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Workers Compensation
Employment often results in injuries due to hazardous conditions or accidents. Workers Compensation is mandated by laws and specific rules apply to the collection and award to provide payments to the employee.
2,520 Questions
less than 5 employees....no comp required Depends on the state. Some states say all employers and all employees with no exceptions. Check with your state, and remember that exemption from the coverage requirement is not exemption from liability. And do you mean 3 partners rather than sole proprietors? Do the other two have sales functions?
Can a employer remove an employee from the job union?
I would doubt it
Yes, easily. A company's bargaining unit is a list of job titles agreed to BEFORE the representation election. If I want Jim out of the union, I transfer him to a job title that is outside the bargaining unit. The union has zero authority over activities outside the unit, including transfers out.
Often, not always, that means a promotion to management.
Can a company pay Spanish people more an hour than another race because they speak two languages?
No they cannot pay Spanish people more just because they are Spanish and speak two languages. That is considered discrimination in the US. They can pay people of any nationality more if they speak two languages.
If my disability rating is 23 as a result of a lower back injury what is my lump sum settlement?
Your lump sum settlement is determined by factors such as your monthly salary, amount of disability, length of time unemployed, and medical costs.
How does environmental factors affect human resource management?
if employee does not have enough knowledge in the field of work..so most probably training must be required for the system of work..one more is the training were types of family one come from.
Indiana Workmens Compensation What is the maximum settlement amount?
As of July, 2014 the maximum settlement amount for worker's compensation in Indiana is 347,000.00. This is for all compensation.
What can I do after coming off Workers Comp after spraining my ankle and my boss laid me off as he doesn't have any worker for me, but he is keeping the temp that he hired while I was off injured.
Who pays for workmens compensation?
The company you work for if you are hurt on the job they must pay all medical bills and medication. Or you can sue them.
How much money does a workers compensation adjuster earn?
A Workers' Compensation Adjuster's salary depends on many variables. The State, the difficulty levels of that particular State's workers' compensation laws, the difficulty of the claims being handled, the experience level of the adjuster and the size of the carrier/TPA. In Florida, a workers' compensation claims adjuster can start at around $30,000 and can make more than $65,000 as a senior adjuster with more than 10 years experience.
If a student athlete is injured during a game should this be recorded as workmen's comp?
By definition, a student of any particular institution is not an employee of that institution.
Whereas a student may be employed by the school they attend, their duties as employee constitute those things for which they are somehow compensated by their employer; and, those requirements they must meet regarding their status as a student are non-compensated, tending only toward their coursework. The two stations are neither interchangeable nor synonymous.
That which applies to the protection of a student while on school property is different from that which covers the school's employees; and, anything not done by one of the institution's employees during the regular course of their job which culminated in a mishap would not be covered by workmen's compensation insurance. This means that all athletes, if they wish to be covered by workmen's compensation insurance, need to get a job--- playing ball at school won't qualify.
What are some workers rights to injury and illness reporting?
Knowing how to properly report an accident and injury and having access to the past injury and illness logs.
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.
It will depend on your state's worker's comp law. Each state varies. Each Workers comp agency has a webpage to answer your question. If you had medical bills from the fall, Workers comp will usually cover the medical cost if you filed a report with the employer when it happened.
What is Loss of consortium in workers comp?
It can be loss of companionship, a parent, a child, a spouse, or loss of a parent's, spouse's or child's ability to provide for someone else like a parent, child or spouse. Step-family relationships count. In the case of spouses, it can also mean loss of intimacy and physical enjoyment of another.
Could be compensable under Worker's Comp, your employer's Auto coverage or your own.
Does every company have to have workman's comp coverage for its employees?
If state law requires it. Some states do not have laws requiring businesses to have such coverage. Other states have limitations such as the number of employees, type of work, etc.
Another issue is the type of occupation. For instance, Firefighters and Policemen have their own 'plans of coverage' for on-the-job injuries.
Some other occupations may also fall into this "TYPE" of situation. Off the top of my head, however, these are the only two coming to mind.
Even if the state has an exemption AVAILABLE (number or type of employee) the employer remains liable, so exercising the exemption is not wise unless you have funding available to pay a claim. An option in most states for *some* workers is Occupational Accident coverage, which can provide many benefits similar but not equal to Workers Compensation coverage.
Can workmen s compensation be waived?
Workers' Compensation can usually be waived only b7y the owner-opetaor of a business. The system replaces the right to sue an employer for an accident, but applies even if the employee caused the injury by his own geligence. Failure of an employee to provide Workers' Compenasation is often against the law and can give rise to treble damages.
AnswerAny employee in any state can legally opt out of Workers Comp for any reason (must follow the procedures in his state to do so.) Most if not all states provide exemptions from coverage due to company size (only a few employees) or type of worker (volunteer, partner, executive, owner.) That said, however, the employer remains liable whether he's exercising an exemption or an employee has opted out, and should take care to comply with the state's regulations for those who don't carry coverage AND can write a big check if they have employees who aren't covered. An alternative for those who aren't covered is Occupational Accident, which is customizable and can pay medical costs, lost wages and Accidental Death and Dismemberment, and sometimes paralysis. AnswerAn individual, city or county or business should NEVER waive the requirement for Workers Comp when its property is used for an event. A worker, even if it's a guy arranging a family reunion, may slip and fall, get hurt and try to sue the facility owner. Since short term, affordable alternative for this exists there's no reason to waive the requirement.There is no verb in your question; therefore, it can not be answered.
Example of a bad workman always blames his tools?
like a child did not completed his test because he did not prepared for it. When it is the time to submit the papers he will say that my pens ink was finished so i could not complete it.
Can employees receiving workers compensation benefits still sue their employers for negligence?
Never. That is the core concept of WC - it is the EXCLUSIVE remedy for your injury. All courts will dismiss negligence suits against your employer. You can TRY to sue a third party who caused your workplace injury, but you need strong evidence of fault.
I assume you're talking California State Compensation Insurance Fund. I believe you'll find State Fund will pay any physician willing to accept reimbursement at Fee Schedule as set by California. Unfortunately, that is likely well below what anyone else pays them, Work Comp or otherwise.
Your best bet may be an independent Occupational Medicine practice, failing that, a national chain of Occ Med facilities.
What is human resource management important to organisation and employee?
Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.
The human resources are multidimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the viewpoint of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.
Human Resource Management: Defined
Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization. Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmes relating to human resources to optimize their contribution towards the realization of organizational objectives.
In other words, HRM is concerned with getting better results with the collaboration of people. It is an integral but distinctive part of management, concerned with people at work and their relationships within the enterprise. HRM helps in attaining maximum individual development, desirable working relationship between employees and employers, employees and employees, and effective modeling of human resources as contrasted with physical resources. It is the recruitment, selection, development, utilization, compensation and motivation of human resources by the organization.
Human Resource Management: Evolution
The early part of the century saw a concern for improved efficiency through careful design of work. During the middle part of the century emphasis shifted to the employee's productivity. Recent decades have focused on increased concern for the quality of working life, total quality management and worker's participation in management. These three phases may be termed as welfare, development and empowerment.
Human Resource Management: Nature
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:
• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees develop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good results.
• It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
• It tries to build and maintain cordial relations between people working at various levels in the organization.
• It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.
Human Resource Management: Scope
The scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
Human Resource Management: Beliefs
The Human Resource Management philosophy is based on the following beliefs:
• Human resource is the most important asset in the organization and can be developed and increased to an unlimited extent.
• A healthy climate with values of openness, enthusiasm, trust, mutuality and collaboration is essential for developing human resource.
• HRM can be planned and monitored in ways that are beneficial both to the individuals and the organization.
• Employees feel committed to their work and the organization, if the organization perpetuates a feeling of belongingness.
• Employees feel highly motivated if the organization provides for satisfaction of their basic and higher level needs.
• Employee commitment is increased with the opportunity to dis¬cover and use one's capabilities and potential in one's work.
• It is every manager's responsibility to ensure the development and utilisation of the capabilities of subordinates.
Human Resource Management: Objectives
• To help the organization reach its goals.
• To ensure effective utilization and maximum development of human resources.
• To ensure respect for human beings. To identify and satisfy the needs of individuals.
• To ensure reconciliation of individual goals with those of the organization.
• To achieve and maintain high morale among employees.
• To provide the organization with well-trained and well-motivated employees.
• To increase to the fullest the employee's job satisfaction and self-actualization.
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of society.
• To develop overall personality of each employee in its multidimensional aspect.
• To enhance employee's capabilities to perform the present job.
• To equip the employees with precision and clarity in trans¬action of business.
• To inculcate the sense of team spirit, team work and inter-team collaboration.
Human Resource Management: Functions
In order to achieve the above objectives, Human Resource Management undertakes the following activities:
1. Human resource or manpower planning.
2. Recruitment, selection and placement of personnel.
3. Training and development of employees.
4. Appraisal of performance of employees.
5. Taking corrective steps such as transfer from one job to another.
6. Remuneration of employees.
7. Social security and welfare of employees.
8. Setting general and specific management policy for organizational relationship.
9. Collective bargaining, contract negotiation and grievance handling.
10. Staffing the organization.
11. Aiding in the self-development of employees at all levels.
12. Developing and maintaining motivation for workers by providing incentives.
13. Reviewing and auditing man¬power management in the organization
14. Potential Appraisal. Feedback Counseling.
15. Role Analysis for job occupants.
16. Job Rotation.
17. Quality Circle, Organization development and Quality of Working Life.
Human Resource Management: Major Influencing Factors
In the 21st century HRM will be influenced by following factors, which will work as various issues affecting its strategy:
• Size of the workforce.
• Rising employees' expectations
• Drastic changes in the technology as well as Life-style changes.
• Composition of workforce. New skills required.
• Environmental challenges.
• Lean and mean organizations.
• Impact of new economic policy. Political ideology of the Govern¬ment.
• Downsizing and rightsizing of the organizations.
• Culture prevailing in the organization etc.
