If I find another job fitting the restrictions my doctor prescribed, do I have to go back to my old employer? No. [ Click here for more ] [ back to top ]

The employer/insurer may do a job study or survey to find which jobs are available in your area, for the duties approved by your doctor.

Extra pay for working weekends or at night is a matter of agreement between the employer and the employee (or the employee's representative). The Fair Labor Standards Act does not require extra pay for weekend or night work. It does require 1 and 1/2 the regular rate of pay for time worked over 40 hours in a workweek for nonexempt employees. Neither the Fair Labor Standards Act (FLSA) nor Georgia law requires breaks or meal periods be given to workers.

Often employers and workers disagree over final amounts due. The Fair Labor Standards Act requires that employees be paid at least minimum wage for all hours worked, and time and a half for any overtime hours worked; salaried personnel must also be paid. The USDOL Wage and Hour Division enforces these requirements, but enforcement may be slow.

An employee is responsible for getting himself/herself from home to a designated work location and home at night. If an employer sends an employee to a remote work location to perform a job function they are responsible for paying wages for the travel time. An employer is within his right to establish differing rates of pay for drive time as opposed to skilled work time; but, must establish a policy that is understood by employees to avoid claims of unpaid wages.

You are permitted to pursue a lawsuit against third parties who are responsible for your work injury. For example, if you are injured in an automobile accident as a result of the negligence of a driver other than a co-worker, you may sue the other driver. If you were injured as a result of a defective product, you may sue the manufacturer or seller of the product. If you believe that your injury resulted from a defective product, it is essential that the accident scene be preserved.

TuneCore takes none of the money from the sale of your music. You get it all. Music can be downloaded from MusicNet in several possible ways: Albums under 11 songs are priced by the song. To calculate how much you would receive from the sale of an album with less than 11 songs, multiply the number of songs on the album by the song pay rate for that country (see below) For albums with 11 or more sold in their entirety, you receive the album pay rate for that country (see below).

Yes, under Vermont law, an employer can suspend you without pay as long as there is no violation of the terms and conditions of a written policy. You should also contact the Federal Wage & Hour Office at 802-951-6283 or 603-666-7716, regarding federal law.

In covered industries (hotels, motels, tourist places, restaurants, retail, wholesale and service establishments), your employer can do this only if no money passes from you to the employer either directly or indirectly for a required uniform. Vermont law places no limits on the number of hours an employer can require an employee to work. Absent a written agreement or a union contract, an employer has complete discretion to require mandatory overtime.

Unless specifically exempted, employees must receive overtime pay for hours worked in excess of 40 in a workweek at a rate of 1 and 1/2 their regular rates of pay. Some exemptions include white collar workers employed in executive, administrative, professional, and outside sales positions who are paid on a salary basis. For a more inclusive list of exemptions, click on the link below.

Please contact Kathie Hummel-Berry to request permission to use an alternate reference. Please note, any type of employer can make an excellent reference because the form asks for information about working behaviors in general. Your work experience does not have to be relevant to physical therapy at all. No, the University of Puget Sound does not accept physical therapy courses from other institutions for credit toward the physical therapy degree.

The Arts & Science Co-op Office job description form requests pay information, but the employers often withhold this information because they pay according to the year of the student, the student's ability, and our suggested pay rates. Also, many employers post positions at several universities. Co-op Programs at other universities usually do not request pay information on the posting. Some employers cannot advertise pay information because of internal policies.

New or newly covered employers are assigned a total tax rate of 2.70 percent until such time as they are eligible for a rate calculation based on their experience rating history.

Answer: If an employee is injured by someone other than his employer or fellow employee, he can pursue a third-party lawsuit. In Kentucky, an employee can not sue a fellow employee unless it was for an intentional injury. The statute of limitations may be shorter for a third party lawsuit, and often requires a lawsuit to be filed within a year of the injury.

Probably not. Every state in the United States has a workers' compensation law which provides that it is the only remedy against the employer for an injury on the job. There are some exceptions to this workers' compensation exclusivity rule if a person is injured by someone other than a co-worker or is intentionally injured or is injured in activities which are not in the scope of normal employment duties.

The Job Seeker - Employer Search page appears. It provides options to search for employer(s) by letter of the alphabet, view a list of all employers, and search by employer name. To search for registered Employers with active job postings whose names begin with a certain letter of the alphabet, click the appropriate letter. To search by Employer name (whole or part), type an employer name in the text box and click the "Search by Employer Name" link.

Your selected Training Organisation will help you with this, but if you can secure an employer yourself, this will make the whole process a lot easier. Check the Yellow Pages listings and write to or call the employer. Don't forget to make contact with any employers that you may have done work experience with.

Not necessarily. You, the Employer, and your Doctors need to work together. Further you may have additional employment legal rights if you are part of a Union or if the Employer is subject to F.M.L.A. (The Family Medical Leave Act) that addresses this situation.

Typically the best way to learn about an employer is to go right to the employer's website. For example if you want to research Johnson & Johnson, go to www.jnj.com. You can also use a search engine such as Google, using the employer name as the keyword. The Career Education Center also offers a “Researching Potential Employers” workshop twice a year.

Students must be paid on an hourly basis and the rate of pay must be equal to the entry level rate for non work-study employees performing similar duties within your organization. Additionally, the employer is required to pay all the costs of employer benefits: federal withholding, workmen's compensation, federal social security, and any other benefits required by law.

Yes, but you may be entitled to receive a partial benefit from the insurance carrier in addition to your reduced wages.

In 1991, a gynecologist, Dr. Andrew Fantl, announced the success of a bladder retraining program conducted at the Medical College of Virginia. More than 100 healthy women, 55 years and older, participated in the program. 12% were cured of their bladder leakage, and 75% were greatly improved. Some women had stress incontinence; some had urge incontinence; and others had symptoms of both types. (Only women tested this program in Virginia.

Under the law your employer must let you off for jury service. Employers cannot discharge or otherwise penalize an employee who is summoned to court to serve as a juror. Many employers are good corporate citizens and continue the juror's wages and benefits throughout the period of service. However they are not required to pay you, and some companies and smaller businesses may not. Check with your employer regarding their policies regarding jury duty.

TuneCore takes none of the money from the sale of your music. You get it all. For the iTunes U.S. store, you receive $0.70 per song sold individually and $7.00 per album with 11 or more songs sold in its entirety. You are paid the pay rate in the local currency of the country where the sale occurred. For example, if an album or song sells from the iTunes Japan store, iTunes Japan pays in Japanese yen (¥). The money is converted into U.S. dollars by the bank and forwarded on to you.

IMPORTANT: All of the amounts for music and/or music video sales outside of the United States are subject to the terms, conditions, taxes and laws of those countries, including: Some countries have special rules, so that even before taxes, tariffs, exchange rates or treaties kick in, some money is deducted by the store to pay fees and royalties dictated by local copyright laws.

The interest rate varies depending on your Credit History and the Lender we place your financing with. The normal range of interest rates for No Doc Loans and Lines of Credit is 7.5% to 12.5%, and for Full Doc Loans and Lines of Credit it is 6% to 12%. The actual interest rate you receive may be higher or lower, and the better your Credit History, the better the rate you will get - Your rate could be as low as 6%.

Most private pension plans are covered by the federal Employee Retirement Income Security Act (ERISA), not by state law. The Employee Benefits Security Administration (EBSA) of the U.S. Department of Labor is responsible for regulations in this area. Call (617) 569-9600 or visit the EBSA website at http://www.dol.gov/ebsa.