Workplace Injury

Workplace injury is a common issue in almost all work environments. In an event of an injury in the course of duty, there are provisions regarding the next cause of action. The dependents of the victim of injury or death at the workplace are also catered for when it comes to compensation. However, employers may be entitled to certain protections regarding to the amount set aside as compensation to an injured employee. The labor and industry department administers a scheme of insurance which offers benefits to employees who fall victims of injury at the place of work.

The insurance scheme also provides cover on litigation expenses as a result of engagement in the court process to get compensation. The amount of money paid to injured employees is dependent upon the gravity of the injury sustained. The Washington state compensation system to workers is based on a trade-off between an employee and an employer. Employees are entitled to a prompt worker’s compensation settlement in reference to ‘on-the-job’ injuries.

On this basis, it is held that compensation benefits present an exclusive remedy available to the employee against an employer. This remedy is always present irrespective of whether there was a form on negligence on the part of the employer. Discrimination Sexual harassment is another key area covered by the Washington labor law. Sexual harassment covers sexual advances which are unwelcome; it may also extend to conduct or engagement in verbal utterances which imply sexual posturing.

Such activities include: direct sexual approaches, offering job associated benefits with the intention of securing sex in return, and creation of a hostile environment meant to elicit sexual exchange in order to achieve individual or entity goals. The Washington State Rights Commission is charged with the responsibility of enforcing the Washington State Law against Discrimination. The state law offers protection against any form of discrimination which may reflect unfairness in employment. However, employees who employ less than eight people are exempted from the State Law against Discrimination.

In regards to this, the Human Rights Commission cannot launch investigations on employers who do not have more than eight employers in the state of Washington. However, in other states and in some cities in the Washington state have developed ordinances to allow for checks into abuses committed by businesses enjoying such exemptions. Work leave On the basis of the federal law, all eligible workers are permitted to seek up to twelve weeks of unpaid medical leave. Upon the return of individuals who had sought such a leave, they are entitled to a restoration to their original work positions.

however, the eligible employees for this extension must have worked for the employer in the previous one year, have served for twelve one thousand two hundred and fifty hours during the 12 months of service, must be employed by an employer covered by all local state, and federal agencies, and such employers must have employed fifty or more people for at least twenty weeks given the current calendar year. In Washington, employers who have more than hundred employees are required to comply with the Washington Family Leave Act. On the basis of this Act, employees are permitted to be given twelve working weeks of unpaid family leave.

This is expected to be offered during any period after a service of over 12 months. Family leave is necessarily in regards to taking care of family maters like caring for a new born or going to be part of family issues. As in the case of FMLA, the Act requires a notice, anti-discrimination, and return to work provisions. However, unlike the FMLA, the Washington Statue covers leave cases relating to sickness or temporary disability as the one which emerges in the case of women during pregnancy times. The L&I hold an exclusive responsibility of enforcing the Washington Statue.