Is there any legal action I can take after my company discouraged me from calling 911 after a workplace injury? I fell at work causing me to have 6 compound femur fractures. I begged my boss to call 911 because my leg was broken . They laughed at me saying there's no way it was broken and that I was exaggerating. A nurse at the nurse's station said there is nothing wrong with my leg and advised me to take myself to the hospital or call someone other than 911. I called a family member who took me to the hospital where it was determined that I had six compound femur fractures and emergency surgery was performed What legal actions do I have?
You are asking the wrong question: it is up to you to decide how to deal with your injury. The employer's role, if any, is limited to after-the-fact compensation. In Texas, workman's compensation coverage is not mandatory, so that is a variable affecting the details. If the employer has workman's comp, they are protected from various legal actions against time, but they also don't get a &quot;vote&quot; in compensation, which is provided by the insurance company. Assuming that the employer is a non-subscriber (as they are called), then the question of employer liability is resolved either by negotiation or lawsuit. You can read a breakdown of the legal essentials here. When you go to court, you would have to prove that the employer was at fault. Let's assume that you've proven that, then the remaining question is whether that loss is reasonably related to the injury that the employer was responsible for. There are multiple kinds of medical transportation available, ranging from patient self-transportation on the bus to calling 911. The laws regarding 911 calls are a matter of local jurisdiction, but the general rule is that you only call 911 for genuine emergencies. However, there isn't a clear, practical standard that distinguishes between an emergency vs. &quot;something that you need to deal with eventually&quot;. Given your description of the injury, I will work on the assumption that this qualifies as a true medical emergency in your town. Now, typically, 911 EMTs make a professional judgment whether you need ordinary ambulance transportation vs. &quot;Medic One&quot; style transportation – this isn't decided by the employer. The one area where an employer could have a say in the matter is in accessing his personal or work phone, in order to call 911. Your description of the circumstances is not exactly clear: do you have a phone, or access to a phone? You do not have to have employer permission to make an emergency call on your phone. So to continue looking for ways to make this a problem for the employer, I will assume that you had no access to a phone of your own or any other employee, and the employer refused to let you use his personal phone or company phone to call 911, but would let you use his phone to call home (this is an entirely rhetorical assumption, but I have no evidence that the situation is otherwise). Now the question is whether the employer has a legal obligation to provide access to a work or personal phone in order to make an emergency call. Now we have a specific Texas law, Penal Code §42.062 which says in part that it is a crime when one knowingly prevents or interferes with another individual's ability to place an emergency call or to request assistance, including a request for assistance using an electronic communications device, in an emergency from a law enforcement agency, medical facility, or other agency or entity the primary purpose of which is to provide for the safety of individuals Here is a lawyer's talk-through of this law, which does not address to $64,000 question whether the law creates a &quot;duty to assist&quot; rather than a &quot;duty to not interfere&quot;. The answer is tied to the basic lawsuit question of whether the employer is at fault. Under the common law, if a party has created a harmful situation, they have a duty to assist in mitigating that situation. So if you were horsing around on the job and you're at fault for the injury, then the employer is not liable and you have to shoulder the burden for treatment. If they are at fault, they also have to assist you in seeking emergency medical treatment. I doubt that the courts would find it to be a crime to refuse to call 911, but the employer could be civilly liable.
None The contractual chain is you &lt;-> warranty company &lt;-> (potentially others you don’t know about) &lt;-> service provider. Should something go wrong, you would sue your warranty company who might (it is up to them) then sue the service provider. Notwithstanding, it’s likely the service company owes you a duty of care and would be directly liable to you for a negligence claim.
Employees of an employer aren't governed by a fault based liability regime in the United States (subject to some usually quite narrow exceptions that vary from state to state, which sometimes also limit tort liability). Instead, employers are required to have worker's compensation insurance policies in place, in exchange for not having any tort liability whatsoever to employees. (An employer who doesn't have worker's compensation in place is strictly liable to the worker for all injuries suffered by an employee whatsoever at work, without the prohibition of a worker's compensation insurance policy plan on paying things like pain and suffering damages as well.) Worker's compensation insurance provides coverage (in principle) for all medical costs incurred, all lost wages, and in the event of a death support for dependents if any and a modest death benefit sufficient to provide a funeral if there are no dependents. Often, in practice, worker's compensation insurance payments tend to be rather stingy. One of the most common big worker's compensation claims these days, especially in office and retail workplaces, is for employees who are seriously injured or killed in crimes at work. Often, a worker's compensation insurer will give an employer a discount if they have a "gun free" zone, because, statistically, doing so greatly reduces the average amount of harm experienced by employees at work. The presence of employees with guns in the workplace, as an actuarial matter, greatly increases the insurance company's risk of having to pay claims.
could they make a realistic claim that I had voluntarily terminated my contract before the year was over? The employer's act would forfeit its entitlement to reimbursement of bonus. The clause clearly indicates that the triggering event is termination, not the anticipatory notification thereof. Furthermore, the employer's act would be a breach of the [contract law] covenant of good faith and fair dealing. That would be in stark contrast with your compliance with, and/or kindness in, giving a two-week notice. The employer's termination of your employment seems improper in equity insofar as it was aware of your notice and thus took advantage thereof.
It may not be libel, but it may violate other statutes and may support a judgement against the person publishing this information as long as there is an injury-in-fact ("an invasion of a legally protected interest that is concrete and particularized and actual or imminent, not conjectural or hypothetical"). A recent case, Spokeo, Inc. v. Robins 578 U.S. ___ (2016) considered the case where a company created a profile for a person. That profile stated "that he is married, has children, is in his 50’s, has a job, is relatively affluent, and holds a graduate degree". The plaintiff asserted that all of this was incorrect. The plaintiff made a claim under the Fair Credit Reporting Act because the information was false. However, mere violation of statute is not sufficient to meet the "injury-in-fact" requirement for standing. Congress can't create standing via statute. Injury-in-fact still requires a "concrete" injury. This does not need to be a physical, tangible injury. But, it does need to be concrete. On its own, publication of false information, even when statute prohibits it, does not create standing. There must be an injury-in-fact.
Tell your parents Given the circumstances it is a near certainty that the least he will do if you do not pay for the damage is make contact with them. It will be far, far better for you if they learn it from you rather than him. What could he do? He (or his insurance company) can contact your parents - he will almost certainly do this. He (or his insurance company) can sue you for negligence. Children are responsible for their own torts providing they have the capacity to recognize and avoid risk and harm - based on your question I have (and a court would have) no doubt that that you are. If you lose the case, and don't pay, he can have the government seize whatever you own in order to sell it to pay the debt you owe. If this happened in British Columbia or Manitoba he can sue your parents. He could report you to the police - they may or may not choose to prosecute if what you did was criminal: it probably wasn't but the police may investigate to determine this. If he is insured he may be required to notify the police.
The fact that the employer has vicarious liability for acts of its employees "within the scope of employment" does not mean the employees are not also liable for their own acts. In reality, however, the employer is more likely to have insurance for such "acts or omissions" of employees. The plaintiffs can "sue everyone in sight" and let them figure out who actually pays when they are found liable. That way, when the employee's actions are (for instance) ruled a "personal frolic" or otherwise outside the scope of the employer's liability (in tort or contract), the case doesn't get dismissed for failure to name all the proper parties. One policy goal is to place financial liability as close as possible to the person most likely to have been able to avoid the harm, thus discouraging such risks, without placing the entire burden on individuals employed in hazardous occupations and without artificially limiting potential sources of compensation.
All employees in Australia are covered by state-based Worker’s Compensation insurance. This is the workers’ guide for NSW. In theory, your loss of income and medical expenses should be claimable. However, as it seems that you did not follow the required procedures, in practice, you may find it a bureaucratic nightmare. First, you needed to have been seen by a registered Australian doctor and receive a Workers Compensation certificate to get the ball rolling. Do you have evidence that the injury occurred at work? Second, benefits are suspended if you leave the country. There may be exemptions for temporary workers but I am unaware of them. Contact the authority responsible for workers compensation in the state you were injured.