Workers’ Compensation FAQ
Workers’ Compensation Lawyers
1. What is workers’ compensation?
Workers’ compensation is a “no fault” insurance program that provides the following benefits to employees who suffer job-related injuries or illnesses:
- Medical benefits
- Temporary total benefits
- Permanent partial benefits
- Permanent total benefits
- Death benefits to dependents of workers who die as the result of their employment
2. I have been hurt on the job. What do I do?
You should notify your employer immediately. The notice, which does not have to be in writing, may be given to a foreman, supervisor, personnel office, or anyone in authority at the employer’s place of business.
3. When should I consult a lawyer about my workers’ compensation claim?
You may represent yourself in workers’ compensation proceedings, but you should be aware that workers’ compensation litigation is complex, and your employer or your employer’s insurance carrier will likely be represented by an attorney.
Whether or not to hire an attorney also depends on the severity of your injury. If you have a minor injury that doesn’t require surgery and allows you to quickly return to work, and your doctor expects you to make a full recovery, then you may not need an attorney. If you have suffered a more severe injury, you may want to consult a workers’ comp lawyer.
4. My employer will not report my accident to the workers’ compensation insurance carrier. What can I do?
Depending on where you live, how to handle this situation will vary. Our workers’ comp attorneys are here to help you navigate the legal system. Call us today at 1-800-LundyLaw® or complete a free initial consultation form.
5. How much is my workers’ comp claim worth?
Each claim is unique, and the value of your worker’s comp claim will vary depending on the specific details surrounding your injury. Typically, the Office of Workers’ Compensation Programs pays compensation at 66 2⁄3 percent of your pay rate (if you have no eligible dependents) or at 75 percent (if you have at least one eligible dependent), while official leave is paid at 100 percent of your pay rate.