Hello all,
I,m pretty much near the settlement process, my question is because my job did not have modified work for me, my PD payments went up 15%. Does this also mean that the total PD payment will increase as well? I'm a little confused about this.
Also for all who did a C&R on there settlement, how did you come up with a figure? Any advice would be appreciated.
yes the weekly rate increases while the number of weeks remains the same; resulting in a total payout increase of 15% .
you need to price out the value of your future medical care. talk to your doctor about what you will need and how often. request a list of your medical payments from the carrier. this will give you a rough idea as to how much the services are worth.
if you are close to medicare age or you are likely to use medicare within the next few years you will need a Set Aside agreement in order to cash out your claim.
My employer did provide alternate work, abiding by the regulations which stated the work must be for one year. At the end of the year, to the day, my position was eliminated. However, my PD is 15% less, for whatever timeframe I receive it, because the regs were followed. The employer can do whatever they want after the year is up and they are still protected, but not the I/W. 15% deducted for employer compliance and 15% deducted for attorney bank. Stupid rule if you ask me.
does that mean if your employer cant provide light duty/modified work that your benefit checks go up 15%?
I am confused. My employer obviously could not give me modified work at all; in fact she fired me because she needed to find another person to work with her since it looked pretty much like I would be out of work for quite some time. But my checks never went up by 15%. All I got was the basic rate of 66 2/3 % of my wages. Have I missed something in the rules?
work comp laws are state specific.
jimmy (and chris) is in california which incentivizes employers to provide modified work
How do I find out if Montana has such a law? I know that there is a site to go to. But I don't know the specific section to be looking at.
California law, but it only effects PD not TD. This has only been law since 2004, when SB899 was born. PD was also cut drastically to a max of $220/week. Now, if one had to live on that, may God be with them. Then cut it by 15% to benefit the employer providing alternate work for a year, and another 15% for attorney fees. I clear $397 every other week in PD benefits. Still, it's better than nothing.