Can an employer terminate an employee with a workers’ compensation claim? Yes, but be careful. KRS 342.197(1) prohibits an employer from retaliating against an employee for filing a lawful workers’ compensation claim. To establish a cause of action for retaliatory … Continued
“A wise person does at once, what a fool does at last. Both do the same thing; only at different times.” – Unknown
“Suit” is a four-letter word. As in “lawsuit.” As in the employer thought he did the right thing by his employee (or thought he did nothing wrong), but still ended up with a complaint from that employee or a phone call from the attorney or a regulatory officer, challenging how that person was treated or what they were paid. Even worse, the complaint is based on failing to follow a policy that was outdated, or was caused by someone who didn’t understand the right way to handle the situation. Now the employer has a problem.
No one wants to be in this position.
These days, employers are surrounded by potential pitfalls, any one of which can result in an unhappy employee and, in some cases, a formal complaint or lawsuit. The difference between an employer who avoids this (or is ready in the event that it occurs) and one that isn’t, are these three keys:
PROACTIVITY, PREPARATION, PREVENTION
At FKP, our primary objective is to assist employers as much as possible before anything goes wrong. But in the event that this occurs, we’re here before you need us. Here’s how we can help.