62 year old labor contract Can sudden death be entitled to work related injury benefits in the labor

If you are invited by the employer to go back and die suddenly at work, you can enjoy the work-related injury benefits in the labor contract, and you cannot enjoy the work-related injury benefits if you suddenly die at home.

At the age of 62, can the employment contract promote the use of work-related injury benefits in the labor contract? OK. It doesn't matter how old he is, as long as there is a labor contract. Both. It shall be implemented in accordance with the work-related injury and treatment in the contract.

If you die suddenly at work at the age of 62, you will enjoy the relevant policies and benefits of the labor contract, and you will not enjoy the work-related injury benefits in the labor contract. You can chase a name for reputation.

It should not be a work-related injury, it depends on whether it dies at work in the unit or at home, if the unit should not compensate at home, if it dies in the unit, then the unit should compensate, mainly depends on the rules and regulations of your unit.

No. The conditions for work-related injuries stipulated in the Regulations on Work-related Injury Insurance can only be determined within the scope of the existence of a labor contract, and this labor contract is not within the scope of the above-mentioned regulations, so it does not constitute a work-related injury.

All kinds of deaths have to enjoy the benefits in the labor contract, which can be justified anywhere.

Dead, only funeral treatment! At work, died. Yes. Work-related death treatment! Ask a lawyer!

It is best to deal with it according to the provisions of the contract, and if there is a dispute, you can apply to the labor department for negotiation and handling.

It has nothing to do with the age of the deceased, the key is to see if the cause of death is related to the work performed.

Work-related injury benefits refer to the work-related injury benefits of employees who are injured in the course of labor and are prescribed by the employer in accordance with the labor laws and regulations.

If you are prompted to come to the cake shop or the industry and commerce during working hours, if it is not working hours, you cannot defend your true love with your husband according to the table.

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According to the Labor Contract Law of the People's Republic of China and the Interim Provisions of the People's Republic of China on Labor Dispatch, employers shall sign labor contracts or labor contracts with employees and pay social insurance premiums for employees. If an employee suddenly falls ill at work and dies as a result, his or her family can file a claim against the company. The specific compensation standard needs to be determined on a case-by-case basis, but generally speaking, the company should pay medical expenses, lost work expenses, pensions, etc. for work-related injuries or occupational diseases.

If the enterprise does not pay social insurance contributions for its employees, it should be compensated according to the maximum living security standard. <>

How to compensate for the sudden illness and death at work at the age of 62 without signing a labor contract.

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According to the Labor Contract Law of the People's Republic of China and the Interim Provisions of the People's Republic of China on Labor Dispatch, employers shall sign labor contracts or labor contracts with employees and pay social insurance premiums for employees. If an employee suddenly falls ill at work and dies as a result, his or her family can file a claim against the company. The specific compensation standard needs to be determined on a case-by-case basis, but generally speaking, the company should pay medical expenses, lost work expenses, pensions, etc. for work-related injuries or occupational diseases.

If the enterprise does not pay social insurance premiums for its employees, it shall compensate for the leakage in accordance with the highest living security standards. <>

Extended Supplements:1If an employee dies due to a sudden illness at work, his or her family can apply to the enterprise for recognition of work-related injury.

If the socks are recognized as work-related injuries, the company needs to pay a higher compensation standard for work-related injury insurance. 2.If the company does not sign a noisy labor contract or labor contract with the employee, then the company will face legal liability such as fines.

Summary. Hello, legal analysis: Can death at work be considered a work-related injury if you are over 60 years old and have not signed a labor contract?

If it is a sudden death, it can be treated as a work-related injury, and if the rescue is ineffective within 48 hours, it can also be treated as a work-related death. Workers can claim compensation for workers without a labor contract. If a labor contract is not signed, the employer has the right to request the employer to pay double wages and economic compensation in accordance with Article 82 of the Labor Contract Law; If the employer fails to pay work-related injury insurance, all work-related injury compensation shall be borne by the employer.

First of all, the employer is required to apply to the local labor and social security department for a work-related injury determination. The medical expenses, transportation expenses, living expenses, etc. required for hospitalization** are paid by the unit, and the wages and benefits during the shutdown period remain unchanged and are paid by the unit on a monthly basis. **After the completion of the total, the disability appraisal of the working ability shall be done, and the disability compensation shall be proposed according to the conclusion of the disability appraisal.

Hello, legal analysis: Can death at work be considered a work-related injury if you are over 60 years old and have not signed a labor contract: if it is a sudden death, it can be treated as a work-related injury, and if the rescue is ineffective within 48 hours, it can also be treated as a work-related death.

Workers can claim compensation for workers without a labor contract. If a labor contract is not signed, the employer has the right to request the employer to pay double wages and economic compensation in accordance with Article 82 of the Labor Contract Law; If the employer fails to pay work-related injury insurance, all work-related injury compensation shall be borne by the employer. First of all, the employer is required to apply to the local labor and social security department for a work-related injury determination.

The medical expenses, transportation expenses, living expenses, etc. required for hospitalization** are paid by the unit, and the wages and benefits during the shutdown period remain unchanged, and the unit will pay for the shed on a monthly basis. **After the completion of the total, the disability appraisal of the working ability shall be done, and the disability compensation shall be proposed according to the conclusion of the disability appraisal.

Legal basis: The Labor Contract Law stipulates that as long as the labor contract is not signed in accordance with the law, the employee shall be paid double wages. Article 46 of the Labor Contract Law stipulates that if an employer proposes to terminate a labor contract and reaches an agreement with the employee through negotiation, it shall pay economic compensation to the employee.

In other words, if the employment contract is not terminated by mutual agreement, the employer must pay economic compensation. The employer shall pay economic compensation to the employee only if the employer proposes to terminate the labor contract and both parties agree to terminate the labor contract through consultation.

Summary. Further information: According to Article 39 of the Regulations on Work-related Injury Insurance, the close relatives of migrant workers shall receive funeral subsidies, pensions for dependent relatives and one-time work-related death subsidies from work-related injury insurance** in accordance with the following provisions.

1) The funeral subsidy is 6 months of the average monthly wage of employees in the overall area in the previous year; (2) The pension for dependent relatives shall be paid to the relatives who are unable to work and provide the main living expenses of the employee who died on the job according to a certain proportion of the employee's own salary, etc. (1) One-time work-related death subsidy: 20 times the per capita disposable income of urban residents in the previous year; (2) Funeral subsidy: 6 months of the average monthly salary of employees in the overall area in the previous year; (3) Pension for dependent relatives:

According to a certain proportion of the salary of the deceased employee, it will be paid to the relatives of the deceased employee who provided the main livelihood and was unable to work during his lifetime. The standard is: 40% per month for spouses, 30% per month for each other relative, and 10% for the elderly or orphans

Glad for your question, the labor contract for the injury and death of a 64-year-old migrant worker can compensate about 60-1 million.

Further information: According to Article 39 of the Regulations on Work-related Injury Insurance, the close relatives of migrant workers shall receive funeral subsidies, pensions for dependent relatives and one-time work-related death subsidies from work-related injury insurance** in accordance with the following provisions. (1) The funeral subsidy is 6 months, and the average monthly salary of employees in the overall area in the previous year; (2) The pension for dependent relatives shall be paid to the relatives who provided the main living allowance and were unable to work according to a certain proportion of the employee's own salary, etc

20 times the per capita disposable income of urban residents in the previous year; (2) Funeral subsidy: the average monthly salary of employees in the overall area for 6 months in the previous year; (3) Pension for dependent relatives: according to a certain proportion of the salary of the deceased employee, it will be paid to the relatives of the deceased employee who provided the main living ** and was unable to work during his lifetime.

The standard is: 40% per month for spouses, 30% per month for each other relative, and 10% for the elderly or orphans