Most employers explain this (or should explain this) at employee orientations: it is not in your best interest to work off the clock, particularly if you are paid an hourly wage and you punch a physical time clock. If you are injured off the clock, you are in for an insurance nightmare. It’s a classic catch-22. Your personal insurance company will deny your claim on the basis that you were at work and should be covered by your employer. Your employer will refuse to pay on the basis that you were off the clock and not working.
This is a legal gray area and you may yet have recourse. It depends on the specific circumstances involved. However, you would be wise to avoid this whole scenario altogether. If your employer asks you to come in “before your shift” and begin working before you punch in, they cannot require you to do this. It is a direct violation of federal labor laws to require employees to work off the clock. You can report violations to OSHA if incidents like this occur.
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Worker’s compensation laws are designed to ensure that employees who are injured or disabled on the job are provided with fixed monetary awards, eliminating the need for litigation. They also provide benefits for dependents of those workers who are killed due to work related accidents or illnesses. There are some laws that keep employees from getting so much money from the employer because of work related injuries. The Federal Employment Compensation Act provides workers’ compensation for non-military, federal employees. An injured employee receives two-thirds of his or her normal monthly salary during the disability. They can receive more salary for permanent related injuries or illnesses. The act covers all medical expenses that are caused by the work related injury. Workers’ compensation provides medical treatment, wage replacement and permanent disability compensation to employees. States decide the workers compensation laws for employment. Workers compensation is a benefit for all employees.
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