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WORK ACCIDENTS LAWYERS

July 24, 2020 in Personal Injury, Workers Compensation

Work Accidents Lawyers

Each day, millions of Americans leave their homes for work. When they arrive, they have the right to operate within a safe environment free of unnecessary hazards.  Despite the regulations and best intentions of employers, workplace accidents are still common. According to the most recent report for the Bureau of Labor Statistics, there were roughly 2.8 million non-fatal work accidents in the United States. Out of these work accidents, employees spent a median number of 8 days away from work for recovery.

Regardless of the severity of any work-related injury, employees are entitled to receive the appropriate care and compensation.  This is typically covered in some form by workers’ compensation insurance. There are occasions where workers’ compensation falls short and does not cover the full extent of lost wages or earning potential. In those cases, the pursuit of a claim against the responsible negligent party may be appropriate. Work accidents lawyers are invaluable in these cases.

What are some common causes of work accidents?

Common causes for injury within the workplace, the three most common types of injuries are sprains/strains/tears, soreness/pain, or cuts/lacerations. While these types of injuries can initially appear minor, there are instances where symptoms do not develop immediately and instead show reason for concern at a later date. Most commonly, workplace injuries occur within the construction, manufacturing, transportation, maintenance, and service industries.

Work accidents can happen for any number of reasons, but typically the causes trace back in some way to:

  • Inadequate training
  • insufficient staffing
  • improper or insufficient safety gear
  • Poorly maintained equipment or machinery
  • OSHA violations
  • Falling objects
  • Chemical or hazardous material exposure

What are my rights if I get injured at work?

You have a legal right to file a workers compensation claim with your employer whenever injured on the job. This also depends on if they are carrying workers’ compensation insurance, which most employers in high-risk industries do. In addition to the workers’ compensation claim, you have the right to file a work accident or injury lawsuit against someone involved with your injury, such as the business owner, contractor, or another employee.

Who is at fault for a workplace injury?

There are several factors that go into determining who is ultimately at fault for a workplace injury, but prior to any incident your employer has a duty of care to foster a safe environment for you to carry out the required duties of your job. Often when an employer is negligent in providing a safe environment through subpar hiring practices, poor training, inadequate training, they can be found at fault for the resulting injuries following their negligence.

Who is liable for work accidents?

When determining the party at fault for a workplace injury or workplace accident, many factors can be at play.  The employers themselves can be the responsible party.  A third-party designer or manufacturer may share the blame for the accident. Even another person faces liability if shown to have exercised negligence leading to the injury. In these cases, a third-party claim is filed outside of the normal workers’ compensation arena and instead settled in civil courts on the state or federal level. 

What should I do if I get injured at work?

If you are in the unfortunate situation of experiencing an injury while on the job, you should stop working immediately and report the injury to a supervisor.  You may also need to seek medical treatment based on the accident or injury. You are not under any obligation to give a formal written statement to your employer without first speaking with a work accidents lawyer.

Once you are able, you should document the events surrounding the accident in as much detail as possible. A strong written account of the event while it is still fresh can be beneficial during any future claims or litigation. Taking pictures of the worksite and any relevant surroundings is also a good idea. You want to help paint the clearest picture possible. It is important to find any information pointing to the root cause of the injury and determine who is ultimately at fault for the injury.

How long do I have to report a workplace injury?

In the state of Louisiana, you have a statute of limitations of one year to file a workers’ compensation claim.  You must report the initial workp[lace accident or injury to your employer immediately.

Do I have to see a doctor that my employer chooses?

Your employer has the right to designate a physician for you after your workplace injury.

When should I hire a work accidents lawyer?

Utilizing the expertise of an experienced workplace accident attorney can prove to be critical in protecting your worker’s rights. Obtaining quality representation at the outset of the process is an excellent first step in protecting your best interests. The attorneys at Gordon and Gordon are here to help you ensure that the compensation for your injuries is fair.

Do I have to leave my job if I hire a workplace accident lawyer?

You are under no legal obligation to leave your place of employment.  

How much does a workplace accident lawyer cost?

While the cost of litigation depends on many factors, hiring a skilled work accidents lawyer should not cost you anything.  At Gordon and Gordon, workers’ compensation and injury claims are taken on a contingency fee basis.

Will hiring an work accidents lawyer affect my workers’ compensation benefits?

It is possible you are required to pay some of your workers’ compensation benefits back if you receive a settlement.  Any settlement could also affect your SSD benefits.  This is something to discuss with the attorneys at Gordon and Gordon.

Contact Gordon and Gordon today if you or someone you know has suffered a workplace injury

If you or someone you know has been the victim of an injury or accident within the workplace, please contact the work accidents lawyers at Gordon and Gordon. Call us at 318-716-HELP or send us an email.  Our firm accepts inquiries 24 hours a day, 7 days a week.

Questions to Ask Worker’s Comp Lawyer

June 18, 2020 in Workers Compensation

25 Questions to Ask Worker’s Comp Lawyer

When an employee has sustained an injury at work, often they find themselves mired in the endless bureaucracy of worker’s compensation. The process can be complicated, and many workers might be reluctant to push too hard for compensation. We’ve compiled a list of questions to ask worker’s comp lawyer from the start.

For these reasons, you should speak with a worker’s comp lawyer as soon as possible after sustaining an injury. A worker’s comp attorney can help ensure you get the compensation you deserve, and also help you if something goes wrong with your claim. 

However, knowing what to discuss with your lawyer can be difficult. In this post, worker’s comp attorneys at Gordon & Gordon will give you possible questions to ask worker’s comp lawyers.

To begin with, there are a few categories you should ask the worker’s comp attorney about. You should ask about:

  • The lawyer’s practice
  • Your worker’s comp claim
  • Filing a claim outside of worker’s comp
  • The claims process
  • Your next steps

We’re going to talk about five possible questions to ask worker’s comp lawyers in each of the five categories.

5 Questions to Ask Worker’s Comp Lawyer About His or Her Practice

These are five questions to ask worker’s comp lawyers about their practice.

Do You Handle Work Injury Claims?

Obviously, you need to know if they handle your type of case. In addition, you need to make sure they have significant experience with work injury claims. After all, your health and long-term well-being is on the line. 

How Many Work Injury Claims Have You Handled?

Again, you need to know exactly how much experience an attorney has with your type of claim. 

Remember that it is possible the lawyer will not have an exact count. That’s definitely okay. What you need to know is if the lawyer has enough experience to be intimately familiar with work injury claims. 

What is Your Success Rate in Worker’s Compensation?

Your lawyer will probably not be able to provide an exact number of worker’s comp cases they’ve handled. But providing you with their success rate in worker’s comp cases should be easy enough. This rate should be very high, ideally 90 percent or so.

Will I Work Directly With You During My Case?

Many work injury law firms have teams of paralegals and case managers who handle most of the work on a case. This isn’t necessarily a bad thing, but you still want to be able to talk to your attorney when you have questions.

How Often Do You Take Cases to a Hearing or Trial?

If you have a worker’s comp claim, your goal is to settle. However, you do want to be sure your attorney is ready to go to court if necessary. 

5 Questions to Ask Worker’s Comp Lawyers About Your Claim 

Here are five questions to ask worker’s comp lawyers about your specific claim.

Do I Qualify for Worker’s Compensation Benefits?

This might seem obvious, but it’s always best to be sure. There are some pretty tight deadlines associated with worker’s comp that your lawyer can help you be aware of.

Do I Qualify for Medical and Disability Benefits, or Just Medical?

In most states, you need to miss a certain number of workdays before you file for disability. But even if you don’t miss a lot of work, you may still qualify for medical benefits.

Can I Sue My Employer? (Or, Do I Have to Sue My Employer?)

Filing for worker’s comp does not involve a lawsuit. But if you can’t file a worker’s comp claim, a lawsuit maybe your best option.

How Long Do I Have to File My Worker’s Comp Claim?

In Louisiana, you have one year to file a worker’s comp claim. But you must report the injury to your employer immediately after it occurs.

Are You Required to See an Approved Doctor (or “Company Doctor”)?

Yes. Your employer can choose the doctor you see after your injury.

5 Questions to Ask Worker’s Comp Lawyers About Filing a Claim Outside of Worker’s Comp

Do I Have A Personal Injury Claim?

Outside of your worker’s comp claim, you may also have a personal injury claim against a third party. 

Who is Liable for the Costs of My Work Injury?

If not your employer, there are a multitude of people who may be responsible for your work injury. There may be a third party contractor or coworker who is liable. 

What Damages Am I Entitled to Recover For My Work Injury?

Worker’s compensation covers medical expenses and some of your lost wages. Personal injury claims include damages for all your injury-related costs, including pain and suffering.

Am I Entitled to Social Security Disability or Social Security Retirement Benefits?

Possibly. This depends on the specifics of your case. 

Will Filing A Personal Injury or Social Security Claim Impact My Worker’s Comp Benefits?

If you receive a personal injury settlement, you may have to pay back some of your worker’s comp benefits. Your worker’s comp benefits may impact your SSD eligibility. This is definitely an important issue to talk over with our attorneys at Gordon & Gordon.

5 Questions to Ask Worker’s Comp Lawyers About the Process

These are 5 questions to ask worker’s comp lawyers about the process.

How Long Will It Take to Recover Benefits and/or Just Compensation?

There’s no way to know definitively. But at Gordon & Gordon, we can provide you with general timelines.

How Will I Know When To Settle My Claim?

There’s no right time to settle. Our attorneys at Gordon & Gordon will have the knowledge to determine when it’s best to settle your case.

Should I Accept A Lump Sum Workers’ Comp Settlement?

In many cases, yes. But in some cases, no. If you have an SSD claim, for instance, receiving a large lump sum could impact your eligibility. 

What Should I Do While My Case is Pending?

Our attorneys at Gordon & Gordon will provide you with instructions on what to do while waiting on your case.

What Shouldn’t I Do While My Case Is Pending?

Similarly, we will be sure to tell you what to avoid. 

5 Questions To Ask Worker’s Comp Lawyers About Your Next Steps

Read on for five questions to ask worker’s comp lawyers about your next steps.

How Much Will It Cost To Hire You?

It should cost you nothing to hire a work injury lawyer. At Gordon & Gordon, we work on a contingency fee basis.

Will You Deal With My Employer and Their Insurance Company Directly?

Some parts of the case will still involve you. However, your lawyer should handle most of the communication with your employer and their insurance company. At Gordon & Gordon, we handle the bulk of this communication.

How Can I Contact You If I Have Questions?

We have 24/7 hour availability at Gordon & Gordon. Your lawyer should have something similar, or give you some quick method of contacting them.

What Information Do You Need From Me?

With a good lawyer, you will not need to ask. They will tell you what they need from you. 

What Should I Do Now?

An experienced worker’s comp lawyer like our attorneys at Gordon & Gordon will have this information readily available. 

Contact Gordon & Gordon With Questions For Worker’s Comp Lawyers

The worker’s comp process can be stressful and exhausting. If you need help with worker’s compensation in Northwest Louisiana, contact our team at Gordon & Gordon by calling 318.716.HELP. You can also leave us a message on our website.

AVERAGE WORKERS COMP SETTLEMENT FOR BACK INJURY

June 18, 2020 in Personal Injury, Workers Compensation

Average Workers Comp Settlement for Back Injury Claims

Do you know what the average workers comp settlement for back injury is?

Back injuries are some of the most common work injuries, especially for jobs with high volumes of manual labor. We get a lot of questions about the average workers comp settlement for back injury claims.

If you have a back injury in Louisiana, the average workers comp settlement for back injury claims is probably only one in a long list of questions. Back injuries can be devastating, especially if they permanently affect your ability to work. 

Getting a worker’s comp attorney as soon as possible is crucial. In this post, worker’s comp attorneys at Gordon & Gordon will talk about the average workers comp settlement for back injury. We’ll answer some questions about back injury claims, and how a worker’s comp attorney can help.

What is a Worker’s Comp Settlement?

Some people can be confused on exactly what it means to accept a lump sum settlement in a worker’s comp claim. 

The idea behind worker’s comp is that you would not have sustained the injury without being in the course of your duties at work. Because of this, your employer’s worker’s comp insurance will help you support yourself and your family while you are out with your injury. 

With many worker’s comp claims, your employer’s worker’s comp insurance will pay you a weekly amount until you’re ready to return to work in some capacity. This amount will help cover your medical expenses and lost wages.

That’s simplifying it quite a lot; things can become complicated when worker’s injuries are very severe. Things can also become complicated if the worker can return to work, but must transition to a different job that pays less, or with fewer hours. 

When you accept a lump sum settlement, you accept a single, large payment rather than multiple smaller weekly payments. 

Insurance companies may offer this option if they think they will pay out less in a single lump sum now rather than continuing weekly payments. After all, it is an insurance companies job to take in more money in premiums than they pay out in claims. 

It’s always best to consult with an attorney before accepting a settlement to ensure it is what’s best for your situation.  

What is the Average Workers Comp Settlement For Back Injury Claims?

The first thing you should know about the average workers comp settlement for back injury claims is that there isn’t a specific number, in any case. Every case and every claim is going to be different. 

Settlements depend on a few different factors. Like we mentioned earlier, insurance companies are businesses just like anything else. It is their job to take in more money than they are putting out. An insurance company will evaluate your claim, and if they believe that paying you a certain amount of money now will save them more money in the long run, they will offer a settlement. 

This is why it’s so important to consult with a worker’s comp attorney who can help you negotiate your settlement. 

In the end, offering and accepting a worker’s comp settlement is a financial decision on both ends. It has to make sense for both the insurance company and for the employee in question. 

Below, we’ll talk about a few things you should consider when evaluating the settlement the insurance company is offering you. 

What Should I Consider Before Accepting a Workers Comp Settlement?

Back injuries can be very serious, and can affect us for the rest of our lives. There is no average workers comp settlement for back injury claims, so it’s difficult to give you a threshold at which you should or shouldn’t accept a claim.

What we can tell you are the things you should be sure to consider when you are evaluating a settlement. 

First of all, you should consider future medical treatments. Medical treatments could include physical therapy, injections, and prescription medications. Some workers with back injuries may need surgery like a discectomy or spinal fusion. These treatments aren’t cheap. You should consider whether you think you will need these treatments when you’re looking at a possible settlement. 

You should also think about the wage loss. Wage loss benefits encompass 80% of an employee’s after-tax weekly wage. Insurance companies will pay weekly checks indefinitely, but they can offset this amount starting at age 65. Think about what your weekly wage loss check will be for the duration of your recovery, and make sure the settlement you accept takes care of your wage losses. 

Watch out for IME Doctors 

There is no average workers comp settlement for back injury claims, but there are plenty of ways you may possibly get less than you deserve.

When you sustain an injury at work in Louisiana, your employer’s insurance company gets to pick the doctor you see. This is an independent medical exam, or IME doctor. 

Some IME doctors may tell you that your back injuries are merely the result of aging. This is especially true if your diagnosis is a herniated disc, disc protrusion, or a pinched nerve. 

It’s also important to remember that preexisting conditions are not a basis for a dispute. Just because you had back trouble before the work injury doesn’t mean the work injury did not contribute to your inability to work. If the work injury changes your underlying pathology, you are eligible for a workers comp settlement. 

How Do I Maximize Settlement Value?

Though there is still no average workers comp settlement for back injury claims, there are things you can do maximize your settlement value. 

An experienced attorney can maximize the value of a settlement by using medical opinions to prove how long the employee will be unable to work. 

Contact Gordon & Gordon

If you have questions about the average workers comp settlement for back injury claims, call Gordon & Gordon at 318.716.HELP. Our experienced attorneys can walk you through the entire process of your claim, and help ensure you get the benefits you deserve. You can also leave us a message on our website.

WORKERS COMPENSATION RETALIATION

June 18, 2020 in Workers Compensation

Worker’s Comp Retaliation

When they sustain an injury on the job, many workers may worry about worker’s compensation retaliation.

But what is worker’s comp retaliation? Is there any legal recourse when you experience it?

When you are applying for worker’s compensation, the best course of action is to simply know your rights as a worker. In this post, worker’s compensation attorneys at Gordon & Gordon will try to answer all your questions about worker’s comp retaliation. We will talk about situations where workers may apply for worker’s comp, as well as what to do if you believe you are experiencing worker’s comp retaliation. 

What is Workers Compensation?

Before we delve too much into worker’s compensation retaliation, let’s have a quick refresher course on exactly what worker’s compensation is.

Put simply, a worker may apply for worker’s compensation when they sustain an injury on the job. This money can help the worker pay their bills until they can return to their job. The amount of money the worker receives will vary depending on the type of injury and its extent. 

The state of Louisiana requires nearly all employers to carry worker’s compensation insurance. This insurance policy pays out money to the workers who sustain injuries on the job. 

However, many employers will do whatever they can to avoid claims on their worker’s comp insurance. Thus, the process for applying for worker’s comp can be fraught with complications. One of the biggest complications workers fear when applying for worker’s comp is worker’s compensation retaliation.

What is Worker’s Compensation Retaliation?

Retaliation is when an employer punishes an employee for engaging in a protected activity.

Worker’s comp retaliation occurs when an employer punishes a worker for applying for worker’s comp. Sometimes, retaliation can occur when an employee even attempts to file a worker’s compensation claim. 

The most common and concerning form of retaliation is termination. But worker’s comp retaliation can take other forms: a demotion, a pay cut, or unwarranted discipline may qualify. However, these are much more difficult to prove. The vast majority of worker’s compensation retaliation claims in Louisiana involve wrongful termination. 

In Louisiana, the law prohibits employers from firing an employee for filing a worker’s compensation claim. State law guarantees the rights of injured workers to medical care and lost wages. 

Louisiana law also prohibits employers from denying employment to someone because they have made a worker’s compensation claim in the past. 

How Do I Prove Worker’s Compensation Retaliation?

If you suspect an employer is engaging in worker’s compensation retaliation, you can take them to court. If you win, you can recover whatever amount of money the employer would have paid you, if not for the retaliation. The court will determine this amount from the job’s one-year salary, plus any reasonable attorney’s fees and court costs. 

However, proving a worker’s comp retaliation claim isn’t always easy. If the court decides a worker’s claim is purposely frivolous or false, there could be consequences. The court could hold a worker responsible for damages to the employer. 

Workers in Louisiana must bring their worker’s comp retaliation claims in a district court, not a worker’s compensation court. This is because worker’s comp retaliation claims that involve termination fall under Louisiana’s wrongful termination laws. 

What Do I Need to Prove in Court?

In order to win a worker’s compensation retaliation claim, you have to prove that your employer took unfair action against you due to your worker’s compensation claim. The employee must present either:

  • Direct evidence that the assertion of the worker’s compensation claim was the reason for the termination; or
  • Circumstantial evidence that is sufficient to establish more probably than not that the reason for the discharge was the assertion of the worker’s compensation claim

There is a statute of limitations for worker’s comp retaliation. An employee must file a lawsuit within a year of the retaliatory action, or they cannot file a lawsuit at all. 

Can My Employer Fire Me Because I’m Receiving Worker’s Comp?

As we mentioned earlier, no. Your employer cannot fire you because you are receiving worker’s comp. 

That does not mean your employer cannot fire you while you are receiving worker’s comp. Sustaining an injury at work, unfortunately, does not protect you from termination. If, for example, your company goes through a round of layoffs while you are on worker’s compensation, your employer can lay you off or terminate you. As long as they don’t fire you because you are on worker’s compensation, it may not be worker’s compensation retaliation in the court’s eyes.

In addition, Louisiana does not prohibit employers from terminating employees who can no longer perform their job functions. If a physician finds that a worker can no longer perform their job functions due to their injury, an employer can fire that employee. 

What Are Valid Reasons for Termination in Louisiana Worker’s Compensation?

There are valid reasons for an employer to terminate an employee on worker’s compensation. We’ve already talked about a few of them: if the employee cannot perform their job functions due to the injury, there is no wrongful termination. 

Remember, if a court believes your wrongful termination suit is purposely frivolous, there could be monetary consequences.

In addition to the inability to perform job functions, an employer may provide other valid reasons for terminating an employee. If an employer can prove any of these, a worker is unlikely to win their claim. Some valid reasons for termination include:

  • The employee has failed to complete their job duties before the injury 
  • The employee demonstrated poor performance before the injury
  • The employer is terminating a contract employee for reasons related to the contract
  • The employee is part of a labor union, and the reason for termination is in the union’s collective bargaining agreement 
  • Violation of company policy 
  • Failing a drug test or other criminal activity 
  • The employer needs to cut down the number of employees for financial reasons

Contact Gordon & Gordon

It is always confusing and upsetting to sustain an injury that prevents you from working. It is even more so if your employer terminates you during this period.If you believe you may be suffering worker’s comp retaliation in Northwest Louisiana, contact Gordon & Gordon by calling 318.716.HELP. You can also leave us a message on our website.

What Behaviors Are Considered Criteria for a Hostile Work Environment

May 18, 2020 in Concerns, Workers Compensation

What Behaviors Are Considered Criteria for a Hostile Work Environment?

Do you know what behaviors are considered criteria for a hostile work environment?

Hostile work environment claims fall under workplace discrimination laws. These laws can be vague and subjective. They can be difficult to understand and interpret. Employees may not understand exactly what behaviors are considered criteria for a hostile work environment. Some employees may think they are overreacting, and are not really the victims of a hostile work environment.

In this post, our experienced workplace attorneys at Gordon & Gordon will try to de-mystify what behaviors are considered criteria for a hostile work environment. We will also discuss possible remedies and ramifications for employers who create hostile work environments. 

What is a Hostile Work Environment?

The state of Louisiana protects employees from discrimination based on sex, race, gender, national origin, religion, and disability. 

Unfortunately, some employers still engage in illegal discrimination when making business decisions. Some employers may also foster an environment where illegal harassment is common.

A work environment becomes hostile when discrimination or harassment becomes so intolerable it affects the terms and conditions of employment. Usually, this means that any reasonable employee would quit their job.

There are several criteria that make a work environment hostile:

What Behaviors Are Considered Criteria For A Hostile Work Environment: Discrimination 

An employer being rude or inconsiderate to an employee does not constitute a hostile work environment. Just because behavior is hostile does not mean it is a hostile work environment in the eyes of the law. 

The employee must prove that hostile behavior is due to their race, sex, gender, national origin, religion, or disability.

For instance, an employer calling their employee incompetent is not a hostile work environment.

However, if an employer calls the employee a racial slur, that is discrimination and may constitute a hostile work environment.

A further demonstration of the discrimination rule: imagine a man whose company has demoted him. This man happens to be a member of a minority race. This man also believes the demotion was unfair.

Even if the demotion was unfair, it does not mean there is a hostile work environment. The man must prove that the demotion occurred specifically because of his racial identity.

Discrimination definitely includes sexual harassment. Sexual harassment is the most common basis for a hostile work environment. Vulgar or inappropriate comments qualify as gender-based discrimination.

What Behaviors Are Considered Criteria For A Hostile Work Environment: The Reasonable Person Rule

We mentioned the hypothetical reasonable person above. To qualify as a hostile work environment, this hypothetical reasonable person would find the behavior at the workplace abusive or hostile.

This means that if the average person would not be offended by the behavior, it will probably not qualify as a hostile work environment. 

For example, most people are not offended by men talking about sports. But say that a woman in an office feels her male coworkers are discriminating against her by talking about sports. If their sports talk is her only evidence of gender-based discrimination, that will likely not hold up in court. This is because the average person would not be offended by the talk of sports.

What Behaviors Are Considered Criteria For A Hostile Work Environment: The Behavior is Pervasive

The behavior in question must be continuous and long-lasting. It must become a condition of employment. This means that in order to go about your normal day at work, you must put up with this hostile behavior.

For the most part, single instances of offensive behavior don’t qualify as a hostile work environment. If your coworker makes one racially-charged or offensive joke towards you, that is not a hostile work environment. However, if the coworker makes these racially-charged remarks every time they see you for months on end, that may constitute a hostile work environment. 

However, even if certain behaviors do not make a work environment hostile, they may still be illegal. Sexual harassment, for instance, is illegal whether or not there is a hostile work environment.

What Behaviors Are Considered Criteria For A Hostile Work Environment: No Investigation

The person who is discriminating against or harassing you does not have to be your boss. We will talk more about that farther down. 

When you are experiencing a hostile work environment, your first complaint should be to your supervisor, if they are not the one committing the offense. To have a viable hostile work environment claim, you must give your employer a chance to remedy the situation. If you have reported the harassment or discrimination and your employer does not investigate or remedy it, you may have a viable claim. Your employer is now complicit in the offensive behavior.

For example, imagine your coworker is making racist statements at work. You cannot make a hostile work environment claim if you do not report this behavior to your supervisor. You must give your supervisor the chance to investigate and discipline your coworker before you involve the courts.

Even if you feel certain your supervisor will not discipline your coworker, it is important to take this step. Your claim will likely not be viable if you do not. 

What Behaviors Are Considered Criteria For A Hostile Work Environment: The Behavior Must Have An Adverse Effect

This offensive behavior in your work environment must be distressing enough that it affects your work. 

It is not necessary to prove that the behavior had financial or professional consequences for you. You don’t have to receive a demotion or be fired to prove the behavior has affected your work. However, those are things that will definitely strengthen a claim.

Who Can Create A Hostile Work Environment?

Now we know what behaviors are considered criteria for a hostile work environment. Let’s talk about people who can create a hostile work environment. 

Like we said earlier, the offensive behavior does not have to come from your supervisor. The perpetrator could be:

  • A supervisor in another department,
  • An agent of the employer
  • A co-worker, or
  • A non-employee, such as a contractor, intern, or regular visitor.

Anyone in your work environment can contribute to a hostile work environment, as long as the behavior meets the criteria above. 

What Are Some Examples of Offensive Behavior?

We talked about what behaviors are considered criteria for a hostile work environment. Now we’ll elaborate on what we mean by “offensive behavior” or “hostile behavior”.

Any of the following behaviors can create a hostile work environment:

  • Sharing sexual photos, discussing sex acts or making sexual comments. The perpetrator may direct these comments towards the victim, or in the presence of the victim.
  • Sexual posters on the wall of a cubicle
  • Inappropriate touching 
  • Telling offensive jokes
  • Offering unwanted comments about someone’s appearance
  • Using ethnic slurs or insensitive language
  • Setting up a Facebook group to shame a colleague 
  • Sabotaging an employee’s work
  • Posting inappropriate photos of a colleague on the internet, even when not at work.

Contact Gordon & Gordon Law Firm

The attorneys at Gordon & Gordon have years of experience in workplace lawsuits. If you are wondering if you have a viable hostile work environment claim, call Gordon & Gordon at 318.716.HELP. You can also leave us a message on our website.

Terminating an Employee on Workers Comp

April 17, 2020 in Workers Compensation

Consequences of Terminating an Employee on Workers Comp

Terminating an employee on workers’ comp straddles the fine line of legalities. In Louisiana, the law protects employees from being fired while they’re on workers’ compensation or a disability leave. 

However, valid and legal reasons exist for firing an employee on workers comp.

TTD Meaning

Louisiana entitles employees, disabled because of a work related injury, to continued temporary total disability.Most refer to this as TTD.

This ceases when a physician releases them for work. However, the ‘return to work’ often comes under the terms of “light duty”. This holds true until the physician releases the employee for full duty.

If the physician gives work restrictions to the employee, then the employer is responsible for accommodating those restrictions. But, some jobs simply don’t have this option. So, for these cases, if the restrictions cannot be upheld, the employer owes the injured employee TTD benefits.

Obviously, it’s in the employer’s best interest to accommodate the light duty restrictions. This helps, not only to mitigate exposure, but also to return the employee into the routine, before they return to ‘full duty’.

Workers Compensation-Fired While On Light Duty Work?

In some cases, when an employee comes back to work on “light duty restrictions”, they may have a negative attitude toward the situation. Some employees begin to “act out”. Employees commonly experience this. So, employers should meet this with compassion. Most employees do want to get back to their jobs, before the work-related injury.

The employer should work with the employee to get him or her back to work ‘full duty’. If an employee is seeking treatment and wants to return to work, having their job will continue to keep them motivated.

However, the employee may reach maximum medical improvement, commonly known as MMI. This means the doctor or therapist has exhausted his or her resources to help the patient or worker. And, the condition will not improve any further. For most cases, this means that the employee will not be able to return to his or her full work duty, again. When this happens, the state requires the employer to make reasonable adjustments to accommodate the employee so that he or she can perform.

Can I Be Terminated While On Workers Comp?

The employer may not be able to accommodate the employee’s return to work restrictions. Or, the employer cannot keep the employee’s position vacant while on workers’ compensation leave. This sometimes  leads the employer to hire someone to fill the position and terminate the employee on workers comp. 

The employer would have to work with the claims specialists, as well as ensure compliance with company policy before doing so.

Can You Collect Workers Comp After Being Fired?

If an employer terminates an employee on workers comp, the benefits still belong to the employee. Workers compensation benefits do not terminate with employment, or lack thereof. 

Furthermore, the government considers an individual who is totally disabled or with restrictions “unemployable”. Therefore unemployment benefits are not available to them. 

Lost time benefits will continue until a physician releases the employee to work “full duty” or placed at MMI. 

Firing an Employee on Workers Comp

Workers’ compensation premiums can be costly. In some cases, employers feel as if they must limit an employee’s lost time benefits by seeking opportunities to terminate an employee for a cause that’s unrelated to the work-related injury. 

This is not a good idea. However, many…many companies try this.

For starters, not only could the termination backfire with a retaliatory discharge suit, the workers’ comp benefits will continue for the employee. This includes medical and lost time benefits.

If you’re wondering how to fire an employee on workers’ comp, wait until the employee is at their pre-accident status. 

Once an employee sustains an injury at their place of employment, terminating their employment will not and should not provide any cost savings to the employer.

Furthermore, if an employer chooses not to hold the position for the injured employee when he or she can return, they may end up paying more. 

TDD benefits for lost time don’t have time limitations. These can continue indefinitely.

Consequences of Terminating an Employee on Workers Comp

Sure, there are instances in which it’s legal to terminate an employee on workers comp. The employer must ensure the reasons are valid. They must also dig deep to determine if he or she did everything in their power to assist in the employee’s return to work. This is regardless of if the return to work is full duty or restrictions. 

If not, the determined personal injury attorneys at Gordon and Gordon will not rest until the employee receives what they legally deserve.

If you’ve been terminated while on workers’ compensation, give us a call at 318-617-HELP. We offer free consultations and want to give you the best possible representation to get you what you’re legally entitled to, with or without the accommodation of your employer. 

head injury compensation claim

March 9, 2020 in Personal Injury, Workers Compensation

Head Injury Compensation in Louisiana

What do you know about head injury compensation?

Each and every head injury is unique. They range in severity from minor bruising, to a concussion, and all the way to a fractured skull or brain injury. But even a minor head injury can have long-lasting effects on a person: they might suffer headaches, vision problems, or dizziness. The most serious headaches may cause permanent disability or even death.

The cause of a head injury could be any kind of accident, including road accidents and accidents at work. 

In this post, our personal injury and worker’s compensation attorneys at Gordon & Gordon will discuss the different types of head injuries, how they can occur, and how they can help their clients obtain head injury compensation.

How Do I Know If I Am Eligible For Head Injury Compensation? 

Unfortunately, not all injuries are eligible for head injury compensation. The best way to know if you are eligible to receive head injury compensation is to speak with an experienced personal injury attorney. 

However, there are a few elements of eligible head injury cases that we can talk about. 

For instance, in order to be eligible for head injury compensation through personal injury, your injury has to be someone else’s fault. 

In the legal sense, fault is a slippery thing. To prove that someone else was at fault for your injury, we have to prove that someone else had a duty of care that they ignored and that this behavior resulted in your injury. We’ll describe some in-depth examples below. 

Second, we have to prove that your injury materially affected your life in a negative way. This is usually relatively easy: it’s simple to prove that you had to miss work. It’s also easy to prove that you accrued medical bills. All of these factors, plus others, will come together to form a number of damages you can ask for from the at-fault party. 

The concept of fault is only applicable in personal injury cases. The worker’s compensation claims are a little different. 

Should I File A Personal Injury or Worker’s Compensation Claim?

As we mentioned earlier, a head injury can occur anywhere. It can happen at work or in your private life. 

If your head injury occurs at work, a worker’s compensation claim will probably be your best bet. But you may still be eligible for head injury compensation through worker’s comp even if your injury does not occur at work. For instance, if you were carrying out your work duties and get into a car accident, you are probably eligible for worker’s compensation benefits.

The biggest difference between a worker’s compensation claim and a personal injury claim is that we base personal injury claims on fault. In order to receive head injury compensation through a personal injury claim, your injury has to be someone else’s fault. In a worker’s compensation claim, your injury just has to occur while you’re working. 

Again, the best way to know for sure what kind of claim you should file is to contact an experienced attorney and discuss your case with them.    

What Are Some Examples of Head Injury Claims?

Here, we’ve compiled a short list of hypothetical scenarios where the victim would qualify for head injury compensation. We’ll also discuss whether or not the client should file a worker’s comp claim or a personal injury claim, and why.

A Head Injury At Work

The victim of this particular head injury is at work at the time of his accident. During the course of his job inspecting deliveries for a hospital, an iron bar strikes the client on the back of the head. 

The client immediately suffers from dizziness, nausea, and blurred vision. He has to cut back his hours at work because he continues to experience painful headaches. The client also has a hard time concentrating. He finds himself unable to do his previous job or any other job with his employer. 

Additionally, the client experiences rapid mood swings and other out-of-character behavior. He relies heavily on anti-depressants and anxiety medications.

This client has grounds for head injury compensation through worker’s comp, for the rest of his life. This scenario highlights the need to always consider the long term prognosis because this injury will affect the client for the rest of his life. The money he receives from his employer’s worker’s compensation plan should reflect that. 

Car Accident Causing A Head Injury 

The victim in this case is a 17-year-old boy who is the passenger in a car that strikes a streetlight. In this hypothetical scenario, the passenger is not wearing a seatbelt and is thrown from the car and onto the ground outside.

The boy immediately suffers an epileptic seizure and multiple fractures of the skull. He is in intensive care for 10 days, and has a permanent brain injury that will affect him the rest of his life. After suffering a series of epileptic seizures and being unable to work, this client is eligible for a personal injury settlement. He will depend on anti-epilepsy medication for the rest of his life, all due to his brain injury.

A Cycling Injury 

In this case, the hypothetical victim of a head injury is cycling to work. As he cycles through the main entrance to his workplace, a barrier between lanes of traffic falls and strikes his helmet. 

Because of the cyclist’s helmet, this injury is more mild than the previous two hypothetical scenarios. The cyclist suffered from somewhat serious headaches after the injury, and missed a small amount of work. 

This client could potentially file a personal injury claim or a worker’s compensation claim. He was on his way to work at the time of the injury, but there could be third parties in charge of erecting the barrier that fell on him. 

Contact Gordon & Gordon

The attorneys at Gordon & Gordon are well-versed in both personal injury and worker’s compensation claims. If you or someone you love has suffered a head injury, contact the Gordon & Gordon law firm by calling 318.716.HELP. You can also leave us a message on our website.   

disability rating scale for workers comp

February 13, 2020 in Personal Injury, Workers Compensation

Louisiana Impairment Rating Scale

Have you ever heard of an impairment rating scale?

When you get hurt at work, your employer may be responsible for paying some of your expenses while you cannot work. This could include lost wages and medical bills. We call this worker’s compensation. This money does not come directly from your employer but from their insurance company. 

The state of Louisiana requires most employers to carry worker’s compensation insurance. Sometimes, the insurance company your employer has insurance with will offer you a settlement. This means that you will get one lump sum of money rather than monthly benefits. You take this settlement in exchange for waiving your claim to benefits in the future. This settlement depends on an impairment rating, which your treating physician decides. 

In this post, our worker’s compensation experts at Gordon & Gordon will answer all your questions about the impairment rating scale. 

What is the Impairment Rating Scale?

Before we get into specifics about impairment ratings, let’s talk about what part this scale plays in the worker’s compensation process.

It is helpful for employers and insurance companies to determine the severity of an employee’s injury. Some of the key questions during a Louisiana worker’s compensation claim are:

  • Is the employee unable to return to work because of their injury?    
  • Can the employee return to some other type of work, such as light-duty work?

To determine what is in its best interests, an insurance company will seek to assign an impairment rating to an employee. 

When an insurance company seeks out an impairment rating, it is because they are going to offer a settlement to the employee. To know the size of the settlement they should offer, the insurance company has to answer those two questions above. When answering these questions, being able to place a numeric rating on the employee’s injury is extremely useful.

For this reason, insurance companies use an impairment rating scale. 

What Is An Impairment?

We’ve talked about what an impairment rating is and why it is useful in a worker’s compensation case. We’ll also briefly discuss what Louisiana law considers an impairment. 

Louisiana law defines impairment as a medical problem that affects the employee’s bodily functioning. The impairment must also prevent the employee from using their body in the way they did before the injury. 

An impairment could be:

  • Physical or mental in nature
  • Caused by an injury or illness
  • Permanent or temporary
  • Severe or mild 

How Does the Impairment Rating Scale Work?

As we talked about earlier, impairment ratings provide an estimate of an employee’s physical and mental health. 

Doctors will assign impairment ratings on a sliding scale of 0 to 100.

There are different ratings for an injured body part and then for the body as a whole. Your arm may have a high impairment rating, meaning the injury is very severe. But if the rest of your body is healthy, your whole body impairment rating may be smaller. 

The goal of the impairment rating scale is so the insurance company can determine if you will return to work. If you cannot return to work, the insurance company may seek to give you a settlement. Thus, if your impairment rating is particularly high, the insurance company may offer you a settlement. 

When this becomes the case, the insurance company will negotiate a settlement based on your former wages, as well as your age.

What is Maximum Medical Improvement?

In a worker’s compensation case, you’ll hear the term “maximum medical improvement” or MMI thrown around a lot. In many cases, doctors will not assign an impairment rating until you reach MMI.

What this means is that you must reach a point where further treatment will not improve your situation. There aren’t surgeries or medicines that will make you more able to return to work.    

What is the Difference Between Impairment and Disability?

In some cases, there isn’t any difference between impairment and disability. In fact, some states refer to the impairment rating scale as the disability rating scale. 

But in Louisiana worker’s compensation, impairment and disability are not always the same. 

Above, we listed the definition of an impairment as a medical condition. Impairment refers to the loss of functionality in the body; it refers to the actual injury. 

Disability, alternatively, is a legal term that refers to the employee’s ability to return to work. When an employee sustains a total or partial disability, it does not necessarily mean they have a disability in the physical sense. In this context, disability means they cannot return to their old job.

For example, let’s say that somehow, an office worker and a warehouse worker sustain the same back injury. Because they have the same injury, they have the same impairment. They have both lost the same level of functionality in the same part of their body. 

But if the office worker can return to work, he does not have a disability in the legal sense. It is entirely possible for an office worker to do their job with minimal recovery after a back injury. Therefore the office worker may have an impairment, but not a disability.

The same is not true for a warehouse worker, who may engage in heavy lifting frequently in their job. With the exact same impairment, the warehouse worker may also have a disability. The warehouse worker will most likely receive different benefits. 

The Impairment Rating Scale and Louisiana Worker’s Comp Settlements 

Most Louisiana worker’s compensation claims don’t require impairment ratings. If the insurance company plans to simply pay out monthly benefits, they don’t need an impairment rating. When an insurance company seeks out an impairment rating, it is because they are considering a settlement. 

The insurance company will use this impairment rating during settlement negotiation.

It’s also important to remember that other states require impairment ratings more frequently than Louisiana. When you are dealing with an insurance company that operates in multiple states, they may require an impairment rating whether Louisiana does or not. 

Contact Gordon & Gordon

Insurance companies will use the impairment rating scale to justify the settlement they are offering you. But how do you know if that settlement is what’s best for you?

That’s where we come in. Gordon & Gordon have extensive experience in negotiating worker’s compensation claims. For more information about impairment ratings and insurance settlements, call Gordon & Gordon at 318.716.HELP. You can also leave us a message on our website.

louisiana workers comp settlement chart

February 7, 2020 in Personal Injury, Workers Compensation

Louisiana Worker’s Comp Settlement Chart

What do you know about Louisiana worker’s compensation? What about Louisiana worker’s compensation settlements? Here we provide information similar to a Louisiana Worker’s Comp Settlement chart.

So, you got hurt at work in Louisiana. You’re stuck at home because of your injury. You might hear “Louisiana worker’s compensation” and balk because you don’t want to lay blame on your employer, go to court, or get fired for filing a claim. 

Fortunately, all these things are pretty rare in actual worker’s compensation claims. In this post, our worker’s compensation lawyers at Gordon & Gordon will answer all your questions and debunk some myths about Louisiana worker’s compensation. 

What is Louisiana Worker’s Compensation?

Let’s go back to the situation we talked about earlier: you got hurt at work, and you’re at home recovering. You’ve got some medical bills and no way to pay them.  

The good thing is, this is exactly what the Louisiana Worker’s Compensation Act is for! 

If you get hurt at your job and can’t work because of it, you can get certain benefits from your employer and their worker’s compensation insurer. 

If you’re concerned about getting fired for filing a worker’s compensation claim, don’t be. Your employer cannot fire you for filing a worker’s compensation claim. If they fire you for another reason, they are still responsible for your benefits. 

Louisiana Worker’s Compensation Insurers 

Before we talk about what kinds of benefits you can get from your employer, let’s talk about their insurer. Louisiana law requires most employers to carry worker’s compensation insurance. Employers will purchase this insurance through an insurance company. You will need the name of this insurance company to file your claim. 

There are cases where an employer might make it difficult to discover the name of their insurance carrier. In these cases, you need a Louisiana worker’s compensation attorney. Usually, a letter from your attorney will be enough to get the insurance carrier’s name. 

If you don’t want to involve an attorney just yet, you can check the Louisiana Department of Labor’s website. Just click on the “Worker’s Compensation Coverage Verification” link in the bottom left corner. 

What Benefits Can I Get From Louisiana Worker’s Compensation?

There are a variety of things your employer may be responsible for. Below is a list of the Louisiana worker’s compensation benefits you may receive:

Indemnity Benefits for Lost Wages

This will typically be about ⅔ of your average weekly wage. There are a few different kinds of indemnity benefits, including temporary total disability, supplemental earnings, permanent partial disability, etc. 

But the ⅔ rule does not apply if you are a high-earner. There is a cap on indemnity benefits. In 2019, that maximum was about $660 per week. Even if you have a six or seven-figure salary, you can only receive the maximum weekly payment. The state reviews these limits every year.

Medical Benefits 

Your employer will be responsible for all your accident-related medical bills. You will need the insurer’s permission for medical treatment totaling more than $750 unless it is emergency treatment. 

Choice of Physician 

The injured employee can choose one physician in any field or specialty. But if you change specialists, you need permission from the insurer.

For instance, if your injury is a knee injury, you have the right to choose your own orthopedic surgeon. If you want to change orthopedic surgeons, you need your worker’s compensation insurer’s permission. 

You do not need permission to choose your own physician in other specialties. Let’s say you’ve chosen your orthopedic surgeon, but you also need an ENT for an accident-related injury. You do not need the insurer’s permission to also choose an ENT.

But it’s important to remember that your employer can ask you to undergo an examination by one of their preferred doctors at any time. 

Vocational Rehabilitation Benefits 

Many residents of Louisiana work in the oil field. If an oilfield worker sustains an injury that is severe enough, they may not be able to return to the oilfield. There may not be an alternative job available with their employer. 

In this case, the employer must assist the employee in finding a new job. 

Mileage Benefits 

You may need to do a fair bit of driving to get the services, medications, or prosthetics that you need. You may even need to do some flying. The good news is that your employer is responsible for paying those expenses, so long as they are reasonable and necessary. 

Wrongful Death Benefits 

This is a worst-case scenario, obviously. But in the case of a death, the employer is still responsible for benefits to the decedent’s loved ones. The employer may be responsible for funeral costs, compensation for the decedent’s lost income, and any medical bills incurred before the death.

How Much Can I Get in a Louisiana Worker’s Compensation Settlement?

There’s no surefire way to tell how much money you might get in a Louisiana worker’s compensation settlement, or for how long you might get it. There are quite a few factors the settlement will hinge on. The most important factor is maintaining your benefits. It is always easier to maintain the benefits you are already getting rather than regaining benefits once you lose them. 

You never need to settle your claim to continue receiving benefits. Neither does the employer and their insurer. You can’t force the employer to pay your future indemnities and medical bills; that can only happen through the agreement of the two parties. 

A few things an attorney might consider during a Louisiana worker’s compensation settlement case are:

  • What type of indemnity benefits is the employee receiving? Is the employer paying all the benefits?
  • When was the last payment?
  • Has the accident-related medical condition stabilized? 
  • What are the treating doctor’s recommendations?
  • Is the employer paying the correct comp rate? 
  • What, at the end of the day, does the injured employee plan to do?

These are all things you need to consider during negotiations for your Louisiana worker’s compensation benefits. These are all things an attorney can help you with if you are unsure. 

Contact Gordon & Gordon

If you or someone you know is struggling with their Louisiana worker’s compensation settlement, call Gordon & Gordon at 318.716.HELP. You can also leave us a message to arrange a consultation at any of our offices.

shreveport construction injuries

December 30, 2019 in Personal Injury, Workers Compensation

Common Construction Injuries in Louisiana

Construction injuries are sadly common on a work-site.

These sites are dangerous places, and the work is highly physical. Construction workers also often use heavy machinery, climb to great heights, and work on roadsides where accidents are likely. 

Many residents of Louisiana work on construction sites. If you are a worker and you sustained a construction injury on a worksite, Louisiana law provides a number of protections for you. 

In this post, the worker’s compensation attorneys at Gordon & Gordon will discuss common construction injuries. They will also outline your rights as a worker in Louisiana, and the steps you should take following a construction injury. 

What Are The Most Common Causes of Construction Injuries?

Construction sites are risky places to be. The Occupational Safety & Health Administration (OSHA) has identified the top causes of construction injuries. These causes for construction injuries include:

Falling From Heights 

Construction work often includes climbing to great heights. 

A worker may fall from a building, scaffolding, or a piece of machinery. Workers can also fall into holes or ditches on construction sites.

Trench Collapse

When a trench collapses, debris can cut off a worker’s air supply. This debris can also bury a construction worker or cause severe crushing injuries.

Collapsed Scaffolding 

OSHA has strict rules to ensure the safety and stability of scaffolding. Despite this, things can still go wrong. This could cause a worker to fall, or pieces of the collapsed scaffolding could hit a worker on the ground.

Electric Shock and/or Arc Flash

Working with generators, power tools, machinery, and electrical wiring put construction workers at risk. Especially when many construction workers do not have proper instruction on dealing with electricity.

Failure To Use Appropriate Safety Gear

Hardhats, safety glasses, and other personal protective equipment are necessary on a construction site. 

But these rules are lax on some construction sites, and workers may not always wear appropriate safety gear. For instance, workers may be eating lunch near their site, but not officially on their site. Because they are not actually on-site and working, they aren’t wearing their hardhats. But they are still near enough that they could sustain an injury if a piece of equipment falls.

Repetitive Motion 

Repetitive motion injuries are common in any manual labor job. 

When you perform the same physical motion, again and again, the muscles and soft tissues will wear down. Repetitive motions like this are common on a construction site. An injury to the muscle and soft tissue will cause pain and limited mobility. If you don’t treat the injury, it will only get worse, and there could be permanent damage.

These are the most common causes of construction injuries. Other prevalent causes of construction injuries are traffic accidents, collapsing ladders, malfunctioning tools, and errors with tools or machinery.

What are the Most Common Construction Injuries?

Above, we listed the most common causes of construction injuries. Now let’s talk about the construction injuries themselves.

Workers who experience accidents like the ones we talked about can sustain a variety of serious injuries. Some of these common construction injuries include:

  • Burns 
  • Electrocution 
  • Vision impairment or blindness
  • Broken bones
  • Knee and ankle injury 
  • Neck, shoulder, or back injury 
  • Spinal cord injury 
  • Illnesses caused by toxic chemical exposure 
  • Head injury and/or brain injury 

There are also tragic accidents on construction sites that result in fatalities.

What Workers’ Compensation Benefits Can I Get For My Construction Injury?

First and foremost, when you sustain an injury on a construction site, you need to pay your medical bills. You might need time off work to recover, or you may need to switch to a less physically demanding job. If your injury is severe enough, you may need to stop working altogether.

The good news is that in Louisiana, the law requires the vast majority of employers to carry worker’s compensation insurance.

These worker’s compensation policies cover any injury for any employee. The policy will cover your injury even if you made mistakes that caused your injury. As long as you weren’t intoxicated or violating company policy, worker’s compensation applies to you.

The worker’s compensation benefits you can receive will depend on your specific injury. Worker’s compensation will cover your medical bills, lost wages, and disability benefits if you qualify.

If you have to switch to a lower-paying job because of your injury, worker’s compensation can provide you with benefits to make up for the disparity. 

If a construction worker dies as a result of a tragic accident, worker’s compensation can also provide death benefits.

And if you’re worried your employer might fire you rather than pay your worker’s compensation, don’t. Your employer cannot fire you solely because you receive worker’s compensation.

Third-Party Lawsuit Claims

If you feel that your construction injury was the fault of your employer, worker’s compensation is the only action you can take. You cannot sue your employer for further benefits.

But if someone other than your employer caused your injury, that’s a different story.

For example, let’s say there was an architect overseeing a site you were working on. If the architect’s negligence leads to your injury, you may have a third-party lawsuit claim. 

The same concept applies if a tool or machine was defective. You could have a third-party lawsuit claim against the manufacturer of the machine. 

A third-party lawsuit will let you pick up compensation that worker’s compensation cannot give you. For instance, you can receive compensation for pain and suffering. But to get this compensation, you have to win the lawsuit. This means you’ll have to prove negligence, or that a product, machine, or tool was defective. 

How Can A Worker’s Compensation Attorney Help Me?

A worker’s compensation attorney can guide you through the claim process from beginning to end. Our experts at Gordon & Gordon can:

  • Determine whether to file a worker’s compensation or third-party liability claim (or both)
  • Deal with the worker’s compensation insurer if there is a dispute 
  • Gather evidence to prove your eligibility for compensation
  • Keep your claim moving forward
  • Appeal a worker’s compensation claim denial
  • Negotiate a settlement if there is a dispute over benefits 
  • File a third-party lawsuit in court or negotiate a settlement with a third party 

Contact Gordon & Gordon

At Gordon & Gordon, we have years of experience helping the residents of Louisiana with their worker’s compensation claims. If you or a loved one sustained a construction injury on the job, you can call our offices at 318.716.HELP. Lines are available 24/7.

You can also send us a message directly with a brief description of your accident and injury to begin scheduling your consultation.

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