Attorney-in-Fact and Attorney-at-Law
Strictly speaking, an "attorney" is one who acts on behalf of another person in some capacity. An "attorney-in-fact" is akin to an agent who acts on behalf of another person, typically with respect to business, property, or personal matters. Such an agent does not have to be licensed to practice law and may not need to have any license at all.
By contrast an attorney-at-law, or lawyer, is a person trained and licensed by a relevant jurisdiction to practice law by representing clients in legal matters and giving legal advice. In the United States, the term attorney, standing alone, generally refers to this meaning rather than to "attorney-in-fact".
The term "attorney-in-fact" is mostly seen in the context of someone representing another person's interest in business negotiations or regarding signature pages on documents where the person signing is doing so on the basis of a power of attorney. The term power of attorney generally relates to an attorney-in-fact, not an attorney-at-law. Alternative titles for "power of attorney" type documents in non-U.S. jurisdictions include the French "Pouvoir", the German "Vollmacht" and the Portuguese "Procuração".
Ordinarily an employee who qualifies for Worker's Compensation benefits may not file a personal injury suit against the employer. There are two narrow exceptions where Worker's Compensation preemption might not apply, and an employer might be subject to lawsuit:
When an employer intentionally causes injury to an employee.
When an employer is required to carry Worker's Compensation coverage but fails to do so.
This exception for intentional acts is very narrow. It is not ordinarily enough that an employer creates conditions where there is a very high probability that an employee will be injured. Ordinarily the employer must have committed a specific act intended to cause injury to the employee.
RON M. CANTER ATTORNEY: These laws are usually a feature of highly developed industrial societies, implemented after long and hard-fought struggles by trade unions. Supporters of such schemes believe they improve working conditions and provide an economic safety net for employees. Conversely, these schemes are often criticised for removing or restricting workers' common-law rights (such as suit in tort for negligence) in order to reduce governments' or insurance companies' financial liability.
RONALD M. CANTER ATTORNEY RON M. CANTER ATTORNEY RONALD M. CANTER Workers Comp Claim Settlement - 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. These laws also provide benefits for dependents of those workers who are killed because of work-related injury or illness. Some laws also protect employers and fellow workers by limiting the amount an injured employee can recover from an employer and by eliminating the liability of co-workers in most work accidents. State Workers Comp statutes establish this framework for most employment. Federal statutes are limited to federal employees or those workers employed in some significant aspect of interstate commerce.
RON M. CANTER ATTORNEY ATTORNEY RON M. CANTER: Statutory compensation in the United States
Workers' compensation laws were enacted to reduce the need for litigation, and to mitigate the requirement that injured workers prove their injuries were their employer's "fault". The first state law was passed in Maryland in 1902, and the first law covering federal employees was passed in 1906. By 1949, all states had enacted some kind of workers' compensation regime.
Such schemes were originally known as "workman's compensation," but today, most jurisdictions have adopted the term "workers' compensation" as a gender-neutral alternative.
In the United States most employees who are injured on the job have an absolute right to medical care for that injury, and in many cases, monetary payments to compensate for resulting temporary or permanent disabilities.
RON M. CANTER LAWYER Statutory compensation law
Statutory compensation law provides advantages to both employees and employers. A schedule is drawn out to state the amount and forms of compensation to which an employee is entitled, if he/she has sustained the stipulated kinds of injuries. Employers can buy insurance against such occurrences. However, the specific form of the statutory compensation scheme may provide detriments. Statutory schemes often award a set amount based on the types of injury. These payments are based on the ability of the worker to find employment in a partial capacity: a worker who has lost an arm can still find work as a proportion of a fully-able person. This does not account for the difficulty in finding work suiting disability. When employers are required to put injured staff on "light-duties" the employer may simply state that no light duty work exists, and sack the worker as unable to fulfill specified duties. When new forms of workplace injury are discovered, for instance: stress, repetitive strain injury, silicosis; the law often lags behind actual injury and offers no suitable compensation, forcing the employer and employee back to the courts (although in common-law jurisdictions these are usually one-off instances). Finally, caps on the value of disabilities may not reflect the total cost of providing for a disabled worker. The government may legislate the value of total spinal incapacity at far below the amount required to keep a worker in reasonable living conditions for the remainder of his life.
The areas generally considered to be key cost drivers are: building management commitment, working with the insurance company & insurance adjusters, implementing an effective return to work & transitional duty program, coordinating medical care, medical cost management, recognizing fraud and abuse, improving communication with employees, and training supervisors.
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