Workers Compensation

He/she is good if there's no charge for the lawyer getting what the WC agency has to provide you anyhow by law, or what the employer must provide by law.

He/she is good if he/she ignores the employer's negligence (no suit is possible) and carefully looks for whether there is third party negligence from anyone with deep pockets.

As a practitioner its your duty to observe and maintained correct procedure to keep the children safe and healthy. as an example if you are not aware of any specific child problem with allergies and you give that child some allergic food that Will affect with that child health. if you breach of health and safety regulations

All states require employers to carry Workers' Comp or remain liabile to the workers themselves. Most states have exemptions for some employers, such as those with fewer than 5 employees, or employers whose sole workforce is comprised of partners in the company. Texas is the only state in which Workers' Comp is 100% voluntary, yet again, the employer remains liable to the worker and would have to pay out of pocket for claims. Further, by not carrying Workers' Compensation, the worker is free to sue the employer - something he's not able to do if the employer carries Workers' Comp unless the employer's guilty of GROSS negligence. See the attached link, "Should I Carry Workers' Compensation?" for additional information.

According to several sources (NYT, Bloomberg, etc.), the 2011 UAW-GM contract calls for a $14-16/hour wage for newly hired workers. Incumbent workers make twice that rate.

Insured yes. Bonded, well, that may be a problem with a felony on his record. FYI: Insurance is better than bonding anyway.

If he is a sub-contractor, probably not. If he is an employee, yes. Just in case, check with local employment laws. If he is working as a supervisor for your Co, supervising other subcontractors, it may well be hard to claim him as an independent contractor. Most states (and almost certainly the Feds), would find he is an employee in your control and not an independent sub contractor. (Another indicator - if he worked for you long enough and you fired him would he expect/try to claim unemployment comp?) Hence, he would be subject to WC (and the plethora of employee withholdings). WC most likely at the highest job class for which he is exposed to the risk of. So, if he's climbing on roofs, off the ground, going into ditches, etc. even occasionally, that would be his rate class. I know - sorry -

I work for a healthcare subrogation company so this question is right up my alley. I'm not really sure what you mean "there is no connection". If your health insurance company deems it work related, it is usually not for no reason (although you may say it's not to avoid work conflicts). The fact that it occured 3 years ago is irrelevant, as there is no statue of limitations on workers comp claims. I'm not sure that you personally could be responsible, but your employer could still be.

If this is an injury to the SAME body part that you were previously temporarily disabled by, you have an exacerbation or new and further injury under the same claim. If you have injured a different body part, file a new and separate claim. What you really need to do is let your manager know NOW - don't wait any longer - and let them file it with the carrier. The adjuster will investigate the claim and determine if this is new and further or an entirely new claim.

If you are qualified for Medicare, the fact that you have a work related injury will not prevent you from acquiring Medicare coverage. Worker's Compensation will only pay for expenses in treating your injury that you acquired at work. Everything else will have to be covered elsewhere.

Benefit packages usually make up between 30 and 40 percent of an employee's total compensation for employment,

Federal Employees Compensation Act (FECA) provides compensation benefits to federal employees who are:

If you have signed up for workmen's compensation insurance and paid the premiums then you can be eligible for compensation. Most self-employed people do not carry this insurance because it is intended to be purchased by employers for their employees. The injury must have occurred on the job for it to be covered.

If an injury or illness is severe enough, a buyout may be offered. However, it is usually a terrible idea to take the buyout. You may be required to cover all medical expense that may last for many years.

If your non-profit has employees, yes. It's no different from any other company when it comes to it's employee's.

I hope

http://www.bizcenter.com/skillpay.htm http://books.google.co.in/books?id=U4944JHEGaIC&pg=RA1-PA238&lpg=RA1-PA238&dq=advantages+job+based+pay&source=bl&ots=AVREdTejwl&sig=f-jl3C51yQhCcUagLmpuYr_ufJ4&hl=en&ei=p2IXSp-LAtKfkQW4nej1DA&sa=X&oi=book_result&ct=result&resnum=3#PRA1-PA239,M1

Generally, a white collar job is advantageous compared to a blue collar one because the blue collar job involves manual work, which is hard and time consuming, whereas in white collar jobs people are usually doing mental work since they are (in theory) more knowledgeable.

Another advantage is that blue collar workers are often paid hourly and with lower wages, whereas white collar workers are often salaried and higher paid.

There are more chances that blue collar workers are harrased or abused by white collar workers.

On the other hand, white collar workers often have huge responsibilities on them.

right now I have just 'finished or ended' my workmans comp, so in answer to your question the best i can: in my case, I had to see an 'agreed medical examiner' (AME), at which time he will either recommend more time off, surgerey or occupational rehab. (in some cases all three). when those things are complete, you will be asked again to see the ame, and he will declare you 'permanent and stationary' which basically means that you'll get no better or no worse, then u will most likely start 'vocational rehab'. Once a person is pns(permanent and stationary)your temp. disability payments will decrease. this marks the 'end' of workmans comp per se, but you still have to go through any re training ordered, upon completion, you and the employers insurace should reach some kind of settlement agreement(if you don't have an attorney)

Georgia does not have state disability insurance.

You need to approach your employer, and ask to make the option of short term disability coverage available to you and your co-workers. It is something you would pay for yourself through payroll deduction, so there is no direct cost to your employer.

There are two programs to which a disabled person can apply. Social Security and Supplemental Security Income disability programs are the largest of several Federal programs which provide financial assistance to disabled people.

How much you get depends upon a variety of factors.

The site below has a Benefits Eligibility Screening Tool which you can use to find out which programs may be able to pay you benefits.

http://www.benefits.gov/ssa

Also, there is a heap of information on this site as well.

http://www.accessible.org/social-security-disability-payments.html

In incentive compensation plans there are many things included such as rewarding employees for their hard work, such as hours spent at work or overtime. Rewards can be directly linked to phone usage, for example, and can include instantly redeemable rewards controlled by the employer.

Personal Emolument is the payment of pensions, allowances, gratuities and salaries to those who work with the government. This position would be civil servants and government officials.

Hello, My name is Victor and i would like to know how do i start a Mutual Insurance Company?? all i want to is to sell car insurance, i already have an office and i would like to take advantage of it !!! could someone let me know what is my next step !!! victorarauz@yahoo.com Thank you

Yes. But if you go through the procedure to show you can't afford it, the IRS will stop.