Workers Compensation

It's just a job description like plumber, electrician etc. So could be an employee working for a company or a self-employed contractor. If not self-employed, the fitter in question would be defined as working for the contractor, the contractor being the company who took on the work.xx

First, check the company policy manual or with the Human Resources department with your company in regards to injuries at work. Follow the company policy.

It would not be in the best interest of the company for your boss to deny you medical treatment for an injury which occurred at work. There are Federal and State laws covering workers rights under Workmans Compensation. You can also check with the Workers Compensation or Labor Board in your state.

My father is a pastor and has never received any type of pay or benefits. It is essentially like owning your own business. As the owner of a store you would not expect the workers to pay comp.same for church. Some churches will pay the pastor but its all up to the individual church. I'd imagine those that pay their pastor might voluntarily offer comp but there is no law requiring it. Hope that helps

When ever they want usally while your still in the hospital from my experience

File away; worker's comp cases may be the kind of debt the company must pay regardless of their chapter 11 status. Ask your attorney handling your case.

If a person was wrongfully terminated from their job for health reasons, they may be able to sue or draw unemployment. The person will need to speak with and possibly hire an attorney.

• This question is a little vague, but if I understand it correctly a workman's injury is an occupational disease when the conditions in the workplace have lead to one of a number of recognised disorders - whether this be asbestos related diseases, occupational deafness or even repetitive strain injury. For a fuller list of occupational disease a workman can claim compensation for in the UK - see the link below.

You might if you're on a retrospective rating plan, yet these are very complex and can tie up your financial resources for years - YEARS. Enter into them only if you're fully informed on all the pros & cons. If you're a small firm, I really feel it's not in your best interest to be on a retrospective rating plan. Instead, consider deductibles and other ways to save premium going forward. For example, if you had no claims in 1 year, do you know why? Have you been proactive in preventing claims? Do you have a safety program and a "no accidents" incentive program to reward employees for paying attention to safety? The reward system doesn't have to be cash - it could be something like having a pizza day or if you're in an office environment, letting employees wear jeans 1 day a week as long as you're accident free.

Long Shoreman was injured on job. Had to have knee and shoulder surgery. Returned to work after but was unable to perform regular work duties

You would have to write a letter to his office - stating your case and the reason for wishing to see him. But don't get your hopes up. If it is a criminal case or a case that requires the judgment of the court or hearing before a fact-finding agency, you will probably not be granted the opportunity.

some employers have stopped providing references

An independent contractor is someone who works for themselves not a company. They can work for someone else but not be employed by them. An employee is employed by a company.

most likely not, but it depends on who the employer is and what their standards are for allotting vacation credits

A CONSTRUCTIVE dismissal compensation refers to an employee leaving a position because of the treatment or behavior of a superior. Typically the employee must go through their Human Resource rep to receive it.

Hispanic Americans will represent the greatest influx of new workers into the United States work force in the future. Non-Hispanic whites, currently representing 79% of the entire workforce will fall to around 73% at the end of the decade.

within 30 days of the injury

The term 'excess' insurance is usually for liability coverage. An excess liability policy is also commonly referred to as an 'umbrella' policy because it offers additional coverage over other liability coverages. In the case of a subcontractors insurance, it would be a policy which would extend higher limits than the base policy on general liability and auto liability.

Yes they can. They can mandate steel toed shoes, no sneakers and even open toed shoes.

The fines from OSHA are not worth arguing with employees over these issues. If they resist at all, we fire them. The safety is far more important then the employee's attitude. We post the notice, warn once and remove them from the floor. I have yet to have one even get unemployment for arguing about the issue.

The Canada Life Assurance Company on June 25, 1999.

No, the person would not be eligible for WCI benefits if they were under the influence or failed a test proving they had recently used the substances tested for.

Yes it is a workmans comp if he was scheduled to come in or he had an appointment. Massachusetts

Yes it is a workmans comp if he was scheduled to come in or he had an appointment. Massachusetts

Answer #2 You better check with workman's comp. I know of a case where a fellow employee fell in the bathroom at work and was denied payments because it was not considered "work related". In this particular case, the company turned it in as workman's comp but it was refused.

Nestle uses a 360 degree approach to do performance appraisals of the employees or of the management process. The points to note about 360 degree approach is that the performers or interviewees should provide unique information and that they usually fall in the top performers or bottom performers. The results are purely for feedback and not for compensation.

Yes. You can be forced to work overtime without 24 hours notice.

If you have a union, check your collective agreement. Most collective agreements prohibit employers from changing your hours without 24 notice unless they have your agreement.

I've posted a link to see the difference between being in a union and not.

The North Carolina Industrial Commission (NCIC) was created by the North Carolina General Assembly in 1929 to administer and enforce the North Carolina Workers' Compensation Act. In 1949, its authority was expanded to also administer the Tort Claims Act (claims against the State for civil wrongdoing).

The North Carolina Industrial Commission (NCIC) currently processes Workers' Comp claims in NC. This includes administrative and evidentiary hearings before judges known as Special Deputy Commissioners, the Executive Secretary, Deputy Commissioners and Commissioners. This also includes sending cases to mediated settlement conferences, processing motions, handling appeals, and other such work in administering claims under the North Carolina Workers' Compensation Act.

Under the Age Discrimination in Employment Act (ADEA), all employees who work for employers with 20 or more employees are covered by this law. Thus, regardless of occupation, if your company/employer has less than 20 employees, you shall not be covered under this law.

However, some states may provide a more comprehensive exemption to age discrimination laws.

The law specifies no exempt occupations, only millions of exempt employers.

But since all EEO laws exempt employees of religious institutions. the occupations of priest and nun are exempt.