Law prohibits payment of VA compensation and military disability severance pay for the same medical condition or disability. VA compensation will be withheld on a monthly basis until the total amount of military severance pay has been recovered.

Yes. If an employee is separated under a RIF, is not eligible to retire, and is not drawing military retirement, that employee is entitled to severance pay and unemployment compensation. The employee's Servicing Personnel Office can provide him or her with estimates of what the severance pay will be. Employees can also estimate the amount of their severance pay using the OPM Employee's Guide to Benefits for those affected by RIF.

Severance pay is considered a benefit insofar as wage and hour laws are concerned and individuals are not entitled to it unless the employer has a written agreement to provide it.

You are usually not eligible for unemployment insurance benefits during a period covered by severance pay paid to you by your employer. The only way to know for sure whether severance pay is disqualifying is to file a claim.

There is no requirement in the Fair Labor Standards Act for severance pay. Severance pay is a matter of agreement between an employer and an employee per the employment contract.

Service (DFAS), Coast Guard or Public Health Service can have their premiums deducted from their retired pay. However, we will work with you to set up either the direct monthly billing or the electronic funds transfer (EFT) method of payment.

If you have been told by a physician that you have pneumoconiosis or other lung problems, you may have questions about whether you are eligible for any compensation from the Federal Government. The Federal Black Lung Benefits Program is completely separate from the State Workers’ Compensation programs. Some miners may qualify for one program and not the other.

This is a very technical area of the law and the answer will depend on each veteran’s individual circumstances. Usually there will be no loss of benefits if they are received because of service-connected disabilities. However, this is not always the case – especially when a veteran is awarded compensation under 38 U.S.C. 1151 or a spouse received DIC payments upon the death of a veteran.

Severance pay is not regulated. A right to severance pay must be agreed upon by both the employee and employer prior to beginning employment. Otherwise, a fired employee is not due severance pay. To learn more about severance and age discrimination claims, see AgeRights.com.

a veteran you served your country and earned certain benefits. Those benefits include the right to compensation if you become disabled while in service. Sometimes it can be very difficult for the veteran to obtain the compensation that they earned. Like all bureaucracies the Department of Veteran Affairs (VA) can be unyielding in the way that they apply the law. If your claim and/or medical records do not have the exact information that it is supposed to have, you will be denied benefits.

If you are receiving Temporary Total or Temporary Partial Workers' Compensation payments, you are not eligible for unemployment insurance in Georgia. The only way to know for sure is to file a claim.

Those who want to have their VA disability reevaluated should send a letter to the VA office that issued their most current rating decision. If they are not sure what office issued their rating decision contact the VA at 1-800-827-1000.

Yes, it is. According to the labor office in Seoul, you are entitled to severance pay regardless of whether it is mentioned in the contract. However, if it is not mentioned, you are not eligible to receive the severance pay at the end of each contract but only when you actually quit the company. The amount is one month's pay for each year worked. Receiving the severance pay when you quit has one advantage: you get it in a lump sum.

Unlike overtime pay, severance pay is not regulated, so it is not automatically owed to you. You may be owed severance pay if you and your employer agreed on severance pay before you began your job. Otherwise, a fired employee is not owed severance pay. No. If you work more than 40 hours in a “workweek” you must be paid overtime for any hours worked over those 40 hours. A “workweek” is considered 7 days of work in a row and is the basis for calculating overtime pay.

Base year compensation (BYC) prevents another salary cap loophole. Without BYC, a team over the salary cap that wants to trade a player, but can't because of the Traded Player exception (which says teams can't take back more than 125% of the salary they trade away), could just sign the player to a new contract that fits within the desired range, then do the trade.

Statements were prepared for all full-time benefits eligible employees as of June 30, 2007. If you were hired after June 30h, are in a PART-TIME classified position, or were on a Leave of Absence on June 30th, you will not receive a statement this year.

You may be eligible for compensation if you were wounded, injured or became ill while on active duty in the Armed Forces. Pre-existing injuries or illnesses which were aggravated by military service are also covered. Although most service-connected disabilities show up during or soon after military service, some conditions may not have appeared at all or appeared but were not too "disabling" until many years after you got out of the service.

The amount of your disability compensation depends on the seriousness of your disability. When you apply for disability compensation, your medical records are reviewed and usually you have a VA medical examination. Your disability is rated and expressed as a percentage. The monthly payment you receive is based on this percentage. If you have dependents, an additional allowance may be added if your disability is over 30%.

Disability Compensation: A monthly monetary benefit paid to veterans who are disabled by injury or disease incurred in or aggravated during military service. Disability Pension: A monetary benefit paid to veterans of a period of war who are permanently and totally disabled for reasons not the result of their own willful misconduct and not related to their military service. This benefit is income-dependent.