Workers Compensation

When it comes to workers compensation insurance, you will find that one company’s policy can be nearly the same if not identical to that of another company. Because it is a mandatory requirement for all employers to carry a workers compensation policy, you won’t find many differences on the coverage side; however, what you will find to be different is the customer service, claims management, accident prevention & loss control techniques that are offered. And that is exactly where Meslee Insurance shines above and beyond the rest. Due to our understanding of the ins and outs of California Workers Compensation law, our office is well equipped to educate and advise you on your policy, claim processes, how to prevent potential claims and all the other necessary information you need to protect and oversee your employee’s health. Our team of specialists has worked with a countless number of businesses to provide workers compensation insurance and is ready to do the same for you. With access to a range of carriers, we have the capability to find you the most affordable policy on the market. Our approach is simple: partner with employers to share our education and experience to help minimize claims, control claims costs and ensure that you are protected from facing monetary fines, criminal charges and even financially damaging lawsuits. Whether you are a small two man operation or a larger conglomerate, we have capacity to provide you with the customer service you deserve with prices you won’t find anywhere else. Give us a call to speak to an agent or fill out a quick quote and one of our agents will contact you.

 

What is workers compensation: The Basics

Workers Compensation is a form of insurance that is generally mandatory on a federal level but may have different requirements based on the state level. Beginning as a bargain between workers and employers, workers compensation insurance provides wage replacement and medical benefits for employees who are injured on the job. In exchange, employees give up the right to file lawsuits against their employers for negligence. Essentially, if one of your employees gets hurt on the job, you are required to pay for compensation benefits. Hurting their back in a fall, being burned by a chemical splash or even getting hurt in a car while making a delivery are all examples of on the job injuries. Repeated exposures like an employee hurting their wrists from doing the same motion repetitively counts as an on the job injury as well. Even injuries resulting from criminal events like a robbery are included.

 

General information on the Benefits included:

  • Medical Care: Prompt & effective Medical treatment to help your employee recover from an injury or illness that occurred on the job. These services should be necessary to treat the injury and examples include doctor visits, hospital services, physical therapy, lab tests & x-rays.

  • Temporary Disability Benefits: Payments an employee receives if they are unable to work while recovering. These payments are directly related to loss in wages due to an injury. Generally speaking, there are minimum and maximum amounts that are set by state law. Benefits usually end when the employee returns to work or when a doctor deems the employee ready to return to work.

  • Permanents Disability Benefits: Payments an employee receives if they are not able to fully recover from an injury. These payments are also directly related to loss of wages due to an injury. Furthermore, the amount of payment can be based on a number of factors including the doctor’s medical reports, the employee’s age, occupation and future earning potential.

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  • Supplemental Displacement Benefits: Vouchers to help pay for retraining the employee if the injured employee does not recover and return to work due to permanent disability. The employee can obtain and use the voucher if they experience a permanent disability, you do not offer him a modified or alternative job or if they do not return to work within 60 days after the temporary disability has ended.

     

  • Death Benefits: Payments to an employee’s spouse, children or other dependents in the event that the employee dies on the job from an injury or illness. Generally speaking, the amounts of payments are based on the number of dependents. Furthermore, burial expenses can often be included in the workers compensation payment.

 

Frequently Asked Questions:

Q: Do I need to have workers compensation coverage?

A: California Law requires all employers to have workers’ compensation insurance if they have even one employee (If you are a roofer and work alone it is still a requirement). Furthermore, out of state employers may need it as well if they hire an employee that is regularly employed in CA or if they contract an employee in CA.

 

Q: If my wife and I run the business and do not have any employees, are we still required to have a workers’ compensation policy?

A: Generally, coverage for sole owners is optional; however, even if you have one employee that works part time, a workers’ compensation policy is mandatory. Please contact us to determine if you are required to have workers compensation insurance for your business.

 

Q: Are Directors or Executive Officers covered as well?

A: Generally, all employees including directors and executive offers must be included on the policy. The only exception to this is if they are sole owners of the business and in this case, being included is optional.

 

Q: Can I Self Insure?

A: Self Insuring is possible but needs state approval as well as satisfaction of requirements for elligibility. These may include a company net worth of at least $5,000,000, net income of $500,000 per year and posting of a security deposit.

 

Q: What factors determine premium cost?

A: A number of factors determine the cost of a workers’ compensation policy including but not limited to industry, history of work related injuries and payroll.

 

Q: Can my employees help pay for the cost of insurance?

A: No. Workers’ compensation is part of your costs to do business.

 

Q: What are posting requirements? What do I need to do to satisfy these requirements?

A: Posting requirements relate to a poster that must be placed in the workplace that contains information on your workers’ compensation coverage and medical care information. The law requires that you post this “notice to employees” poster somewhere where everyone can see it in the workplace. Furthermore, failure to comply could result in penalties of up to $7,000 per violation.

 

Q: What happens if I am uninsured and an employee is injured? What are the ramifications of not having a policy?

A: Failing to have a workers’ compensation policy for your employees is a criminal offense punishable by either a fine of up to $10,000 or jail time for up to one year, or both. Furthermore, if you do not have a policy and an employee is injured you will be held liability for all bills related to the injury or illness.

 

Other information

  • Please visit our insurance glossary tab for a full list of insurance terms and definitions.

  • There are many discounts available to help reduce your premium. Please visit our learning insurance discounts page to find out more information on how to maximize your savings.

 

This page contains only a general description of coverages and is not a contract. Details of coverage or limits may vary in some states and by carrier. All coverages are subject to the terms, provisions, exclusions, and conditions in the policy itself and in any endorsements.

 


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