This is from a week ago. Saying that according to OSHA, if an employer 'requires' an employee to get the experimental drug, and, if the employee has adverse health effects as a result...then OSHA said that it could be a work related injury.
Yes - and therefore they can become eligible for workers comp.
Also, even if an employer does not mandate but strongly encourages it and the employee suffers injury, that too could be considered a compensable injury in certain states such as California.
It is important to note that all insurance is regulated at the state level so while the rules are fairly similar across the board, the contracts have to be filed and approved for each state. What may be applicable in CA may not be in WI and ultimately it comes down to the language in the policy contract.
Side note- there has been discussion in the wellness programs on the offering of incentives to get the jab. The feeling is that and the employer should exercise caution with regards to size. The larger the incentive, the more likely it is to be viewed as coercive. But the safer route is to reconsider offering any type of reward compensation to those employees hat get jabbed and instead simply offer information.
This is from a week ago. Saying that according to OSHA, if an employer 'requires' an employee to get the experimental drug, and, if the employee has adverse health effects as a result...then OSHA said that it could be a work related injury.
https://www.lifesitenews.com/news/employers-may-be-liable-for-any-adverse-reaction-from-mandated-coronavirus-shots-osha
Yes - and therefore they can become eligible for workers comp.
Also, even if an employer does not mandate but strongly encourages it and the employee suffers injury, that too could be considered a compensable injury in certain states such as California.
It is important to note that all insurance is regulated at the state level so while the rules are fairly similar across the board, the contracts have to be filed and approved for each state. What may be applicable in CA may not be in WI and ultimately it comes down to the language in the policy contract.
Side note- there has been discussion in the wellness programs on the offering of incentives to get the jab. The feeling is that and the employer should exercise caution with regards to size. The larger the incentive, the more likely it is to be viewed as coercive. But the safer route is to reconsider offering any type of reward compensation to those employees hat get jabbed and instead simply offer information.
So should we encourage everyone who already got it and was sick for a few days to put in workman's comp claims as well?
Excellent Article! Thank you!
Right? ;-)
It ALWAYS comes down to, "how much will this impact the bottom line?", and "how much will this hurt my executive compensation package?"