This is one of the official Workers' Compensation forms for the state of Minnesota.
Minnesota Benefit Addendum for Workers' Compensation
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FAQ
Minnesota does not have a right to work law, which means employees that are part of a unionized workforce must join the union or make "fair share" payments equivalent to the cost of union dues.
The minimum compensation rate is $130 per week, or your actual wage if it is lower than $130. The maximum number of weeks you can receive temporary total disability benefits is 130. The second major type of wage loss benefit is temporary partial disability (TPD) benefits.
Can my employer require me to work overtime and fire me if I refuse to work overtime? The employer has the authority to establish the work schedule and determine the hours to be worked. There are no limits on the overtime hours the employer can schedule.
Minnesota employers must provide both rest and meal breaks. Although employees must be paid for shorter breaks they are allowed to take during the day, employers are not required to provide these breaks in the first place.
State Minimum Wage Minnesota law requires an employer to pay an employee a minimum hourly wage and overtime after 48 hours of work each week.
Once the 500-week period ends, your employer will seek to suspend or terminate your workers' compensation benefits, but you may still have the right to continue receiving benefits if your injuries persist.
What are the maximum hour rules? Minnesota has no maximum hour work rules, except for minors. How should overtime be calculated? In Minnesota, an employee must receive overtime at one-and-a-half times the employee's regular rate of pay for all hours worked in excess of 48 in a week (Minn.
The maximum time frame for temporary total disability benefits is 130 weeks. Compensation time depends on your injury, but you may be able to predict the results by consulting with your doctor regarding healing time and any rehabilitation time.
Workers' compensation is a no-fault system designed to provide benefits to employees who are injured as a result of their employment activities.Because it is a no-fault system, the employee does not need to prove negligence on the part of the employer to establish liability.
