law, your employer does not have to pay you any time that you have to take off work for an appt.

this means that you have a despute with your employer or it's insurance company about your case and you want it resolved by your local WCAB (workes' compensation appleals board).

As the person being paid to hire subcontractors you are acting as an *agent* for the actions of the workers you hired. Though the owner is paying the subcontractors individually, if you are overseeing their actions you are likely liable for any actions they undertake. This is especially true if the subs pay you any money for having gotten them the work. All that has to be established is that you were paid to get others to do the work.

$7.75

February 1st 2011

You can try suing anyone for anything. The correct question is "will a judge immediately reject and dismiss the suit".

You have no chance with a suit based on the employer disclosing your med info to an insurance company, to your spouse, to the Worker Comp agency, to the company's doctor, to your supervisor, or in response to a subpoena.

If the employer discloses med info to the public or to your coworkers, your suit will survive IF yo can show actual damages. No clear dollar damages, no verdict.

Contact the Human Resources department and ask them who the Workers' Comp carrier is and how to file a claim, if you don't see the required notices posted at your place of business. They are required to be posted where employees can see them. There are time limits, so it's important not to delay if you have a claim.

THis question can not be answered without knowing the state. Every state has different w/c laws, some allow you to see your own doctor, some require you to see a doctor chosen by the employer, some allow you to see your doctor for a time, then switch to one required by your employer.

No, but you may be able to get specific types of help paying rent, utilities or for food on a case by case basis from various agencies. Better to seriously obtain a survival job of any sort until you find one that fits your abilities.

Merchant Planters

i have nerve damage on my right hand and i am right handed how much should i settle for