Areas being targeted include: Presumption Claims These are claims that are granted based on a worker’s job. So, if a worker passes a physical upon being hired, and later, contracts a specific illness, the law automatically assumes the illness was contracted because of the job. For example, if a firefighter contracts lung disease, it is assumed the job contributed to contracting the illness. This automatically qualifies the employee for workers’ compensation benefits. These presumption claims focus mostly on “first responders like firefighters and law enforcement officials. Florida Division of Risk Management which insures all state agencies said these claims have cost the state some $30 million since 2003. Drug Costs The Florida Division of Risk Management also states that the cost of physicians repackaging prescription drugs is being analyzed. In 2003, the state capped the cost of on pharmacy dispensed drugs at three times the drug manufacturer’s wholesale price, plus ...

There are reasonable limits to making training realistic. A recent lawsuit in Las Vegas' Clark County District Court on November 7th documents an allegation that a hospital hired an off duty police officer to pose as an irate visitor to the intensive care unit of the St. Rose Dominican Hospital in Henderson, Nevada. The documentation states the officer displayed a real gun and held multiple staff members hostage for a period of time before declaring that the event was a drill. The plaintiff was one of those "held hostage" and claims multiple aspects of legal damages ranging from emotional trauma, assault and false imprisonment. The plaintiff in the Clark County lawsuit is seeking over $50,000 in damages. Now, being a fan of employee training is one thing, but we think this alleged event was clearly taking training too far. Some industries have a need for very intensive and life-like training. But, the closest most businesses come to intensive training comes when you try to tackle security issues. In today' ...

According to the U.S. Labor Statistics (who specialize in issues related to human resources), Tampa is number one in job growth out of all major metro areas. That means there are many employees in Tampa who are looking for their human resources department to throw a little holiday cheer their way this year. And according to a new survey by placement firm CareerBuilder, workers can, in fact, expect some holiday cheer in the workplace this year. The survey found companies are offering more bonuses, parties and gifts than last year. The survey, which was conducted in August, included responses from 2,696 human resources professionals and hiring managers and 4,086 full-time non-government workers. Data from the survey uncovered the following: Parties: The survey found 58 percent of employees plan to throw a holiday party for their workers. This is up from only 52 percent last year. In addition, 36 percent of workers say they plan to attend their company holiday party. Gifts: Thirty percent of workers say th ...

If your Tampa employees who want to know more about COBRA continuation health coverage, you can direct them to the resources the United States Department of Labor has laid. With Tampa’s unemployment rate still at 10.3% (as of Oct. 2011), this may still be a timely issue for your company. Back in 1986, Congress passed the Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit. The law amends the Internal Revenue Code, the Employee Retirement Income Security Act and the Public Health Service Act to give continuation of group health coverage that otherwise might be terminated. If you’re wondering who in Tampa (and everywhere in the U.S.) COBRA helps, it’s gives certain former employees, retirees, spouses, former spouses and dependent children the right to a temporary continuation of health coverage at group rates. Please note: COBRA is only available when coverage is lost due to certain events. In addition, health coverage for people who take part in COBRA usually costs more ...

If you have a company with even only a few employees, you still need to know how to use the payroll tax calculator. To take the easy route, just use our online free payroll tax calculator.  Many times, businesses will contract the duty of payroll processing to an outside company. But you still need to know how to use a payroll tax calculator…even if you have to use an old fashioned calculator to get the job done! Here are the steps for calculating payroll taxes: The first step in the payroll tax calculator is figuring out the employee’s gross pay. This should include hourly wages or salary and tips, commissions and any other taxable compensation. Do not include mileage or other reimbursements for business expenses. The next thing you should do is multiply the number of withholding allowances the worker has claimed on his or her W-4 form by the amount of one allowance for his or her filing status (and the length of the pay period). You should also be sure to subtract any ta ...