MISSOURI EMPLOYEES. Thanks, Human Resources
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- Lorena Alvarado Lucero
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1 1961 Diamond Springs Road Virginia Beach, VA Phone (757) Fax (757) MISSOURI EMPLOYEES MANCON Employees, Included in this packet is the following information: 1. Discrimination Poster (English and Spanish) 2. Minimum Wage (English and Spanish) 3. Unemployment Poster (English and Spanish) 4. Workers Compensation Notice (English and Spanish) If you have any questions, please contact your supervisor. Thanks, Human Resources
2 DISCRIMINATION IN EMPLOYMENT IS PROHIBITED The Missouri Human Rights Act makes it illegal to discriminate in any aspect of employment because of an individual s race, color, religion, national origin, ancestry, sex, disability or age (40 through 69). The Missouri Human Rights Act applies to: Private employers with six or more employees All apprenticeship or training programs All labor organizations All employment agencies All state and local government agencies Discriminatory employment practices prohibited by the Missouri Human Rights Act include: Hiring and firing, compensation, assignment or classification of employees, transfer, promotion, layoff or recall, job advertisements, recruitment, testing, use of company facilities, training and apprenticeship programs, fringe benefits, pay, retirement plans, or disability leave, or other terms and conditions of employment Harassment on the basis of race, color, religion, national origin, ancestry, sex, disability, or age Retaliating against an individual for filing a complaint of discrimination, participating in a discrimination investigation or hearing, or opposing discriminatory practices Discriminating in any aspect of employment against an individual because of his or her association with a person in one of the protected categories. An employment agency includes any person or agency, public or private, regularly undertaking with or without compensation to procure employees for an employer or to procure for employees opportunities to work for an employer. The mission of MCHR is to develop, recommend, and implement ways to prevent and eliminate discrimination, and to provide equitable and timely resolutions of discrimination claims through enforcement of the Missouri Human Rights Act. CONTACT US Missouri Commission on Human Rights (MCHR) 3315 W. Truman Blvd., Suite 212 Jefferson City, MO Toll-Free Discrimination Complaint Hotline: TDD/TTY: Relay Missouri: 711! Take Action File a Complaint If you believe you have been discriminated against in employment, you can file a complaint of discrimination by calling one of the numbers above or ing mchr@labor.mo.gov Note complaints must be filed within 180 days of the alleged discrimination. Missouri Commission on Human Rights is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. State regulation 8 CSR requires this notice be posted in all places of business or establishments which are subject to the Missouri Human Rights Act. MCHR-9 (04-16) AI
3 LA DISCRIMINACIÓN EN EL EMPLEO ESTÁ PROHIBIDA La Ley de Derechos Humanos de Missouri establece que es ilegal discriminar en cualquier aspecto del empleo por motivos de raza, color, religión, nacionalidad, ascendencia, sexo, discapacidad o edad (40 a 69 años). La Ley de Derechos Humanos de Missouri se aplica a: Empleadores privados con seis empleados o más Todos los programas de aprendizaje o capacitación Todas las organizaciones laborales Todas las agencias de empleo Todas las agencias de gobierno estatales y locales Entre las prácticas discriminatorias en el empleo prohibidas por la Ley de Derechos Humanos de Missouri están: Contratación y despido, remuneración, asignación o clasificación de empleados, traslado, ascenso, despido o destitución, anuncios de empleo, reclutamiento, pruebas, uso de las instalaciones de la compañía, programas de capacitación y aprendizaje, beneficios adicionales, sueldo, planes de jubilación o licencia por discapacidad, u otros términos y condiciones del empleo. Acoso por motivo de raza, color, religión, nacionalidad, ascendencia, sexo, discapacidad o edad Represalias contra una persona por presentar una denuncia por discriminación, participar en una investigación o audiencia sobre discriminación u oponerse a las prácticas discriminatorias Discriminar en cualquier aspecto del empleo a una persona por su asociación a una persona por su asociación con una persona en una de Una agencia de empleo incluye a cualquier persona o agencia, pública o privada, habitualmente dedicada, con o sin remuneración, a conseguir empleados para un empleador o a conseguir a los empleados oportunidades de trabajo con un empleador. La misión de MCHR es desarrollar, recomendar y poner en práctica maneras de prevenir y eliminar la discriminación, y proporcionar soluciones equitativas y oportunas a las reclamaciones haciendo cumplir la Ley de Derechos Humanos de Missouri. CONTACT US Comisión de Derechos Humanos de Missouri (MCHR) 3315 W. Truman Blvd., Suite 212 Jefferson City, MO Línea directa gratuitapara casos de discriminación: TDD/TTY: Relay Missouri: 711! Actúe! Presente una queja Si usted piensa que ha sido víctima de discriminación en el empleo, puede presentar una denuncia por discriminación llamando a uno de los números que se indican arriba o enviando un correo electrónico a mchr@ labor.mo.gov. Nota: las denuncias tienen que presentarse dentro de los 180 días de la presunta discriminación. La Comisión de Derechos Humanos de Missouri es un empleador/programa con igualdad de oportunidades. Recursos y servicios para personas discapacitadas son disponibles si se solicitan. El reglamento estatal 8 CSR requiere que este aviso se coloque en todos los negocios o establecimientos sujetos a la Ley de Derechos Humanos de Missouri. MCHR-9-S (04-16) AI
4 $7.85 MISSOURI MINIMUM WAGE IN EFFECT FOR 2018 The minimum wage rate is measured by the Consumer Price Index. It may increase or decrease on January 1, 2019, if the cost of living rises or falls. Missouri law does not allow the state s minimum wage rate to be lower than the federal minimum wage rate. at least $3.925 per hour TIPPED EMPLOYEES Employers are required to pay tipped employees at least 50 percent of the minimum wage, $3.925 per hour, or the amount necessary to bring the employee s total compensation to a minimum of $7.85 per hour. at least 1.5 X rate OVERTIME COMPENSATION Overtime compensation must also be paid at a rate of at least one and one-half times a covered employee s regular rate for all hours worked over 40 in a workweek. EXCEPTIONS All businesses are required to pay at minimum, the $7.85 per hour rate, except retail and service businesses whose annual gross sales are less than $500,000. The law does not apply to exempt employees/employers, certain classes of employees under the definition of employee in Section (3), RSMo, and employees/employers pertaining to agriculture in Section , RSMo. It doesn t supersede more favorable laws or interfere with collective bargaining agreement rights. EMPLOYEE RIGHTS An employee not being paid the correct wages, can file a minimum wage complaint at labor.mo.gov/dls/minimumwage and is entitled to pursue a private legal right of action to collect any wages due. An employer who unlawfully pays sub-minimum wages shall be liable for the full amount of wages due as liquidated damages, less any amount actually paid and for costs and such reasonable attorney fees as may be allowed by the Court or jury. LEARN MORE AT LABOR.MO.GOV/DLS/MINIMUMWAGE 3315 West Truman Boulevard P.O. Box 449 Jefferson City, MO Fax: laborstandards@labor.mo.gov Missouri Department of Labor and Industrial Relations is an equal opportunity employer/program. TDD/TTY: Relay Missouri: 711 LS-52 (12-17) AI
5 $7.85 La tarifa del salario mínimo se basa en el Índice de Precios de Consumo. Esta puede aumentar o disminuir el 1 de enero de 2019 si el costo de vida sube o baja. La ley del estado de Missouri no permite que la tarifa del salario mínimo estatal sea menor que el salario mínimo federal. SALARIO MÍNIMO DEL ESTADO DE MISSOURI EN VIGOR PARA 2018 por lo menos $3.925 por hora por lo menos 1.5 X la tarifa EMPLEADOS QUE RECIBEN PROPINAS Los empleadores tienen que pagar a los empleados que reciben propinas por lo menos el 50 por ciento del salario mínimo, $3.925 por hora, o la cantidad necesaria para que el pago total del empleado suba al mínimo de $7.85 por hora. PAGO DE HORAS EXTRAS Las horas extras también deben pagarse a razón de por lo menos tiempo y medio de la tarifa regular de un empleado cubierto, por todas las horas extras trabajadas por encima de las 40 horas regulares en una semana laboral. EXCEPCIONES Todos los negocios tienen que pagar como mínimo la tarifa de $7.85 por hora, con excepción de los negocios de ventas al por menor y de servicios cuyas ventas anuales brutas son menores de $500,000. La ley no aplica a los empleados/empleadores exentos, ciertas clases de empleados bajo la definición de empleado en la Sección (3), Estatutos Revisados de Missouri y empleados/empleadores relacionados con la agricultura en la Sección , Estatutos Revisados de Missouri. Esta no reemplaza otras leyes más favorables ni interfiere con los derechos negociados en convenios colectivos. DERECHOS DEL EMPLEADO Un empleado que no reciba el salario correcto puede presentar una reclamación de salario mínimo en la página web labor.mo.gov/dls/minimumwage y tiene derecho a entablar un pleito legal para cobrar los salarios adeudados. Un empleador que ilegalmente paga salarios inferiores al salario mínimo será responsable de pagar la cantidad total de los salarios adeudados como daños y perjuicios, menos cualquier cantidad realmente pagada y los gastos y honorarios justos de los abogados según lo permita el tribunal o el jurado. PARA OBTENER MÁS INFORMACIÓN, VISITE LABOR.MO.GOV/DLS/MINIMUMWAGE 3315 West Truman Boulevard P.O. Box 449 Jefferson City, MO Fax: laborstandards@labor.mo.gov El Departamento del Trabajo y Relaciones Industriales de Missouri es un empleador/programa con igualdad de oportunidades. TDD/TTY: Relay Missouri: 711 LS-52-S (12-17) AI
6 Unemployment Insurance Benefits Notice to Workers Unemployment Insurance (UI) benefits are provided under the Missouri Employment Security Law for workers who become totally or partially unemployed, if they meet the eligibility requirements of the law. No deductions are made from employees paychecks for this insurance. The employer pays the tax in Missouri. Visit the Division of Employment Security s website at for additional information concerning UI, to file your initial or renewed claim, and to obtain information about a claim already filed. The website is available 24 hours a day, seven days a week. You may call a Regional Claims Center for assistance Monday through Friday, 8 a.m. to 5 p.m. Automated information about a claim already filed is available by phone, 24 hours a day, at the numbers below. Local numbers are: Jefferson City: Kansas City: Springfield: St. Louis: If you are outside the above local calling areas: P.O. Box 59 Jefferson City, MO IMPORTANT: If needed, call for assistance in the translation and understanding of the information in this document. IMPORTANTE! : Si es necesario, llame el para asistencia en la traducción y entendimiento de la información en este documento. Missouri Division of Employment Security is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. TDD/TTY: Relay Missouri: 711 MODES-B-2 (12-14) AI U.I.Prg.
7 Beneficios del seguro por desempleo Aviso a los trabajadores Los Beneficios del seguro por desempleo (UI, por sus siglas en inglés) se proporcionan según la Ley para la seguridad de empleo de Missouri a los trabajadores que queden total o parcialmente desempleados si estos cumplen con los requisitos de elegibilidad de la ley. No se hacen deducciones del salario de los empleados para este seguro. El empleador paga el impuesto en Missouri. Visite la página web de la División de Seguridad de Empleo en para obtener información adicional relacionada con el UI, tramitar su reclamación inicial o renovación y para obtener información sobre un reclamo que ya presentó. La página web está disponible las 24 horas del día, los siete días de la semana. Usted puede llamar a un Centro Regional de Reclamaciones para obtener ayuda de lunes a viernes, de 8 a.m. a 5 p.m. Información automatizada sobre cualquier reclamación ya presentada está disponible por teléfono, las 24 horas del día, a través de los números a continuación. Los números locales son: Jefferson City: Kansas City: Springfield: St. Louis: Si está fuera de las áreas locales anteriores: P.O. Box 59 Jefferson City, MO IMPORTANTE! : Si es necesario, llame el para asistencia en la traducción y entendimiento de la información en este documento. La División de Seguridad de Empleo de Missouri es un empleador/programa de igualdad de oportunidades. Recursos y servicios para personas discapacitadas son disponibles si se solicitan. TDD/TTY: Relay Missouri: 711 MODES-B-2-S (12-14) AI U.I.Prg.
8 Employee Information The Missouri Division of Workers Compensation (DWC) administers programs for workers who have been injured on the job or exposed to an occupational disease arising out of and in the course of employment. The Division s Administrative Law Judges have the authority to approve settlements or issue awards after a hearing relating to an injured employee s entitlement to benefits. Missouri Division of Workers Compensation P.O. Box 58, Jefferson City, MO Insurance Company, Third Party Administrator, Service Company, or Designated Individual If Self-Insured Name Address Phone Steps to Take When Injured on the Job 1. Notify your employer immediately (written notice must be provided within 30 days of the injury/or 30 days when reasonably aware of the work-relatedness of occupational illness or disease) by contacting,. employer representative phone number *Failure to do so may jeopardize your ability to receive benefits 2. Seek medical attention (your employer/insurer is responsible for providing medical treatment and paying the medical fees and charges unless you choose to treat with another doctor at your own expense without your employer/insurer s approval). 3. Get more information about the benefits available under the Workers Compensation Program or about the steps you may take to get the benefits you need. Visit or call COMP. Benefits for Injured Employees Medical Care: The employer or insurer is required to provide medical treatment and care to cure and relieve the effects of the injury. This includes all costs for authorized medical treatment, prescriptions, and medical devices. There is no deductible, and all costs are paid by the employer or its workers compensation insurance company. If you receive a bill, contact your employer or the insurance company immediately. The employer/insurer has the right to choose the healthcare provider or treating physician. You may select a different healthcare provider or treating physician, but if you do so, it may be at your own expense. Payment for Lost Wages: If a doctor says you are unable to work due to your injuries or recovery from a surgery, you may be entitled to temporary total disability (TTD) benefits. If a doctor says that you can perform light or modified duty work and your employer offers you such work, you may not be eligible for TTD benefits. TTD benefits should be continued until the doctor says you can return to work, or when your treatment is concluded because your condition has reached maximum medical improvement, whichever occurs first. If you return to light or modified duty at less than full pay, you may be entitled to temporary partial disability benefits. Permanent Disability Benefits: If the injury or illness results in a permanent disability, you may be entitled to receive either permanent partial or permanent total disability benefits. Survivor Benefits: If an employee dies on the job, the surviving dependents may receive weekly death benefits paid at 66 2/3% of the deceased employee s average weekly wage along with funeral expenses up to $5,000 from the employer/insurer. For additional information relating to survivor s benefits, including college scholarship opportunities for surviving children, please visit Additional Benefits for Occupational Diseases Due to Toxic Exposure - Permanent Total Disability and/or Death: For Information relating to additional benefits available, please refer to the Division s website at Injured_Workers/benefits_available. Missouri Division of Workers Compensation is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. TDD/TTY: Relay Missouri: 711
9 Workers Compensation Law Roles and Responsibilities for Employers and Employees EMPLOYER INFORMATION With some exceptions, all employers with five or more employees, and construction industry employers with one or more employees, are required to insure their workers compensation liability, either by purchasing a policy or obtaining selfinsurance authority. Workers compensation insurance provides benefits to workers injured on the job. Employers also are required to post this notice in the workplace for employees to view. This poster is required by section , RSMo, and is available to employers and insurers free of charge by contacting the Division at Comp. Steps to Take When an Injury Occurs 1. Be sure first aid is administered and the employee is taken to a physician or hospital for further medical care, if necessary. 2. Report the injury to the insurance company or Third Party Administrator (TPA) within five days of the date of injury or within five days of the date on which the injury was reported to the employer by the employee, whichever is later. The insurer, TPA, or Division approved self-insurer is responsible for filing a First Report of Injury with the Division of Workers Compensation within 30 days of knowledge of the injury. 3. Pay medical bills related to the work injury to cure and relieve the employee of the effects of the injury. This includes all costs for authorized medical treatment, prescriptions, and medical devices. The employer has the right to choose the healthcare provider or treating physician. (The employee may select a different healthcare provider or treating physician, but if the employee does so, it may be at his/her own expense.) 4. For more liability and insurance information relating to the Workers Compensation Program, visit DWC or call COMP. Workers Safety Developing and implementing a comprehensive safety and health program can reduce occupational injuries and help lower workers compensation costs. Insurance carriers in the state of Missouri must provide safety assistance at the request of the insured employer. The Missouri Department of Labor evaluates these services and provides additional assistance through its Missouri Workers Safety Program. Visit or call for more information about these programs or for a registry of independent consultants who are certified in the state of Missouri to provide safety assistance. Fraud/Noncompliance Employee Fraud knowingly making a claim for workers compensation benefits to which an employee knows he/she is not entitled or knowingly presenting multiple claims for the same occurrence with intent to defraud is a class E felony, punishable by a fine of up to $10,000, or double the value of the fraud, whichever is greater. A subsequent violation is a class D felony. Employer Fraud knowingly misrepresenting an employee s job classification to obtain insurance at less than the proper rate is a class A misdemeanor. A subsequent violation is a class E felony. An employer who knowingly makes a false or fraudulent statement regarding an employee s entitlement to benefits to discourage the worker from making a legitimate claim or who knowingly makes a false or fraudulent material statement or material representation to deny benefits to a worker is guilty of a class A misdemeanor punishable by a fine of up to $10,000. A subsequent violation is a class D felony. Insurer Fraud knowingly and intentionally refusing to comply with workers compensation obligations to which an insurance company or self-insurer knows an employee is entitled is a class E felony, punishable by a fine of up to $10,000 or double the value of the fraud, whichever is greater. A subsequent violation is a class D felony. Employer Noncompliance knowingly failing to insure workers compensation liability under the law is a class A misdemeanor punishable by a fine of up to three times the annual premium the employer would have paid had it been insured or up to $50,000, whichever is greater. A subsequent violation is a class E felony. An employer who willfully fails to post the notice of workers compensation at the workplace is guilty of a class A misdemeanor punishable by a fine of $50 to $1,000 or by imprisonment or both fine and imprisonment. WC-106 (04-17) AI
10 División de Indemnización para el Trabajador de Missouri P.O. Box 58, Jefferson City, MO Información para el empleado La División de Indemnización para el Trabajador de Missouri (DWC) administra programas para trabajadores que hayan sufrido un accidente laboral o que manifiesten una enfermedad ocupacional como consecuencia de su trabajo o en el transcurso de éste. Los Jueces del Derecho Administrativo de la División tienen autoridad para aprobar pagos o conceder indemnizaciones después de una audiencia en relación con el derecho que el empleado accidentado tiene de recibir prestaciones. Compañía aseguradora, Administrador externo, Compañía de servicios o Persona designada si tiene seguro propio Nombre Dirección Teléfono Acciones que debe realizar si se accidenta en el trabajo 1. Notifique inmediatamente a su empleador (se debe presentar un aviso por escrito en un plazo de 30 días a partir de cuando ocurre el accidente o a los 30 días cuando se sepa con suficiente certeza que existe una correlación entre la enfermedad ocupacional y el trabajo); para ello comuníquese con,. representante del empleador teléfono *No hacerlo podría impedir que reciba sus prestaciones 2. Busque atención médica (su empleador o la aseguradora tienen la responsabilidad de proporcionarle tratamiento médico y de pagar los honorarios y gastos médicos, a menos que usted decida que lo trate otro médico por su cuenta, sin la aprobación de su empleador o la aseguradora). 3. Obtenga más información sobre las prestaciones disponibles en el Programa de Indemnización por Accidentes Laborales o bien, sobre las acciones que debe realizar para obtener las prestaciones que requiere. Ingrese a o llame al COMP. Prestaciones para empleados que hayan sufrido un accidente Atención médica: El empleador o la aseguradora tienen que proporcionar atención y tratamiento médicos que curen y alivien los efectos del accidente. Esto incluye todos los costos de los tratamientos médicos, medicamentos recetados y aparatos médicos autorizados. No hay deducibles; todos los costos los paga el empleador o la aseguradora para la indemnización por accidentes laborales. Si usted recibe una factura, comuníquese inmediatamente con su empleador o con la aseguradora. El empleador o la aseguradora tienen derecho de elegir al proveedor de atención médica o médico de cabecera. Usted puede elegir otro proveedor de atención médica o médico de cabecera; pero al hacerlo, posiblemente sea a sus expensas. Pago de salarios perdidos: Si el médico decide que usted no puede trabajar a causa de sus lesiones o para recuperarse de una cirugía, posiblemente tenga derecho a recibir prestaciones por discapacidad total temporal (TTD). Si el médico le dice que puede desempeñar tareas laborales leves o modificadas y su empleador se las ofrece, posiblemente ya no tenga derecho a recibir las prestaciones por TTD. Las prestaciones por TTD deben continuar hasta que el médico indique que usted ya puede volver a trabajar o cuando su tratamiento haya terminado porque su condición de salud ha logrado la máxima mejoría médica ; lo que ocurra primero. Si usted regresa a desempeñar tareas laborales leves o modificadas y percibe menos de su salario completo, posiblemente tenga derecho a recibir prestaciones por discapacidad parcial temporal. Prestaciones por discapacidad permanente: Si el accidente o la enfermedad provocan una discapacidad permanente, es posible que tenga derecho a recibir prestaciones por discapacidad, ya sea parcial permanente o total permanente. Prestaciones para los familiares en caso de fallecimiento del empleado: Si el empleado fallece en el trabajo, los dependientes que le sobrevivan podrían recibir prestaciones semanales por deceso que se paguen a 66 2/3% del salario promedio semanal del empleado fallecido, además de gastos funerarios por hasta $5,000 por parte del empleador o la aseguradora. Para información adicional relacionada con las prestaciones para familiares en caso de fallecimiento del empleado, incluyendo oportunidades de becas universitarias para los hijos, ingrese a Prestaciones adicionales por enfermedades ocupacionales provocadas por exposición a sustancias tóxicas (discapacidad total permanente y/o fallecimiento): Para obtener información referente a las prestaciones adicionales disponibles, ingrese al sitio web de la División: La División de Compensación de los Trabajadores de Missouri es un empleador/programa con igualdad de oportunidades. Recursos y servicios para personas discapacitadas son disponibles si se solicitan. TDD/TTY: Relay Missouri: 711
11 Ley sobre Indemnización al Trabajador Funciones y responsabilidades de los empleadores y los empleados INFORMACIÓN PARA EL EMPLEADOR Salvo algunas excepciones, se exige que todos los empleadores que tengan cinco empleados o más, así como los empleadores de la industria de la construcción con uno o más empleados, cubran su responsabilidad de indemnización por accidentes laborales, ya sea al adquirir una póliza o al conseguir autoridad para ofrecer un seguro por cuenta propia. El seguro de indemnización por accidentes laborales proporciona prestaciones a trabajadores que se accidenten en el trabajo. Se requiere que los empleadores publiquen este aviso en el lugar de trabajo para que los empleados lo vean. Este póster es obligatorio conforme al Artículo RSMo, y los empleadores y aseguradores pueden obtenerlo sin costo alguno llamando a la División, al Comp. Acciones que debe realizar si ocurre un accidente 1. Asegúrese de que se proporcionen primeros auxilios al empleado y que éste sea llevado al médico o a un hospital para recibir atención médica adicional en caso de ser necesario. 2. Notifique sobre el accidente laboral a la aseguradora o al Administrador Externo (TPA) en un plazo de cinco días a partir de la fecha del accidente o de la fecha en que el empleado haya informado al empleador, lo que ocurra en segundo término. La aseguradora, el TPA o la empresa autoaseguradora autorizada por la División tienen la responsabilidad de presentar un Primer Informe de Accidente Laboral a la División de Indemnización por Accidentes Laborales en un plazo de 30 días a partir de que se tenga conocimiento del accidente. 3. Pague los gastos médicos relacionados con el accidente laboral para subsanar al empleado de los efectos del accidente. Esto incluye todos los costos de tratamientos médicos, medicamentos recetados y aparatos médicos autorizados. El empleador tiene derecho de elegir al proveedor de atención médica o el médico de cabecera (el empleado puede elegir otro proveedor de atención médica o médico de cabecera, pero al hacerlo, posiblemente sea a expensas del empleado). 4. Para obtener más información sobre los seguros y responsabilidades en relación con el Programa de Indemnización por Accidentes Laborales, ingrese awww.labor.mo.gov/dwc o llame al COMP. Seguridad en el sitio de trabajo Al desarrollar e implementar un programa integral de salud y seguridad podrían reducirse los accidentes laborales y ayudaría a reducir los gastos en indemnizaciones por accidentes y enfermedades en el trabajo. Se exige que las compañías aseguradoras en el estado de Missouri proporcionen asistencia en temas de seguridad cuando un empleador asegurado la solicite. El Departamento del Trabajo de Missouri se encarga de evaluar dichos servicios y brinda ayuda adicional a través de su Programa de Seguridad para los Trabajadores de Missouri. Ingrese a o llame al para obtener más información sobre estos programas o solicitar un registro de asesores independientes y certificados para proporcionar asistencia sobre seguridad en el estado de Missouri. Fraude o incumplimiento Fraude por parte del empleado: Se incurre en un delito grave de clase E al presentar intencionalmente una solicitud de indemnización por accidente laboral a la cual el empleado no tiene derecho, o al presentar deliberadamente múltiples solicitudes por el mismo incidente con el propósito de cometer fraude. El delito se castiga con una multa de hasta $10,000 o el doble del valor del fraude, el monto que sea mayor. Si se reincide, se considera delito grave de clase D. Fraude por parte del empleador: Se incurre en un delito menor de clase A al alterar intencionalmente la jerarquización de un empleado con el objetivo de obtener un seguro a una tarifa menor de la correspondiente. Si se reincide, se considera delito grave de clase E. Si un empleador hace afirmaciones falsas o engañosas deliberadamente en relación con el derecho de un empleado a recibir prestaciones con el propósito de disuadir al trabajador de presentar una solicitud legítima, o si deliberadamente tergiversa información importante para negar prestaciones a un trabajador, dicho empleador incurriría en un delito menor de clase A que se castiga con una multa de hasta $10,000. Si se reincide, se considera delito grave de clase D. Fraude por parte de la aseguradora: Se incurre en un delito grave de clase E al negarse deliberada e intencionalmente a cumplir con las obligaciones en cuanto a la indemnización por accidentes laborales a la cual la compañía de seguros o el asegurador por cuenta propia saben que los empleados tienen derecho, y se castiga con una multa de hasta $10,000 o el doble del valor del fraude, el monto que sea mayor. Si se reincide, se considera delito grave de clase D. Incumplimiento por parte del empleador: Se incurre en un delito menor de clase A al no garantizar, deliberadamente, indemnización por accidentes laborales, lo cual se castiga con una multa de hasta tres veces la prima anual que el empleador habría tenido que pagar de estar asegurado, o de hasta $50,000, el monto que sea mayor. Si se reincide, se considera delito grave de clase E. El empleador que premeditadamente no exhiba en el lugar de trabajo la notificación referente a la indemnización por accidentes laborales, incurriría en un delito menor de clase A que se castiga con una multa de $50 a $1,000, o prisión, o ambos castigos. WC-106-S (04-17) AI
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