Canada Provincial Nominee Program ( PNP ) Overview The Provincial Nominees Program (PNP) authorizes provinces to nominate candidates aspiring to migrate to Federal Canada and desiring to settle in a specific province. Provincial Nomination is a fast-track route to Canada Permanent Residence. Candidate needs the required skills, work experience and education to make the instant economic contribution to the particular province or territory that nominates him. Fulfilling the need of more migrants in urbanized Canadian provinces, the Canada Immigration and Citizenship established the Provincial Nominee Program to accomplish the requirement of manpower in these provinces and their remote regions. More skills would bring ample boost in individual economies along with distributing sufficient investments in those employments which demand overseas skills. For prospective immigrants under the Canada Business Provisional Program, understanding various grains linked with the application process might be a tedious task, courtesy various facets associated with it. Stallion Immigration Pvt Ltd’s provincial immigration specialists understand what all it takes to file and manage the application under Canada Business Provisional Program, hence ensuring that the bowl is filled thoroughly without any surplus spilling. Every Canadian Province or territory has their own unique Provincial Nomination Programs tailored to address the particular need of the province or territory to attract business persons, investors or skilled workers. You will need to choose amongst Canadian Provinces you want to immigrate to Canada under the provincial nominee program – • Alberta provincial nominee program • British Columbia provincial nominee program • Manitoba provincial nominee program • New Brunswick provincial nominee program • Newfoundland and Labrador provincial nominee program • Nova Scotia provincial nominee program • Northwest Territories provincial nominee program • Nunavut provincial nominee program • Ontario provincial nominee program • Prince Edward Island (PEI) provincial nominee program • Quebec provincial nominee program • Saskatchewan provincial nominee program • Yukon provincial nominee program Otherwise, decide the Province through the immigration category you fall in – Business Immigration Skilled Worker (Professional) Semi-Skilled Worke British Columbia Manitoba New Brunswick Northwest Territories Ontario Prince Edward Island (PEI) Saskatchewan Yukon Alberta British Columbia Manitoba New Brunswick Newfoundland and Labrado Nova Scotia Northwest Territories Nunavut, Ontario Prince Edward Island (PEI) Saskatchewan Yukon Alberta British Columbia Northwest Territories Saskatchewan Yukon Family International Graduate Farme Alberta Manitoba Newfoundland and Labrado Nova Scotia Prince Edward Island (PEI) Saskatchewan Alberta British Columbia Manitoba Newfoundland and Labrado Nova Scotia Ontario Saskatchewan Alberta Manitoba Saskatchewan Quebec has its own separate immigration programs and system. You can find the details on Quebec page. Annual Immigration Quota and Role of Stallion Immigration Pvt Ltd Every province barring Quebec has its own quota for accepting skilled migration provided by the annual Immigration quota. Interested candidates intending to apply under the Canada Business Provisional Program can choose the province of their choice, and our immigration specialists would acquaint them on various facets linked with province, along with providing the minutest granule of the job market. Further, Stallion Immigration Pvt Ltd’s Canada Business Provisional Program’s specialists would then assist in getting our clients nominated for the intended provinces through our ace network. Once the process of mandatory nomination is completed, there is no looking back. The procedure of filing the application for Canada Business Provisional Program would start, leading way to fulfilling other mandates like essential documents, and going through medical, security and background check, to name a few. Not to forget that applicants applying under the Canada Business Provisional Program would get enjoy priority at the stamping level.
Work place accidents occur. It’s a fact. From very minor incidents such as small cuts and bruises to very serious accidents that may result in death. Previously known as “workman’s comp” for short, the name has been changed to Workers’ Compensation. Worker’s compensation is basically an insurance policy, derived from state statutes, which protect employees if they become injured or sick while carrying out the duties of a job. Worker’s compensation may also pay damages to a worker’s family if the worker is unable to return to work for a long time or suffers a major life threatening injury. Each state has its own worker’s compensation regulations and rules, and state laws control an employer’s responsibility to its workers. State law establishes the types of injuries and sicknesses, which are actionable, and the award an injured party could receive for those conditions. Federal law only relates to employees of the national government or those persons who carry out interstate commerce. Coverage includes sickness, falls and other accidents associated with the work. Workers compensation does not just cover medical costs; it also provides income replacement for the injured worker due to an on the job injury or accident. Depending on the state of jurisdiction, the employee might get up to 2/3 of his or her usual wages, until they are able to return to work. Worker’s Compensation is insurance that provides medical and disability benefits for work related injuries and diseases. For many employers this insurance is an experience rated system that encourages injury prevention by charging higher premiums to those employers whose workers have more injuries. Workers’ Compensation sole purpose is to cover the medical expenses accumulated by the injury, as well as financially support of the employee while they are recovering. As an incentive to encourage businesses to accept full responsibility for the premium costs of workers compensation, the workers gave up the right to sue the employer for damages resulting from a job related injury. Many seem to think workers compensation should be treated as an employee benefit. However rather than a benefit, workers compensation is a legally designated right of the worker. As a designated right all medical bills and loss wages relating to an on-the-job injury are covered by the workers compensation coverage. Workers compensation does not just cover medical costs; it also provides income replacement for the injured worker due to an on the job injury or accident. Depending on the state of jurisdiction, the employee might get up to 2/3 of his or her usual wages, until they are able to return to work. Worker’s Compensation is insurance that provides medical and disability benefits for work related injuries and diseases. For many employers this insurance is an experience rated system that encourages injury prevention by charging higher premiums to those employers whose workers have more injuries. Each state has its own worker’s compensation regulations and rules, and state laws control an employer’s responsibility to its workers. State law establishes the types of injuries and sicknesses, which are actionable, and the award an injured party could receive for those conditions. Federal law only relates to employees of the national government or those persons who carry out interstate commerce. Coverage includes sickness, falls and other accidents associated with the work.be treated as an employee benefit. However rather than a benefit, workers compensation is a legally designated right of the worker. As a designated right all medical bills and loss wages relating to an on-the-job injury are covered by the workers compensation coverage.
Fairly recently our country experienced a greater dependence on criminal justice and homeland safety professionals. Following September 11, 2001, increased security at federal complexes, and state level and city government agencies have established a massive surge in criminal justice and homeland security career options.
The primary job connected with homeland safety workers is to prevent enemy activities within the U.S. Created after the September 11 attacks and set up in early 2003, the Department of Homeland Security is accountable for national boundaries and transportation stability, emergency readiness, information evaluation, and national infrastructure stability.
A Threatening World Leads to Career Opportunities
Responding to the dependence on more qualified people, online and campus higher education diploma programs have attended to this requirement and currently offer criminal justice diplomas and homeland safety degrees.
The marketplace is right for individuals wanting to make a career adjustment to the challenging service of criminal justice. Criminal justice careers offer a wide spectrum of work options and the field is growing each day.
The job choices in these fields have gone up in numbers, as have their salaries. You will discover many jobs to consider with the pursuit of a criminal justice degree.
Federal Government Administration Roles
Transportation Security Administration is one – a quickly developing sector where the worker needs are growing rapidly. These kinds of employment opportunities do not need a college diploma, though having one assists in career placement.
The only solution to enhance your position in this industry however, is to possess an associate’s degree or better. As outlined by the Bureau of Labor statistics, the average beginning pay is a bit beneath $40k.
The Bureau of Diplomatic Security hires agents for U.S. law administration. These occupations definitely involve a college education. Beginning incomes are in the $32,000 range and could be as high as $46,000. The total amount may differ according to training, the type of work given, and a person’s degree of working experience.
Specifications and Pay
Law enforcement careers at the state and federal government level normally have to have a college degree. The average salary in this sector of criminal justice is somewhat more than $50,000. Local law enforcement agencies do not generally demand college diplomas; nevertheless the prospect of pay increases is seriously limited for people who have not earned one.
Criminal Justice and Technological know-how
The progress of technology used in criminal justice and homeland safety measures has even led to a niche for specially educated staff. Trained workers are important for the fight against both computer and biological risks to our nation.
In this discipline of high specialization, a college diploma is not always adequate. A candidate will need specialized instruction in addition to a higher education degree to meet the requirements for these fields. Continuing schooling is essential to earning promotions in criminal justice in addition to various other professions.
The regrettable ongoing international risks in opposition to the USA will continue to keep the growth rate of criminal justice occupations and homeland safety constant. Aided by the right training for your desired work, you will be competent to assist your local community and the country in a job of criminal justice.
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If you were thinking of offering your employees special rewards as incentives for having good attendance records, then you must read on. In fact, employers that offer attendance bonuses may find themselves falling foul of the law.
The Royal Mail introduced a rewards scheme for staff that did not to take time off sick. Under the Royal Mail’s scheme, workers with full attendance records were entered into a prize draw to win Ford Focus cars or holiday vouchers worth £2,000. As a staff incentive, it seemed to work. The Royal Mail says its overall sickness absence levels fell during a nine-month period (between August and April) by 11%.
However, such schemes could have serious ramifications from a legal viewpoint, and leave employers vulnerable to a variety of legal claims.
Employees could bring discrimination claims on the grounds of disability or sex. The success of these claims would depend on each employee’s particular circumstances and needs, whether in relation to their family, religion or health.
Alternatively, qualifying employees could bring claims for being subjected to detriment treatment as a result of asserting their statutory rights, for example, for:-
Time off for dependants and antenatal care;
Time off for study or training or time off for jury service
Adoption leave; or
Paternity or parental leave;
Disability discrimination may occur if, for example, an employee had time off connected to a disability and this was not taken into account by the employer under the reward scheme. The employee might claim that the failure of the employer to set aside his/her absence for disability related reasons amounted to less favourable treatment.
How can employers protect themselves from such claims?
Employers can avoid these pitfalls by including a list of exceptions in the reward scheme, for example, jury service or study leave, taking into account any statutory rights to time off; or
Pay bonuses to employees connected to performance in their job rather than implementing an attendance reward.
Employers should be wary of adopting an attendance bonus scheme without legal consultation.
There are many factors of career law that the regular non-unionized worker in the united states does not completely understand. This material will evaluate four features of the united states career law where employees often have a misconception regarding their rights. This material should not however be considered legal advice and if information is needed regarding a particular scenario a lawyer should always be described.
In America, there are large numbers employees have to put up with bad operating conditions; the income they obtain are not earned to what they have been causing the company. Some employees know clearly that their company employers are taking advantage of them but they can not respond because of the worry to get rid of the present tasks. But most of your energy and energy, these workers are utilized just because they do not know about the task regulations that are designed to secure their rights when being at the job.
Luckily, these days company employers can not manipulate their employees any more because of the task law images introduced by the govt. According to the regulations, company employers are needed to put up the task law images on the most noticeable places so that every worker can see and study about their rights on a base consistency.
Should you be an worker, you need to understand what are published on those images because they are designed to take a position by you and secure your rights and allow you to get the most benefits from operating. The most important work problems that are protected in the state and govt work law poster are information on income, health and protection problems, sex and work elegance, insurance as well as additional aspects that employees have to deal with while being at the job.
1) In almost all places of the financial system, an company is allowed to stop a worker’s career (fire them) whenever. In most circumstances there is an liability on the company to provide cost-effective notice of the cancellations and to comply with Profession Specifications and Individual Rights control. However, if these requirements are met, there is nothing preventing company business employers from overlooking an worker, even if the worker is one of their best and was just published the day before!
2) When an worker is let go, they may only be qualified to Profession Specifications reduction, not to cost-effective notice reduction. Many employees believe they are qualified to cost-effective notice reduction once they are let go. However, employees also have an liability to reduce their reduction – find a new job to alternative their old one. If an worker does not successfully try to reduce their reduction, or finds a new job right away, then they are not qualified to cost-effective notice reduction.
3) An company is under no liability to provide a recommendations email to employees whether they have been let go for just cause or when they are illicitly ignored. While it is real that many company business employers will provide a recommendations email because it can reduce their obligations to the ignored worker, the company is under no liability to provide one. Actually, recommendations figures are one aspect that employees may not be able to obtain even after effective a scenario against their company in assess.
4) Finally it should be described that company business employers do not need to provide particular factors for capturing an worker. So long as it is done in a thoughtful way, a easy “You’re not the right fit with the company” is sufficient. The company has an liability to be apparent that the worker has been let go but they do not have to go on at length offering an information.
Over 150 workers and past employees of a Florida prison, along with their family members, are suing the federal prison over medical issues that they say are the result of toxins they were exposed to at an electronics recycling facility located in the prison. The prison system has countered, however, that the employees are barred from suing the agency because they are covered by workers compensation for their job-related injuries.
Workers and their families are suffering from various ailments allegedly related to the toxic exposure, such as sores, joint pain, internal bleeding, thyroid issues, memory loss, and reproductive and breathing difficulties. The workers were exposed to lead, beryllium, and cadmium in the form of dust that covered everything in the facility, including the workers and their clothing. One employee commented that the Florida agency had used them as guinea pigs, allowing them to handle the contaminated material without offering any instruction or providing any protection.
Several workers have been hospitalized over the years since the recycling program at the Florida prison was instituted, using low-paid inmate workers to recycle e-waste in order to extract the valuable metals from them. The lawsuit, filed on behalf of the workers who supervised the inmates in the facility, alleges that the federal prison in Florida was willful, reckless, and/or negligent in exposing the workers to the toxic dust.
According to one of the attorneys representing the workers, the law prohibiting employees who are covered by workers compensation in Florida from suing an employer does not apply in this case for two reasons. First, because family members who were not workers at the facility have also suffered. Second, and perhaps more importantly, the negligence on the part of the employer abrogates the workers compensation Florida exception to their right to sue. According to the lawsuit, the agency knew, without a doubt, that they were, in effect, poisoning people.
The outcome of this case could have serious ramifications for workers compensation law in Florida. In the meantime, however, anyone who has been injured on the job and who is experience any kind of difficulty in obtaining the compensation to which they are entitled, should consult with a workers compensation attorney as soon as possible. Your attorney will assist you in amassing the documentation and paperwork necessary to get the benefits that are your due. In addition, your workers compensation Florida attorney can provide legal counsel regarding your rights as well as your responsibilities under Florida law. Do not try to fight the system on your own, get the help of a workers compensation Florida attorney today
INJUSTICE ANYWHERE IS A THREAT TO JUSTICE EVERYWHERE !!!
Nobody wants to be injured on the job. Imagine what it’s like to be home and injured, removed from your normal routine, most likely in pain, going to doctor’s appointments and no longer able to support your family. The workers’ comp process can be fraught with stress and cause for frustration. Then imagine having your employer or claims professional treat you as if you were faking your injury or trying to cheat them out of money and you can begin to see why an injured worker might seek legal counsel.
You absolutely need the Law Offices of Andrew S. Kasmer, P.C. to get the maximum amount possible in your case by negotiating with insurance companies, adjusting settlements, or fighting for your best interests in court. Always remember an insurance company will not tell you everything you need to know, as they are never on your side. Don’t forget that your employer and its insurance company has lawyers to have legal advise You are entitled to legal advise as well.
Every day is important. There are certain actions that must be taken in a timely manner in order to recover the most for you, your family or loved one. The moment any complexity is introduced into your case is the moment you should hire an attorney. For example, in any of the following situations, you should contact the Law Offices of Andrew S. Kasmer, P.C.:
1) Your employer denies your claim or you fail to receive your benefits promptly. Employers and workers’ comp insurers routinely reject bona fide workers’ comp claims, confident that many workers will fail to appeal. Unfortunately, they’re usually correct. Up to 80% of individuals who are hurt at work simply accept the denial of their claim without appealing. Hiring a workers’ comp attorney costs nothing up front, and gives you the best chance to receive a fair settlement for your injuries.
2) Your employer’s settlement offer doesn’t cover all your lost wages or medical bills. If you’re not sure your settlement offer is good enough, if you really want someone to get you the best settlement possible, call an attorney.
3) Your medical issues prevent you from returning to your prior job, or from performing any work at all. If you’ve suffered permanent partial disability or permanent total disability, you may be entitled to lifetime weekly payments (or a single lump sum) to make up for your lost wages. These types of case can be monumentally expensive for insurance companies, and they’ll often stop at nothing to avoid paying you what you deserve. A knowledgeable workers’ comp attorney is essential in cases involving permanent injuries or illness.
5) You receive Social Security disability benefits. If your workers’ comp settlement isn’t structured properly, Social Security may be entitled to a large portion of your benefits. An experienced attorney will understand how to draft your settlement agreement to minimize or eliminate this offset.
6) Your boss retaliates against you for filing a workers’ comp claim. If your boss has fired you, demoted you, slashed your hours, reduced your pay, or engaged in any other form of discrimination because you filed a workers’ comp claim, contact a workers’ comp attorney immediately.
7) You have a potential third-party claim. Although the workers’ comp system was designed to keep work injury cases from the civil tort system, you are permitted to sue a third party whose negligence contributed to your injury. For example, a delivery driver who is struck by a negligent motorist can file a civil suit against the motorist in addition to receiving workers’ comp benefits. Civil damages often exceed workers’ comp settlements because they account for non-economic harms such as pain and suffering.
Get The Justice You Deserve, Let Our Experience Work For You!
Remember, the insurance company is in business to protect its own interests, and the interests of your employer. The insurance company is NOT in the business of helping injured workers. It is the insurance adjuster’s job to collect and gather information in order to DENY your case. You are NOT required to speak with the insurance company or any insurance adjuster. Anything you say to the insurance company or one of its adjusters can and will be used by the insurance company to defend against your claims and deny you the benefits that you deserve. DO NOT SPEAK WITH ANYONE, UNTIL YOU SPEAK WITH US! Rather than call the insurance company, call the Law Offices of Andrew S. Kasmer, P.C. at 703-385-1701 or on mobile phone at 703-399-5155. We are standing by to help you and protect your interests.
With offices in Virginia, Maryland, and Washington, D.C. we have considerable resources and what it takes to get the job done. Contact the Law Offices of Andrew S. Kasmer, P.C. now to arrange your free consultation. We’ll come to you if you’re in too much pain to visit us
People can easily benefit from any kind of employment particularly those who have some form of compensation law implemented. Medical insurance plans are provided to workers under a basic compensation agreement and this is primarily to assure them with a sense of medical security for when they are faced with a medical emergency. Having a worker’s compensation contract frees the employer from the possible burden that can be brought about by employees suing them on account of negligence.
This article will be discussing the different aspects in relation to compensation law in the workplace for any kind of industry. An employee may be given the opportunity to receive medical coverage as part of the compensation benefits that he or she will be given in return for the inability to sue the employer when events involving negligence may arise in the future. Compensation bargain settlements are almost always part of the income which comprises part of the worker’s regular salary.
Medical benefits are not the only things that the compensation law aims to provide workers, but it is also more of a comprehensive insurance policy for all kinds of needs. Employees can benefit from compensation bargains in terms of receiving adequate life support coverage, disability benefits, and also possible economic loss assistance. These benefits are coordinated by the employer with government offices to make every aspect legal in accordance with the labor code.
Compensation law for workers was something developed by the trade unions early on together with the growth of the industrial societies all over the world. Employers gave their employees improved working environments together with their comprehensive insurance coverage when the law was applied. The law is also favorable to the employers because workers refuse the right to press charges against them should any problems arise in work when the law is implemented.
The compensation law provides much assistance to workers but employers can acquire high expenses especially if they are not well informed about the law. There are plenty of ways to reduce the costs incurred by employers yet still have them provide for the needs of their employees. The employers just need to regulate the claims made upon them by ensuring that every claim is legitimate.
There is a chance where the compensation law could back fire thereby creating disadvantageous effects that can cause harm to the employer and the employee as well. It is not uncommon for businesses that provide worker’s compensation to incur some form of additional expense when the ruling is put in order. Employers should always be aware of the possibility that there will be members of the staff who can fabricate one story after the other that will entitle them to settlement payments.
The compensation law can cause some problems not only for the employer but the employees as well even if the ruling is meant for their benefit. With regard to compensation for workers, only a limited form of assistance should be expected. Having a compensation bargain automatically disables any right that the employee previously had in terms of any legal action against his or her employer.
The pattern that can be seen here is the possibility of employees charging compensation for even unrealistic claims and employers not acting responsibly in terms of employee safety. The compensation law and every other law for that matter carry their sets of pros and cons when people choose how to apply them. The way to resolve this issue is by learning how to go about the ruling where a majority of the positive elements can overcome the negative ones.
When implemented, there is a requirement that should be accomplished with the clauses of claims and negligence which are a part of the compensation law. When dealing with such a rule, the preliminary concern is with regard to how it can make workers and employers work better together. Employees should be happy with their employment situation and having compensation rulings can lead that to happen.
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In order to prepare for increased motor traffic during the summer months, the state of Missouri has already started increasing levels of construction and maintenance road work.
There are several important traffic laws to reiterate to drivers to keep everyone safe during this construction season.
Making Merging Move Faster
Merging lanes of traffic on a highway or interstate can be very frustrating for drivers, especially during rush hours and in dense traffic areas. The best way to merge when the roadways are not busy is to merge into the open lane as soon as warning signs start to appear. However, in very congested traffic areas, it is much more efficient to merge in a zipper form at the destination of the merge area in order to reduce traffic build up.
Endangering a Highway Worker
The Highway Work Zone Law was implemented to regulate the crime of endangering a highway worker. If any person creates an offense that endangers a highway worker, but does not injure or take the life of the worker, a maximum fine of $1,000 and four points will be added to the driver’s license.
If the highway worker is injured, the offender shall be fined a maximum of $5,000 and have 12 points assessed to his or her license. However, if the offender takes the life of the highway worker, the offender shall be fined a maximum of $10,000 and have 12 points assessed to his or her license.
Fines and Penalties
The Highway Work Zone Law also increased several of the most recurring offenses’ penalties in order to help protect highway workers. The law states that a person who is convicted more than once with a moving violation will be subject to a penalty of $75.
In addition, the law states that a fine of $300 can be assessed to any person with multiple charges of speeding or passing of another vehicle in any work zone with a worker present (http://www.modot.org/workzones/).
The 2012 “Move Over” law
In 2012, Missouri implemented a law that requires motorists to slow down or move into the other lane when coming upon any sort of parked emergency, law enforcement, or Missouri Department of Transportation vehicle.
This law helps protect both the workers in the parked vehicles as well as the people driving by as it significantly decreases the risk of an accident occurring.
Following these traffic laws and making sure to pay attention in work zones can help make the roads safer for everyone during this construction season.
From the beginning, the Traffic Law Headquarters has subscribed to a different philosophy-client satisfaction is #1 priority. Since the establishment of the Traffic Law Headquarters in 2000, we’ve earned a loyal client following as a result of hard work, high quality results, and reasonable attorney fees. Sixteen years later our philosophy hasn’t changed! e represent clients throughout the State of Missouri for traffic tickets, DWI offenses, criminal cases, appeals to the Department of Revenue concerning driver license suspensions (5 year denials, 10 year denials, etc.), arrest and criminal record expungements, reversing traffic guilty pleas, and injury cases. For more information, visit our webpage: http://trafficlawheadquarters.com/
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Employers and insurers frequently challenge the injured worker’s right to either wage or medical workers’ compensation benefits, and 1000’s of dollars are spent everyday, in the hiring of medical doctors, professional specialists and attorneys, all to confirm that the employee is either not injured as he claims; his medical treatment is unreasonable; he can work in light of his injuries; or that his ongoing complaints associate to some other medical condition, and are consequently not “work-related,” the legal key that unlocks the system of benefits.
The goal of returning the injured worker to productive employment is given lip-service only; our method is at best incompentent and at worst counterproductive in lacking to speak to the 1000’s of people whose incidents stop them from returning to the kind of work they normally perform, and providing not enough guidance, funding or other aid in re-education or retraining in a suitable skill to authorize return to work in a new occupation. There is the potential for huge gains in money saved, professions renewed, and improved economic competitiveness. For example, an injured worker who can no longer lift or carry heavy objects, working for an employer who has no “light duty” work available, is directed to find and accept other employment.
These additional positions are normally low wage, entry level positions in which the injured individual has neither experience nor interest. But the only legal issue that matters is the workers’ physical ability to do the new job – not his long term future, availability of insurance or other benefits, or even the hours or location of work. The midnight desk clerk position at the local motel, or cashier position at a gas station, are perennial favorites found by insurer hired vocational “experts” seeking to aid the injured worker back into the workforce, and a lot of time and money is spent to prove these jobs suitable. There is value in that work, but it is far from suitable, in any sense other than physical ability, for many injured workers.
How much smarter would it be to redirect the money spent on proving the availability of low wage jobs, in order to justify cutting workers’ comp benefits, to paying for re-education in a new field by obtaining an associate’s degree at the local community college? Answer: incredibly smarter. Why doesn’t it happen? Because the law imposes no obligation on insurers or employers to either evaluate, retrain or re-educate injured employees. An insurer will certainly pay out $10,000 to verify the suitability of a low wage occupation: it needs a medical expert to show physical capability, a vocational expert to show job availability, and a lawyer to present evidence of both. What would that same $10,000 buy? Probably an associate’s degree.
Admittedly not every injured employee would qualify for or be interested in going back to school, but my bet is that many would if given the opportunity, or if they were at least recommended of the availability of further education, some guidance about how to decide what to learn, how to enroll, and continuation of benefits for 2-3 years. This outcome can happen now, but only by a combination of luck, good advice and self-direction. How many people would know about the Office of Vocational Rehabilitation, a state agency charged with, among other things, helping injured workers, unless they are told about it?
How many people are aware about the Office of Vocational Rehabilitation, a state organization charged with, among other things, helping. The legislative fix could be as simple as requiring insurers to vocationally evaluate injured workers (similar to what they do now, but earlier in the game, and for the right purpose, i.e. increased job opportunities); notify workers’ of the educational and retraining opportunities that exist, and, in cooperation with local community colleges, monitor enrollment and timely completion of classes, and pay for tuition and related expenses while continuing wage loss benefits for the time required for completion and job acquisition following graduation. Employees’ who with no good reason don’t follow through with an accepted re-training program might have their benefits suspended.
Dan Stern, a York PA workers compensation lawyer (Harrisburg, York, Lancaster areas) has handled 100’s of workers’ compensation cases from the initial filing of the case or appeal through all levels of hearings and appeals, resulting in the award of millions of dollars of benefits to my clients. He is admitted to practice before all Pennsylvania Courts
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