workers compensation
The following blog posts have the category Workers compensation
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Whether you specialize in carpentry, web design, or accounting, the availability of online resources and professional networks enables almost anyone to engage with potential clients and manage essential day-to-day business tasks independently. This growing pool of freelancers and self-employed professionals has simplified the process for employers, making it easier than ever to hire independent contractors to fulfill specific business needs.
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As a business owner in Pennsylvania, you have the option of hiring contract or permanent employees – and many more businesses are using contract workers while sorting out the uncertainty in the economy. A contract employee is essentially a freelancer who has agreed to work for you for a mutually-agreed upon period of time, which may be extended if you see fit. A permanent employee has been hired with the understanding that he or she will go on working for you until a termination or a resignation. Both types of employees have their advantages and disadvantages. Some of the advantages of contract employees, however, are illusory.
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I'm not sure if you paid anyone to work at home during this 'shut-down time' who isn't normally a clerical worker or if you continued to pay anyone who wasn't working at all, but if so, please read below and let me know if you have any questions.
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There is a PA work comp statute - 305.2 that says if you have employees who travel out of state to work and they have a work comp claim, the claim will be covered by your Pennsylvania work comp policy.That statute is in force to protect your employees and assure that mandated coverage will be provided.
I recently read a newsworthy article from the National Workers' Compensation Defense Network by Robert F. Horn, Esquire.In a nutshell, the article desribes a recent Peennsylvania Supreme Court decision that seems to restrict the Employer's rights of Subrogation against a negligent party where the employee has no interest in participating in the recovery action.The full article can be found HERE. The actual question asked in the 'Domtar' case was this: "Does Section 319 of the Pennsylvania Workers' Compensation Act, 77 P.S. § 671, allow an employer/insurer to step into the shoes of an injured employee to subrogate against the negligent tortfeasor causing the injuries resulting in the payment of workers' compensation benefits?"IMHO, the implication of the ruling serves to limit the independent rights of the Employer to recover costs associated with a Workers' Compensation claim that impact their Workers' Comp Experience Mod (XMod) and therefore the employer's long-term Workers' Compensation costs.The court was not unanimous on their position and I sense that the judges that chimed in with the minority opinion actually got it right.
Pennsylvania and many other States allow Executive Officers of corporations to exclude themselves from Workers' Compensation benefits.This can be viewed as a money-saving opportunity for employers, but it also carries a great deal of risk for the Officers themselves.While the financial benefits seem attractive, this brief article hopes to address some of the concerns that often don't come to light.
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As experienced Brokers with a specialty in tough Workers' Compensation, we often get questions about Audits and Sub-contractors including Casual Labor.Today, one of those questions came from a beloved Non-Profit client that is preparing for their annual Workers' Comp audit.The Auditor asked for the following:
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Every employee injured at work is at risk of having an extended, costly absence. For employers, it can mean higher workers' compensation costs, lower productivity, increased training or overtime costs, possible litigation, and an adverse effect on employee morale. In some cases, $5,000 in medical expenses can add up to as much as $30,000 when lost time, retraining, and other often-overlooked costs are included. For employees, an extended absence can lead to a disability mindset and a lack of motivation for returning to work.
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We're not Attorneys and we know that; however, we are often called on to review contracts from our clients and their vendors and we are glad to do that from a Risk Management and Insurance perspective.One of the areas that comes up all the time (and more frequently these days) is Hold Harmless Agreements or Indemnity Agreements.
You're paying too much for your Worker's Comp insurance.
Social Media is all the rave today.Young and Old alike love 'selfies' and telling all of their friends about their exciting lifestyles - like 'Didn't have my coffee yet' or 'at McDonald's Drive Through", but did you know that Social Media is also playing an increasing roll in uncovering Workers' Compensation Fraud?It's true - every week or two I see another article that shows how valuable Facebook, Instagram, Twitter, and similar services can prove in uncovering fraudulent WC Claims.A few weeks ago, it was reported that a former public servant who allegedly had a disabling job-related injury had been 'seen' on Facebook carrying loads of shingles up-and-down a ladder and even remarking about how tired he was from his work.The Social Media investigation was adequate to have his claim overturned and he was ordered to return $68,000 in lost-time benefits and may face a prison sentence.
When an employee in Pennsylvania gets injured on the job, the negative repercussions can affect everyone. Worker's Compensation Insurance ensures that both employees and employers are protected in the event of a worker accident, illness, or injury.
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No matter if your food service establishment is a cafe, deli, diner, or upscale restaurant, all such businesses share certain common risks.
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