Given the polarizing effect the presidential election has had on our nation, political discussion has become a regular occurrence in many people’s daily lives, even during the workday. When this occurs, it is best for an employer to pause and consider employees’ right to engage in this type of discussion along with the employer’s own […]
Many employers provide group long-term disability (LTD) insurance as a benefit for their employees. Group LTD insurance can be an affordable alternative to an expensive individual policy. If you need it, and hopefully you never will, it can be a godsend. But you need to be aware of, and plan for, the limitations common to […]
Employers love arbitration clauses. Most believe that arbitrators will treat them more favorably than a judge or jury, and that the process will be faster and less expensive than going to court. Generally speaking, they are right. A recent case out of the Supreme Court of Connecticut, State of Connecticut v. Connecticut Employees Union Independent, […]
Most employers understand the need to provide a Summary Plan Description (SPD) to participants in their retirement plans, such as 401(k) and 403(b) Plans. Many employers don’t realize that this same requirement applies to their medical, dental, life and disability plans. Some employers think that all they need to do is to distribute the benefit […]
On December 7, 2016, the Chicago Tribune reported that sandwich maker Jimmy John’s had agreed to a $100,000.00 settlement with the Illinois attorney general over its use of non-compete agreements with its hourly employees. Those agreements barred employees from working at another sub shop while employed with Jimmy John’s and for a period of two […]
Hire him as an employee and he’s an employee. Hire her as an independent contractor, she’s an independent contractor. Employees get W-2’s and are eligible for benefits. Independent contractors get 1099’s, and aren’t. Easy, right? If it were that simple, the Department of Labor, the IRS and various states would not be fielding an increasing […]
For nearly three decades Martin v. Ketchum, 568 A.2d 159 (Pa. 1990) has set the standard upon which a claimant may establish a compensable psychological injury as a result of a work-related mental stimulus or “mental-mental” injuries. The Pennsylvania Supreme Court drew the following line in the sand: A claimant must produce objective evidence which […]
Best employment practices should motivate employers to accommodate mothers who make reasonable requests to express breast milk in the workplace. If a family friendly workplace and best practices don’t provide sufficient motivation, avoiding legal liability should. Depending upon the industry you are in, your geographic location, and the type of employee making the request (e.g., […]
Anyone who has ever done a Google search on this topic soon discovers that every lawyer who has ever represented an employer seems to have written their own “Top (insert number here) List” of ways to avoid employee lawsuits. So, at the risk of seeming redundant (because it is), here are our Top Five
EDI release 3 is the computer-to-computer exchange of standard workers’ compensation data between companies and the Commonwealth of Pennsylvania. EDI standards were developed by the International Association of Industrial Accident Boards and Commissions (IAIABC), in conjunction with its members from most U.S. jurisdictions, insurers, self-insureds, TPAs and others. The standards continue to be refined and are used by many jurisdictions as an electronic means to obtain information about work injuries and statuses.
Generally used within the workers’ compensation insurance community to exchange accident, payment, insurance and medical information, EDI permits the transfer of large volumes of information more efficiently and accurately than in paper form.