You Are Injured at Work – What Next?

  You sustained a workers’ comp injury, have a claim, and are receiving treatment. But then you suffer an additional injury outside of work. For example, you sustained a low back and left leg injury at work, but later at some point your right leg is really hurting all the time.  This is possibly from overuse as you are favoring your left leg and your right leg is overcompensating. Is it related to your workers comp claim or not? Under certain circumstances a subsequent injury may actually be a result of your work comp injury and as such be deemed a compensable consequence injury and need to be included in your workers’ comp claim. The professionals at RP Law Group can help you on the way to determining if your new injury falls within this category. If you have any questions about your workers’ comp claim and whether or not your new injury should be included call RP Law Group at  (951) 394-3640  to be guided through the complex process of determining a compensable con...

  If you are injured at work and are unable to do your usual job, you may be eligible for temporary disability benefits during your recovery.    Temporary disability benefits are payments for lost wages because either 1) your treating doctor determined you are unable to do your usual job for more than 3 days, and 2) your employer doesn’t offer you other work that pays your usual wages while you recover. Disability Benefit Types There are 2 types of temporary disability benefits and RP Law Group can help you with this.    If it is determined that you can’t work at all during the recovery period, you may receive temporary total disability benefits.    However, if you can do some work while recovering and your employer offers it, you may receive temporary partial disability benefits if your wages while recovering are below a maximum limit set by law. Disability Benefit Amounts Determining the exact amount of temporary disability benefits due can be compli...

  Si usted está lesionado en el trabajo y no puede hacer su trabajo habitual, puede ser elegible para recibir beneficios por incapacidad temporal durante su recuperación.    Los beneficios de incapacidad temporal son pagos por salarios perdidos ya sea 1) su médico tratante determinó que usted no puede hacer su trabajo habitual por más de 3 días, y 2) su empleador no le ofrece otro trabajo que pague sus salarios habituales mientras se recupera. Hay 2 tipos de beneficios de incapacidad temporal y RP Law Group puede ayudarle con esto.    Si se determina que usted no puede trabajar en absoluto durante el período de recuperación, usted puede recibir beneficios temporales totales de incapacidad.    Sin embargo, si usted puede hacer algún trabajo mientras se está recuperando y su empleador lo ofrece, usted puede recibir beneficios temporales por incapacidad parcial si su salario mientras se está recuperando está por debajo de un límite máximo establecido por ...

  One pillar of workers’ compensation is that the claimed injury Arises Out of Employment (AOE)/in the Course Of Employment (COE). It is the doctors that determine if an injury is work-related. If you are injured at work, make sure you report your injury and seek medical attention if necessary. Proving Your Work Injury While California workers’ compensation is a “no fault” system, it is the responsibility of the injured worker to prove that the injury claimed was the result of injury at work or happened while engaging in activities that were work related, or the “special mission exception.” The general question is whether or not the injury would have occurred outside of your employment. There are a few exceptions. Your claim can be denied if you are injured while intoxicated, committing a felony, engaged in horseplay, or on lunch break. Likewise, if you injure yourself intentionally, or by starting a fight, the claim can be denied. Report Your Injury Injured workers are often reluc...

  El AOE/COE de todo un pilar de la indemnización de los trabajadores es que el daño reclamado surge del empleo/en el curso del empleo. Son los doctores los que determinan si una lesión está relacionada con el trabajo. Si usted se lesiona en el trabajo, asegúrese de reportar su lesión y busque atención médica como sea necesario. Mientras que la indemnización de los trabajadores de California es un sistema “sin culpa”, es responsabilidad del trabajador lesionado demostrar que la lesión reclamada fue el resultado de una lesión en el trabajo o mientras participaba en actividades relacionadas con el trabajo, o la “excepción de misión especial”. La pregunta general es si el daño se habría producido fuera de su empleo. Hay algunas excepciones. Si usted se lesiona mientras está intoxicado, comete un delito grave o participa en juegos de caballos, o en la pausa para el almuerzo su reclamo puede ser negado. Del mismo modo, si te lesionas intencionalmente o al iniciar una pelea, la reclamaci...

  El Ajustador usted reporta su lesión de trabajo y luego comienza a recibir cartas y llamadas del Ajustador. Pero, ¿quién es un Ajustador? Un Ajustador es un individuo asignado a una reclamación de compensación de trabajadores por la compañía aseguradora. El Ajustador es responsable de su reclamo en la compañía de seguros. Es el trabajo del Ajustador para seguir las pautas legales y los requisitos, pero esa persona también está allí para mantener los costes abajo para la compañía aseguradora mientras que asegura el manejo apropiado de la demanda. Un Ajustador de compensación de trabajadores es responsable de revisar el expediente de reclamo e investigará su reclamo para la autorización y beneficios del tratamiento médico. Por supuesto, es también el Ajustador que envía las peticiones para el tratamiento para la revisión de la utilización, la aceptación, la negación, la modificación, el etc. Un Ajustador investigará su reclamo; Esto podría ser mediante la solicitud de una declaraci...

  Por lo tanto, la oferta de trabajo alternativo / modificado viene en.  ¿Qué significa eso? El trabajo alternativo o modificado se ofrece cuando se determina que el empleado lesionado es permanente y estacionario con restricciones de trabajo y busca ser acomodado por el empleador.  Existe un formulario prohibido para que el empleador lo use para ofrecer trabajo alternativo/mod; sin embargo, se puede hacer a través de una carta general también. En algún momento, el médico del trabajador lesionado probablemente devolverá al solicitante a trabajar, a menudo con restricciones laborales, es decir, sin estar de pie o sin levantar más de 20 libras. Una vez que el trabajo lesionado recibe restricciones de trabajo, se deben proporcionar al empleador para que se pueda determinar cualquier posible adaptación. La única cosa importante a tener en cuenta es que cualquier oferta de trabajo alt/mod, el trabajador lesionado debe tener en cuenta cualquiera de las restricciones del solicit...

  Soy AJ (no es mi verdadero nombre) y quiero contarles brevemente mi historia. Tengo 37 años y he trabajado en puestos de oficina la mayor parte de mi carrera. En mi último trabajo, trabajé como secretario durante más de 8 años. Después de 7 años comencé a tener problemas para agarrar y cargar cualquier peso con mis manos. Al principio pensé que era solo dolor muscular o fatiga; sabes algo que pasaría. Pero no lo hizo. A medida que las semanas avanzaban, también mis síntomas y finalmente el dolor. El dolor irradiaba desde mis dedos hasta mi antebrazo medio mientras escribía o hacía mi trabajo. Tomé analgésicos, pero fue solo un alivio temporal. Finalmente llegó el día en que no pude ni siquiera llevar un galón de leche. Sabía que algo más estaba mal. “Se siente bien ser tratado como un ser humano después de la forma en que la compañía de seguros me manejó como un código numérico incluido en la lavandería”. Fui a ver a mi médico y me dijo que probablemente tenía síndrome del túnel ...

 Taking effect Jan. 1, 2022, AB 701 brings changes for those at distribution and warehouse sites. AB 701 prohibits employers from using systems or quotas which violate rest breaks, meal periods, bathroom breaks, or other health and safety laws. The upshot of the bill is that it lays out that employee time engaged in activities to adhere to the health and safety laws is to be counted as productive for any quota purposes which means it should not count against the employee. The bill applies to “warehouse distribution centers.” Still, for the legislation to apply, the business must employ 100 or more employees at a single warehouse or 1,000 or more employees at one or more distribution centers in the state – including any workers through third parties and/or staffing agencies. Further, the bill affords employees the right to request a written description as applied to them if they believe a quota violated their rights with regard to meal breaks, rest periods, or health...

 Knee injuries are among the most common work-related musculature disorders. The Center for Disease Control and Prevention estimates that more than 600,000 workers lose time from work each year due to knee injuries. Knee injury at work is a serious issue that plagues workers across the globe. According to the American Academy of Orthopedic Surgeons (AAOS), knee injuries are among the most frequent complaints for workers’ compensation that doctors see each day, regardless of workplace setting. The AAOS explains that knee injuries can also be a result of “inappropriate footwear”, which ultimately leads to chronic knee pain and arthritis. While knee injuries can occur in any kind of workplace, those who work in retail or construction tend to be at an increased risk. Knee injuries when left untreated can manifest into far greater problems such as osteoarthritis. Osteoarthritis is one of the most common reasons for knee replacement. Knee Replacement and Workers’ Compensat...

 Delayed Worker Compensation is a prevalent problem in the workplace. The delay in filing for compensation can increase the severity of symptoms, and possibly make it more difficult to receive adequate compensation when appropriate. When a business sustains an injury or illness of a worker, the workers compensation insurance is meant to cover short-term disability and medical expenses. These benefits are often extended when the business cannot perform because of an incident. However, there are times when businesses face delays in providing workers compensation payments, which can be extremely troublesome for the employee. Further, a delayed claim is not only detrimental to the employee it is, financially and ethically as detrimental for the employer. As the well being of the employee (at work) should be the main priority of the employer. What to do in case of a Delayed Workers’ Compensation Claim? We all know the pain of a delayed worker’s compensation claim. You ...

 A major issue in California and the nation right now is immigration. It is estimated that approximately 10% of California workers are undocumented with a majority of them doing some of the toughest jobs around. The California worker’s comp arena is designed to be a note fault system focused on getting the injured worker medical treatment and back to work. Unfortunately many of the Injured Workers are reluctant to file workers comp claims out of fear that their undocumented status puts them at risk. Don’t Let Fear Keep You From Your Legal Rights Well there may be risks to being undocumented and injured worker in the state of California still has rights under his workers compensation. You shouldn’t fear filing a workers comp claim if you have been injured on the job contact RP Law Group at  951-394-3640  for a free consultation with an experienced workers compensation attorney.

 You report your work injury and then start getting letters and calls from the adjuster. But who is an adjuster? An adjuster is an individual assigned to a workers’ compensation claim by the insurance carrier — they are responsible for your claim at the insurance company. It is the adjuster’s job to follow the legal guidelines and requirements, but that person is also there to keep costs down for the insurance carrier and ensure proper handling of the claim. Working With An Adjuster A workers’ compensation adjuster is responsible to review the claim file and will investigate your claim for medical treatment authorization and benefits. Of course, it is also the adjuster who sends requests for treatment for Utilization Review, acceptance, denial, modification, etc. An adjuster will investigate your claim; this could be by requesting a recorded statement or sending you forms for release of medical information; this is standard practice. You should carefully read a...

 So, the offer of alternate/modified work comes in.  What does it mean? Alternative or modified work is offered when the injured employee is determined to be permanent and stationary with work restrictions and looking to be accommodated by the employer. There is a proscribed form for the employer to use in offering alt/mod work; however, it can be done via general letter as well. At some point, the injured worker’s doctor will likely return the applicant to work, often with work restrictions, i.e. no prolonged standing or no lifting more than 20 pounds. Once the injured worker is given work restrictions, those should be provided to the employer so that any possible accommodation may be determined. The one important thing to keep in mind is that any offer of alt/mod work, the injured worker should take into account any of the applicant’s restrictions.  Now many of the alt/mod offers have a time frame within which to respond.  This needs to be observed i...

 So, you’ve received a permanent disability determination in your workers’ compensation claim and you cannot return to your usual and customary job but you can do some work. So what now? Once you are ready to settle your case you may be entitled to retraining. The vocational rehabilitation program was created to provide qualified injured workers a training and vocational counseling opportunity. To qualify for what is formally called Supplemental Job Displacement Benefits Voucher you must have an award of some permanent partial disability and your job must have failed to offer modified or alternate work. For those who qualify the voucher should be issued within 30 days of the award of permanent disability. The voucher which will be $6,000 can be used for specific purposes. Of that voucher, a maximum of $1,000 may be used for a computer. You must document the use of the voucher for approved purchases such as tuition, fees, books, materials, etc. A vocational rehabilita...

 Por lo tanto, ha recibido una determinación de incapacidad permanente en la reclamación de compensación de sus trabajadores y no puede volver a su trabajo habitual y habitual, pero puede hacer algo de trabajo.Así que¿Y ahora qué? Una vez que esté listo para resolver su caso, puede tener derecho a volver a entrenar. El programa de rehabilitación profesional fue creado para proporcionar a los trabajadores lesionados calificados una oportunidad de capacitación y asesoramiento vocacional. Para calificar para lo que formalmente se llama Bono de Beneficios Suplementarios de Desplazamiento de Trabajo, usted debe tener un premio de alguna discapacidad parcial permanente y su trabajo debe no haber ofertado trabajo modificado o alternativo. Para aquellos que califican el cupón debe ser emitido dentro de los 30 días de la concesión de incapacidad permanente. El cupón que será de $6,000 se puede utilizar para propósitos específicos. De ese vale se puede usar un máximo de $1,000...

  In this article we will take a deeper look at depositions – what they are and their use in workers’ compensation cases. A deposition is a discovery tool which allows the opposing party to gather information regarding the claim. A deposition is basically just questioning and answering questions under oath. While typically in workers’ compensation cases a deposition will be taken of the injured worker, a deposition may also be taken of witnesses and experts such as the doctors, i.e. the treating doctor or the Qualified Medical Evaluator. Under Labor Code Section 5710 depositions may be taken. A deposition may be taken for many reasons. Generally, depositions are taken to gather information about the applicant’s injuries, prior injuries, medical treatment, etc. Usually it is the attorneys or hearing representatives involved in the case that take the deposition. Typically, the injured worker will be prepared ahead of time for the deposition. Also present during a deposi...

 A menudo la pregunta viene en cuanto a la elección de un médico de compensación de trabajo. En resumen, ¿tienes que usar el médico de trabajo, o puedes seleccionar el tuyo propio? En última instancia, su mejor opción puede ser permanecer con el médico que seleccione dentro de la red de la compañía de seguros. Uno de los beneficios de seleccionar un médico dentro de la Red de Proveedores Médicos es que no le costará sus copagos de seguro. Sin embargo, si usted está viendo a un médico dentro de la red de la compañía de seguros y desea cambiar de médico, puede solicitar un cambio de médico tratante del ajustador de seguros o, tu abogado. Si se acepta el caso de compensación de trabajo, seleccionar un médico fuera de la Red de Proveedores Médicos podría afectar negativamente sus beneficios. La elección del médico tratante en su caso de composición de trabajo es muy importante porque no sólo ese médico supervisará su tratamiento médico a medida que se recupere de su lesi...

 When an injured workers’ compensation claim is denied, delayed, or no total temporary disability benefits are being paid by the workers’ compensation company, injured workers may apply for state disability benefits through EDD (SDI). SDI provides eligible injured workers with short-term disability benefits for a work-free time due to an injury or illness in the workplace when the workers’ compensation insurance company is not providing total temporary disability benefits. SDI may be available if there is a dispute regarding your eligibility for workers’ compensation for total temporary disability benefits. To be eligible for SDI, a person must be employed or actively seek work at the time of disability; must have lost income due to disability; earned at least $300 of which SDI deductions were retained for a perverse period, and be under the care of a medical professional for the first eight (8) days of disability. It is worth noting that the injured worker must r...

 On-the-job injuries happen for many reasons; with short staffing and employer requirements, production quotas are the main reason. In addition, large box companies cause employees to miss rest periods and bathroom breaks to keep up. While no one warehouse employer is solely responsible for this trend, no employee should be forced to give up basic needs for a paycheck. Assemblywoman Lorena Gonzalez (D-San Diego) agrees. She is the author of Assembly Bill 701, which is designed to protect employees from injury-causing inducements. Govern Newsom signed the bill, which will require companies to disclose production quota descriptions to employees. Further, the legislative safeguards against retaliation or firing of employees for failure to meet any unsafe quotas. The new law will take effect in January 2022, making California the first state to prohibit warehouse company productivity quotas. Workers have long been hesitant to take required breaks as computers track their productivity a...

 Las lesiones en el trabajo ocurren por muchas razones; con escaseón de personal y requisitos del empleador, las cuotas de producción son una razón principal. Además, las grandes compañías de cajas hacen que los empleados pierdan los períodos de descanso y los descansos en el baño para mantenerse al día. Si bien ningún empleador de almacén es el único responsable de esta tendencia, ningún empleado debe verse obligado a renunciar a las necesidades básicas de un cheque de pago. La asambleísta Lorena González (D-San Diego) está de acuerdo. Ella es la autora del Proyecto de Ley de la Asamblea 701, que está diseñado para proteger a los empleados de los incentivos que causan lesiones. El Gubernador Newsom firmó el proyecto de ley, que requerirá que las compañías divulguen las descripciones de las cuotas de producción a los empleados. Además, la legislación protege contra represalias o despidos de empleados por no cumplir con las cuotas inseguras. La nueva ley entrará en vigor en enero de...