WCB UPDATE: If you have received a penalty, a notice of judgment or fine by the WCB, check out our FAQs. Our lawyers have saved our clients over $1,000,000.00. Call one of our experienced attorneys for a free telephone consultation at (800) 893-9645.
This summer, the Enforcement Unit of the New York State Workers Compensation Board (WCB) is issuing more and more judgments and penalties against small businesses. Call now for our New York Workers Compensation Board Defense Attorneys to protect your business and personal assets. This Blog post is an update from our prior post which detailed the serious issue of WCB fines and penalties affecting small businesses.
In a ridiculous effort to raise money for the bankrupt state, New York is fining businesses for violating the following statutes:
- Failure to Secure Workers’ Compensation Insurance Coverage (Workers’ Compensation Law Section 52(5);
- Failure to Secure Disability Benefits Coverage (Workers’ Compensation Law Section 220);
- Failure to Keep Required Employment Records (Workers’ Compensation Law Section 131); and
- Failure to Post Notice of Workers’ Compensation Coverage (Workers’ Compensation Section 51).
Most of the penalty amounts were increased to $2,000 for every 10 day uninsured period. These draconian penalties and judgments are causing many stores to close their business. However, that does not stop the state from its collection efforts as the business owners are personally liable for these fines and penalties. Business owners could be exposed to criminal penalties as well. There are many defenses available to business owners. Our New York State Workers’ Compensation Board Attorneys have protected many business owners from these excessive fines and can defend you and your business too. Call now (800) 893-9645 for a no-cost telephone consultation.
Thank you for visiting our Blog. This blog provides general information and thoughts about various employment law issues primarily in the New York Tri-State area and occasionally in other areas. You are welcome to read the posts. However, do not construe any content on this blog as legal advice or the creation of an attorney-client relationship. Again, we provide the content only for informational purposes. You should not make decisions based information on our blog since the application of the law depends on the facts and each situation may be different. In addition, the law in most jurisdictions is different and changes constantly and we make no representations that any information on our blog has been updated. The Blog should not be used as a substitute for competent legal advice from an experienced employment law attorney in your state or jurisdiction.