return to work after injury with restriction my work went against the orders what am i suppose to do?
448433
You need to consult an attorney.
334920
They have to prove you weren't allowed to use the saw, plus if you weren't it was their obligation to keep it locked up. Contact the office and get worker's compensation papers. This will pay for your medical. Do this!! THEY CANNOT FIRE YOU!!!!!
160301
Well, that sucks.  I'd find me a lawyer and tell them the whole story, you'll probably get your job back and then some.
972327
if you got injured during work-time at your workplace, or any place doing your job for your employer, (in Ontario, Canada), you should inform your employer.  If its very minor like a paper-cut or scratch or something, you can use the first-aid kit for disinfectant and bandage, but if its anything that you see a medical professional (Dr, etc) about, then your employer is required by law, to report Worker's Compensation.  You will be paid for time off for emergency or for a Doctor, if its required, and your employer will be required to modify your job or your facilities(like providing special chair or whatever) while you heal,  If you 're  unable to do your job, your employer is required to provide alternative work, IF they can.  IF they cannot, then Worker's Comp. Insurance will pay until you get some job you can do somewhere else.  There is a time limit for your employer to report it, I think 2 or 3 days, depending on your Province or State.  If s/he doesn't report it, there can be hefty fines.  (employers trying to hide such things are considered virtual criminals).  In this case, your employer may still be safe, because you didn't tell him, s/he didn't know,  so workers comp will just frown.  \n\nThere could be negative consequences to the employer if they know about a "serious" injury and do not report it.\nThere are no negative consequences to reporting an injury.  Employers may not punish you for it.\n\nRule of thumb for the future, any injury or illness from your workplace "serious" enough ----  that is,  IF you go see a doctor or medical pro about it, then you have to tell your boss and they need to report it to Workers Compensation.
338079
I would believe so if you dont get back pay i would concider talking to the lawyer and find out what you can do or take it to the labor board
64140
I don't think the company can decide to cut off your workers comp - that would be the state organization that runs it.  The company can provide evidence it was not a work related injury, and there can also be limits to the company's liability in your state, which may mean your benefits under it ran out.\n\nYour best bet is to contact the workers comp group for your state, and find out what your recourse is.  Some states have programs to assist employees in these situations.  If that fails, consult with a lawyer to see what your options are based on the documentation you have, any witness testimonies, etc.  Here's a link to Labor and Industry in Washinton - http://www.lni.wa.gov/\n\nYou can and should also report this to OSHA as an unsafe working condition.  It can be reported here - http://www.osha.gov/.  Their site seems to be down right now, but there is a link to report violations in the employee section.\n\nGood Luck.
631584
I had a friend injured while engaged in a work related situation, and she went from regular employee to Worker's Comp.  If your husband has been turned into Worker's Comp, it's a different type of classification. They do have Worker's Comp attorneys and you might want to consult with one to determine your situation.
264501
I'm unaware of any laws that restrict lowering pay for a non work related injury. You could go on disability (would probably pay more than half) if your doctor stated that you could not do your work. Im no expert , just a field of interest(workers rights)
1172630
Need more info to answer accurately.  They can stop payment if the doctor recommended follow up appointments that you didn't keep.  (If you had therapy appointments set up and didn't go, you have stopped medical treatment and they are not liable.)\n\nIf you had a return to work date that you ignored the insurance can stop.  If your doctor said you can return to work under light duty or restricted duty and you didn't call your employer to make arrangements to return you can be cut off as well.\n\nThese issues are pretty uniform throughout the country although it may vary in your state.  Your state may also have specific rules to follow and you may not have followed them.\n\nThe most common reasons the wc gets cut off without notice is a worker failing to continue with medical treatment or failing to return to work as the doctor ordered.  And alas, it is legal.
967240
You are on limited duty because..... \n\nIf accident at work, your covered under worker compensation, and company should respect the limitations.  On the other hand, if you were injured off the job, or contacted some illness that required limited duty, you have certain obligations not to engage in any activity which would endanger your health or aggravate your condition.\n\nIf your supervisor insists that you perform work which you and your doctor feel would be detrimental to your well-being, then I would recommend that you tell the supervisor that you are refusing due to health condition, and that if s/he persists in threatening you, that you will exercise your options - legal and otherwise.
88204
If an employer wants to check your workers comp background, they first need to have to offer you a tentative offer of employment.  The only reason they could then disqualify you is if they find that you LIED.  They can't just say no based on previous injury.
847226
Sounds awful, mate. You do have a chance with this but, as ever, the devil's in the detail.\n\nWitnesses to poor working practices would help but aren't essential. Your employer was required by law to publish and comply with a Health and Safety Policy Statement, setting out company policy to ensure safe systems of work. If they were as slipshod with the paperwork as they obviously were on the job then that improves your chances dramatically. Essentially they would then have difficulty in demonstrating - as they will probably try to pretend - that they were a conscientious employer who took all reasonable steps to discharge their duty of care towards you. A court would instead infer a cavalier or inadequate regard to health and safety. \n\nAlso what, if any, health and safety element was included in your induction training for the job ? If little or none that could again easily lead to the inference that they have failed in duty of care.\n\nEven if the employer can tick both of these boxes, you aren't lost. Your medical evidence should not only support the injuries you've suffered but establish a timeline for the development of your condition. Taken together with the statement you've prepared the inference will clearly be that your condition is attributable to the workplace. Causation is obviously very important here and they may try to suggest that your condition is due to other factors. Alternative causation is an old favourite and can range from the obvious - any birth defects, ever in a road accident - to the bizarre. Once had a case like this where wheelchair using client was asked ' I understand you're a keen parachutist ' - the brief was reading the wrong file ! Your evidence together with the medical timeline consistent with workplace causation should be enough to defeat anything like this.\n\nSo, yes, this can be done without direct witnesses from the job. As the others have said these things tend to be a real grind and are rarely resolved quickly. Still, don't be completely disheartened, they might realise they're on a loser and offer a settlement, rather than take the hit on legal costs. Unfortunately it is more common for employers to play these things long in the hope that you do become disheartened and withdraw. \n\nFor what it's worth you do seem to have a reasonable case and it would be a shame to give up on it, especially since you've already shown a lot of perseverance to get this far. Bad employers like this should be brought to book and you deserve some acknowledgement of what you've been put through with this. All the very best with the case.
196452
Speak to an attorney.  But if you agreed to a settlement, you have no rights anymore under worker's compensation.  You can only submit claims under worker's compensation if you sustained a new injury.
430579
You definitely have a case for unemployment, but the underlying question is "How do I get my job back?"\n\nLook at other circumstances surrounding the absence.   FMLA would have covered your absence, as long as you met the number of hours worked.   You need to find that out.   If there are other circumstances, like you failed to call off from work for two or three days before you showed up with the Dr's excuse...or perhaps had too many absenses prior to this one.   \n\nRegardless, you need to consult a lawyer with all of the facts.   He will advise you as to the proper recourse.   If you are uncomfortable with a lawyer, then you need to go through the Boeing appeal process, which is available through corporate Human Resources.   If they refuse that, make sure they refuse it in writing....and take that to the lawyer.\n\nGood luck, and I hope you feel better.   \n\nPS:  If you win, you will get back wages.
457816
report it get a lawyer or union official stand up for your rights and dont back down get a new job too good luck
310427
try get an other job,and avoid repeating the same mistakes that made you loose the fist one!!dont wait for help,save your time..start working..and then you can ask for support..
245337
First off we need to know how long you were out on leave.  That's the main point.  If you passed the legal limit of protected time then there's nothing that prevents them from letting you go.  Second your employer has a right to keep in contact with you to determine if you are ready to go back to work.  Refusing to answer that can be grounds to be fired with cause.  Pain and suffering only comes into play if they did indeed let you go during a protected period, if they let you go after that period then again there's nothing that can be done and it would be considered with cause since you didn't show up to work.  These also only apply if you and your employer qualify under the FMLA.  If you don't qualify, then unless there's a state law in your state requiring leave then there is no legal reason for them to have had to "protected" your job.